Total Rewards Program
MC employees are adequately provided with relevant support structure and programs that address their work-life harmony requirements for their overall well-being as they become productive members of the school community. The Total Rewards Strategy’s ultimate goal is to promote work-life harmony that would lead to employees’ greater engagement, better performance, high attraction and retention and overall well-being.
Miriam College’s Total Rewards Project (TRP) is divided into four categories; Access, Basic, Contingent and Differentiator rewards with personal and professional growth opportunities as the expression of the school’s value proposition of work-life harmony.
Basic Rewards
Basic Rewards are benefits and perks received upon hiring.
| Leave Credit | MC recognizes the employee’s need to take time off regardless of their employment status. Newly hired employees are entitled to 10 days work injury leave and 5 days of Just in case leave (JCL) which may be used for sickness, leisure and emergency cases should the need arise. |
| Medical Coverage | Newly-hired employees are given medical benefit (applicable standard coverage by current provider) to address their medical needs regardless of their employment status. |
| Government Mandated Benefits | SSS, Pag-ibig, Philhealth, 13th month pay is duly complied |
| Daycare Center and Lactation Room | This service is provided to employees with school age children and those who are breastfeeding. This allows employees to have proximity to their children while at work. |
| Culture Building Activities | It is important for the school to ensure that a sense of community is intentionally and deliberately strengthened through the various culture building activities of the school. These activities promote equality among employees as they get to mingle with everyone regardless of status, employee category and the like. |
Access Rewards
Access Rewards are benefits and perks that are provided in partnership with business establishments companies.
| Housing Acquisition | The school provides employees with affordable purchase of house and lot or condo units. The school does not spend anything but negotiates for price and payment terms with realty developers. |
| Gadget Acquisition | Employees can purchase gadgets/car through the school’s partner merchandisers with special affordable purchase price as part of the agreement with them |
| Employee Discounts on Partner Establishments | This allows employees to secure products and services at discounted prices. |
| Medicine Access | The school has partnered with pharmacies to offer employees a flexible scheme for medicine purchase. |
| Memorial Plan | To ensure that employees are ready for any eventuality, the school has existing agreements with companies providing memorial plan and services. |
| Health Insurance for dependents | As MC employee, they have the option to enroll their dependents to the Institution’s group health insurance plan with a lower premium compared to other insurance plans which are more costly. |
| Loan Facilitation | To hasten approval of personal loans of employees, MC tapped several loan facilities. |
| Investment | The school supports employees’ vision to have a secure future. Hence, we partnered with well-known Investment Institutions. |
Contingent Rewards
- Contingent Rewards are benefits that can be availed based eligibility criteria (e.g., tenure, performance, employment status, personal status)
| Salary Adjustments | |
| Performance-Based Salary Increase | Performance-based salary increases are awarded to employees who demonstrate exceptional performance and contribute significantly to their teams and the school. This adjustment reflects individual achievements and is intended to motivate continued excellence and professional growth |
| Promotional Increase | Promotional increases are provided when an employee is promoted to a higher position or a faculty is promoted in rank vertically or laterally. This adjustment recognizes the added responsibilities and expectations of the new role, ensuring that compensation aligns with the employee’s increased contributions and impact. |
| Structural Increase | Structural increases are implemented to address discrepancies in salary structure or to align compensation with market rates. These adjustments ensure that salaries remain competitive and equitable, reflecting the evolving demands of the job market and internal equity among similar roles. |
| Memorial Services | Employees who pass on while in active service are provided with memorial service plan. |
Special Leave Credits
| “Ako Naman” Leave | is given to single employees who are breadwinners for self-care. They are given 3 days of paid leave. In Filipino context, “ako naman” means focusing on the self. The school wants employees to take a “break” from their family obligations and focus on their personal needs. |
| Professional leave | allows employees to pursue their professional endeavors to further their credentials. Employees are given 20 days paid leave. |
| Mental Health Leave | is one of the support provisions given by the school for employees who have mental health issues. This leave credit is up to 1 month without loss of income. Time-off from work may be needed by employees to navigate their mental health concerns. |
- Alternative Work Arrangements (AWAs) The school recognizes that people work more effectively when they are able to strike a healthy integration between their work responsibilities and the other aspects of their lives. Hence, the school makes available alternative structures for the completion of individual tasks while ensuring that the operational requirements of the school are promptly met at all times. The following are the alternative work arrangements:
Flextime Work Arrangement
| Compressed work week | Employee renders required hours over fewer days instead of the standard work schedule of five days a week. |
| Banked Hours | Employee banks excess work hours to be taken as a leave in the future as approved by the Supervisor. |
| Sliding Schedule (applicable only to Basic Education faculty members) | A faculty member flexes his/her reporting and departure time on a daily basis provided he/she complies with the residency requirement of 40 hours of work on campus per week and operational exigencies is not compromised. |
| Modified Flexible Schedule | Employees may opt to apply for a fixed starting and departure times that are different from normal business hours of the department/office. Agreed-upon starting and departure schedule continue for a specified period with the same number of required hours of work each day. |
Flexplace Arrangement
| Work at Home or other off-site locations | Employees are allowed to perform specific tasks from home or other off-site locations with a clear output as discussed with and approved by the immediate supervisor prior to implementation. |
Differentiator Rewards
Flexible Benefits Program
The school recognizes the diversity of its employees’ needs. The institution believes that the productivity of employees is greatly influenced by the satisfaction of their needs. In order to respond effectively to the diverse needs of MC employees the school provides a support structure that allows them to design their own benefit package.
Flexible benefits (flexben) will make use of a determined number of leaves that will be converted or monetized to flex “currency” in pesos (PhP). The total amount of all converted leaves will be the basis for each employee’s flexben budget. Once the budget is determined, each employee can now utilize it to “buy” available benefits from Miriam College flexben menu.
| Health Insurance Premium for dependents | School and Tuition Fees | Memorial Plan | Medicine Reimbursements | Training Reimbursement | Travel Allowance |
| Gas Reimbursements | Gadget Acquisition | Books and Office Supplies | Investment | Pet Wellness | Others |
