Commission on Finance



Section A. 

Arrangement between the Dioceses  in the Archdiocese of Manila


          With the formation of the new Dioceses of Parañaque, Novaliches, Pasig, Kalookan, and Cubao, in addition to the Archdiocese of Manila, all parties continue to recognize that evangelization through an association in the form of an Inter-diocesan Catechetical Ministry is an effective means of promoting an integral faith formation.

All agreements between the Dioceses in the Archdiocese of Manila are stipulated in the Memorandum of Agreement, subject to change depending on the Dioceses.


Section B.  Sources of CFAM Fund


          The Christian community should be made aware of this financial burden and should be asked for support.  A certain percentage of the parish income could be devoted to catechesis, and special collections could be made periodically to support the catechetical apostolate.

A system of centralized funding for all catechists in a diocese is advisable, to enable the parishes to share in the expenses more equitably, the richer parishes contributing more, and the poorer parishes contributing according to their capacity.  –PCP II 649- 


1.   The Centralized Funding System (with Diocesan Percentage share)

The Centralized Fund System (CFS) is the Catechetical Foundation of the Archdiocese of Manila’s financial set up based on the sharing in common of resources both material and human among all parishes in the Archdiocese of Manila.

As an ecclesial act, every parish is asked to give monthly an amount to the Centralized Fund from where the catechists draw their salaries.


a.   Establishment of CFS

The CFS was established for the stability and steady flow of finances to support the catechetical apostolate in the public schools especially for the standardization of salaries for bonafide catechists under the Catechetical Foundation of the Archdiocese of Manila.

In the example of the early Christian community, the CFS provides a bayanihan mode of exchange among parishes where all may equitably benefit from the resources, both material and human, of the entire Archdiocese.  Hence, in his letter of October 13, 1988, his Eminence Jaime Cardinal L. Sin, DD, announced to all parish priests the implementation of the CFS effective December 1988.


b. Parish Quota System

All the parishes in the Archdiocese of Manila share in the cost of the Archdiocese’s catechetical apostolate, with or without public school; with or without catechist within the payroll of the CFAM.  However, a newly created parish up to its third year of existence is exempted from any quota contribution.


A parish quota is computed as follows:

          Formula: Latest Audited annual gross income of parish x 6%

12  months


c. CFS Obligations to CFAM Catechists

1.  Decoroso Sustento of Catechists

2.  SSS, Medicare and ECC Contribution

3.  Pag-ibig Contribution

               4.    13th Month Pay

5.  Annual Retreat and Semi-Annual Recollection of Catechists

6.  Transportation Allowance for Observing GLCs and YLCs

7.  Service Incentive Pay


d.  Advantages of CFS

1.  Standardization of catechist’s salaries all over the Archdiocese;

2.  The catechist is assured of a regular monthly income;

3.  The parish goes beyond its parochial concerns to assist in the needs of the bigger community which is the Archdiocese.  Smaller, poorer parishes have their burden lessened;

4.  Catechesis becomes in reality the reason for the existence of the Church as its promotion gets to be the top priority not only on paper but in actuality;

5.  Sharing of technical assistance: catechists with lesser teaching load in their own parish go “on mission” to other parishes who have more public schools but have fewer catechists.


2.   The Catechetical Foundation of the Archdiocese of Manila

Committed to provide CFAM catechists with equitable and decent salary for the maintenance of themselves and their families, the Archdiocesan Catechetical Board resolved in February 28, 1991 the establishment of Catechetical Foundation of the Archdiocese of Manila. The Foundation’s primary objective is to supplement the increasing budgetary requirements of CFAM-CFS.


a.   Establishment of CFAM

In March 1991, a 1 Million Signature Fund Raising Project was launched and the proceeds of the project amounting to 1.4 million provided the seed money for the CFAM.  The Archbishop of Manila, Jaime Cardinal L. Sin, in a demonstration of support for the catechists and the project, donated P1 Million in January 1992.

The Catechetical Foundation of the Archdiocese of Manila (CFAM) was formally organized, registered in the SEC in July 30, 1996 and incorporated with the BIR as done institution in August 29, 1996.


3.  Subsidy from RCAM

Annually, Catechetical Foundation of the Archdiocese of Manila receives a subsidy from Roman Catholic Archbishop of Manila.  The subsidy covers the operating expenses of the CFAM Office, the salaries and benefits of the CFAM  personnel and the budget for CFAM program of activities.


4.   A Special Project of the Archbishop of Manila

In January 1997, aware of the need to raise the salary of all catechists, His Eminence Jaime L. Cardinal Sin dispensed a significant increment in the salary of all catechists which the CFS had a difficulty of providing.


Section C.  Sources of Diocesan Fund


District catechetical programs require adequate funds.  To ensure that programs are properly backed-up by funds each Diocesan Catechetical Commission headed by a  Bishop is tasked to raise, solicit and generate the necessary funds for the Diocese.


5.   Contribution From MAPSA Schools

Monetary contribution from MAPSA Schools to district catechetical fund has been agreed and passed by the MAPSA Executive Board in its April 1996 meeting.


6.   Fund Raising Projects

a.  Distribution of catechetical envelopes to MAPSA and CEAP schools,

b.  Second mass collection for September (Catechetical Month),

c.  Parish quotas or other viable fund raising projects.


Section D.   Single Salary Standardization Scheme

(May 2006 SSSS)

The goal of enabling fulltime professional catechists to live from their labors for the Word of God should always be pursued. – PCP II 649



  1. To attract, motivate, retain qualified emplyees and catechists; and
  2. To enhance employee/catechist motivation towards  professional, growth, greater self-actualization, and more  profound commitment to the Catechetical Ministry.


General Provisions:

1. The salary scale provides an integrated system for determining basic salaries, salary increase and honoraria for employees and catechists.

2. The salary scale integrates into basic salary all incentives for years of service, academic requirement and performance efficiency.

3. The salary is determined by the salary scheme depending on the academic requirements, years of service, work assignment and approximate level of wok performance.

4. Depending on the availability of funds the ways an employee/catechists may receive salary increases are:

a)      vertical advancement in the scale (e.g. promotion from    step 10 to 11; and / or)

b)      across the board percentage increase (e.g. uniform 5%   increase for all salary steps.

5. There are 20 steps in the salary scale with a 2 % difference      between steps.

6. Starting steps and step limits of employees vary according to     academic qualifications shown below:         


Academic Qualifications             Starting Steps                      Step Limit

HS Graduate                                         1                                       10

2-Year College                                       3                                       12

AB / BS Graduate                                  5                                       14

2-Year Rel. Ed. Course                           5                                       14

BSE Rel. Ed.                                         7                                       16


          A four year non-Religious Education course and a 2-year Religious Education course are given the same Step 5. Since, Religious Education is the required course, the credence of the 2-year Religious Education course is equal in step to a  four year non Religious Education degree course with basic catechetical formation.


1. A one step promotion is granted every two years of service up to the prescribed step limits, subject to the following conditions:

a)      For promotion within step 1 -10, the performance rating   each year should be at least satisfactory.

b)      For promotion beyond Step 10, the performance  rating each year should be at least highly satisfactory

2. While there are step limits in the salary scale, there are three ways of going beyond said limits, namely:

a)      higher educational attainment

b)      exemplary work performance

c)      long, dedicated years of service

3.  One step promotion is granted for each of the following academic attainments:

a)      Completion of 30 units MA / MS degree

b)     Completion of all MA / MS Academic Requirements including comprehensive examinations

c)     Completion of MA / MS Degree

4. A one-step promotion shall be granted prospectively for outstanding performance for 3 consecutive years, regardless of the step limits

5. The one-step promotion respective for the years of service, academic attainment and outstanding performance may be granted simultaneously when due.

6.  All step promotions shall be made effective May 1 of each year based on the documents submitted not later than July 31 of the same year; If submitted after July 31 adjustment commences on the next school year.

7. An employee/catechist whose former basic salary is higher than as prescribed in the salary scale shall continue to receive such basic pay until such time that he/she becomes entitled to higher basic pay.