Total Salary (Income) = Basic Salary + Fixed Allowances + Variable Component

Basic Salary is a sum of money (wages) fixed for public sector personnel based on the concept of a reasonable salary to support basic needs, such as food, clothing, and lodging.

Fixed Allowances are the payments made monthly to eligible personnel, such as Fixed Civil Service Allowance, Fixed Housing Allowance, Fixed Entertainment Allowance, and Fixed Premier Post Allowance.

Variable Component consists of various allowances that are not fixed and given based on specific criteria.

The Malaysian Remuneration System, which came into effect on 1 November 2002, has undergone several periodic salary-related improvements, as follows:

The Appointing Authority (PBM) determines the starting salary for officers appointed for the first time based on two (2) criteria, which are the starting salary set in the service scheme and relevant experience.

Reference:

Paragraph 25, P.U. (A) 1/2012 – Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012.

The determination of initial salary for officers who have been confirmed in the service and appointed to another service scheme is based on the higher and nearest salary point, which is not less than one normal salary movement or an amount equivalent to the normal salary movement in the previous grade or post, limited to the maximum salary points of the new position.

If the date of appointment in the new position is the same or earlier than the date of the Annual Salary Movement (PGT) in the previous position, the PGT of the previous position must be given first before the starting salary in the new position is made.

Reference:

Paragraph 25(7), P.U. (A) 1/2012 – Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012.

The starting salary of an officer appointed on loan shall be determined based on the amount of salary that can be adjusted and according to the following principles:

1. on the minimum salary in the loan position grade if the amount of salary that can be adjusted is equal to or lower than the minimum salary in the loan position grade; or
   
   
2. at a salary equal to the amount of salary that can be adjusted in the loan position grade if the amount of salary that can be adjusted is higher than the minimum salary in the loan position grade. If the amount of salary that can be adjusted exceeds the maximum salary in the loan position grade, the officer will be paid the substantive pay and loan incentive according to the substantive office grade whose rate is set according to the service and agency as in Paragraph 9 and Tables 1 to 5, Service Circular Number 2 of 2012.

Amount of salary that can be adjusted = The final substantive pay of the officer the day before the loan takes effect + the exchange incentive according to the officer's substantive office grade.

References:

1. Article 134, Federal Constitution;
2. Paragraph 12, P.U. (A) 1/2012 – Public Officer Regulations.
   (Appointment, Promotion and Termination of Service) 2012; and
3. Service Circular Letter Number 2 of 2012 - New Basis for Inauguration by Loan, Temporary Exchange and Permanent Exchange.

The Covering the Duties Allowance is 25% of the lowest initial salary of the post being covered.

References:

• Paragraphs 46 & 47, P.U. (A) 1/2012 – Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012; and
• Service Circular Number 17 of 2007 – Public Service Employment Regulations.

Remuneration determination for officers in acting positions includes the officer's substantive pay, acting allowance, as well as allowances and facilities eligible for the position being acted.

The acting allowance is determined as follows:

1. The difference between the minimum salary of the acting post and the officer’s substantive pay, provided that it is not less than 1 KGT in the officer’s substantive grade;
2. If the difference is less than 1 KGT in the officer’s substantive grade, the Acting Allowance shall be 1 KGT in the acting job grade.

References:

• Paragraphs 46 & 47, P.U. (A) 1/2012 – Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012;
• Service Circular Number 7 of 2010 - Management Guide for Acting and Promotion in Public Service; and
• JPA Distributed Letter reference JPA.BK(S)134/2/8 Vol. 2(7) dated 10 May 2012.

The starting salary of a promoted officer shall be set higher than the last-drawn salary in the previous grade.

The last-drawn salary in the previous grade shall be increased by:

1. The KGT rate in the promotional grade; or
2. The last KGT rate received in the previous grade, whichever is higher, commencing from the promotion date.

References:

• Paragraphs 5, P.U. (A) 163/2017 – Public Officers (Appointment, Promotion and Termination of Service) (Amendment) Regulations 2017; and
• JPA Distributed Letter reference JPA.(S)(K)223/4/4 Vol. 5(6) dated 5 September 2017.

According to paragraph 27(1) P.U.7 1/2012(a) – Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012, the Salary Movement Date (TPG) of permanent and temporary officers shall be as set out in the Second Schedule, as shown below:

References:

• Paragraph 27(1), P.U. (A) 1/2012 – Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012; and
• Service Circular Number 1 of 2006 – Rationalisation of the Service Scheme for the Federal Public Service under the Malaysian Remuneration System.

The annual Salary Movement Date (TPG) of an officer who has been promoted shall be determined based on the date on which his/her promotion comes into force, in line with sub regulation 27(1).

Reference:

• Paragraphs 27 & 45, P.U. (A) 1/2012 – Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012.

The existing Annual Salary Movement is granted based on an officer’s substantive pay in addition to the Annual Salary Increment rate (KGT) according to grade, limited to the maximum salary in the Minimum – Maximum Salary Schedule (JGMM) 2016 (subject to the decision of the Human Resources Development Panel).

References:

• Paragraph 27, P.U. (A) 1/2012 – Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012;
• Service Circular Number 2 of 2015 – Improvement of the Method of Providing Annual Salary Movement in the Implementation of the Minimum–Maximum Salary Schedule; and
• Service Circular Number 1 of 2016 – Rationalisation of the Service Scheme for the Federal Public Service Under the Malaysian Remuneration System.

Officers who are eligible to receive the Annual Salary Movement at a 3% fixed rate are as set out in Item 5, Service Circular Number 2 of 2015 and Service Circular Letter Number 1 of 2020.

References:

• Service Circular Number 2 of 2015 – Improvement of the Method of Providing Annual Salary Movement in the Implementation of the Minimum - Maximum Salary Schedule; and
• Service Circular Letter Number 1 of 2020 – Extension of the Grant of Annual Salary Movement to Officials Who Reach the Maximum Salary for the New Salary Grades Created from 1 July 2016.

The conditions for granting the Annual Salary Movement are as explained in Item 9, Service Circular Number 2 of 2015.

Reference:

• Service Circular Number 2 of 2015 – Improvement of the Method of Providing Annual Salary Movement in the Implementation of the Minimum–Maximum Salary Schedule.

Yes. The Annual Salary Movement at a fixed rate of 3% of the maximum salary will not be amended and will be used every time the PGT is granted to eligible officers.

The 3% fixed rate amounts for the salary grades involved are as set out in Appendix A and Appendix B, Service Circular Number 2 of 2015, and Appendix A and Appendix B, Service Circular Number 1 of 2020, which means it will not be necessary to recalculate the amounts every year.

References:

• Service Circular Number 2 of 2015 – Improvement of the Method of Providing Annual Salary Movement in the Implementation of the Minimum–Maximum Salary Schedule; and
• Service Circular Letter Number 1 of 2020 – Extension of the Grant of Annual Salary Movement to Officials Who Reach the Maximum Salary for the New Salary Grades Created from 1 July 2016.

Officers who were forced to retire on 1 January 2020 are not eligible for the PGT for the year 2020 as they were no longer in service during the year. The officers’ last day of service was on 31 December 2019.

Reference:

• Service Circular Number 2 of 2015 – Improvement of the Method of Providing Annual Salary Movement in the Implementation of the Minimum–Maximum Salary Schedule.

Yes. An officer who pass away on 1 January 2020 would be eligible to be considered for the Annual Salary Movement for the year 2020 as the officer was still in service during the year, subject to the conditions stated in Service Circular Number 8 of 2019.

Reference:

• Service Circular Number 8 of 2019 – Granting of Annual Salary Movement Begins for Officers Who Died in Service Before the Date of Salary Movement.

No, because the officer had already received the Annual Salary Movement for that year.

Reference:

• Service Circular Number 8 of 2019 – Granting of Annual Salary Movement Begins for Officers Who Pass Away in Service Before the Date of Salary Movement.

Full-Pay Leave

Eligible to be considered for the Annual Salary Movement subject to the decision of the Human Resources Development Panel.

Half-Pay Leave

Not eligible to be considered for the PGT if the Half-Pay Leave period exceeds 180 days within one calendar year except for officers who have been approved for the following:

• Half-Pay Study Leave;
• Half-Pay Leave due to illnesses, such as tuberculosis, leprosy, cancer, and other diseases certified by the Medical Board; or
• A combination of the above types of leave.

However, the salary movements granted to the officers in paragraphs (i), (ii), and (iii) above are implied and shall not exceed three (3) times throughout the service duration. After an officer has been granted the implied PGT three (3) times, implied salary movement will no longer be considered for subsequent approved Half-Pay Leave periods.

Unpaid Leave

Not eligible to be considered for the PGT if the Unpaid Leave period exceeds 180 days within one calendar year except for officers who have been approved for the following:

• Unpaid Study Leave (CBTG);
• Unpaid Leave to Accompany Spouse Working or Attending a Course in or Outside the Country;
• Childcare Leave; or
• Any combination of the leaves in (i), (ii) and (iii) above.

However, the salary movements granted to officers in paragraphs (i), (ii), (iii), and (iv) are implied and subject to a limit of not more than three (3) times throughout the service duration. After an officer has been granted the implied PGT three (3) times, implied salary movement will no longer be considered for subsequent approved Unpaid Leave periods.

Reference:

• Service Circular Letter Number 4 of 2009 – Impact on Service for Officers Approved Full Paid Leave, Half Paid Leave and Unpaid Leave.

The KUP salary is issued when:

1. The maximum salary in the JGMM cannot accommodate an officer’s salary adjustment following service matters such as a transfer, appointment or promotion; or
2. An officer remains in a scheme of service that has become obsolete.

The Head of Department shall forward an application to the Remuneration Division, Public Service Department for the creation of the Special for Incumbent salary.

References:

• Service Circular Number 1 of 2016 – Rationalisation of the Service Scheme for the Federal Public Service Under the Malaysian Remuneration System;
• Service Circular Number 6 of 2016 – Appointment Exchange Guide; and
• JPA Circular letter reference JPA.(S)(K)223/4/4 Vol. 5(6) dated 5 September 2017.

Paragraph 14A (a), General Order 1974, Chapter C states that if an officer is absent from work for a certain period without any reason which in the opinion of the Head of Department is a reasonable excuse, the officer will not be entitled to receive any salary or other allowances for the period of absence from work.

Reference:

• Paragraph 14A (a), General Order 1974, Chapter C.

No. The granting of this Special Additional KGT will only be implemented in 2023. However, the amount of RM100.00 will remain in the officer's substantive pay.

The effective date of the granting of the Special Additional KGT is on 1 January 2023. However, the payment of the Special Additional KGT will be made from the salary payment date for the month of January 2023.

Substantive holder of office who are in the Top Management Group on 1 January 2023 are not eligible to receive this Special Additional KGT. Special Additional KGT of RM100.00 is only given to Executive Group and Management and Professional Group officers.

Eligible. However, if the promotion date of the officer to the Main Position/Special Grade C is delayed before 1 January 2023, the Special Additional KGT needs to be collected again and adjusted.

Eligible. Officers who are seconded or temporarily transferred to Executive Group and Management and Professional Group positions in Government agencies are eligible to receive a Special Additional KGT of RM 100.00 as a gesture in the salary of the substantive office and in actuality in the secondment/ temporary exchange position.

For officers who are seconded or temporarily transferred to positions in the Top Management Group, Government agencies with separate salaries, international organisations or the private sector, the granting of Special Additional KGT must be given as a gesture in the salary of the substantive office only.

Officers who are subject to disciplinary punishment other than dismissal from work effective 1 January 2023 are eligible to receive Special Additional KGT.

No. The provision of Special Additional KGT of RM100.00 is not related to other service matters including the determination of the starting salary for promotion.

No. Officers who retire on 1 January 2023 are not eligible to receive Special Additional KGT because the last day of service for the officer is on 31 December 2022.

Eligible. Officers who died on 1 January 2023 are eligible to receive Special Additional KGT because the officer's last day of service is on 1 January 2023. This Special Additional KGT will be taken into account in the officer's final salary for the purpose of retirement benefits.

Eligible. Officers who are subject to disciplinary action with dismissal from work effective after 1 January 2023 are eligible to receive Special Additional KGT because the officer is still serving on 1 January 2023.

No. The granting of this Special Additional KGT is not subject to the decision of PPSM.

Eligible. The granting of this Special Additional KGT is given as a gesture.

Eligible. COS officers whose contracts expire on or before 31 December 2022 and are reappointed on the same grade and position on or after 1 January 2023 are eligible to receive Special Additional KGT subject to the condition that the new contract period with the previous contract is uninterrupted for more than 6 months, as stipulated in Paragraph 46 (iv), MyPPSM Article UP 1.1.1.

The starting salary of the officer is the final salary received in the previous contract in addition to the Special Additional KGT of RM100.00.

Officers whose substantive pay has reached or approached the maximum salary are eligible to receive this Special Additional KGT. The implementation method of granting Special Additional KGT is that the employee's substantive pay on 31 December 2022 must be supplemented with Special Additional KGT of RM100.00 on 1 January 2023. Taking into account that the employee's salary has or will exceed the maximum salary for that grade after the granting of this Special Additional KGT, officers will receive the Annual Salary Movement (PGT) based on a fixed rate of 3% on the Officer's Salary Movement Date (TPG), as provided in Service Circular Number 2 of 2015 (PP No. 2/2015) and Service Circular Letter Number 1 of 2020 (SPP No. 1/2020), as well as Implementation Letter to relevant agencies.

Officers on Full-Pay Study Leave (CBBP) are eligible to receive this Special Additional KGT.

Officers are eligible to receive Special Additional KGT on 1 January 2023 in their previous position (Fire Officer Grade KB19). Further, the starting salary determination for the post of Assistant Auditor Grade W29 is based on Regulation 25, Public Officers (Appointment, Promotion and Termination of Service) Regulations 2012 [P.U. (A) 1/2012].

Officers are eligible to receive Special Additional KGT on 1 January 2023 in their previous position of Assistant Medical Officer (Contract) Grade U29.

The determination of starting salary for the post of Assistant Medical Officer (Permanent) Grade U29 is under the jurisdiction of the Appointing Authority based on Regulation 25, Civil Servants (Appointment, Promotion and Termination of Service) Regulations 2012 [P.U. (A) 1/2012].

Officers who are absent from duty and have their salary withheld throughout the year 2022 are not eligible to receive this Special Additional KGT (Paragraph 7.1, PP No. 2/2022).