A. Rationale

B. Objective

C. Scope

D. Basis

A. Objectives

1. To establish administrative procedures in the determination of qualifications, conditions and rates in the grant of the Magna Carta benefits to NFA Science and Technology (S & T) Personnel.
2. To determine the functions of NFA that will be considered in the grant of the Magna Carta benefits for NFA S&T personnel who are directly performing scientific and technological activities with impact on NFA operations.

3. To provide guidelines in the evaluation of employees to be certified as NFA S & T personnel by the Department of Science and Technology (DOST) under RA 8439.

4. To provide guidelines in the determination and computation of the amounts of magna carta benefits for NFA S & T personnel.

B. Bases

1. Republic Act No. 8439 “An Act Providing a Magna Carta for Scientists, Engineers, Researchers and Other Science and Technology Personnel in Government”. dated December 22, 1997

2. DBM-DOST Joint Circular No. 1, s. 2013, Subject: “Rules and Regulations on the Grant of Compensation –Related Magna Carta Benefits to Scientist, Engineers, Researchers and Other Science and Technology S & T Personnel”

3. Guidelines in the Evaluation of Employees for Recommendation as NFA S&T Personnel for Certification by DOST Under RA 8439 (as amended), approved September 14, 2006

4. CSC-DBM Joint Circular No. 2-A, s. 2005

5. DOST Administrative Order No. 006 s. 2000 (IRR for Non-DOST S & T Personnel)
6. DOST Administrative Order No. 010 s. 2001 (Amendment of AO No. 006 s. 2000)

7. Implementing Rules and Regulations (IRR) of RA 8439 as amended

8. DOST Administrative Order No. 005 s. 1999 (LOP Guidelines)

9. DOST Administrative Order No. 001 s. 1995 (Honorarium Guidelines)

10. DOST Administrative Order No. 017 s. 1998 (Hazard Allowance Guidelines)

11. 1991 NFA Approved Organizational/Functional Structure

C. Scope

This SOP shall cover specific criteria and administrative procedures on the grant of Magna Carta benefits to NFA S & T personnel as certified by the Department of Science and Technology (DOST).

D. Coverage

1. NFA officials and employees qualified for evaluation as follows:

1.1 Assigned/Working in the department/office first certified as S & T Center/Office by the DOST;

1.2 NFA employees who are graduates of natural or applied science courses which include Chemistry, Food Microbiology, Food Science, Agriculture (Entomology, Agronomy, Plant Physiology, etc.), Metrology, Nutrition, Biology, Mathematics, Computer Science and Engineering (Civil, Mechanical, Chemical, Electronics, Electrical, Agriculture, and Industrial), and holders of technical positions as supported by an appointment and actually performing scientific and technology activities assigned in various offices of NFA directly involved in STA based on NFA approved organizational structure;

1.3 NFA executives (SG 24 and above) with at least ten (10) years of managerial experience, and performing planning and policy making functions to effectively carry out scientific and technology activities at NFA;

1.4 NFA S & T personnel previously certified by DOST and promoted to SG 24, and performing planning and policy making functions to effectively carry out scientific and technology activities in NFA.

Provided however, that the said NFA officials and employees have been evaluated by the Magna Carta Evaluation Committee, endorsed by the National Steering Committee, and approved by the Administrator.

Provided further, that the above officials and employees are certified eligible for entitlement by the DOST Secretary, upon the recommendation of the NFA Administrator, in accordance with RA 8439.





2. Fields of Technology in NFA S & T Activities are the following:

a. Grains post-harvest technology (shelling, drying, milling, storage, quality assurance, etc);

b. Research and development on food industry-related problems and development of needed technologies;

c. Food testing and evaluation of the quality of food products (chemical, microbiological, microanalytical, physical and sensory testing, package testing);

d. Shelf-life testing, label evaluation, process establishment, and test for heat distillation in retorts;

e. Food product development and pilot production of products for market testing (freezing, canning, drying, minimal processing of fresh produce);

f. Plant and process inspection, quality assurance services, shipment certification, and Good Manufacturing Practices (GMP)/Hazard Analysis Critical Control Point (HACCP) Accreditation;

g. Dissemination and application of scientific and technical knowledge (grains post harvest technology training programs, technical assistance, training on food testing, GMP, HACCP;

h. Development of scientific and technical resource materials; and,

i. Support departments/division/section/unit that performs STA (i.e. engineers, quality assurance employee, etc.)

A. General Policies

1. A National Steering Committee (NSC) and a Magna Carta Evaluation Committee (MCEC) shall be created to effectively carry out the herein policies and procedures in the granting of the benefits.
2. Magna Carta benefits shall be granted only to NFA S & T personnel issued a Certificate of Eligibility by the DOST Secretary, payment of which will only be made for the year the certificate was issued. S & T personnel shall not be entitled to back Magna Carta benefits for prior years.
3. The budget of this benefit shall come from the following:

a. For departments/offices that generate income, the Magna Carta benefits shall be based on gross income generated for the year the benefits are collected:
i. If the total amount of computed benefits of the S & T personnel is less than the total amount of the generated gross income of the department/office for the year, the benefits shall be given accordingly.

ii. If, however, the total amount of computed benefits of the S & T personnel is more than the total amount of the generated gross income of the department/office for the year, the total gross income shall be pro-rated among all the qualified S & T personnel.

b. For non-income generating departments/offices the Magna Carta benefits shall be based on a portion of the savings generated by NFA equitable only to the outputs of the department/office attributable to S & T activities:

i. If the total amount of computed benefits of the S & T personnel is less than the portion of the generated savings of the department/office for the year, the benefits shall be given accordingly.

ii. If, however, the total amount of computed benefits of the S & T personnel is more than the portion of the generated savings of the department/office for the year, the savings shall be pro-rated among all the qualified S & T personnel.
B. Specific Policies

1. Creation of Committees

To effectively carry out the policies and procedures in the grant of magna carta benefits for S & T personnel, the following shall be responsible in the implementation of this SOP:
1.1 A National Steering Committee shall be composed of the following:

Chairperson : Asst. Administrator for Finance and Administration
Co-Chairperson : Asst. Administrator for Marketing Operations
Members : Department Manager, BTFMD
Department Manager, ASD
Department Manager, HRMD
Department Manager, CPMSD
Responsibilities:

a. Provides overall supervision and direction to the MCEC on matters pertaining to the grant of Magna Carta for S & T personnel benefits;

b. Receives and reviews the evaluation reports submitted by the MCEC related to securing certificates of entitlement and grant of benefits;

c. Recommends to the Administrator the final list of employees as follows:


i. for consideration and endorsement to the DOST Secretary relative to the issuance of Certificate of Eligibility; and

ii. for the approval of the benefits that will be granted to each S & T personnel
1.2 The Magna Carta Evaluation Committee shall be composed of the following:

Chairperson : Chief of Staff, OAAFA
Members : Division Chief, ISDD, CPMSD

Division Chief, MSBD, HRMD

Division Chief, Claims Division, ASD,

Division Chief, Budget Division, BTFMD

Chief of Staff, ODAMO

Chief of Staff, OAAMO
Responsibilities:

a. Evaluation for the issuance of Certificate of Eligibility by DOST Secretary:


i. Receives from departments/offices their respective recommended S & T personnel (new applicants or applicants for renewal) applying for Certificate of Eligibility;

ii. Ensures that all documentary requirements for the applications are duly attached by the recommending heads of department/offices;

iii. Evaluates the list of applications (new and renewal) of NFA S & T personnel recommended for entitlement to magna carta benefits as submitted by the heads of concerned departments/offices;

iv. Submits results of evaluation to the NSC;


b. Determination of actual grant that may be granted to each S & T personnel with Certificate of Eligibility.
1.3 The Administrator shall approve the following:
a. Final list of NFA S & T personnel that will be endorsed to the DOST Secretary for the issuance of the Certificate of Eligibility; and,

b. The amount of benefits that will be granted to the NFA S & T personnel.



2. Types of Benefit

NFA S & T personnel shall receive the following Magna Carta benefits:

2.1 Honorarium

a. It is a form of remuneration for services rendered beyond the established workload of the qualified S & T personnel whose broad and superior knowledge, expertise, or professional standing in a specific field contributes significantly to productivity and innovativeness in scientific and technological research and development. Provided, however, that the established workload is within the mandate of NFA.

b. Honoraria shall not be granted to NFA S & T personnel who act as lecturers, resource persons, coordinators and facilitators within the NFA offices, since dissemination of information, clarifying issues and concerns, and interacting with clients and/or implementers of NFA mandates are deemed part of the duties and responsibilities of their regular positions.
c. NFA personnel who, for the reasons of their expertise in the various fields of S & T, are invited by the private sector or government agencies to perform tasks (i.e. lecturer, consultant and etc.) for a fee not paid to NFA should file appropriate leave of absence (ALA).

2.2 Hazard Allowance
Hazard allowance may be granted to NFA S & T personnel, if they are at risk to hazard as defined below:
a. NFA S & T personnel that have high risk to hazards are those that have direct and unavoidable exposure to the following:
i. Work areas such as laboratories that pose risks or dangers to health and safety, due to dangerous working conditions or environmental elements such as contaminants; chemicals and biological substances; and operation of hazardous equipment;
ii. Remote area, depressed areas, and hardship posts characterized by difficult terrain, distance, inconvenience of travel due to bad roads and conditions of the terrain, isolation, inaccessibility, and extreme weather conditions;
iii. Work areas under state of calamity or emergency where there are: earthquake, tsunami, volcanic activity/eruption, lahar and pyroclastic flows, floods, landslides and other natural hazards as maybe declared by National Disaster Risk Reduction & Management Council (NDRRMC), and
iv. Work areas that are considered danger zones whether natural or embattled areas which are sites of armed encounters between government troops and enemy forces as maybe declared by the Department of National Defense.
b. NFA S & T personnel that have low risk to hazards are those exposed to lesser degree of occupational risks, perils to life, or physical hardships such as frequent interaction with employees working in the laboratory or high hazardous areas,
c. The hazard allowance for a month shall be based on the degree of risk to hazards as specified in the foregoing and the number of actual working days of exposure over 22 working days in a month. The rates should not exceed 30% of monthly basic salary. In case of exposure to both high risk and low risk to hazards, the hazard allowance for the month shall be based on only one risk level, whichever is more advantageous to the NFA S &T personnel.
d. Rates of Hazard Allowance as established by the DOST:

Actual Exposure	Level of Risk
	High Risk	Low risk
15 or more days	30% of monthly basic salary	15% of monthly basic salary
8 to 14 days	23% of monthly basic salary	12% of monthly basic salary
7 days or less	15% of monthly basic salary	10% of monthly basic salary

The declaration of the hazardous work areas shall be duly certified by the Secretary of DOST upon the recommendation of the Administrator.

Hazard allowance shall be granted only to NFA S & T personnel certified by the DOST Secretary as entitled to this benefit.

e. For NFA personnel, while taking into consideration the DOST rates as provided in the above matrix, the Hazard Allowance shall consider only the actual number of hours of exposure to hazard as defined in item a.

For NFA S&T personnel to claim hazard pay, the following documents should be submitted to the National Screening Committee thru the MCEC.

i. Certification of Entitlement from the DOST
ii. List of hazardous projects indicating therein the personnel assigned as certified correct by the Head of the Department/Office
iii. Certification from the Head of Department/Office that the personnel actually performed STA under hazardous conditions stating therein the number of hours of exposure to hazardous elements per project.
iv. Copy of IPCR indicating therein the detailed target STA workload involving hazardous conditions
v. Copy of IPCR indicating the actual accomplishments as targeted in item (iv).
vi. Copy of DOST certification together with the site inspection report that the laboratory where the NFA S & T personnel is currently assigned, is certified as S & T Center. The certification should not be more than two years from date of issuance.

Table for Computation under High Risk Eligibility:

I. 30% of basic salary for 15 days or more

	Hours	Percentage1/	Hours	Percentage1/	Hours	Percentage1/
	120	0.682	139	0.790	158	0.898
	121	0.688	140	0.795	159	0.903
	122	0.693	141	0.801	160	0.909
	123	0.699	142	0.807	161	0.915
	124	0.705	143	0.813	162	0.920
	125	0.710	144	0.818	163	0.926
	126	0.716	145	0.824	164	0.932
	127	0.722	146	0.830	165	0.938
	128	0.727	147	0.835	166	0.943
	129	0.733	148	0.841	167	0.949
	130	0.739	149	0.847	168	0.955
	131	0.744	150	0.852	169	0.960
	132	0.750	151	0.858	170	0.966
	133	0.756	152	0.864	171	0.972
	134	0.761	153	0.869	172	0.977
	135	0.767	154	0.875	173	0.983
	136	0.773	155	0.881	174	0.989
	137	0.778	156	0.886	175	0.994
	138	0.784	157	0.892	176	1.000

II. 23% of basic salary for 8 to 14 days

	Hours	Percentage2/	Hours	Percentage2/	Hours	Percentage2/
	64	0.538	83	0.697	102	0.857
	65	0.546	84	0.706	103	0.866
	66	0.555	85	0.714	104	0.874
	67	0.563	86	0.723	105	0.882
	68	0.571	87	0.731	106	0.891
	69	0.580	88	0.739	107	0.899
	70	0.588	89	0.748	108	0.908
	71	0.597	90	0.756	109	0.916
	72	0.605	91	0.765	110	0.924
	73	0.613	92	0.773	111	0.933
	74	0.622	93	0.782	112	0.941
	75	0.630	94	0.790	113	0.950
	76	0.639	95	0.798	114	0.958
	77	0.647	96	0.807	115	0.966
	78	0.655	97	0.815	116	0.975
	79	0.664	98	0.824	117	0.983
	80	0.672	99	0.832	118	0.992
	81	0.681	100	0.840	119	1.000
	82	0.689	101	0.849

III. 15% of basic salary for less than 8 days

	Hours	Percentage3/	Hours	Percentage3/	Hours	Percentage3/
	1	0.016	22	0.349	43	0.683
	2	0.032	23	0.365	44	0.698
	3	0.048	24	0.381	45	0.714
	4	0.063	25	0.397	46	0.730
	5	0.079	26	0.413	47	0.746
	6	0.095	27	0.429	48	0.762
	7	0.111	28	0.444	49	0.778
	8	0.127	29	0.460	50	0.794
	9	0.143	30	0.476	51	0.810
	10	0.159	31	0.492	52	0.825
	11	0.175	32	0.508	53	0.841
	12	0.190	33	0.524	54	0.857
	13	0.206	34	0.540	55	0.873
	14	0.222	35	0.556	56	0.889
	15	0.238	36	0.571	57	0.905
	16	0.254	37	0.587	58	0.921
	17	0.270	38	0.603	59	0.937
	18	0.286	39	0.619	60	0.952
	19	0.302	40	0.635	61	0.968
	20	0.317	41	0.651	62	0.984
	21	0.333	42	0.667	63	1.000
	3/ Percentage applied to 15% of basic salary

Table for Computation under Low Risk Eligibility:
IV. 15% of basic salary for 15 days or more

Hours	Percentage 4/	Hours	Percentage 4/	Hours	Percentage 4/
120	0.682	139	0.790	158	0.898
121	0.688	140	0.795	159	0.903
122	0.693	141	0.801	160	0.909
123	0.699	142	0.807	161	0.915
124	0.705	143	0.813	162	0.920
125	0.710	144	0.818	163	0.926
126	0.716	145	0.824	164	0.932
127	0.722	146	0.830	165	0.938
128	0.727	147	0.835	166	0.943
129	0.733	148	0.841	167	0.949
130	0.739	149	0.847	168	0.955
131	0.744	150	0.852	169	0.960
132	0.750	151	0.858	170	0.966
133	0.756	152	0.864	171	0.972
134	0.761	153	0.869	172	0.977
135	0.767	154	0.875	173	0.983
136	0.773	155	0.881	174	0.989
137	0.778	156	0.886	175	0.994
138	0.784	157	0.892	176	1.000

V. 12% of basic salary for 8 to 14 days

Hours	Percentage 5/	Hours	Percentage 5/	Hours	Percentage 5/
64	0.538	83	0.697	102	0.857
65	0.546	84	0.706	103	0.866
66	0.555	85	0.714	104	0.874
67	0.563	86	0.723	105	0.882
68	0.571	87	0.731	106	0.891
69	0.580	88	0.739	107	0.899
70	0.588	89	0.748	108	0.908
71	0.597	90	0.756	109	0.916
72	0.605	91	0.765	110	0.924
73	0.613	92	0.773	111	0.933
74	0.622	93	0.782	112	0.941
75	0.630	94	0.790	113	0.950
76	0.639	95	0.798	114	0.958
77	0.647	96	0.807	115	0.966
78	0.655	97	0.815	116	0.975
79	0.664	98	0.824	117	0.983
80	0.672	99	0.832	118	0.992
81	0.681	100	0.840	119	1.000
82	0.689	101	0.849

VI. 10% of basic salary for less than 8 days

	Hours	Percentage 6/	Hours	Percentage 6/	Hours	Percentage 6/
	1	0.016	22	0.349	43	0.683
	2	0.032	23	0.365	44	0.698
	3	0.048	24	0.381	45	0.714
	4	0.063	25	0.397	46	0.730
	5	0.079	26	0.413	47	0.746
	6	0.095	27	0.429	48	0.762
	7	0.111	28	0.444	49	0.778
	8	0.127	29	0.460	50	0.794
	9	0.143	30	0.476	51	0.810
	10	0.159	31	0.492	52	0.825
	11	0.175	32	0.508	53	0.841
	12	0.190	33	0.524	54	0.857
	13	0.206	34	0.540	55	0.873
	14	0.222	35	0.556	56	0.889
	15	0.238	36	0.571	57	0.905
	16	0.254	37	0.587	58	0.921
	17	0.270	38	0.603	59	0.937
	18	0.286	39	0.619	60	0.952
	19	0.302	40	0.635	61	0.968
	20	0.317	41	0.651	62	0.984
	21	0.333	42	0.667	63	1.000
	6/ Percentage applied to 10% of basic salary

2.3 Subsistence Allowance
This shall be granted to NFA S & T personnel within the premises of laboratories, research and development centers and other S & T facilities.
NFA S & T personnel under the following circumstances are not entitled to Subsistence Allowance:
• When not required to make their services available at all times such as that they can leave their work stations during break times;
• When on leave of absence, with or without pay;
• When on official travel and entitled to travel expenses under EO No. 298 as amended; and,
• While attending trainings, seminars, workshops and similar activities where meals are provided.

Subsistence Allowance to be given shall be as follows:

Hours of Service	Subsistence Allowance
8 hours	Php 150.00
At least 6 hours but less than 8 hours	125.00
At least 5 hours but less than 6 hours	100.00
At least 4 hours but less than 5 hours	75.00
Less than 4 hours	None

These rates may change depending on the Memorandum Circulars issued by DOST/DBM.
2.4 Laundry Allowance

This shall be granted to NFA S & T personnel assigned in laboratories and S & T facilities and who are required to wear protective clothing (i.e. laboratory gowns and appropriate clothing for other S & T facilities) at all times while working.
NFA S & T personnel who rendered actual service on all workdays in a month may be granted Laundry Allowance at Php500 per month (amount may change depending on Memorandum circulars issued by DOST/DBM).

For personnel who rendered less than a month of actual service, they may be granted the laundry allowance corresponding to the number of days of actual services rendered computed as follows:
LA per day = Laundry allowance (P500/22 days)
D = days of actual services rendered, therefore

LA = 22.727 per day x D
2.5 Longevity pay

2.5.1 The benefit shall be granted to NFA officials and employees who actually perform S & T activities as defined in their respective targets in the IPCR and their actual accomplishments.
2.5.2 NFA S & T personnel shall be entitled to a monthly longevity pay equivalent to 5% of his/her latest monthly salary for every 5 years of continuous and meritorious service in government reckoning from the first issuance of Certificate of Eligibility.

2.5.3 Continuous service shall mean service without gap from the year when the first Certificate of Entitlement was issued. The following shall not be considered gap in service:

• Leave with pay
• Privilege leave
• Leave without pay but authorized by the Administrator (i.e. prolonged leave without pay; study leave on personal time or outside the DOST scholarship program and preparations/review for board or bar examination pursuant to CSC MC 42 series of 1991 re: Prescribing the Establishment of Educational Support Program of the Government Agencies; and Rule 8. Section 2 of the Administrative Code of 1987 re: Career and Personnel Development Plan)
2.5.4 Meritorious service shall mean service with a performance rating of “Very Satisfactory” for the last two semesters immediately preceding the date of entitlement of longevity pay. He/She must not have been found guilty of any administrative or criminal case within the period.

If an S & T personnel fails to render a meritorious service by obtaining on a “Satisfactory” performance rating in the middle of the 5 year period, he/she is not entitled to the longevity pay benefit because he/she has not complied with the requirement of “Very Satisfactory” performance. This means that he/she will not receive any longevity pay for the year and the next counting of his/her next phase of “5 years of continuous and meritorious service” shall be deferred.

An S & T personnel who was issued a Certificate of Eligibility but was later designated to an office with no STA causing his/her to stop performing the task of an S & T, the counting of his/her services rendered shall cease. In case he/she be reassigned again to perform STA, the counting of his/her 5 years of continuous and meritorious service rendered shall start from the first day of his/her reassignment.

2.5.5 An S & T personnel who was previously granted Step Increment due to length of service shall no longer be granted subsequent Step Increment due to length of service in view of the prohibition in Joint Resolution No. 4 to read as follows “(d) A performance based incentive scheme which integrates personnel and organizational performance shall be established to reward exemplary civil servants and well-performing institutions”.

The NFA S & T personnel shall signify in writing his/her choice of benefit whether Longevity Pay or Step Increment.

2.5.6 Eligibility to the longevity pay benefit shall be based primarily on the presentation of records of Individual Performance Commitment Report (IPCR).
For NFA S & T personnel to claim longevity pay, the following documents should be submitted to the National Screening Committee/MCEC.

a) Certification of Entitlement from the DOST
b) Certification from the Head of Department/Office on the actual attendance of personnel as verified by copies of Daily Time Records covering the period of claim.
c) Copy of IPCR indicating therein the detailed target STA workload
d) Copy of IPCR indicating the actual accomplishments as targeted in item (c).

Computation of longevity pay shall be based on the following matrix provided the S&T personnel has fully accomplished his or her detailed target STA workload as identified in item (c) above.



Individual Performance Commitment Review			Equivalent Percentage1
Adjectival Rating	Numerical Rating
	From	To
Outstanding	5.000		100
Very Satisfactory	4.927	4.999	95
	4.811	4.927	90
	4.695	4.810	85
	4.579	4.694	80
	4.463	4.578	75
	4.347	4.462	70
	4.231	4.346	65
	4.115	4.230	60
	4.000	4.114	55

2.6 Salary Increase for Retirement Benefit and Terminal Leave Benefit Purposes
2.6.1 Upon retirement (optional or mandatory) NFA S & T personnel shall automatically be granted one salary grade higher than his/her basic salary at the same step of his/her current salary grade or the highest actual salary received.

2.6.2 The one salary grade increase on his/her last day of service shall be based on the applicable salary schedule for NFA. For example, if the salary of the concerned S & T personnel is at SG-18, Step 7, it shall be adjusted to SG-19, Step 7.
2.6.3 Consistent with the clarification on a similar issue expounded in the Primer on the GSIS Act of 1997 ( R.A.8291), the effectivity of the one salary grade increase upon retirement shall take effect on the last day of service of the retiring S & T personnel. This will affect the computation of:
• Retirement gratuity under R.A. No. 1616 if/when applicable which is based on the highest salary received (but with negligible effect on the computation of the retirement benefits under R.A. No. 660, PD No. 1146 and R.A. NO. 8291; and
• Terminal Leave benefits

3. Selection Process

3.1 All Heads of offices shall determine the personnel that may be entitled for the Magna Carta benefit and submit to the MCEC the List of S & T Personnel recommended together with all supporting requirements as follows:
For new applicant:

a. Functions of the department/office where the personnel belongs
b. Certified true copy of diploma/s
c. Certified true copy of academic transcript of records
d. Certified true copy of service record
e. Description of position and functions
f. Certified true copy of CSC eligibility/ies, or PRC license/s
g. Certified copy of appointment paper
h. Other relevant documents deemed necessary

For renewal:

a. Report on the implementation of the Magna Carta benefits which includes the list of employees who had been previously approved by DOST, indicating those who have retired/resigned. The specific benefits availed of by each qualified employee must also be indicated in the report (Annex A).
b. In the case of employee’s promotion/reassignment or in the event that the employee’s position/functions are changed, the report should indicate the description of the employee’s new position/functions and the functions of the employee’s new department/office.
c. List of employees exposed to hazardous undertakings or assigned in hazardous workplace as certified by the Administrator.
d. Other documents as required by DOST.

3.2 The MCEC shall evaluate the List of S & T Personnel submitted by the Heads of offices using the evaluation criteria contained herein and shall generate the list of personnel qualified to be recommended for issuance of Certificate of Eligibility.

3.3 MCEC shall submit to the NSC the List of S & T Personnel who meets all criteria for certification.

3.4 The NSC shall recommend for the Administrator’s consideration on the eligible and qualified S & T personnel.

3.5 Only upon approval of the Administrator, shall the list of recommended S & T personnel be submitted to the DOST for issuance of Certificate of Eligibility.

C. Evaluation on the Granting of Benefits

The MCEC shall evaluate the granting of benefits to NFA S & T personnel as declared qualified and eligible by DOST based on the parameters defined in this SOP.

Application of the parameters for the determination of Magna Carta benefits are illustrated hereunder:
1. For Hazard Pay

ASSUMPTIONS:
Certificate of Eligibility by DOST : High Risk
SG/Step : 19/6
Basic Pay : 45,350.00
Actual Exposure to Hazardous Elements : 90 hours for January
80 hours for February
125 hours for March
Total Hours Work (22 days per month) : 176 hours

1^st step : Apply the DOST rate considering the total hours
rendered for the month
= Basic Pay x Rate from DOST Matrix

i.e. 15% for 50 hours = 45,350.00 x 15% = 6,802.50
23% for 80 hours = 45,350.00 x 23% = 10, 430.50
30% for 125 hours = 45,350.00 x 30% = 13,605.00

2^nd step: Multiply the result to the percentage from the NFA Matrix
For January 6,802.50 x 0.794 = 5,401.19
For February 10, 430.50 x 0.672 = 7,009.30
For March 13,605.00 x 0.710 = 9,659.55
Total P22,070.04

2. For Longevity Pay

ASSUMPTIONS:
Certificate of Eligibility by DOST : 5% of Basic
SG/Step : 19/6
Basic Pay : 45,350.00
IPCR : 1^st semester = 4.56
2^nd semester = 4.32
Average = 4.44
Accomplishment/Target : 90%

a) 1^st step : Apply the DOST Rate = Basic Pay x 5%
45,350.00 x 5% = P2,267.50

b) 2^nd step : Apply the IPCR Matrix = P2,267.50 x 70% =P1,587.25

D. Payroll Requirements

To facilitate processing of granting the benefits the following necessary documents shall be attached to the Disbursement Voucher:

Longevity Pay

• Certificate of Eligibility from DOST
• Service Record
• Certificate of Leave with and without pay for the last 5 years prior to the year of claim
• Certificate of Performance Rating for the last 5 years prior to the year of claim
• Certificate of No Pending Case for the last 5 years prior to the year of claim

Subsistence and Laundry Allowance

• Certificate of Eligibility from DOST
• Daily Time Record
• Certificate that S & T personnel were required to wear personal protective clothing or uniforms at all times while working
• Certificate that S & T personnel were required to make their service available at all times even during break-times

Hazard Allowance
• Certificate of Eligibility from DOST
• Daily Time Record
• Certificate issued by a competent body/individual which must originate from the place where the trainings, seminars, workshops, and similar activities were conducted that S & T personnel performed hazardous undertaking.

E. Sanctions

The head of department/office shall ensure that the policies stated herein shall be strictly complied with and if he/she fails to implement the policies he/she shall be charged, if warranted, with appropriate offense as defined under Chapter 7, Section 46 letter (b) of Book V of EO 292 and its Omnibus Rules, as amended, and shall be subject to appropriate penalties based on letter (d) of the same chapter which states: “In meting out punishment, the same penalties shall be imposed for similar offenses and only one penalty shall be imposed in each case. The disciplining authority may impose the penalty of removal from the service, transfer, demotion in rank, suspension for not more than one year without pay, fine in an amount not exceeding six months’ salary or reprimand”.

This SOP shall take effect immediately upon approval.



Lt. Col. Jason L.Y. Aquino, (Ret) P.A.
Administrator

Date Approved: June 27, 2018


JCS/BBN/RHM

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