The Bank strives to be an employer of choice among Philippine financial institutions. With strengths in three main employee engagement drivers of career development and opportunities, goal clarity, and leadership, we introduced more initiatives to boost competency development among our officers and staff, worked to accelerate promotions, and identified the right metrics to better align human resource measures with corporate strategy. Moreover, we strive to provide a safe, secure and conducive working environment for our employees, to continually safeguard their rights and provide equal opportunity for everyone to realize their fullest potential and make them agents of uplifting change for their communities.
To these ends, we have instituted the following policies and activities with the corresponding data on Health, Safety and Welfare of employees:
Employee Training and Development. Employee training and education are essential to the bank's growth strategy. By ensuring that our staff, specialists, and officers are trained, steeped in best practices, and exposed to an environment that nurtures continuous leading, we are able to provide the highest quality service to our clients.
||"...for everyone to realize their fullest potential and make them agents of uplifting change for their communities..."
We have a wide array of training programs and activities designed along the Bank’s business objectives, aimed at honing the skills and capabilities of our employees in carrying out their daily duties, as well as preparing them to assume higher responsibilities as the next leaders of the organization. These programs range from the new employee orientation and values orientation workshops for new hires; officers training programs, which initiate new officers into their leadership roles; sales officers training programs; advanced leadership programs for officers; courses on financial advisory; and programs designed to help employees comply with regulatory requirements, among others.
We use a blended learning approach that includes workshops, coaching/mentoring, instructor-led training sessions, and web-based training courses. We also design and facilitate leadership and management training programs for supervisors, functional managers, and senior managers to support our investment in leadership development. Mid-level officers take part in the BPI Leadership Excellence Acceleration Program (BPI LEAP). BPI LEAP has become a benchmark in training and development. Major focus areas include:
1. Leadership and Management Development – Programs that provide opportunities for BPI Leaders to develop their ability to lead, inspire and motivate their team members and organization. This would also cover Professional Effectiveness Programs that would develop Personal Leadership.
2. Functional – Programs that develop and strengthen specific functional and technical competencies required from the individuals so they can perform their functional tasks effectively.
3. Core and Team Effectiveness – Programs that would provide foundational knowledge and competencies for any member of the BPI team. This would also cover programs and interventions for teams at BPI.
The Bank requires every employee to undertake a minimum of five training days every year, ensuring not only their continuous professional improvement but also their being updated on industry developments.
For 2016, the Bank conducted, at least, 99 programs which allowed our employees to attend, on average, about three trainings for the year. Here are only some of the highlights of the above-mentioned recent trainings of the Bank:
||Number of Trained Employees
|Conflict of Interest
|BPI Service Plus
|Information Security Awareness Program
|Money Laundering and Terrorism Financing Prevention Program
|Professional Image Development
|Values Orientation Workshop
Employee Welfare. Consistent with the Bank’s goal of being one of the Philippines’ preferred employers, the Bank has adopted a compensation policy that it believes is competitive with industry standards in the Philippines. Regular employees are provided with a comprehensive pay and benefits package, which is reviewed periodically and adjusted to retain current employees and attract new talent.
Tied to this is a performance management system that calls for the alignment of individual key results, competencies, and development plans with the Bank’s overall business targets and strategy. Officers and employees undergo regular performance evaluations based on their individual accomplishments vis-a-vis their responsibilities, as well as that of the business unit or the Bank. This takes into consideration our earnings performance, asset quality, business volume, customer satisfaction, corporate governance and the long-term strategy, goals and outlook of the Bank, among other things. Deserving officers are granted an annual performance bonus, which is directly related in amount to the size and quality of the Bank’s annual earnings. The performance bonuses are based not only on an employee’s individual productivity and performance relative to assigned targets, but also on a relative comparison to the performance of peers within their rank.
Another testament to BPI’s commitment of offering greater value to its employees—and aligning management’s interest with shareholders—is its equity-linked incentive plan to its all its officers, including junior officers from Assistant Manager and up (with eligibility requirements): Executive Stock Purchase Plan (ESPP). A major initiative of the Bank under its long-term incentive program, the Executive Stock Purchase Plan (ESPP) was launched in 2013. The ESPP gives the officers the opportunity to buy shares of stock in BPI, at a discounted price based on the volume weighted average of BPI’s share price for the past 30 days. Management believes that this stronger alignment between the interests of BPI officers and interests of shareholders will benefit all stakeholders, i.e., more robust earnings and a healthier balance sheet will be reflected in a stronger and higher stock valuation.
The Bank also extends the inherent benefits of being a financial institution by offering our employees and their families our products and services at affordable terms. These include low-interest rates for auto and housing loans, emergency loans, medical and group term insurance, salary and emergency loans. In addition, we provide financial security to employees even after their retirement from the Bank through a retirement benefit plan. The Bank has a defined benefit retirement plan which defines an amount that employees will receive dependent on the employee’s age, years of service and compensation. The Bank also has a defined contribution retirement plan, where the defined benefit minimum guarantee is equivalent to a certain percentage of the monthly salary payable to an employee at normal retirement age with the required credited years of service based on the provisions of Republic Act (“RA”) No. 7641. All non-unionized employees hired on or after the effective date are automatically enrolled under the new defined contribution plan. Employees hired prior to the effective date shall have the option to elect to become members of the new defined contribution plan. Plan assets for both the defined benefit and defined contribution plans are held in trusts, governed by local regulations and practice in the Philippines.
The Bank also continues to strictly comply with labor laws and regulations and implement best practices in our workplace. The Bank recognizes the existence of company union(s) and the rights to freedom of association and collective bargaining. The Bank does not discriminate on gender, religion, age, race, color, political stand or social background. It strictly enforces non-employment of minors and is against forced compulsory labor. We maintain harmonious relations with our labor unions. The Bank also has an open-door communications policy to address concerns among employees immediately before they escalate.
As a requirement in their certification process, the Bank also trains and retrains security personnel, who are not formally part of our workforce and belong to third-party agencies, every two years on human rights-related topics. This is to ensure that they uphold the rights not only of our employees but also of our clients, suppliers and other stakeholders that do business with the Bank.
The Bank also has various interest clubs to allow employees to pursue their passions and explore talents outside of work while building camaraderie and esprit de corp.
The Bank also looks after its retiring employees through the conduct of annual seminars on estate planning, investment opportunities in the Bank and outside, and transition from being an employee to an entrepreneur. There are also counseling programs that help employees face life during retirement. The Bank’s off-boarding program has also been strengthened to further equip BPI retirees as they transition to the next chapter of their lives – among other improvements, processing of documents has been made more convenient.
Employee Health and Safety. The Bank believes it must create an environment where its employees have opportunities for development in tandem of their mind and body. Hence, the Bank provides a comprehensive medical program which provides for in-patient and out-patient benefits for employees and dependents. Year-round, there also are sports, recreational, health and wellness programs and physical activities, i.e., running, bowling, basketball, badminton, aerobics and dancing, etc., for all employees. The Bank runs education and training programs regarding serious illnesses. Examples of programs implemented are seminars on cancer awareness, prevention of stroke, and basic life support. Aside from health education, we also have risk-control programs in place to assist workforce members and their families regarding serious diseases. This was done through wellness fairs conducted in the head offices and provincial business centers where employees and their families avail of free or discounted services such as vaccinations, bone screening and physical examinations.
With regards health and safety of its employees, the Bank, as a matter of policy, ensures that all bank premises follow proper health and safety protocols, i.e., ban on smoking, ban on firearms, special access ramps for PWDs, pest prevention and more. Regular disaster preparedness activities are also conducted bank and group-wide (fire, earthquake, etc.) and frequent notices and reminders are broadcast regularly through the Bank’s intranet or posted where employees can easily read them. The Bank also has quality circles which regularly conduct audits and heighten awareness about best practices with regards workplace management towards health and safety.
Because of its policy of strict compliance with labor laws and regulations and implementation of best practices in our workplace, the Bank has had zero incidents of labor discrimination, compulsory labor, child labor or human rights abuses annually. While the Bank has not been a party to legal cases arising from any of these labor issues, it has a grievance mechanism embedded in the Collective Bargaining Agreement to promptly dispose and amicably settle all grievances. Steps are clearly defined until the level of arbitration. There was no reported incident nor complaint of any kind of discrimination in 2017. The Bank’s employees are unionized and there was no incident or complaint involving prohibition of unions or any employees association in 2017. There was no incident of child labor or employment of minors whether directly or indirectly within the Bank or any of its subsidiaries in 2017. And finally, there was no incident or complaint of forced labor in 2017.
Being a financial services company, the Bank’s employees are less exposed to occupational health and safety issues usually associated with manufacturing and industrial companies. As such, there are no notable recorded incidents of injury, occupational diseases, serious work-related diseases and other fatalities in our organization. Most recently starting in 2015, recognizing the increasingly difficult commuting and traffic conditions in Metro Manila and nearby areas, management implemented staggered work schedules for non-branch employees. This simple act not only restored productivity levels in the work place but also provided significant relief to employees who pointed to the worsening metro traffic as a major contributor to day-to-day stress. Similarly starting in 2015, to ensure the welfare, health and safety of even our new employees, those who are from areas outside Metro Manila are flown into and accommodated in the capital, and given the same level of head office experience and training that their metro counterparts receive.
Employee volunteerism. The bank has a built-in volunteerism program called BPI Bayan, which encourages and organizes employees to devote some of their personal time to help communities relevant to BPI and its clients. BPI Bayan is self-sustaining—using a seed fund granted by the bank in 2009, when the program started, the employee volunteers have since grown the fund to finance the community development projects they organize.