SALARY AND BENEFITS ADMINISTRATION TOWARDS JOB SATISFACTION AMONG FACULTY MEMBERS IN THE PRIVATE JUNIOR HIGH SCHOOLS OF MALABANG, LANAO DEL SUR

Abstract

This study identified the personal profile, employees‟ benefits, perception of the employees on the adequacy and equitability of their salaries, and the level of job satisfaction of the faculty members in the private junior high schools of Malabang, Lanao Del Sur. The study was conducted at Malabang, Lanao del Sur. The respondents were the faculty members in the private junior high schools of Malabang, Lanao Del Sur. The findings of this study revealed that in terms of the profile of the respondents, the majority of them were young, female, single, at least college graduate, contractual employees, receiving the minimum wage prescribed under the BARMM Law. As to the benefits enjoyed by the faculty members, they almost received the monetary benefits and only a few on the non monetary benefits except for the Ramadhan bonus and hazard pay. In terms of the perception of the respondents on the adequacy and equitability of their salaries, they all agreed on the phrases stated in the questionnaire. The findings as to the level of job satisfaction in terms of “Job Status” revealed an overall mean score of 3.07, interpreted as “satisfied”; in terms of “Benefits Received”, the variable obtained a mean score of 2.40, interpreted as “unsatisfied”; as to “Basic Needs Fulfilment” it obtained an overall mean score of 3.0, interpreted “unsatisfied”; “Superior-subordinate Relations” obtained an overall mean score of 2.98, interpreted “unsatisfied”; Also “Advancement and Growth” obtained an overall mean score of 2.88, interpreted “unsatisfied”; “Teaching Experience” obtained an overall mean score of 2.93, interpreted “unsatisfied”. Some implications on policy formulation can be deduced from the findings of the study. Firstly, they want a salary increase and most of them are unsatisfied with the new minimum wage order provided under BARMM No. 01; secondly, they recommended additional benefits such as Summer pay, Ramadhan bonus,Christmas bonus, Cost of Living Allowance, Hazard pay, and Retirement benefits to allow them to meet both ends in this time of economic crisis. Policies on salary and benefits in private junior high schools should be seriously coordinated with the DepEd for additional subsidies for the faculty members. It is recommended that attention and immediate action should be given on the adequacy and equitability of salary. Setting up policies regarding salary is one way that the administration must do. Also conducting an evaluative survey on wage and salary scheme implementation is another way. This is to know whether these faculties are satisfied of the salary they received. It is also recommended that teachers in private junior high schools should enjoy some privileges besides their tenure of office such as Additional Benefits (Summer pay, Ramadhan bonus, Christmas bonus, Cost of Living Allowance, Hazard pay, and Retirement benefits), Private school should invest in the teachers growth and development, both faculty and administrators should endeavour to improve their educational attainment and attendance in seminars and training. They should at least earn a master's degree; the Government should also provide additional financial as a subsidy to the faculty employees in the private junior high schools.