The Office of the President has approved the grant of the Fiscal Year (FY) 2024 Performance-Based Bonus (PBB). The official guidelines are detailed under EO 61 TWG Memorandum Circular (MC) No. 2026-1, issued by the Technical Working Group (TWG) on Executive Order No. 61.
Below are 10 frequently asked questions regarding the criteria, eligibility, and timeline for the FY 2024 PBB:
1. What legal directive governs the implementation of the FY 2024 PBB?
The grant is implemented under Memorandum Circular No. 2026-1, which follows the review of the Technical Working Group established under Executive Order (EO) No. 61 (s. 2024). This executive order aims to streamline and simplify government performance management systems to align with ease-of-doing-business initiatives.
2. Which government branches and personnel are covered?
The circular covers personnel whose compensation is funded under the Personnel Services (PS) allocation. This includes employees holding regular, contractual, and casual positions in the following offices:
- Departments and attached agencies of the National Government
- Congress, the Judiciary, and Constitutional Commissions
- Office of the Ombudsman
- State Universities and Colleges (SUCs)
- Government-Owned or -Controlled Corporations (GOCCs)
- Local Government Units (LGUs) and Local Water Districts
3. Are Job Order (JO) and Contract of Service (COS) workers eligible?
No. Personnel engaged through Job Orders (JO), Contracts of Service (COS), or external consultancies are not covered by the circular. Eligibility strictly requires that an employee’s salary is drawn from the formal Personnel Services budget allocation.
4. What are the agency-level criteria to qualify for the bonus?
An agency must satisfy mandatory compliance standards across four (4) dimensions of accountability:
- Performance Results
- Process Results
- Financial Results
- Citizen/Client Satisfaction Results
5. What score must an agency achieve to become eligible?
An agency must earn an overall score of at least 70 points out of a maximum 100-point scoring system prescribed under the MC.
6. What individual performance rating is required?
To qualify for the bonus, an individual official or employee must attain a performance rating of at least “Very Satisfactory” under the Civil Service Commission-approved Strategic Performance Management System (SPMS) or its equivalent Career Executive Service Board requirement.
7. How does the length of service impact individual eligibility?
- Full Grant: Employees who have rendered a minimum of nine (9) months of service during the fiscal year are entitled to the full amount.
- Pro-rata Grant: Employees who served for less than nine months but a minimum of three (3) months will receive a pro-rated bonus matching their actual length of service.
8. What administrative or legal issues can disqualify a worker?
Personnel are disqualified from receiving the FY 2024 PBB under the following circumstances:
- Being found guilty of administrative and/or criminal cases by final judgment in FY 2024 (unless the penalty is strictly a reprimand).
- Failing to submit the 2023 Statement of Assets, Liabilities, and Net Worth (SALN).
- Being directly responsible for an agency’s failure to comply with SALN review and compliance procedures.
9. Can a unit or individual be isolated and excluded if an agency fails specific targets?
Yes. If an agency receives a score below 4 in any individual performance or eligibility criterion, the specific units, individuals, or heads of units primarily responsible for that deficiency will be isolated and excluded from the grant, even if the overall agency reaches the 70-point threshold. Additionally, late submissions of reportorial requirements will result in a 5% reduction in the agency’s baseline PBB rate.
10. When will the FY 2024 PBB be released, and how is it funded?
The Department of Budget and Management (DBM) announced that validating agencies expect to begin processing distributions as early as October. Funding for national agencies is legally secured under the 2026 General Appropriations Act (GAA), while LGUs and GOCCs will source payments from their respective local funds and corporate operating budgets.
If you need more details about a specific agency type or want to check structural shifts, please let me know:
- Which government agency or sector (e.g., DepEd, AFP, or a local LGU) are you focusing on?
- Do you require the exact percentage rates or computations for the uniform bonus structure?
