l.

Title of the Case:

ASIAN CENTER FOR POLICY STUDIES, INC.

ll. Summary of the Case:

The Asian Center for Policy Studies, Inc., or ACPS, was founded in the Philippines as a
non-profit organization to conduct research on the country's social, political, and economic
conditions, with the ultimate goal of determining policies, trends, ideas, and concerns relevant to
the individual, corporation, government, and society. The ACPS will be given research findings
that back up senators' and Philippine government department heads' viewpoints and actions. To
do this, the business requests money from the Asian Development Bank (ADB) and other
institutional governments.
Dr. Gil Encarnacion, a Harvard University PhD degree holder in Business
Administration, was elected president and chairman of ASCP on June 13, 1989, after the seven-
member Board of Trustees trusted and voted for him. The president recommended a position
categorization system for the Center's professional and academic employees needed for the
project during the discussion. The plan includes two sorts of staff: Professional Staff (for
preparation) and Administrative Staff (under the supervision of the executive officer), both of
which define the various jobs that a given staff member may be assigned to base on his or her job
qualifications. Professional Staff positions available include Staff Assistant and Senior Staff
Assistant, both of which require a Bachelor's Degree graduate, Project Director: Master's Degree
with 3 years of work experience or Bachelor's Degree graduate with 7 years of work experience,
Program Director: Ph.D. with 5 years of work experience or a graduate in Master's Degree with 7
years or a Bachelor's Degree graduate with 10 years, and Executive with the same qualifications.
While for Administrative, they need Utility employees, Drivers, Messengers, Secretarial Staff,
and Accounting Staff, according to the job qualifications. Staff assistants and seniors will be
assigned either to Program Director or Project Director, which the latter handles projects will be
promoted and forward to Program Director. And where both of the Directors above liable for
project development and implementation which includes for introducing project proposal, project
identification, and marketing of ACPS services. The executive officer has over-all responsibility
for the Center’s activities consisting supervision of the administrative staff services, billing and
collection and, general services e.g., recruitment and personnel administration.

But, despite having constructed the Center's Professional and Academic Staff
Classification System, he has yet to begin working on its Compensation System. He told the
Board, and fortunately, he was able to collect some data that would aid in the design of the wage
structure. As a result, the Board of Directors delegated the creation of the remuneration system to
a committee comprised of the Executive Director, Treasurer, and President.

lll. Problems Encountered:

1. What additional incentives or perks would you incorporate in the remuneration system?
 2. What are the aims and objectives of the corporation?
3. What is the amount salary must be given for each position under the administrative staff
and Professional staff?
4. What should their procedure be for choosing eligible candidates for open positions?

lV. Solutions:
1. The salary guide I proposed was according to the Republic Act No. 6758. I
validate each position’s responsibility and duties stated so that under administrative staff their
monthly salary will be P2000 for Utility personnel, P2073 for Drivers and Messenger, P6199 for
Secretarial Staff, and P7478 for Accounting Staff. While the positions in Professional, each will
be provided: for staff assistant is P11385, for Senior Staff assistant is P12650, for Project
Director is 19550, for Program Director is P17075, and last for Executive Officer is P25000. The
project director deserves to increase his/her salary because of a lot of duties.

2. As a non-profit organization, ACPS is primarily concerned with producing long-term

social welfare by identifying policies, trends, and information that need to be addressed and are
related to what the society most urgently requires. This aim of ACPS must be maintained by
ensuring that the policies arising from research studies are not only effective but also efficient,
given our time and financial constraints. The assurance of reliable statistics given by ACPS
ensures efficiency since these data are used by policymakers from the legislative and executive
arms of government.

3.Without specified abilities or a degree in the job description, they must propose or execute
interviews or written examinations to choose the best of the best.

4. The compensation scale I recommended was based on Republic Act No. 6758. I certify each
position's duty and tasks listed, so that their monthly wage under administrative staff will be
P2000 for utility people, P2073 for drivers and messengers, P6199 for secretarial staff, and
P7478 for accounting staff. While the jobs in Professional are as follows: P11385 for staff
assistant, P12650 for Senior Staff Assistant, P19550 for Project Director, P17075 for Program
Director, and P25000 for Executive Officer. Because of the numerous responsibilities, the
project director is entitled to a raise in pay.

l. Title of the Case:

THE UNIVERSITY FOUNDATION (A)
ll. Summary of the Case:
 The mission of the University Foundation is to assist a university in the NCR Region in
increasing its resources by soliciting donations and acting as an investment manager for its
money. On the other hand, UFI has been requesting and disbursing functions in various
University units for the last ten years. The University Foundation collected management fees
ranging from 5% to 10% of total collections on these properties. As a consequence of a recent
BIR circular mandating all foundations to pay taxes on revenue received, which included
management fees, their Board opted to return the projects to the University, and they will begin
paying taxes for these payments. The University is exempt from paying taxes. As a result, the
Board of Trustees held a meeting. And they talked about the UFI's restricted functions, such as
collecting donations for scholarships, research grants, and professorial chairs. Second, the
University receives monthly payments for professorial chair honoraria, research funds, and
scholarships. Finally, the management of Professorial Chair and Scholarship money.

As of present, UFI has received P130 million in university money, with the Investment
Manager charging 10% for quantities less than P1 million and 5% for amounts greater than P1
million. The University secretary copies faculty meetings, on which the remuneration for
monthly professorial chair honoraria and research funds at the university.

The Board of Trustees also clarified the University Foundation, Inc.'s restricted functions,
declaring that just four full-time administrative workers are necessary to remain. This forces the
UFI to terminate six full-time employees at the same time that they fire their two part-time
cashiers. During the July 1st meeting, the Board of Trustees delegated the selection of the
remaining employees to the newly appointed Executive Director, Mr. Reynaldo Cruz. Mr.
Reynaldo Cruz was only hired as Executive Director two months ago. He worked hard to keep
Susan Santos as their Chief Accountant. But, before he does so, he must confront two doubts.
Mr. Cruz phoned their Chief Accountant, Susan Santos, after the Board meeting to discuss how
to reorganize the ten functions of the 10 full-time and two part-time employees into four full-
time roles and how he would be able to pick who among the current employees can manage the
new positions. He asked her to develop job descriptions for the remaining four vacancies and to
analyze the performance of all current workers.

Chief Accountant, Assistant, and two bookkeepers were the four jobs. Susan Santos is
now the University, and three points were awarded to the winner of the final examination, where
only nine people were verified. According to the examination, employee number 9 Shirley
Ledesma, number 6 Soledad Trias, and third candidate Maryann Sanchez are the prospective
employees for the three positions.

lll. Problems Encountered:

1. If you are Mr. Cruz, what should be your basis to select among employees for the three
full-time positions?
 2. Do you recommend any changes in the UFI salary structure for the remaining four
employees? Why?

3. If you are Susan Santos, who are the three others who should be retained by the
company?

lV. Solutions:

1. The choices might be based on the University Foundation's needs and the limitations
outlined. Furthermore, Mr. Cruz must not base his decision on employee examinations and
assessments. He must provide each employee time or opportunities to train and assess
themselves, but this requires a lot of effort. For example, 20% for working experience
(monthly income, position, and year employed), 20% for educational background, 40% for
performance rating, and 20% for talents. The disadvantages of this include the attitude toward
work and coworkers that will develop, as well as the lack of solid theoretical concepts.

2. Yes. If the duties and responsibilities are more than in the prior appointment, the other
four employees should be paid more. However, in order to offer people, hope because of more
responsibilities, they must provide extra perks such as life insurance, healthcare benefits, and
retirement plans.

3. Because of their existing positions and incomes, I would pick Jean Esteban as Assistant
to the Investment Officer, Shirley Ledesma as Bookkeeper 1, and Amelia Sunga as
Bookkeeper 2. The benefits of putting them include ensuring that the University foundation's
pay expenses are kept to a minimum. Furthermore, the three's function limitations might be
justified by cost-cutting and experience on the job. However, we can observe that their talents
and performances are not being represented and optimized by their remuneration. However, I
can address this by enrolling them in training and seminar workshops that will improve their
skill in their different positions while also providing them with camaraderie among coworkers
and establishing and trusting one other.