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Bangkok Patana School Academic Compensation and Benefits Review 2010
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Todays Presentation Aims of the Compensation and Benefit Review
Compensation and Benefits Survey What did we ask? Methodology used for salary comparisons What did we find out? What changes will be made? Questions
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Aims of the Compensation and Benefits Review
Understand BPS position in the market Provide a package that is competitive as well as financially sustainable Review and reaffirm a link to the UK salary structure Ensure that teachers (Expatriate and Local) are employed on comparable salaries Recruit and retain high quality British and International teachers with experience to deliver the Bangkok Patana School curriculum
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Compensation and Benefits Practices Survey
BPS commissioned Towers Watson to assist with undertaking a comprehensive survey to look at : Salary comparison between BPS and UK salary structure Salary and Benefits comparison between BPS and targeted schools in Thailand and South East Asia * ISB * British International School Jakarta * NIST * Tanglin Trust School, Singapore * Shrewsbury * United World College , Singapore * Harrow (declined) * Alice Smith (Malaysia)
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What did we ask? A comprehensive survey was sent to the target schools requesting information on areas including: General - Length of tenure; staff ratios, turnover, etc Definitions for Expatriate and Local teaching staff Localisation Airfares Continuing Professional Development Housing Salary Progression Bonuses Responsibility Payments Pension Shipping Medical benefits Salary Scales How salaries are paid (ie NET/Gross; currency, etc)
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Methodology BPS/UK Salary Comparison
To enable a comparison between UK salary and the equivalent BPS Salary: A number of benchmark points were chosen For each of the chosen Benchmark points the equivalent UK salary point was identified using the UK London Fringe Scale as the basis. This was considered to represent the mean salary levels across the UK. At each identified point on the UK Scale, the net salary was calculated 35% of Net UK salary considered to be required to meet fixed costs and maintained in GPB 65% of Net UK salary considered to be discretionary income and Cost of Living (CoL) adjusted to Thailand Discretionary income converted to THB using current exchange rate
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Methodology Salary Comparison – BPS v Target Schools
To enable a comparison between target school salaries and BPS Salaries: Benchmarking was undertaken using specific points on salary scale relating to years of experience. Most effective given different length and structure of scales At each identified point on the scale the salaries were cost of living adjusted and converted to THB to provide a comparison *
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What did we find out? Components of BPS package is generally in line with other schools Some specific findings Average length of tenure at BPS is 4 years which is in line with other schools Turnover rate is very similar to other schools in Thailand and slightly higher than other schools surveyed Teacher student ratios are on average 1 teacher to 10 students Contract Length – 2 year initial contract, 2 year subsequent contracts Only 1 school pays for additional hours worked Localisation – No school localises expatriates after a certain number of years; however there are legal limitations in some countries Difference do exist between Local and Expatriate Teaching staff Most schools pay gross salary Most schools pay in local currency (although scale may have a link to another currency)
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What did we find out? All schools pay responsibility allowances , with the majority based on responsibility bandings Leave (sick, maternity, etc is in line with statutory requirements of country school is based in) Only half schools have a pension provision Only 2 schools provide annual airfares BPS bonus structure is attractive BPS Housing allowances overall are greater than other Bangkok based schools Trend amongst target schools towards a sharing of responsibility for medical costs through deductible or co-payment arrangements for both outpatient and inpatient treatment
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What did we find out? Salary
BPS salary’s are no longer as competitive as in previous years either against the UK or targeted schools Exchange Rates and Cost of Living have been the major impact on salaries The differences are not uniform across the salary scale. Against target school the differences are greatest at the lower ends of our scale When comparing to the UK the differences were evident in the THB portion of the salary scale Local Teachers Salaries are 15 – 17% Net higher than Expatriate Teacher salaries
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Expatriate Teacher Salary and Benefits Amount
Salary paid NET in GBP and THB Ability to take GBP as THB Guaranteed exchange rate spread of THB : 1 GBP in place till August 2011 Bonus 2 months salary payable at the end of each 2 year contract, an additional month 2+1 is paid at the end of 4 years Post Graduate Degree Allowance Masters - GPB 500 PHD – GBP 750 Pension Approximately 9% of Gross Salary, paid Net to a fund that meets specified criteria Housing Allowance Single THB27,500 Married Couple or Family (1 teacher) THB38,500 Married Teaching Couple THB50,000 Settling In Allowance Single THB 40,000 Married/Family THB 70,000 Shipping Allowance Less than 4 years Service Reimbursed up to THB 60,000 Equal or more than 4 years Service Reimbursed up to THB 80,000 CPD THB 28,000 for up to 4 years for approved courses , after 2 year qualifying period Medical Comprehensive Inpatient coverage and outpatient up to THB5,000 per visit for self, spouse and dependant children Airfares Return economy flight at end of each 2 year contract; 1 way flight at end of each 1 year contract Assistant Principal’s and above receive annual economy airfares
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What Changes are being made?
The following changes to salary and benefits will become effective on 1st September 2011: Shipping Allowance On leaving the School, (assuming that contract has not been broken), the following changes to shipping allowances will apply: < 4 years service – Reimbursable up to THB 70,000 (THB 10,000 increase) > = 4 years service – Reimbursable up to THB 90,000 (THB 10,000 increase) Airfares for staff on 1 year Contracts Staff on 1 year contracts will become eligible for a return flight at the end of 2 subsequent 1 year contracts Paternity Leave Paternity leave will increase from 3 days paid leave to 5 days paid leave Maternity Leave Pregnant staff members will be eligible to use up to 10 days of sick leave for maternity related purposes prior to the official start of maternity leave Where a staff member elects to take additional unpaid leave above the statutory 45 days paid and 45 days unpaid leave, their bonus will be prorated only for the period of additional leave
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What Changes are being made?
Medical Benefits Current costs associated with medical benefits are not sustainable and a new medical benefits plan will be introduced that: Provides staff access to necessary medical care Is financially sustainable encourages staff to participate in the management of their own health care Co-payment for Medical costs will be introduced as follows: Outpatient Co-payment 90/10 (Employee pays 10% of outpatient costs, insurer pays the other 90%, with no further limits applied) Inpatient Co-payment 90/10 up to Limit ( Employee pays 10% of inpatient costs up to THB 30,000, Insurer pays additional costs) A cap of THB 30,000 will be put in place for each event, and in the instance where more than 1 surgery is required for the same condition (in 1 year) the school will self fund the co-payment. Inclusion of maternity related costs up to THB 80,000 per pregnancy Other Benefits All other benefits remain unchanged
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What Changes are being made?
In order to address the fact that BPS has become less competitive against both the UK and its peers in SE Asian region, the following changes to salary scales and payments will be effective from 1st September 2011: Principals Scale adjusted by 10% net on the THB portion of salary (net increase of 5.6% overall) Expatriate Teachers Scale and Assistant Principal Scale are adjusted as : Points 1 – 14 : 18% net adjustment to THB portion of salary; ( net increase 10.1% overall ) Points 15 – 18 : 14% net adjustment to THB portion of salary ( net increase of between 6.7% and 8.8% overall) Points 19 onwards : 10% net adjustment to THB portion of salary (net increase of 5.6% overall) Responsibility allowance – 14% net adjustment to THB portion of allowance (net increase of 7.8% overall) Readjust pension to 9% of gross salary at each point on the scale, paid net Pension to be paid as a monthly payment via payroll No adjustment to Local salary scales Salary Scales will be reviewed closely on annual basis to understand the impact of exchange rate and Cost of Living, and to determine whether further adjustments will be made.
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Questions ?
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Scale Point Monthly Payment Pension (Net) Baht (Net) £ (Net) £ 1
Year 10/11 Annual Payment Monthly Payment Pension (Net) Baht (Net) £ (Net) 1 37,063 597 1,423 2 39,008 628 1,514 3 41,056 661 1,609 4 43,213 695 1,710 5 45,481 732 1,815 6 47,870 771 1,926 7 49,066 790 1,982 8 50,293 809 2,039 9 51,549 830 2,097 10 52,839 851 2,158 11 54,159 872 2,219 12 55,513 894 2,283 13 56,762 913 2,341 14 58,040 935 2,401 15 59,345 955 2,461 16 60,681 977 2,523 17 61,834 995 2,577 18 63,008 1,014 2,631 19 64,205 1,034 2,687 20 65,426 1,053 2,745 21 66,668 1,074 2,802 22 67,936 1,094 2,861 23 69,225 1,114 2,921 24 70,541 1,136 2,982 25 71,881 1,157 3,044 26 73,248 1,180 3,108 Allowances A 2,955 47 137 B 5,909 96 276 C 10,341 168 484 D 14,773 239 688 Scale Point Year 11/12 Annual Payment Monthly Payment Pension (Net) Baht (Net) £ (Net) 1 43,734 597 1,873 2 46,029 628 1,996 3 48,446 661 2,124 4 50,991 695 2,257 5 53,668 732 2,400 6 56,487 771 2,549 7 57,898 790 2,624 8 59,346 809 2,699 9 60,828 830 2,779 10 62,350 851 2,859 11 63,908 872 2,941 12 65,505 894 3,026 13 66,979 913 3,102 14 68,487 935 3,184 15 68,700 955 3,222 16 69,176 977 3,271 17 70,491 995 3,341 18 71,829 1,014 3,413 19 71,900 1,034 3,446 20 71,969 1,053 3,477 21 73,335 1,074 3,553 22 74,730 1,094 3,628 23 76,148 1,114 3,704 24 77,595 1,136 3,784 25 79,069 1,157 3,864 26 80,573 1,180 3,947 Allowances A 3,369 47 180 B 6,736 96 362 C 11,789 168 634 D 16,841 239 905
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