BIR’S PERSONNEL MANAGEMENT
Throughout the recruitment process of BIR, position classification is also utilized through
the specification of the job content and context needed for a vacant position.
The Bureau of Internal Revenue stringently implements the salary grade, mandated by
the Philippine government, to the civil servants. The said salary grade justifies the idea that the
relative value of work rendered by each employee is corresponded by a salary grade. In addition,
the employees of the institution can equate their pay to the private sector, and even surpass.
Furthermore, employees with the same nature of job are given an equal salary grade to ensure
equality within the organization. This results in high employee retainment within the
organization as the needs of the employees are met.
First level officers of the Bureau are the Revenue Officers which are ranked from rank I
to IV. Designation Next would be the Chief Revenue Officer which is also from I to IV.
Following the CRO is the position of Director which are also classified from I to IV, with the
Directors III and IV required to be Civil Executive Service Officer Eligibility. Top level officials
like the Assistant Commissioners and Deputy Commissioners may all be appointed by the
President or follow the line of promotion. The position of Commissioner alone is purely
appointive in nature.
Conversely, Revenue Officers I to III are designated as the Bureau’s Examiners. The
Revenue Officer III may act as Supervisor which is discretionary on the part of the District. In
addition, Revenue Officer IV are designated as Group Supervisor.
