SHEILA MAE A. MALESIDO DR.

MARK FABELLA
PhD Business Management Advanced Human Resource & Devt.

ASYNCHRONOUS TASK

St Tomas Academy, a school of not less than 40 education professionals has been basing the
determining of faculty salary on teachers' willingness to perform extra tasks for the school owners
like clean classrooms, serve as security personnel during break time, do DepED liaison-related
chores, etc. This is de-motivating all employees who are merely performing their duties that are
stipulated on the contract. The school does not have an HR Office and intends to compensate
teachers who are willing to do tasks that may not necessarily be a part of immediate classroom
duties but nevertheless are part of the school operations. The school hires you as its new
principal. The Administration requests you to devise a compensation plan.
REQUIREMENT: 1. Devise a salary and compensation plan for the faculty. Please use a grid and
a narrative justification. Please upload your answer on the GC as a digital paper attachment for
everyone to see. NEXT, please critique the answer of at least 1 of your co-participants. This will
have to be answered on or before Wednesday (July 29) this week.

Given this kind of scenario, we are aware that a school is as well considered as a business.
People in an organization is the heart of the operations of a certain business. Thus, people should
be given a justified monetary benefit for exemplary works and dedicated employees of the
company.

If I will be hired as a principal of the said school which is St. Tomas Academy, before creating a
certain increase of my teacher’s salary, I will see to it that there should have a financial stability
of the said school for about three consecutive years because it is a great plan that needs a careful
decision making. Thus, financial performance should be considered for this matter to determine
the percentage of the increase that should be given to the employees/teachers. How? There are
certain factors like number of employees, tuition fees of students, fixed expenses and other
liabilities, number of enrollees and bad debts before coming up with a certain salary increase
scheme.

Though, there is a way to source out funds to finance the salary increase by creating a marketing
strategy. If that will be the case, the following is the proposal for the said salary increase.
 1. Basic Salary

STATUS Requirement POSITION WAGE AUXILLIARY TOTAL

WORK BASIC
INCENTIVE SALARY
Contractual Without LET Teacher/Adviser P 10,000.00 - P10,000.00
Teacher/Adviser P10,000.00 3,000.00 13,000.00

LET Teacher/Adviser P 12,000.00 - 12,000.00

PASSER
Teacher/Adviser P12,000 3,000.00 15,000.00

Regular/Permanent LET Teacher/Adviser P18,000.00 - P 18,000.00

PASSER Teacher/ Adviser 18,000.00 3,000.00 21,000.00
Teacher/Subject 20,000.00 3,000.00 23,000.00
Coordinator

LET/Masters/ Teacher/Adviser P20,000.00 - P 20,000.00

PhD Teacher/ Adviser 20,000.00 3,000.00 23,000.00
Teacher/Subject 22,000.00 3,000.00 25,000.00
Coordinator

2. BENEFITS

STATUS Requirement POSITION BENEFITS

Contractual Without LET Teacher/Adviser SSS, PHILHEALTH
Teacher/Adviser SSS, PHILHEALTH

LET PASSER Teacher/Adviser SSS, PHILHEALTH

Teacher/Adviser SSS, PHILHEALTH

Regular/Permanent LET PASSER Teacher/Adviser SSS, Philhealth, MEDICARE, PAG IBIG, Sick
Leave
Teacher/ Adviser SSS, Philhealth, MEDICARE, PAG IBIG, Sick
Leave
Teacher/Subject SSS, Philhealth, MEDICARE, PAG IBIG, Sick
Coordinator Leave

Narrative and Critique:

The above salary and benefits proposal are somewhat aligned by the salary in the public school
to attract teacher professionals to teach in St. Tomas Academy and as well gain employee
retention. Regular/permanent employees have higher salary and more benefits than the
contractual employees to motivate the latter to perform well. Teachers with master’s and doctorate
degrees as well have higher salary and more benefits than those who have none to motivate them
to excel more in their field of specialization. A standard auxiliary work incentive as well is set. I as
well give monetary incentive for outstanding teacher every quarter to motivate them to do their
duties as well. Solo parents are recognized to have flexible working hours and educational
assistance to their children by giving discounts in their tuition fees.