Cordillera Career Development College (CCDC) recognizes the importance of documenting and reviewing employee compensation to promote fairness and accountability in the workplace. Tracking pay scale for gender equity involves examining salary information and employment classifications to assess whether male and female employees receive equitable compensation for comparable work.
The graphs provide employee demographic information and salary data that can support the monitoring of compensation practices. It records 383 employees, comprising 231 female employees and 152 male employees in 2025. It also presents the distribution of male and female employees across full-time and part-time employment arrangements. These figures provide a workforce profile that can serve as a reference for examining compensation across employee groups.
The salary graphs present monthly minimum salary rates for non-teaching and administrative personnel, general services personnel, and auxiliary services personnel, compared with the 2025 Benguet minimum wage. Additional graphs show faculty hourly rates according to academic qualifications. By documenting compensation across employment categories and qualification levels, the College establishes a reference for reviewing its salary structure and monitoring how compensation is organized.
It also presents salary comparisons for different periods in 2025, including the applicable minimum wage figures for January 1 to December 29 and December 30–31. These comparisons provide a reference for examining salary rates against the applicable regional wage standards.
The documented employee information and salary graphs provide supporting material for the monitoring of compensation practices. The gender-disaggregated workforce data identify the male and female employee populations, while the salary classifications provide a framework for organizing and examining compensation information.
Tracking gender pay equity requires attention to whether male and female employees in comparable positions receive equitable pay. The handbook’s existing information can support this process by identifying employee groups and salary categories for review. Comparing actual salaries by gender within comparable positions would provide a more direct assessment of potential gender pay gaps.
Through the documentation of workforce composition, salary categories, and compensation rates, CCDC establishes a useful reference for reviewing its salary structure. These records can support the College’s efforts to promote transparent compensation practices and strengthen the monitoring of gender pay equity in line with SDG 8: Decent Work and Economic Growth.
