Gearing Up to Become
a Global Filipino Water Company
2021 Integrated Report
Sustainability
GRI 102-7, 401-1, 404-2, 405-1, 406-1, 407-1
Ensuring a pool of competent talents to ensure good service and fuel growth.
Employees ensure reliable operation of Laguna Water's facilities.
Management Approach
Developing employees is at the very heart of sustainability in Manila Water. Without a critical mass of empowered employees, it is not possible to provide exceptional services and ensure continued corporate growth. The Company continues to invest in the development of its people who not only are equipped with vital management and technical expertise, but also live the core values of Manila Water.
Manila Water acknowledges that if not for the employees, the Company would not have had the opportunity to serve millions of people across the Philippines and the Asia Pacific. The Company's labor practices uphold the highest national and international standards and policies against discrimination, child labor, and forced labor, to name a few. Manila Water extends this to its business partners who are expected to abide by the same set of strict laws and regulations.
Performance
2,463 Total employees
458 New hires
15 Graduates from 28th batch of cadetship training program
13% Turnover Rate
12.4% East Zone employees covered by Collective Bargaining Agreement
47,991.44 Training hours
2,223 Trained employee
21.59 Average training hours
92% Employee Satisfaction Score
214 C2, P3 and Huwarang Manggagawa Awardees
Wellness programs
counseling referral and professional friend volunteer program, wellness bulletins and webinars, free flu vaccines for East Zone employees
Total Employee by Gender
Total Employee by Rank
Total New Hires by Gender
Total New Hires by Rank
As its most priced asset, Manila Water ensures that employees enjoy competitive compensation, benefits and rewards to improve their standard of living, are provided with appropriate development and training opportunities for their professional and personal growth, and are operating in safe and healthy working conditions to prevent and mitigate occupational hazards. The Company likewise maintains an open line of communication to employees across all levels in the organization to see to it that their concerns are properly addressed. Even after retirement, Manila Water looks after its employees’ welfare by assisting in a number of livelihood and development programs.
Considering the disruptions in people's lives brought on by the COVID-19 pandemic, Manila Water provided flexible working arrangements to keep its 2,463 employees safe. In 2021, the Company continued to diversify its workforce with the online onboarding of 458 new hires. Manila Water partnered with various colleges and universities for an Internship Program that will build a potential source of talents in the future.
In addition, part of the recruitment and development initiative is the continuation of the Cadetship Training Program, with 2021 producing its 28th batch of graduates. The six-month program provides qualified fresh graduates with opportunities for specialized training and works immersion experience, expanding business and technical competencies.
Partner Colleges and Universities for the Internship Program
Ateneo De Manila University
Davao del Norte State College
St. Paul University Quezon City
University of the Philippines Manila
University of the Philippines Los Baños
University of Sto. Tomas
Batch 28 Cadetship Training Program Online Graduation
Training and Development
Training at Manila Water seeks to address the need for continuous professional growth of the employees. Fostering a culture of excellence means creating a highly productive workforce that is given constant opportunities to exceed expectations and challenge themselves. Last year, a total of 47,991.44 training hours, 30% higher than 2020, was logged by 2,223 employees or 90% of the workforce across all levels of the organization, which means an average of 21.59 training hours per employee.
Total Training Hours by Gender
Total Training Hours by Rank
Average Training Hours by Gender
Average Training Hours by Rank
Manila Water University, the corporate learning institution of the Company, continues to provide a wide range of training and development courses facilitated by an instructor or online. The programs under the university are component-based, aimed at developing talents by enhancing their leadership, technical and functional skills. In addition, the Technical School launched in 2020 has developed learning modules related to water supply, wastewater, and water quality for employees who occupy technical roles. Likewise, 101 courses were designed to cover the technical side of the water for better appreciation of non-technical employees.
Employee Empowerment
The Company recognizes exemplary performance and has a mechanism and program for rewarding its employees through financial incentives to covered employees, as well as recognition programs. The rewards system is anchored on a set of clear, specific targets and indicators to minimize subjectivity or discrimination during the assessment period. In 2021, employees underwent a formal yearend performance appraisal while 12.4%, comprised of Union members, are covered by the provisions of the Collective Bargaining Agreement. From these appraisals, the Company holds three annual recognition programs for all employee levels: Huwarang Manggagawa for rank and file employees; President's Pride due to Performance (P3) Award for middle-level managers; and Chairman's Circle (C2) Award for senior managers.
In 2021, the Company recognized 214 outstanding employees across the three programs. Similarly, Manila Water appreciates the contribution made by 61 retiring employees who have invested a significant portion of their careers in the growth of the Company. Lastly, Manila Water through the Gawad Kapit-Bisig award recognized 580 employees who worked on a noteworthy project that has successfully mitigated and resolved problems for the short and long term.
People empowerment is one of the major practices that Manila Water stretches to its employees. The Company ensures that employees, being Manila Water's primary stakeholders, are not only competently equipped with functional skills for work but are encouraged to stay passionate and driven regardless of their roles in the organization. In the 2021 Employee Satisfaction Survey, Manila Water Employees gave a 92% satisfaction score to the Company. The employees who participated in the survey expressed approval to the changes made in the Company's goals and objectives, Company image and competitive position, and overall career development.
To that end, the Company exerts efforts to make its employees' work experience more fun and exciting. Throughout the year, the Company organizes and implements various online activities, from town halls, group celebrations, and family-oriented holiday events, to stimulate employee interest. Doing so strengthens employee commitment and loyalty, making them more involved and motivated with their work.
Employee Satisfaction Rating
92%
Employee Satisfaction Rating
Gawad Kapit Bisig
Employees were recognized for their collaborative efforts that contributed to the efficient operation of the Cardona Water Treatment facility.
People empowerment is one of the major practices that Manila Water stretches to its employees. The Company ensures that employees, being Manila Water's primary stakeholders, are not only competently equipped with functional skills for work but are encouraged to stay passionate and driven regardless of their roles in the organization. In the 2021 Employee Satisfaction Survey, Manila Water Employees gave a 92% satisfaction score to the Company. The employees who participated in the survey expressed approval to the changes made in the Company's goals and objectives, Company image and competitive position, and overall career development.
To that end, the Company exerts efforts to make its employees' work experience more fun and exciting. Throughout the year, the Company organizes and implements various online activities, from town halls, group celebrations, and family-oriented holiday events, to stimulate employee interest. Doing so strengthens employee commitment and loyalty, making them more involved and motivated with their work.
Employee Health and Well-being
Employee health and well-being remain the top priority of Manila Water. The Company has extended support for the availment of COVID-19 vaccination not only to the employees but up to five free dependents. To date, 99% of the total employee population has been fully-vaccinated against COVID-19. This milestone is essential in ensuring business continuity and uninterrupted service to customers, while ensuring safety for its employees, support to service providers, and customer access to services.
Apart from vaccination initiatives, Manila Water continues to implement programs to ensure overall employee well-being. The Company has implemented two major mental health initiatives - Employee Care Calls and Mental Wellness Counselling to ensure employees' well-being. These programs helped employees reach out to fellow employees to check on their well-being and assess if internal or external support related to health or work was needed.
The Company continuous to implement measures to keep a safe work environment at all times, across all Water facilities.
Counselling Referral and Professional Friend Volunteer Program
Total Wellness Talks and Bulletins
Mahalaga Ka! Survey
Transformation Journey: Project Phoenix
Project Phoenix is a year-long transformation journey aimed at realizing the Company's aspiration of becoming a GLOBAL FILIPINO WATER COMPANY.
The experiences of Manila Water's workforce of recent years have strengthened the resolve of passionate and competent men and women to deliver results that make a difference. However, the Company believes that it can do more through the support of its competent pool of talents and fresh insights and strategies from its pioneering leaders. With the end goal of becoming a global water company, Project Phoenix was launched on August 25, 2021. It is a 12-month transformation journey aimed at realizing an aspiration of becoming a value-creating global Filipino water company.
Led by the Corporate Center Office's Chief Administrative Officer Roberto “Boj' Locsin, the new phase of Manila Water's transformation journey will slowly transition to a center-led organization, delivering corporate services across the enterprise. This strategic move will also allow the Company to have a full view of the needs and requirements of all business units in the East and Non- East Zone. As a “Katubig” employee, everyone in Manila Water is empowered and enabled to provide excellent customer service wherever they may be.
The first step of the Project Phoenix flight plan was to include a purpose statement into the Company's vision and mission to demonstrate the intent towards a new chapter of Manila Water. The vision and mission were realigned to revolve more on the Company's customercentric focus and continuous effort to innovate with the help of world-class men and women to drive the business. In addition, Project Phoenix included tenacity and pioneering as two defining values of the Company in addition to care, excellence, collaboration, and integrity. Lastly, change agents were selected from different groups to champion and communicate the transformation journey to the rest of Manila Water.
