Cordillera Career Development College (CCDC) recognizes the importance of fair compensation and equitable employment practices in promoting decent work and economic growth. Through its 2025 Administrative Handbook, the College documents its employee population in 2025, salary classifications, and minimum salary rates in relation to the applicable Benguet minimum wage. These records provide supporting evidence of the College’s compensation structure and its approach to salary administration.
The handbook presents the College’s workforce composition, recording 383 employees, consisting of 231 female employees and 152 male employees in 2025. It also identifies full-time and part-time employees, providing an overview of the workforce covered by the College’s employment and compensation arrangements. This information establishes the institutional context for examining the application of fair and equitable employment policies.
CCDC’s salary graphs further illustrate the College’s compensation structure across different employment categories. The handbook presents monthly minimum salary rates for non-teaching and administrative personnel, general services personnel, and auxiliary services personnel, alongside the applicable 2025 Benguet minimum wage. It also shows hourly faculty rates according to academic qualifications. These salary classifications demonstrate the use of defined compensation categories and provide a basis for examining the fairness and consistency of salary administration.
Employment policy pay scale equity emphasizes an institutional commitment to fair compensation, including the measurement and elimination of gender pay gaps. CCDC’s documented salary structure and employee information provide relevant supporting evidence for understanding its compensation practices. The comparison of salary rates with the regional minimum wage also provides a reference for assessing compensation against applicable wage standards.
By documenting its salary categories and compensation rates, CCDC provides a basis for promoting transparent and responsible salary administration. These practices are relevant to the broader objective of equitable compensation. The College’s commitment to gender pay equity is most directly demonstrated when its applicable employment policies explicitly address equal pay, the measurement of gender pay gaps, and measures to eliminate unjustified salary differences.
Through the documentation of its compensation structure and the application of equitable employment policies, CCDC supports the principles of SDG 8: Decent Work and Economic Growth, particularly the promotion of fair compensation and inclusive employment practices.
