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MUST FACULTY ASSOCIATION REVISED FACULTY MANUAL

FACULTY MANUAL


iiiMindanao University of Science and Technology

MUST Faculty AssociationRevised Faculty Manual 2013 Edition

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FOREWORDFOREWORD

The revised Faculty Manual of 2003 is still used until the present time. In the light of the changing nomenclature of the University, the Executive Board of the Faculty Association fi nds it necessary to incorporate some changes to make it attuned to the vision, mission, goals and objectives of the University.

The present edition has integrated pertinent provisions from the University Code, Constitution and By-laws of the Association, Republic Act 9519, and related decided cases of the Supreme Court, Civil Service Memorandum Circulars and other Memorandum Circulars to make it more relevant and compelling to address the current needs of the faculty.

It is envisioned that the faculty members, administrators, and stakeholders shall fi nd this revised manual functional and appropriate to the trends of time. Hence, everyone is enjoined to cooperate and work hand in hand for the fulfi llment of the provisions of this manual.


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Table of Contents

MESSAGE FROM THE UNIVERSITY PRESIDENT

I. THE MILESTONES OF MUST ........................................... 1II. THE FACULTY ASSOCIATION ......................................... 4III. GOVERNANCE AND ADMINISTRATION .............................. 5IV. GENERAL PROVISIONS ............................................... 6

1. Statement of Rights and Responsibilities ............... 62. Status and Appointment of the Academic Staff ........ 83. Faculty Work Load .......................................... 114. Duties of Faculty Members ................................ 125. Instructional Responsibilities ............................. 136. Punctuality .................................................. 147. Schedule of Examination .................................. 158. Approval of Non-Regular Classroom Activities ......... 159. Field Trips. .................................................. 1510. Grading System ............................................ 1511. Leave Privileges ........................................... 1512. Fellowships ................................................ 1613. Exchange/Visiting Professors & Professors Emeritus. 1714. Insurance and Retirement ............................... 1815. Diploma of Merit .......................................... 18

Appendix A. CODE OF PROFESSIONAL ETHICS ............... 19B. CONSTITUTION AND BY-LAWS ................... 24C. NATIONAL BUDGET CIRCULAR No. 461 ........ 31D. IMPLEMENTING GUIDELINESFOR NBC 461 .... 35E. OFFICE CIRCULAR NO. 04 ...................... 58

Annex Qualitative Contribution Evaluation ............. 50

Table of ContentsTable of ContentsTable of Contents

MESSAGE FROM THE UNIVERSITY PRESIDENTESSAGE FROM THE UNIVERSITY PRESIDENT

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MESSAGE FROM THEUNIVERSITY PRESIDENT

I congratulate the present Executive Board of the Faculty Association for coming up with this revised edition of the Faculty Manual. Further, it is truly an improvement over the previous one and an output that our university can be proud of.

My warmest felicitations to the Executive Board and the members of the MUST Faculty Association.

RICARDO ENRIQUEZ ROTORAS, D. Eng’g.DDDDO OO O OOO ENENENENNENNRIRIRIIRIQUQUQQQQQUQQQQQQQQUQQQQQQQQQQQQQQQQQ EZEZEZEZZEZEZEZZEZZZEZZZZEZZZEZZZEZEZZZZ R R RRRRRRRRRRRRRRRRRRRRRRRROTOTOTOTOTOTTORORORORORRO ASASASASASASA , , , , DDDDDD

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“Republic Act No. 9519 converts MPSC to Mindanao University of Science and Technology (MUST) with the mandate: “shall provide advanced education, higher technological, professional instruction and advanced instruction in mathematics, science, technology, engineering, and advanced research and extension work in human resource development in critical skills and competencies required for global competitiveness.”


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MILESTONESOF MUST1927: Pre-Commonwealth Act No. 3377 known as the Vocational Act of

1927 established Misamis Oriental Trade School (MOTS) operating at the elementary level. In 1936, the intermediate program was replaced with the four-year secondary trade program.

1952 : Republic Act No. 672 converted MOTS into the Mindanao School of Arts and Trades (MSAT) offering two-year trade technical education. In 1970, Republic Act of 3959 authorized the offering of Bachelor of Science in Industrial Education and the Evening Opportunity Programs.

1978 : Presidential Decree 1431 converted MSAT to Don Mariano Marcos Memorial Polytechnic State College (DMMMPSC) with the mission “to provide quality relevant and trained human resources and to promote research supportive to the industrialization of Northern Mindanao.”

1991 : Republic Act No. 7102 renamed DMMMPSC to Mindanao Polytechnic State College (MPSC) with the addition of the third function of the college - extension services - in the original mission

2009 : Republic Act No. 9519 converts MPSC to Mindanao University of Science and Technology (MUST) with the mandate: “shall provide advanced education, higher technological, professional instruction and advanced instruction in mathematics, science, technology, engineering, and advanced research and extension work in human resource development in critical skills and competencies required for global competitiveness.”

I. THE MILESTONES OF MUST

I

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THE FACULTYASSOCIATIONThe Faculty Association is a bonafi de association of all faculty members holding permanent plantilla items in the University. Further, the Association represents the faculty in the Board of Regents (BOR).

Likewise, it is the principal and offi cial body that negotiates with the administration for the benefi ts, privileges and general welfare of its members.

Vision

The Association supports the institutional vision which is to be one of the country’s leading providers of scientifi c and technological knowledge and skills (Sec. II, RA 9519).

Mission

The Association shall abide by the mission of the university which is to provide advanced education, higher technological, professional and advanced instruction in mathematics, science, technology, engineering, and advanced research and extension work in human resource development in critical skills and competencies required for global competitiveness (Section 2 General Mandate, RA 9519).

II. THE FACULTY ASSOCIATION

II

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Goals

It shall be the duty of every member to be committed to the attainment of the goals of the Association and that of the University in the most effective, effi cient, and economical manner (Art. VIII, Book I, MUST Code)

Objective

Every faculty member shall participate as an agent of constructive social, economic, moral, intellectual, cultural and political change of the university and the community within the context of national policies (Sec. 16 (6) BP 232).

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The State shall give priority to education, science and technology, arts, culture, and sports to foster patriotism and nationalism, accelerate social progress, and promote total human liberation and development (Art. II, Sec. 17, 1987 Philippine Constitution).

The State shall protect and promote the right of all citizens to quality education at all levels, and shall take appropriate steps to make such education accessible to all (Art. XIV, Sec. 1, 1987 Philippine Constitution).

VISION

The Mindanao University of Science and Technology (MUST) is one of the country’s leading providers of scientifi c and technological knowledge and skills.

MISSION

The University shall primarily provide advanced education, higher technological, professional and advanced instruction in mathematics, science, technology, engineering, and advanced research and extension work in human resource development in critical skills and competencies required for global competitiveness (Section 2 General Mandate, RA 9519).

GOVERNANCE ANDADMINISTRATIONculture, and sports to foster patriotism and nationalism, accelerate sulture, and sports to foster patriotism and nationalism, accelerate sprogress, and promote total human liberation and development (Aprogress, and promote total human liberation and development (ASec. 17, 1987 Philippine Constitution).Sec. 17, 1987 Philippine Constitution)

III. GOVERNANCE AND ADMINISTRATION

III

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CORE VALUES

Moral uprightnessUnselfi sh dedicationSocial responsibilityTotal Quality Management

UNIVERSITY PHILOSOPHY

The University, pursuant to social justice and equity, recognizes and supports the development of the potential of the disadvantaged but deserving youths who are determined to participate in and benefi t from the socio-economic progress of Mindanao.

MORAL DUTY OF THE UNIVERSITY TO THE COMMUNITY

It is the duty of every member of the University community to be committed to the attainment of its goals and objectives in the most effective, effi cient, economical and judicious manner.

MISSION STATEMENT OF COLLEGES

1. College of Arts and Sciences (CAS)

The college is united by its commitment to promote and sustain balanced education and to train and produce graduates in mathematics, the sciences, and the associated arts that are relevant

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to science-and-technology-based economic and social growth. It shall also conduct relevant research/development and extension activities in these fi elds.

2. College of Policy Studies, Education and Management (CPSEM)

The main concern of the college is to produce teachers in technical-vocational education and to train educational leaders and managers who are equipped with strong theoretical understanding of teaching and technology. It shall also conduct relevant research/development and extension activities in these fi elds.

3. College of Industrial and Information Technology (CIIT)

The mission of the college is to provide quality education and training in the fi elds of industrial and information technology as a catalyst for sustainable development it seeks to respond to technological, industrial, and entrepreneurial demands in the global community.

4. College of Engineering and Architecture (CEA)

The mission of the college is to serve the needs of Mindanao and the whole country by providing quality education towards innovative and relevant degree programs in engineering and architecture at both the undergraduate and graduate levels. It shall also conduct relevant research/development and extension activities in these fi elds.

“The University, pursuant to social justice and equity, recognizes and supports the development of the potential of the disadvantaged but deserving youths who are determined to participate in and benefi t from the socio-economic progress of Mindanao.”

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1. Statement of Rights and Responsibilities

The faculty members of the University, consistent with the institutional vision and mission, are active propagators of quality education serving as resources for the region and the nation.

In the pursuit of their endeavors and in the fulfi llment of their responsibilities, the faculty members are expected to:

1. Observe intellectual honesty in their search for, use, and transmission of knowledge.

2. Uphold and pursue legitimate inquiry and accept objective criticism of their work.

3. Fulfi ll their roles as intellectual guides and counselors to students, teaching them with due fairness and concern.

4. Respect the beliefs of their colleagues and students.5. Adhere to the established and acceptable norms of behavior in the

institution, in particular, and society, in general.The faculty members are entitled to the following rights:

1. Academic Freedom

Academic freedom is the right of professionally qualifi ed persons to inquire, discover, publish and teach the truth as they see it in their fi eld of competence, subject to no control or authority except of rational

GENERAL1 St t t f Ri ht d RSt t t f Ri ht d R

PROVISIONSThe faculty members of the University, consisteThe faculty members of the University, consistevision and mission, are active propagators of quvision and mission, are active propagators of quresources for the region and the nationresources for the region and the nation

IV. GENERAL PROVISIONS

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methods by which the truth and conclusions are sought and established in their disciplines (Tangonan vs Pao, 137 SCRA 246, pp. 20-21).As part of the community, members of the faculty have the rights and obligations of a citizen. When they speak or write as citizens, they should be free from institutional censorship or control, but their special positions in the community impose certain obligations.

Academic freedom shall be enjoyed in all institutions of higher learning (Art. XIV Sec. 5 (2) 1987 The Constitution of the Republic of the Philippines)

Members of the teaching staff enjoy academic freedom; Provided however, That no instructor in the University shall inculcate sectarian tenets in any of the teachings, nor attempt either directly or indirectly, under the penalty of dismissal by the Board of Regents, to infl uence students or attendants at the University for or against any particular church or religious sect or political party [Art. 175]

Academic freedom is the right of the teacher to teach the subject of her/his specialization according to her/his best lights; to hold, in other subjects, such ideas as s/he believes sincerely to be right; and to express her/his opinions on public questions in a manner that shall not interfere with her/his duties as a member of the faculty or render her/him negative in her/his loyalty to the school, college, or university that employs her/him. Within this specifi c framework, the following principles are hereby declared:

a. The Mindanao University of Science and Technology shall not impose any limitation upon the teacher’s freedom in the exposition of his/her own subject in the classroom or in addresses and publications;

b. No teacher may claim as his/her right the privilege of discussing in his/her classroom controversial topics that are not pertinent to the course of study that is being pursued;

c. The Mindanao University of Science and Technology should place any restraint upon the teacher’s freedom in the choice of subjects for research and investigation undertaken on his/her own initiative;

d. The Mindanao University of Science and Technology should recognize that the teacher, in speaking or writing outside of the institution on subjects beyond the scope of his/her own fi eld of study, is entitled to the same freedom and is subject to the same responsibilities as attached to all other citizens but in added measure;

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e. It is clearly understood that the Mindanao University of Science and Technology assumes no responsibility for views expressed by members of its staff; and the faculty members themselves should, when necessary, make it clear that they are expressing only their personal opinions;

f. If the conduct of a teacher in her/his classroom or elsewhere should give rise to doubts concerning her/his fi tness for her/his position, the question should in all cases be submitted fi rst to a committee of the faculty, and in no case should any member of the teaching staff be dismissed before the normal termination of her/his period of appointment without full and open hearing before the Board of Regents, should s/he desire it, and only upon suffi cient notice. [Art. 176]

2. Participation

Faculty members are entitled to active participation in the processes of decision-making at all levels. They shall be represented to the fullest extent possible in the various bodies that formulate policies, subject to the existing laws and policies of such bodies. Their participation shall not be limited solely to their right to be consulted but more importantly their right to assent or dissent on matters that affect the faculty, in particular, or the University, in general.

3. Information

Faculty members have the right to information that affects them, individually or collectively. The University should ensure that prior to any decision; information has been effectively disseminated to faculty members in order to ensure their intelligent involvement in decision-making.

In cases of decisions affecting the status of a faculty member, he/she is entitled to a formal explanation.

2. Status and Appointment of the Academic Staff

1.1 Academic Staff

1.1.1 The academic staff of the University shall be composed of the teaching staff and the academic non-teaching staff.

1.1.2 The members of the teaching staff can be classifi ed as regular members and non-regular members of the faculty. The regular members of the faculty who may serve full-time or part-time subject to NBC-461 and/or other relevant circulars can fall under


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the following categories:a) University Professorb) Professor I-VIc) Associate Professor I-Vd) Assistant Professor I-IVe) Instructor I-III

The non-regular members of the faculty who shall serve in accordance with the terms and conditions of their appointments can fall under the following categories:

a) Visiting Professorb) Exchange Professorc) Professor Emeriti/aed) Affi liate Faculty (those who are teaching on part-time basis)

1.1.3 The members of the academic non-teaching staff designate shall include the following:

a) Research personnel such as researchers, research aids, research assistants and research fellows,

b) Extension workers,c) Staff of the Guidance Services,d) Technical specialists,e) Library staff,f) Staff of the Registrar’s Offi ce,g) Staff of the Student Affairs and Welfare Offi ce,h) Staff of the Sports and Cultural Affairs,

1.2 Appointments

1.2.1 Appointments in the academic teaching staff shall be made in accordance with the Civil Service Commission Rules, NBC-461 and/or other relevant budget circulars and such criteria, rules, procedures and other guidelines, including a schedule of academic staff positions and salaries, as may be recommended by the University President and approved by the Board of Regents.

1.2.2 No person shall be appointed as faculty member on full-time basis if the person is an employee of another institution, except under consortium arrangement, that is, if the immediate requirement of the University justifi es the appointment and no other applicant can meet the professional and scholastic requirements. The appointment shall be on a yearly basis until another person who possesses the desired qualifi cations is available for regular appointment.


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1.2.3 The precise terms and conditions of every appointment shall be stated in writing. In case of non-renewal of temporary appointment, the person concerned shall be so informed in writing at least (60) days before the termination date.

1.2.4 No person shall be eligible for appointment or reinstatement as a regular member of the faculty during the term for which he has been elected to any political offi ce.

1.2.5 No person who has been defeated as a candidate for any political offi ce in an election shall be eligible for appointment or reinstatement as a regular member of the faculty within a year after election.

1.2.6 Repeated appointment to any non-regular position shall not be the basis for tenure.

1.3 Resignation

No resignation by a faculty member shall take effect sooner than 60 days, after the same has submitted a letter of resignation through channel, unless approved by the President of the University.

1.4 Compensation

1.4.1 Full-time members of the faculty shall receive compensation on the basis of NBC 461 and/or other relevant budget circulars.

1.4.2 Lectures by part-time faculty members shall be paid for each hour of actual service and in accordance with the schedule approved by the president.

1.4 General Function

Full-time faculty members are expected to continually participate in the pursuance of the Mission of the University. In this regard, they are to fully concentrate on the following interrelated functions relevant to the positions they hold:

1.4.1 Instruction. The major activity of the institution is defi ned as the act of facilitating with confi dence and direction, the acquisition of knowledge and skills by a group of individuals geared towards the development of their analytical and creative faculties. Furthermore, the function of instruction includes specifi c tasks,


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such as student consultation, academic advising and other initiatives that facilitate the process of learning.

1.4.2 Research. Research activities are deemed refl ective of the level of disciplinary specialization attained by the faculty. These include basic/applied research; materials development; paper presentation in local and international conferences; publication of articles, monographs, and books; preparation/presentation of seminar papers, special projects, feasibility studies and creative works.

Moreover, faculty research should address the requirements of the discipline, institutional thrust, and the development concerns of Philippine society.

To encourage faculty members to conduct research, the University shall provide extrinsic and intrinsic incentives in accordance with the University Policies and Implementing Rules and Regulations for Research. These incentives shall include the following:a. One year sabbatical leave for the purpose of conducting

research;b. Grant of time release from teaching;c. Grant of credits pursuant to the NBC-461 and/or other

relevant budget circulars;d. Designation as Professor Emeritus upon retirement or

honorable separation with all rights and privileges pertaining to that title for as long as he/she remains productive in his/her contribution to research in the University.

1.4.3 Production. Production activities shall be in accordance with NBC-461 or other relevant budget circulars and production policies and guidelines adopted by the University.

1.4.4 Extension. Full-time faculty members may be required by the University to engage in the dissemination of the outputs of research, technologies, and knowledge that will redound to the benefi t of various communities. Extension activities shall be in accordance with the policies on extension services adopted by the University.

1.4.5 Professional Obligations. Every faculty member shall assume the responsibility to maintain and sustain his professional growth and advancement and maintain professionalism in his behavior at all times (University Code Article 281; Sec. 16 (4) BP 232).


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1.4.6 Academic Development and Professional Growth. Full-time faculty members are obliged to continuously develop their knowledge and skills in their fi eld of specialization. The University shall ensure that they are afforded the support in pursuing graduate studies and in participating in conferences/seminars and training programs required in fulfi lling the above-mentioned expectations in accordance with the provisions of the established Staff Development Program.

3. Faculty Work Load

1. Faculty workload shall consist of instruction (lecture or laboratory), quasi-teaching activities, and one or more of the following research, administration, extension and production.

2. Depending on the availability of items and the budgetary capability of the University, the normal load of a full-time faculty member is eighteen (18) units subject to some reduction as deemed needed due to the number of preparations and other considerations. The 18 units can be pure teaching or the aggregate of teaching, extension and production in whatever proportion as approved by the University.

3. In the exigencies of the service, additional load (instruction, research, or others) may be assigned to full-time faculty members with monetary compensation or its equivalent subject to the relevant provisions of the applicable budget circulars and/or policies adopted by the University.

4. Faculty members who are full-time in the instruction function shall arrange for 5 hours a week of consultation with students; part-time faculty members and those with only partial teaching load shall allot a proportionate amount of time for the same purpose.

5. Load credits for faculty on authorized graduate studies. Non-teaching activities shall be credited for purposes of faculty workload in accordance to the following rules:

5.1 The maximum load credit for authorized graduate studies shall be 9 units per semester. The faculty who is studying is not allowed to undertake any non-teaching activities. The credits granted shall not be used for computing overload teaching honorarium. Faculty members working on master’s thesis or doctoral dissertation shall be granted one year leave with pay without extension. This does not apply to those granted with scholarship.


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5.2 Teaching assignments are prepared by the department chairperson (or his/her equivalent) in consultation with the faculty members concerned and in accordance with existing policies on teaching assignments and loads. The tentative load should be given two weeks before the termination of the preceding semester to afford the concerned faculty members time for preparation.

Loads are deemed fi nal unless disapproved by the college dean. In case of non-agreement between the department/division chairperson and the dean, the Vice President for Academic Affairs (or equivalent offi cial) mediates and renders decision which shall prevail.

5.3 To give faculty members more time to do preparation, research, and study for their classes, load assignments shall, in general, be limited to a maximum of three (3) preparations.

Any load in excess of three (3) course preparations requires consultation between the department/division chairperson and the faculty member concerned and subject to the approval of the dean. The criteria for assigning an additional preparation are as follows:

1. The faculty member has taught at least three (3) of the four (4) subjects during the two preceding consecutive semesters;

2. The additional class preparation is related to the faculty member’s fi eld of specialization;

3. The subject that requires additional preparation is not offered regularly.

4. Duties of Faculty Members

All faculty members, whether full-time or part-time, shall work within the context of the University Mission and the goals/objectives of the colleges and departments to which they belong.

The University Code should serve not only as guide within which to operate but also as motivating factor and inspiration for effective and effi cient achievement of aspirations in collaboration with the other members of the institution.


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The department/division chairpersons are responsible for orienting the faculty on the department/division objectives, development plans, policies, academic standards and corresponding faculty responsibilities.

1.1 Academic Consultation Responsibilities

1. Faculty consultation hours should be posted in the faculty room bulletin board.

2. Full-time faculty members may be assigned as advisers/moderators for student organizations.

1.2 Departmental PerformanceFaculty members must maintain standards of excellence aimed at by the University through the various academic departments to which they are assigned and the colleges to which they are affi liated.

1.3 Registration

Full-time faculty members may be required to assist during registration in the college to which they are affi liated. They shall be granted service credits when they render such service during summer vacations.

1.4 Care for the University Property

Faculty members are expected to cooperate in securing University property, in the care and upkeep of the buildings and campus so that these stay neat, clean and conducive to learning. They are to report to the concerned authorities any damage caused by students.

1.5 Outside commitment

Full-time faculty members are expected to devote their working day to the University. Part-time teaching and consultancies need the University President’s permission. (See Appendix E).

1.6 Clearance

Faculty clearances are required under the following conditions:

1. Faculty member is to submit faculty clearance to the Dean’s offi ce except for Program Chairpersons before collecting his/her summer vacation pay.


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2. Clearance is required for both full-time and part-time faculty members.

3. A faculty member needs to secure faculty clearance before beginning a study leave or leave of absence.

4. Finally, faculty clearance is required before retirement or resignation, to be signed by the immediate supervisor.

4.7 Proselytizing

A faculty member is prohibited, under penalty of dismissal by the governing board, to propagate sectarian or political tenets in his teachings, or to attempt directly or indirectly, to infl uence students or attendants at the college in favor of or against any particular church, religious sect, or political party (Section 9 of the University Charter).

5. Instructional Responsibilities

The Instructional Function of Faculty Members

1.1. The primary function of a teaching faculty is to conduct classes in a conscientious manner. Faculty members should exert effort to maintain high quality standards in education in consonance with the mission of University.

1.2. Faculty members are expected to employ such strategies in teaching that will optimize the acquisition of knowledge and will develop among the students the ability of learning how to learn.

1.3. The faculty members shall strive to be active in continuing professional education to become globally competitive.

2. Syllabi Preparation

The faculty members should enrich and update their syllabi and submit these to the department chairperson or program coordinator at the beginning of each semester.

3. Class-Related Regulation

3.1. If the faculty is not in class after fi fteen minutes, s/he is considered absent and the class is considered dismissed.

3.2. The faculty should start and end the class promptly. S/he should not over-stay especially if another class will use the same


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classroom and/or students have to go to another class.

3.3. Any activities of the students under his/her charge, the faculty member shall act as loco parentis.

4. Conducting Formal Instruction

4.1. Faculty should assume full responsibility of discipline in the classroom. Cases which are beyond their control shall be referred to the immediate supervisor.

4.2. Bringing of faculty’s children in the classroom is not allowed.

5. Class Attendance of Faculty: Absence and Tardiness and Postponement of Classes

5.1. Classes should be conducted at the scheduled time and place.

5.2. A faculty member who may be absent from classes for a valid reason shall notify the department chairperson or program coordinator for appropriate action.

5.3. A faculty member may conduct make-up class subject to the approval of the College Dean.

6. Punctuality

Faculty members should conduct classes on time.

7. Schedule of Examination

Faculty members should conduct examinations within the scheduled time.

8. Approval of Non-Regular Classroom Activities

Non-regular classroom activities, make-up classes, and changes in schedule or venue for regular classroom activities shall be approved by the College Dean.

9. Field Trips.

If a faculty wishes to bring students to a fi eld trip, s/he should follow the approved University policies/guidelines.


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10. Grading System

10.1. The grading system shall be in accordance with the University policy and shall be incorporated in the course syllabi.

10.2. Faculty has the obligation to submit their grades on time as set forth by the University registrar.

The deadlines for grade submission are: two weeks after scheduled mid-term examination and one week after the scheduled fi nal examination.

11. Leave Privileges

Vacation Leave; defi ned. It is a privilege grant to a public servant who is excused from reporting to work to allow him to take a rest when he is tired from the daily offi ce routine. Such shall be offset by his earned leaves, if any, and there will be no deduction from his take home pay. If he has not accumulated any sick or vacation leave credits, such absence may still be allowed but it will be without pay (Art. 248, University Code).

Sick Leave; defi ned. Sick leave benefi t is granted to a public servant who is excused from reporting to work so that he can undergo medical treatment or he must look after sick members of his immediate family. Immediate family includes the spouse, children, parents, unmarried brothers and sisters and any relative living under same roof and dependent upon the employee for support ( Art. 249, University Code).

Who may avail.

For offi cials and employees in the teaching position, they shall not be entitled to same vacation and sick leave benefi ts. Instead, they have a proportional vacation pay of seventy (70) days summer vacation leave and fourteen (14) days for Christmas vacation; Provided that when a teacher is made to render service by the proper authority, they shall be entitled to vacation service credits which can be used to offset absences of a teacher due to illness or to offset proportional deduction in vacation salary due to absences for personal reasons;

Provided fi nally, that when a teacher is not given a teaching load but is made to perform non-teaching functions and made to render the same hours of service as other employees, he/she shall be entitled to vacation and sick leave benefi ts.


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Terminal Leave Benefi t.- The Terminal Leave Benefi t (TLB) refers to the money value of the total accumulated vacation and sick leave credits of an employee based on the highest salary received prior to or upon retirement or voluntary separation from government service (Art. 251, University Code).

Monetization of Leave Credits. Monetization of Leave Credits (MLC) refers to the payment in advance under prescribed limits and subject to specifi ed terms and conditions as may be provided by law (Art. 252, University Code).

Other Leave Benefi ts. All offi cials and employees of the University shall be entitled to all leave benefi ts such as but not limited to Maternity Leave, Paternity Leave, Mandatory Force Leave, Sabbatical Leave and such other leave privileges on occasioned or by reason of personal milestone, parental and fi lial obligation, domestic emergencies, personal transactions, calamity, accident and hospitalization and the like, subject to such circumstances and conditions provided for by law (Art. 253, University Code).

12. Fellowships

1. Full fellowships

1.1. Fellowships for faculty development shall be created on the basis of the greatest need of faculty development program and usefulness to the University. Fellowships shall be awarded by the University President, upon approval of the Board of Regents, to the most able, promising and deserving in the line of study selected.

1.2. Members of the faculty who are recommended by offi cials concerned shall have the privilege of enrolling in the University for not more than 9 units a semester, and shall be exempted from tuition and another fees; provided that the courses in which they are enrolled shall redound to the benefi t of their regular work in the institution subject to the approval of the President or his authorized representative.

2. Partial Fellowships

1.3. Members of the faculty who have obtained fellowships or scholarships from other institutions may be granted additional grants by the University under such terms and conditions as may be determined by the Board of Regents.

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1.4. Members of the faculty receiving any offer of fi nancial aid from any person or organization in the form of fellowships, graduate or research assistantships, or any other forms of remuneration, must obtain the approval of the University President.

1.5. Recipients of University fellowships shall sign a contract under such terms and conditions to be determined by the President and approved by the Board of Regents.

13. Exchange/Visiting Professors and Professors Emeritus

1. Exchange Professor

1.1. Exchange programs and consortia may be made with institutions of recogni zed standing, both local and foreign. The University President, upon approval by the Board of Regents, shall allow exchange professorship with accredited Higher Education Institutions (HEI) for a period of one year, renewable for another year.

1.2. In addition to his/her regular salary, an exchange professor assigned abroad or elsewhere shall be given assistance that will enable him/her to maintain the dignity of his/her position in the place of assignment.

2. Visiting Professor

2.1. The President of the University, upon approval by the Board of Regents, may accept a visiting professor to serve in the University for some special purpose for a period of one year subject to renewal.

2.2. The President may also appoint a professor from the University to another institution of recognized standing by special arrangements and conditions mutually acceptable to the University and the concerned institution.

2.3. The University shall make fi nancial allocation in the implementation of the preceding provisions.

3. Professor Emeritus

3.1. In recognition of his/her excellent and distinguished contributions to the academe, a retired faculty member with the rank of Professor may be conferred the title of Professor Emeritus for life if s/he satisfi es the following criteria:


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a. has at least 15 years of service to the University;

b. has achieved marked distinction as productive scholar, artist, or scientist, as evidenced by one’s completed researches, creative works, or publications; and

c. is widely acknowledged as an effective and dedicated faculty.

3.2. A special committee shall be formed to screen any nominations for appointment as Professor Emeritus. The committee shall be composed of the following:

1. Vice President for Academic Affairs;2. Dean of the College of which the nominee belongs;3. Chairperson of the department concerned; and4. Faculty Association President.

Any member of the faculty of department can nominate a retired faculty member for the emeritus professorship.

The Committee shall submit its recommendation to be approved by the University President and to be confi rmed by the Board of Regents.

3.3. A holder of the title Professor Emeritus may be assigned in one or more of the following:

a. on-going or continuing university projects or programs;

b. special activities or projects in the various university offi ces; and

c. teaching, research, and other academic functions.

S/he shall also enjoy similar research privileges as regular academic faculty member.

14. Insurance and Retirement

The University shall participate in the Government Service Insurance System. However, the University may augment, for its faculty and other employees, by means of an equitable schedule, the rewards and benefi ts available under the Government Service Insurance System and the Civil Service Commission.

22


23

15. Diploma of Merit

A Diploma of Merit shall be presented to members of the faculty for exemplary conduct, loyalty, and exceptionally effi cient and meritorious service to the university upon their voluntary resignation or retirement after at least 15 years of service. The diploma shall be signed by the University President and attested by the Board of Regents.

“The University shall participate in the Government Service Insurance System. However, the University may augment, for its faculty and other employees”


233

CODE OF PROFESSIONAL ETHICS FOR FACULTY MEMBERS

Article I – SCOPE AND LIMITATIONS

SECTION 1. Since the Constitution provides that all educational institutions shall be under the supervision of and subject to the regulation by the State, the provisions of this Code apply with equal force to all faculty members.

SECTION 2. By faculty members is meant any person directly engaged in teaching at MUST.

Article II – THE FACULTY MEMBER AND THE STATE

SECTION 1. No faculty members shall directly or indirectly solicit, require, collect or receive any money or service or other valuable material from any person or entity for the promotion of any political, religious, or other partisan interest.

SECTION 2. Every faculty member may vote and exercise other constitutional rights. However, no one may use his position or offi cial authority or infl uence to coerce the political action of any person.

APPENDIX A

24


SECTION 3. Every faculty member may attend church and worship as he pleases but is not permitted to use his position and infl uence as such as proselyte.

SECTION 4. Every faculty member has the privilege of expounding the product of his researches and investigations. However, such exposition must not undermine the declared policies and state.

SECTION 5. Every faculty member shall value the dignity of his profession by not engaging in acts or activities involving moral turpitude. These include all forms of sexual harassment in the employment, education or training environment as declared by Republic Act No. 7877 – the Anti-Sexual Harassment Act of 1995.

Article III – THE FACULTY MEMBER AND THE COMMUNITY

SECTION 1. As molders of the youth, all faculty members should consistently strive to render the best service and to have active participation in community movements for moral, social, educational, economic, and civic betterment.

SECTION 2. If the faculty member is to merit reasonable social recognition, it is his duty to be socially accepted by keeping himself morally upright, refraining from gambling, abhorring drunkenness and other excesses, and avoiding immoral relations.

SECTION 3. The faculty member can immeasurably enhance his social usefulness by living for and with the community. He should therefore study and understand the local customs and traditions so that they may have a sympathetic attitude and refrain from disparaging the community wherein he lives.

SECTION 4. Every faculty member should keep the people in the community informed as to the work and accomplishments of the school as well as its needs and its problems.

SECTIN 5. As an intellectual leader in the community, especially in the barrio, the faculty should welcome every opportunity to serve as counselor in matters affecting the welfare of the people.

SECTION 6. All faculty members should endeavor to maintain harmonious and pleasant personal and offi cial relations with other professionals and government.


25

Article IV – THE FACULTY MEMBER AND THE PROFESSION

SECTION 1. All MUST faculty members should feel that teaching is among the noblest profession. They should manifest genuine enthusiasm and pride in their calling.

SECTION 2. Every faculty member should uphold the highest possible standards by making the best preparation for his calling. He should fearlessly oppose the admission into the profession of any person who is physically, mentally or morally defi cient or who is inadequately prepared.

SECTION 3. The faculty members should strive to broaden their cultural outlook and deepen their professional interest. They should pursue such studies that will improve their effi ciency and enhance the prestige of the profession.

SECTION 4. It is highly unethical for any faculty member to resort to extravagant claims and misrepresentations through personally inspired press notices or lavish advertisements in order to attract public attention and secure patronage for his school.

Article V – THE FACULTY MEMBER AND HIS ASSOCIATES

SECTION 1. All faculty members should at all times be imbued with the spirit of professional loyalty, mutual confi dence and faith in one another, self-sacrifi ce for the common good, and cheerful cooperation with colleagues. When the best interest of the children, the school, or the profession is at stake, it is the duty of faculty members to support one another.

SECTION 2. Every faculty member should give due credit for assistance received from his associates. He should not appropriate for himself the work of others.

SECTION 3. A school offi cial or teacher before leaving a position should organize and leave for his successor such records and other data as are necessary to carry on the work.

SECTION 4. A school offi cial or teacher should hold inviolate all confi dential information concerning his associates and school. He should not divulge to interested persons documents which have not yet been offi cially released or removed records from fi les.

SECTION 5. Professional criticism of associate should be made for the welfare of the students or the school and only in formal

26


accusation before those who have the authority to try the case on its merits. Anonymous or fabricated criticism of an associate is unwarranted. Justifi ed criticism, however, in the interest of the service, should not be withheld but should be presented with the supporting evidence. No criticism of an associate should be made in the presence of students, fellow teachers, or parents and patrons.

SECTION 6. Marking and promotion of students are generally determined by the teacher within standards set by the administration. This, however, does not preclude the exercise of general supervisory and administration powers of a superior authority over such matter, especially when there has been gross or manifest abuse of judgment on the part of the teacher.

SECTION 7. No faculty member should apply for a position that is not vacant or defi nitely known about to be vacant, nor criticize the qualifi cations of a competitor even if given the opportunity to do so.

Article VI – THE FACULTY MEMBER AND HIS SUPERIORS

SECTION 1. Every Faculty member should support loyally the legitimate policies of the school and the administration. He should make an honest effort to understand those policies and, regardless of personal feelings or private opinions, faithfully carry them out so long as he remains in the organization.

SECTION 2. A faculty member should make no false accusations or charges against superiors, especially under an anonymous or fi ctitious name. If he has charges to make against his superiors, he should have the moral courage to present them before competent authority and be willing to prove them.

SECTION 3. A faculty member should transact all offi cial business through channel except when special conditions warrant a different procedure, as when reforms are advocated which are opposed by the immediate superior, in which case the faculty member should feel free to write directly to a higher educational authority.

SECTION 4. All faculty members have the right to protest against injustice and discrimination but the important nature of their service renders any resource to a strike or walk-out indefensible.

SECTION 5. Faculty members should realize that appointments, promotion


27

and transfers are made on the basis of merit in the interest of the service.

Article VII – THE FACULTY MEMBER AND THE STUDENT

SECTION 1. The faculty member should recognize that the interest and welfare of the students are his fi rst and foremost concern.

SECTION 2. The faculty member should deal justly and impartially with every student. Exhibition of prejudice or discrimination because of differences in students, intellectual ability, social standing or because of favors received from them or their parents, should have no place in the relations between faculty and his student.

SECTION 3. No faculty member should accept directly or indirectly for tutorial service to any of his students remuneration other than the compensation authorized for his services as a teacher.

SECTION 4. No faculty member should allow himself to be infl uenced by any consideration other than merit in the evaluation of the students’ work. It is improper for a faculty to accept or ask, directly or indirectly, personal service, gifts, or other favors from any of his students or their parents that would tend to infl uence his professional relation with them.

SECTION 5. A faculty member should never take advantage of his position in courting any of his students.

SECTION 6. No faculty members should infl ict corporal punishment on offending students, nor should he make deductions in their scholastic rating for acts that are clearly not manifestations of poor scholarship.

Article VIII – THE FACULTY MEMBER AND THE PARENTS

SECTION 1. The school exists to render service to the public. Parents should be welcomed at school and treated with every consideration. School offi cials and faculty members should establish and maintain cordial relations with the parents of their students.

SECTION 2. The faculty members’ conduct should be such as to merit the confi dence and respect of the parents.

SECTION 3. In communication with parents, especially on matters pertaining to the student’s limitations, a faculty member should

28


exercise the utmost candor and tact. It is duty to point out the student’s defi ciencies hitherto unknown or overlooked by the parents and seek their cooperation for the proper guidance and improvement of the student.

SECTION 4. The faculty member should hear parent’s complaints with sympathy and understanding. He should discourage unfair criticism of his associates, the administration, and the school system in general.

Article IX – THE FACULTY MEMBER AND PRIVATE BUSINESS

SECTION 1. All faculty members should have and maintain good reputation with respect to fi nancial matters. They should pay their debts or otherwise arrange satisfactorily their private fi nancial affairs with their creditors.

SECTION 2. No faculty member should contract loans from his superiors, associates, students or their parents.

SECTION 3. No faculty member should directly or indirectly act as agent of, or hold stock in or be fi nancially interested in any commercial venture that furnishes textbooks, school supplies and other materials, if in the purchase and utilization of such he can exercise in any manner his offi cial infl uence.


29

CONSTITUTION AND BY-LAWS OF THE MINDANAO UNIVERSITY of SCIENCE and TECHNOLOGY FACULTY ASSOCIATION

Article I. NAME AND ADRESS

SECTION 1. Name This Association shall be known as the Mindanao University of

Science and Technology Faculty Association; briefl y, the MUST Faculty Association.

SECTION 2. Address The offi cial address of the Association is at the Mindanao

University of Science and Technology, Lapasan, Cagayan de Oro City.

Article II. MEMBERSHIP

SECTION 1. Eligibility for MembershipAll faculty at the Mindanao University of Science and Technology main campus and extension campuses who are plantilla holders are eligible to become members of the Association.

SECTION 2. Kinds of Membership Membership is of two kinds:

APPENDIX BCONSTITUTION AND BY-LAWS OF THE MINDANACONSTITUTION AND BY-LAWS OF THE MINDANA

APPENDIX B

30


1. Active members are faculty holding plantilla items who are not designated to administrative positions.

2. Inactive members are:a. Faculty holding plantilla items but are appointed or

designated to administrative posts, namely, President of the University, Vice President, Deans and Directors.

b. Members of the Association on leave for one year or more from the University provided they pay their dues.

Inactive members shall not enjoy any of the rights and privileges of participation of the active members except the right to be represented by the Association in seeking redress or pursuing legitimate claims as regular faculty members of the University.

Inactive members are automatically reverted to active status upon termination of their administrative term or leave of absence.

SECTION 3. Dues and Commencement of membership

1. Active member of the association shall pay a membership fee of One Hundred pesos (Php 100.00) and a monthly due of fi fty pesos (P 50.00).

2. Inactive members shall also pay a membership fee and monthly due but the latter shall be only one-half of that paid by the active members.

3. Membership commences upon the payment of the membership dues.

Article III. OFFICERS OF THE ASSOCIATION

SECTION 1. The Offi cersThe following offi cers shall be elected to constitute the Executive Board:

President, Vice President, Secretary, Treasurer, Auditor, Press Relation Offi cer and three (3) Directors.

SECTION 2. Term of Offi ceThe offi cers and board members of the association shall hold offi ce for a period of two (2) years without prejudice to re-election from the fi rst day of May until their successor shall have been duly elected and qualifi ed; provided, that they remain members of the Association in good standing.

SECTION 3. Filling of VacancyAny vacancy in the Executive Board excepting expiration of term shall be fi led by the Executive Board constituting a quorum


31

by appointing from the next ranking nominee in the preceding election to serve the unexpired term of the predecessor.

SECTION 4. ImpeachmentA member of the Executive Board after having been proven guilty of gross violation(s) of the provision(s) of the Constitution and By-Laws shall be expelled from the Board by two-thirds vote of the Executive Board.

Article IV. DUTIES AND POWERS OF THE OFFICERS

SECTION 1. Duties and Powers of the PresidentThe President, who is a director of the association, shall be the Executive Offi cer of the Association and shall have the following duties and powers:

1. Acts the presiding offi cer of the Executive Board and of the General Assembly.

2. Represent the faculty in the Board of Regents of the University.3. Implement all resolutions of the Executive Board.4. Appoint all chairpersons of the committees of the Association with

the concurrence of the majority of the members of the Executive Board.

5. Approve vouchers covering expenditures of the Association funds before disbursement is made by the Treasurer.

6. Call special meetings of the Association or the Executive Board whenever he/she deems it necessary or upon written request of at least 30% of the general membership or the majority of the Executive Board.

7. Represent the Association or cause it to be represented before any other association, institution or entity whether public or private.

8. Create Ad-Hoc committee with the concurrence of the majority of the board.

SECTION 2. Duties and Powers of the Vice-President

The Vice-President shall:1. Exercise the functions of the President in the event that the latter is

absent or incapacitated.2. Perform such other functions, duties as the Executive Board or the

President may delegate to him/her.

32


SECTION 3. Duties and Powers of the Sectary

The Sectary shall:1. Record proceedings of the Board and the General Assembly and

furnish all members of the Association with the certifi ed minutes of the proceedings.

2. Act as custodian of all records and activities of the Association.3. Document all projects and activities of the Association.4. Render report and perform other duties incidental to his/her offi ce as

required by the Board.SECTION 4. Duties and Powers of the Treasurer

The Treasurer shall:1. Have custody of all money, securities and other valuable assets of the

Association and issue receipt of the same when needed or called for.2. Collect, receive, issue receipt for all money, funds, fi nes and

contribution to the Association.3. Disburse budgeted funds of the Association with the approval of the

President.4. Make sure all disbursement and payments made by him/her are

accompanied by the necessary receipts and documents.5. Keep regularly book of accounts and render reports during the General

Assembly.6. Render reports prior to vacating his/her offi ce.

SECTION 5. Duties and Powers of the Auditor

The Auditor shall:1. Audit, verify and examine all fi nancial accounts of the Association.2. Review the entries in the book of accounts of the Association and

render report of his/her audit to the Executive Board and during the General Assembly.

SECTION 6. Duties and Power of the Public Relation Offi cer

The Public Relations Offi cer shall:1. Serve as the editor-in-chief of the offi cial publication of the

Association.2. Be in-charge of matters involving public relations of the Association. SECTION 7. Duties and Powers of the DirectorsThe Directors shall perform functions assigned by the Executive Board.

Article V. POWERS AND FUNCTIONS OF THE EXECUTIVE BOARD


33

SECTION 1. Powers and Functions

The Executive Board shall have the following powers and functions:1. Exercise all the powers, conduct all business and hold control of all

properties of the Association subject only to existing laws and by-laws and the formal decision of the members in the General Assembly.

2. Make rules and regulations consistent with the article in the Constitution and By-laws and enforce adherence thereto.

3. Approve the creation of AD-HOC committees as well as their functions. 4. Hire and discharge their own staff.5. Retain and/or engage the service of a legal counsel.6. Determine the frequency and dates of meeting to the General

Assembly. 7. Investigate cases of unprofessional conduct of members and impose

sanctions without prejudice to whatever action the university administration may take.

8. Constitute AD-HOC Committee to settle disputes regarding the interpretation of the Constitution and By-Laws. The Board’s decision is fi nal.

9. Exercise such powers and functions incidental to the purpose of the Association.

Article VI. MEETINGS OF THE EXECUTIVE BOARD

SECTION 1. Frequency1. The Executive Board, without a formal notice, shall hold meeting at

least once a month on a date, time and place to be determined by it.2. Special meetings may be convened by the President at anytime upon

2-day prior written notice, with announced agenda unless in his/her opinion an emergency exists to warrant the calling of an immediate meeting without written notice.

SECTION 2. Quorum and Votes1. A simple majority of fi fty percent (50%) plus one shall constitute

a quorum for the transaction of business in any special or regular meeting.

2. No proxies shall be allowed in all meetings.

SECTION 3. Minutes of Board Meetings

The secretary within one week after the meeting, shall post for the information of the general membership the meetings of the Executive Board meeting signed by him/her and noted by the President in the Association’s bulletin board.

34


Article VII. THE GENERAL MEMBERSHIP ASSEMBLY

SECTION 1. Meeting/Assembly

There shall be one general assembly per year. The said assembly will scheduled in December during the General Assembly of the University or as may be agreed by the incumbent Board of Directors.

SECTION 2. Notice

All members shall be notifi ed in writing at least one week before the general assembly and notices shall be included in the agenda.

SECTION 3. Quorum1. A simple majority of all the members which is fi fty percent (50%) plus

one shall suffi ce to pass resolution or take decision unless otherwise provided by law.

2. Once a quorum is ascertained at the start, the said quorum shall prevail.

SECTION 4. Power and Functions of the Active Members1. Elect the offi cer of the Executive Board.2. Receive the annual report of the President.3. Propose and adopt measures for implementation by the Executive

Board.4. Upon signed petition by 30% of the members, call upon the President

to convene special meetings for the purpose of acting upon specifi c agenda.

5. Propose amendments to the Constitution and By-laws.

Article VIII. ELECTION AND THE QUALIFICATION OF CANDIDATES

SECTION 1 Qualifi cation of CandidatesTo qualify for election to the Executive Board, a nominee must have:1. Been an active member of the Association as defi ned in this

Constitution and By-laws for one (1) year immediately preceding the date of the election.

2. Attended in person at least one (1) general assembly prior to his/her nomination.

SECTION 2. Election

1. Nomination. Any active member may nominate another active member who qualifi es and who is present during the fl oor nomination of the assembly.


35

2. Election of the nine (9) offi cers of the Executive Board shall be done through secret balloting as follows:a. Election of the offi cers of the Executive Board shall be by the

active member.b. Canvassing of votes. The Election Committee shall canvass the

votes immediately after closing the polls and shall proclaim the winning candidates immediately after the canvassing.

Article IX. STANDING COMMITTEE

SECTION 1. Standing Committee

The Association shall maintain the following committees:1. Information and Membership Relations2. Election3. Faculty Welfare4. Special Projects

SECTION 2. Duties and Functions

1. Information and Membership Relations Committee

a. Maintain and update the list of active and inactive members of the Association.

b. Disseminate the activities and programs of the Organization through its offi cial publication

c. Perform other functions as the Executive Board may require.

2. Election Committeea. Prepare offi cial ballot for the election of the offi cers of the Executive

Board.b. Preside the election and accept fl oor nomination.c. Determine the eligibility of the nominees.d. Canvass the votes.e. Announce the winners.

3. Faculty Welfare Committeea. Conduct research as on various aspects of employment e.g., salaries

and benefi ts, to improve the welfare faculty.b. Assist the negotiating panel of the Association in the preparation of

all necessary papers/documents for improving the welfare of the members of the Association.

c. Investigate and settle dispute and complaints when a member of the Association is involved.

d. Assist an Association member in the presentation and settlement of

36


any compliant against an administrator subject to pertinent provisions of the faculty manual.

4. Special Project Committee a. Conduct surveys of the various needs and concerns of faculty members

as regards to program/activities related to personal, social, cultural and fi tness issues.

b. Plan and organize programs and activities that address these needs and concerns of the faculty.

c. Perform other functions as the Executive Board may require.

Article X. APPEAL

SECTION 1. Decision of CommitteesDecision of standing committees/Ad-Hoc Committees is appealable in writing to the Executive Board.

SECTION 2. Decision on Appeal by the Executive Board Executive Board sit en banc its decision fi nal.

Article XI. FINANCE

SECTION 1. Use of FundsThe funds of the Association shall be managed and appropriated by the Executive Board in a manner that will benefi t the general membership directly and indirectly.

Article XII. GENERAL PROVISIONS

SECTION 1. In the event an elected offi cer having been an active member opted to accept an administrative or supervisory position and becomes inactive member, the Executive Board shall appoint a member from the next ranking nominee in the preceding election to serve the unexpired term of his predecessors.

Article XIII. AMENDMENTS

SECTION 1. Amendments to these Constitution and By-laws may be proposed by the majority of the members of the Executive Board or the majority of the general membership and shall take effect immediately upon ratifi cation.


37

Republic of the PhilippinesDEPARTMENT OF BUDGET AND MANAGEMENTMalacañang, Manila

NATIONAL BUDGET CIRCULARNo. 461

June 1, 1998

TO :

The Chairman, Commission on Higher Education (CHED), the Director-General, Technical Education and Skills Development Authority (TESDA), Heads of State Universities and Colleges (SUCs), and Heads of CHED-Supervised Higher Education Institutions (HEIs) and TESDA-Supervised Technical Education Institutions (TEIs), and All Others Concerned.

SUBJECT :

Revising and Updating the Compensation and Position Classifi cations Plan for Faculty Positions Embodied in National Compensation Circular (NCC) No. 69.

APPENDIX CR bli f th Phili ibl h h l

APPENDIX C

38


1.0 : Purpose

This circular is issued to establish and prescribe rules and regulations governing the implementation of the Revised Compensation and Position Classifi cation Plan for faculty positions in SUCs, HEIs and TEIs in accordance with the modifi ed Common Criteria for Evaluation (CCE) of faculty positions.

2.0 : Coverage and Exemption

This Circular shall apply to all faculty positions in SUCs, HEIs and TEIs, including teaching positions assigned to laboratory classes except teaching and related teaching position in secondary and elementary schools which shall continue to be covered by the Teacher Preparation Pay Schedule of the Department of Education, Culture and Sports.

3.0 : Revised Point Allocation

3.1. Consistent with the modifi ed CCE and Qualitative Contribution Evaluation (QCE) jointly formulated and prescribed by the Chairman of CHED and the President of PASUC, per attached Implementing Guidelines and Annexes 1 and 2, the following point allocation for faculty positions is hereby adopted:

Faculty Rank Sub-Rank Salary Grade Point Bracket

Instructor

I

II

III

12

13

14

65-below

66-76

77-87

Assistant Professor

I

II

III

IV

15

16

17

18

88-96

97-105

106-114

115-123

Associate Professor

I

II

III

IV

V

19

20

21

22

23

124-130

131-137

138-144

145-151

152-158


39

Professor

I

II

III

IV

V

VI

24

25

26

27

28

29

159-164

165-170

171-176

177-182

183-188

189-194

College/University

Professor30 195-200

3.2. Faculty positions in HEIs and TEIs shall be limited to the rank of Associate Professor V.

3.3. The accreditation of Professors in SUCs and Associate Professors, in the case of HEIs and TEIs, shall be governed by Section 4.4. of NCC No. 33

3.4. The classifi cation of existing University Professor positions shall be coterminous with the incumbents.

3.5. Faculty members who merited higher academic ranks but were constrained to occupy lower ranks due to the quota limitation shall be evaluated based on the modifi ed CCE and QCE prescribed herein.

4.0 : Appointment to College/University Professor Positions

4.1. The following are deemed qualifi ed for appointment to College/University Professor positions:

4.1.1. Deserving faculty members occupying Professor Positions duly accredited by the PASUC Accreditation Committee who have complied satisfactory with section 3.1 hereof.

4.1.2. SUC President and Vice-President who opt to receive the basic salary pertaining to their assigned academic rank under the CCE, provided that they have complied with the requirements mentioned under Section 3.0 hereof and those who opt to return to the academe due to their registration/retirement not for cause before the expiration of their fi xed terms of offi ce.

40


5.0 : Modifi ed Quota System

5.1. Effective upon implementation of this Circular, the quota for the rank of Associate Professor shall be withdrawn.

5.2. The quota for the rank of Professor shall be adjusted to 20% of the total member of faculty positions of each SUC.

5.3. Only one (1) position of College/University Professor per College/University shall be authorized for every six years, the total of which shall not exceed the number of authorized universities and external campuses of the respective SUC. Candidates to said rank shall be required to undergo screening as stipulated in Section 4.3 of NCC No. 69.

6.0 : Exercise of Presidential Discretion

The exercise of presidential discretion under Section 6.0 of NCC 69 is hereby extended to heads of HEIs and TEIs. To ensure standard implementation of the president discretion, the Chairman of CHED and President of PASUC shall formulate and prescribe separate guidelines which shall be observed by the heads of HEIs and TEIs.

7.0 : Evaluation Cycle

The evaluation shall be undertaken every odd year starting 1999 for SUCs. In the case of HEIs and TEIs, the evaluation shall be undertaken every even year starting 1998.

8.0 : Funding Source

Funds needed to implement this circular shall be included in the budget of the respective institutions concerned in the annual General Appropriation Act. For this purpose, the evaluation results as conducted by the computer print-out shall be submitted to the DBM not later than May 31 of the preceding budget hearing.

9.0 : Repealing Clause

And any all provisions of circulars, rules and regulations or parts thereof shall be in consistent with the Circular are hereby repeated and/or modifi ed accordingly.

4


10.0 Effectively

This Circular shall take effect immediately.

(Sgd.) EMILIA T. BONCODIN Secretary

42


IMPLEMENTING GUIDELINESFOR NBC 461

I. GENERAL GUIDELINES

1. All faculty members in higher education programs and heads/administrators of public Higher Education Institutions (HEIs) composed of the State University and Colleges (SUCs) and CHED Supervised Higher Education Institutions (HEIs), including TESDA Technician Education Institutions (TEIs) shall be evaluated in accordance with the revised and updated Common Criteria for Evaluation (CCE) and the Modifi ed Point Allocation (MPA).

2. All claims for CCES points shall be supported by the appropriate and pertinent primary documents. Secondary documents shall not be accepted except in situations where the primary documents have been lost or damage through force majeure.

3. Personal Data Sheet (PDS) accomplished and submitted for evaluation shall be subscribed and sworn to.

4. The following mechanics of implementation shall be observed:

4.1. The HEI concerned shall reproduce the Personal Data Sheet.

APPENDIX DIMPLEMENTING GUIDELINESFOR NBC 461IMPLEMENTING GUIDELINESFOR NBC 46

APPENDIX D


43

4.2. The faculty member or the administrator shall accomplish the form and attach all supporting documents.

4.3. The HEI shall form two committees – One of Evaluators and One of Reviewers – which shall sit on banc to evaluate and review faculty credentials.

4.4. The evaluators shall enter the points in the Summary sheet and shall sign the same.

4.5. The Review committee shall review the evaluation of all documents and submit the evaluated Personal Data Sheet and supporting documents to the Head of School for offi cial transmittal to the PASUC CCE Computerization Center, which shall process the documents using approved computer program.

4.6. Where the two committees differ in their faculty assessment, they shall sit down together and come to a collegial decision.

4.7. The offi cial printout from the PASUC CCE Computerization Center shall be released to the President/Administrator of the authorized Representative of the HEIs concerned.

5. Upon authorization of the DBM, the PASUC CCE Computer Center shall be at the TUP-IRTC based on a Memorandum of Agreement (MOA) between PASUC and TUP.

6. For purpose of implementing the National Compensation Circular, cut-off date shall mean the most recent date of documents considered in the evaluation cycle.

7. The hiring/promotion of faculty members shall be subject to the relevant educational qualifi cation by rank/sub-rank and the Merit System Plan adopted by the Governing Boards of SUC’s and the Merit System Plans for faculty promulgated for CHED-Supervised HEIs and TESDA TEIs provided that such Merit System Plans shall not be lower than the Qualifi cation Standards (QS) prescribed by the Civic Service Commission (CSC). The CCE computer print-out shall be the basis of hiring new faculty members for Instructor I to Assistant Professor IV.

8. For upgrading and/or promotion to any sub-rank in the Instructor and Assistant Professor positions faculty candidate should satisfy the CCE points corresponding to the rank/sub-rank plus the qualitative contributions in the area of Instruction measured in terms of the Teaching Effectiveness (Annex I).

44


9. For the upgrading and/or promotion to the rank of Associate Professor I to V a faculty candidate should satisfy the CCE points corresponding to the rank/sub-rank plus qualitative contributions in at least two (2) of the four functional areas, namely, instruction, research, extension and production. The standards and point values in the qualitative contributions are indicated in the attached matrix and guidelines (Annex II).

10. For upgrading and/or promotion to the rank of Professor I to VI, the faculty candidate shall be required to earn the CCE points corresponding to the rank/sub-rank plus qualitative contribution in at least three of the four functional areas.

11. Faculty positions in CHED-Supervised HEIs and TESDA TEIs shall be limited to the rank of Associate Professor V.

II. SPECIFIC FACTORS AND GUIDELINES FOR DETEMINING POINTS

1. Educational Qualifi cations . . . . . . . . . . . . . . . . . . 85 points

1.1. Highest relevant academic degree or educational attainment with the following maximum points credits

1.1.1. Doctorate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 851.1.2. Master’s Degree. . . . . . . . . . . . . . . . . . . . . . . . . 651.1.3. LLB and MD. . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

N.B. MD shall be considered a Doctorate degree if the holder is teaching in a College of Medicine.

1.1.4. Diploma course (above a bachelor’s degree). . . . . . . . 551.1.5. Bachelor’s degree (four years). . . . . . . . . . . . . . . . . 45

N.B. In the case of a Bachelor’s degree which is more than four years, additional credit of fi ve points is given for every year over four years.

1.1.6. Special Courses

3-year post secondary course. . . . . . . . . . . . . . . . . . 302-year post secondary course. . . . . . . . . . . . . . . . . . 25

1.2. Additional equivalent and relevant degree earned


45

1.2.1. Additional Master’s degree . . . . . . . . . . . . . . . . . . . 41.2.2. Additional Bachelor’s degree. . . . . . . . . . . . . . . . . . 3

N.B. An additional equivalent and relevant degree earned related to the present position refers to another degree on the same level as the advanced degree that the faculty has already earned.

Relevance is the applicability of the degree to teaching and to the subjects the faculty is teaching, or the duties and functions other than teaching which the faculty performs.

For example, a holder of an M.M. in Math acquired a degree in M.S. Physics. However, an M.A. holder, who acquired two bachelor degrees, like A.B., BSE shall be credited only his/her M.A. degree.

Supporting Documenta) Transcript of Records and Diploma

1.3. Additional credits earned

1.3.1. For every 3 units earned toward a higher approved degree course (maximum of 10 points). . . . . . . . . . . . . . . . . . . . . . 1

2. Experience and Professional Services. . . . . . . . . . . . . 25

N.B. the services and experiences of a faculty who is designated to administrative positions like Vice President, Dean, Director, etc., shall be credited only once, whichever is highest within the period of his designation.

2.1. For every year of full-time academic service in state institution of higher learning . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

N.B. Academic Service refers to teaching in college or doing research and extension functions.

A year means at least 2 semesters.

Full-time service means the offi cial full-time equivalent load (FTEL) hours of actual teaching or its equivalent in other functions approved by the institution’s Board of Regents/Board of Trustees.

State institution of higher learning refers to chartered SUCs, CHED-Supervised and TESDA schools whose main function and responsibility is tertiary education and offers degree programs.

46


2.2. For every year of full-time academic service in an institution of higher learning other than SUCs, CHED-Supervised and TESDA Schools;

service in a public or private research institution. . . 0.75

N.B. Academic services refers to teaching in the tertiary level in an institution of higher learning which is not a SUC, a CHED-Supervised or TESDA School, or doing research on a professional level in a research institution.

2.3. For every of administrative designation as:

a. President . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.0b. Vice-President . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2.5c. Dean/Director/School/Superintendent. . . . . . . . . . . . . . . . . .2.0d. Principal/Supervisor/Department

Chairperson/Head of Unit . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

2.4. For every year of full-time industrial / agricultural/teaching experience as:

a. Engineer, Plant/Farm Manger . . . . . . . . . . . . . . 1.5b. Technician . . . . . . . . . . . . . . . . . . . . . . . . . . . 1.0c. Skilled Worker . . . . . . . . . . . . . . . . . . . . . . . . . 0.5

2.5. For every year of experience as:

a. Cooperating Teacher . . . . . . . . . . . . . . . . . . . . . 0.5b. Basic Education Teacher . . . . . . . . . . . . . . . . . . 0.5

Supporting Documenta) Service Recordb) Appointment

3. Professional Development Achievement and Honors . . . . . . 90

3.1. Innovations, patented inventions, publications and other creative works

(maximum of 30 points.)

3.1.1. For every cost and time saving innovation, patented invention and


47

creative work as well as discovery of an educational, technical, scientifi c and/or cultural value . . . . . . . . 1 to 7

Sub-categories under 3.3.1. are as follows:

A. Inventions

These are original patented (or must have patent pending) works which have direct contribution to education, science and technology. The basis for the weight is the patent score.

Criteria Credits1. If patented Multiply patent score by assigned

according weight to criterion of utility.

2. If patented pending Multiply patent by weight according to utility. N.B. Per invention or discovery the following additional criteria and point allocations are prescribed:

Commercial utility on:

An international scale . . . . . . . . . . . . 7A national scale . . . . . . . . . . . . . . . 5Institutional level . . . . . . . . . . . . . . 2

The accrediting bodies for these factors on the international and national scale are:

Science and Technology . . . . . . . . . . DOSTEducation . . . . . . . . . DECS/CHED/TESDA

Supporting Documentsa) Full Description of the Discoveryb) Confi rmation of the internal or national

agency/organization/association

For the institutional level, a University committee shall accredit. The patent/paper/document must be presented to ascertain patent score. Credit points are divided equally among two or more individuals claiming credit for the same invention.

48


B. Discoveries

A discovery must be the fi rst of its kind or not of common knowledge. It shall be the result or product of the research of an individual or a group of faculty.

Criteria Credits1. Originality, educational 60% of 7 (0.6 x 7)

Impact, documentation

2. Evidence of wide dissemination, 40% of 7 (0.4 x 7)e.g. exhibits, publications

N.B. Where there are more than one proponent, the points are to be divided equally among them. If only one factor (e.g. (1) is satisfi ed, credit is awarded only for that factor).

C. Creative work has to satisfy one or more of the following

criteria:

1. Originality 25% of 1- 7 pts.2. Acceptability and recognition 25% of 1-7 pts.3. Relevance and value 25% of 1-7 pts.4. Documentation and evidence of 25% of 1-7 pts.

dissemination

N.B. The scale of 1 – 7 is distributed on the basis of competitiveness, thus –

International . . . . . . . . . . . . . . . . . . 7National . . . . . . . . . . . . . . . . . . . . 5Institutional . . . . . . . . . . . . . . . . . . 2

Credits are divided among two or more claimants. Examples of creative works are published articles, literary items, musical compositions and/or arrangement, painting, sculpture, and other performing arts.


49

Supporting Documentsa) Full Description of creative work.b) Evidence that shall satisfy the criteria for

evaluation.

3.1.2. For every instructional manual/audio-visual material developed and approved for use.

Under this item are approved and published sets of complete modules, laboratory manuals, operation manuals, workbooks, teaching guides, including software, prototype and Computer-Aided Instruction materials. Syllabi, fl ip-chats, compiled copies of machine-copied documents, mock-ups are not considered under this item. Those which can be credited are approved by the department of university for instructional purposes.

Role CreditSingle author or maker FullCo-author, co-maker Half

N.B. For credits to be granted, a sample of the material and a certifi cation by the University/Departments as to its usefulness and acceptability for instruction must be presented.

Supporting Documentsa) Copy/sample of the materialb) Certifi cate of utilization

3.2. For experts services, training and active participation in professional/technical activities (maximum of 30 pts.)

3.2.1. Training and Seminars (maximum of 10pts.)

3.2.1.1. For every training course with a duration of at least one year (Prorated for less than a year and not exceed 10 pts.)

a. International . . . . . . . . . . . . . . . . . . . . . . . . . 5b. National/Regional . . . . . . . . . . . . . . . . . . . . . 3c. Local . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

3.2.1.2. For certifi ed industrial, agro-industrial or fi shery training (maximum of 5pts.) . 1/120 h

50


3.2.1.3. For participation in conferences, seminars, workshops

a. International . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3b. National/Regional . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2c. Local . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13.2.2. Experts Services Rendered (maximum of 20 pts.)

3.2.2.1. For serving as a short-term consultant/expert in an activity of an educational, technological, professional, scientifi c or cultural nature (foreign or local) sponsored by the government or other agencies.

a. International . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5b. National/Regional . . . . . . . . . . . . . . . . . . . . . . . . . . . 3c. Local . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

D. Innovations consist of improvements/modifi cations made on an existing design, process or product. The criteria for rating and the points for each criterion are:

Criteria Credits1. Use of indigenous materials . . . . . . . . . . . . . . . . 20% of 7 pts.2. Relevance and value to education,

Science and technology . . . . . . . . . . . . . . . . . . . 20% of 7 pts.3. Cost/time/energy/saving . . . . . . . . . . . . . . . . . . 20% of 7 pts.4. Acceptability of peers . . . . . . . . . . . . . . . . . . . . 20% of 7 pts.5. Dissemination / documentation . . . . . . . . . . . . . 20% of 7 pts.

3.1.2. For every published book; original, edited or compiled, copyrighted/published within the last ten years

a. As original author . . . . . . . . . . . . . . . . . 3 – 7b. As co-author . . . . . . . . . . . . . . . . . . . . . 2 – 5

Supporting Documents a) Copy of book

c. As reviewer . . . . . . . . . . . . . . . . . . . . . 1 – 4d. As translator . . . . . . . . . . . . . . . . . . . . 1 – 4e. As editor . . . . . . . . . . . . . . . . . . . . . . 1 – 4f. As compiler . . . . . . . . . . . . . . . . . . . . . 1 – 2

The factors and their weights are:

Textbooks, including Science and Technology and References


51

Role Tertiary High SchoolElementarySingle author 7 pts 5 pts. 4 pts. Co-author 5 3 2Reviewer 4 2 1Translator 4 2 1Editor 3 2 1Compiler 2 1 1

3.1.3. for every scholarly research/monograph/educational technical articles in technical/scientifi c/professional journal.

a. International . . . . . . . . . . . . . . . . . . . . . . . . . 5b. National . . . . . . . . . . . . . . . . . . . . . . . . . . . 3c. Local . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Supporting Documentsa) Copy of journal

Supporting Documents a) Memorandum of Agreement/Contract/Offi ce Order

pertaining to the consultancy work.b) Acknowledgement of output

3.2.2.2. For services rendered as coordinator, lecturer, resource person or guest speaker in conferences, workshops, and/or training courses.

a. International . . . . . . . . . . . . . . . . . . . . . . . . . . 5b. National/Regional . . . . . . . . . . . . . . . . . . . . . . 3c. Local . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

Supporting Documentsa) Certifi cate of Participation

3.2.2.3. For expert services as adviser in doctoral dissertations, masteral and undergraduate these (maximum of 10 pts.)

a. Doctoral dissertation . . . . . . . . . . . . . . . . . . . . . 1.00b. Masteral thesis . . . . . . . . . . . . . . . . . . . . . . . . . 0.50c. Undergraduate . . . . . . . . . . . . . . . . . . . . . . . . . . 0.25

52


Supporting Documenta) Approval sheet

3.2.2.4. For certifi ed services as reviewer/examiner in the Professional Regulations Commission (PRC) or in the Civil Service Commission (CSC) . . . . . . . . . . . . . 1

Supporting Documenta) Appointment of contract

3.2.2.5. For expert services in accreditation work as member of the Board of Directors, member of the Technical Committee or Consultant Group . . . . . . . . . 1

Supporting Documenta) Certifi cate of Appreciation

3.2.2.6. For expert service in trade skill certifi cation . . . . . . 1

3.2.2.7. For every year of services as coach/trainer in sports or adviser of student organization . . . . . . . . . . . . . . . 1

3.3. Membership in professional organization/honor societies and honors received (maximum of 10 pts.)

3.3.1. For current individual membership in relevant professional organization(s)

a. Learned SocietyFull member . . . . . . . . . . . . . . . . . . . . . . . . 2

Associate member . . . . . . . . . . . . . . . . . . . . . . . . . 1b. Honor Society. . . . . . . . . . . . . . . . . . . . . . . . . . . 1c. Scientifi c Society . . . . . . . . . . . . . . . . . . . . . . . . 1d. Professional

Offi cer . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1Member . . . . . . . . . . . . . . . . . . . . . . . . . . . 0.5

Supporting Documentsa) Certifi cate of Membership/Offi cial receipt


53

3.3.2. For under graduate academic honors earned:

a. Summa Cum laude . . . . . . . . . . . . . . . . . 5b. Magna Cum laude . . . . . . . . . . . . . . . . . 3c. Cum laude . . . . . . . . . . . . . . . . . . . . . . 1

Supporting Documentsa) Certifi cate with copy of permanent

record of the school.

Scholarship/Fellowship. This may be degree or non-degree granting.

a. International, competitiveDoctorate . . . . . . . . . . . . . . . . . . . 5Masteral . . . . . . . . . . . . . . . . . . . . 4Non-degree . . . . . . . . . . . . . . . . . 3

b. International, non-competitiveDoctoral . . . . . . . . . . . . . . . . . . . 3Masteral . . . . . . . . . . . . . . . . . . . . 2Non-degree . . . . . . . . . . . . . . . . . 1

c. National/Regional, competitiveDoctorate . . . . . . . . . . . . . . . . . . . 3Masteral . . . . . . . . . . . . . . . . . . . . 2Non-degree . . . . . . . . . . . . . . . . . 1

d. National/Regional, non-competitive

Doctorate . . . . . . . . . . . . . . . . . . . 2Masteral . . . . . . . . . . . . . . . . . . . . 1

e. Local, competitive or non-competitive . . . 1

Supporting Documentsa) Certifi cate of Scholarship/Fellowship Awardb) Completion of Fellowship Program/Activity

54


3.4. Awards of distinction received in recognition of achievement in relevant areas of specialization/profession and/or assignment of the faculty concerned.

a. International . . . . . . . . . . . . . . . . . . . . 5b. National/Regional. . . . . . . . . . . . . . . . . 3c. Local . . . . . . . . . . . . . . . . . . . . . . . . . 2

Supporting Documentsa) Copy of Citation

3.5. Community outreach (maximum of 5 pts.)

3.5.1. For every year of participation in service-oriented projects in the community . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

Supporting Documentsa) An offi ce order pertaining in the services renderedb) Certifi cate/acknowledgement of completion of

project or activity.

3.6. Professional examinations

3.6.1. For every relevant licensure and other professional examinations passed (maximum of 10 pts.)

a. Engineering, accounting, Medicine Law, teacher’s Board, etc. . . . . . . . . 5

b. Marine Board/Seaman certifi cate,Master Electrician/Master PlumberCertifi cate, etc; Plant MechanicCertifi cate; Professional Radio Operator Certifi cate . . . . . . . 3

c. Other trade skill Certifi cate . . . . . . . 1

Supporting Documents a) Certifi cate of Licensureb) Rating Slip


55

IV. APPOINTMENT TO THE HIGHER SUB-RANK OF THE INSTRUCTOR AND THE ASSISTANT PROFESSOR POSITIONS

1. Appointment to the position of Instructor II and Assistant Professor IV shall be subject to the following requirements:

1.1. CCE points of at least 66 points for the higher sub-rank of the Instructor position and at least 88 points for the Assistant Professor position.

1.2. Earned MA degree for Assistant Professor II to IV.1.3. Qualitative contributions in instruction, otherwise

known as teaching effectiveness, Annex includes the standards and guidelines for the appropriate evaluation of the same.

V. APPOINTMENT TO THE POSITION OF ASSOCIATE PROFESSOR

1. Appointment to the position of Associate professor shall be subject to the following requirements:

1.1. CCE points of at least 124.1.2. Earned MA degree

1.3. Qualitative contributions in instruction, research, extension and production. (Must have contributed signifi cantly in at least two of the four functional areas.)

VI. APPOINTMENT TO THE POSITION OF PROFESSOR

1. Appointment to the position of professor shall be subject to the following requirements:

1.1. CCE point at least 159.1.2. Earned doctorate for Professor 4 to 6.1.3. Qualitative contributions in instruction, research,

extension and production. (Must have at least three of the four functional areas.)

1.4. In cases where a doctorate is not normally part of career preparation, or where such doctoral program is rare, the doctorate requirement may be waived provided that the candidate has an appropriate master’s degree, has at least 159 CCE points (including educational qualifi cation) and has earned at least 20 points in the following areas:

1.4.1. Books, monograms, compendiums and major bodies of published work.

56


1.4.2. Scientifi c articles in publications of international circulation, and other works of similar nature.

1.4.3. Discoveries, inventions and other signifi cant original contributions.

1.4.4. Research recommendations transformed to public policy benefi ting the country.

1.4.5. Supervision, tutoring or coaching of graduate scientists and technologies.

1.4.6. Research results applied or utilized in industrial and/or commercial projects or undertaking.

1.5. Accreditations by a committee of experts duly constituted by PASUC for candidates entering the rank for the fi rst time.

N.B. The members of accreditation committee are recognized experts in the area of specialization of the faculty applying for accreditation.

An applicant who fails in the accreditation process shall be appointed to the position of Associate Professor 5.

2. Limitations

2.1. Quota – 20% of the total number of the faculty positions2.2. The rank is not applied in TESDA and CHED supervised

schools except those offering graduate programs.

VII. APPOINTMENT TO THE POSITION OF COLLEGE/UNIVERSITY PROFESSOR

1. Coverage

The following are deemed qualifi ed for entitlement to appointment as College Professor/University Professor.

1.1. Deserving faculty members occupying Professor positions duly accredited by the PASUC Accreditation Committee who have complied satisfactory with all the requirements stated in Part V hereof.

1.2. SUC/CHED/TESDA executives who opt to receive their basic salary pertaining to their assigned academic rank under the CCE, provided that they complied with the requirements mentioned under part V hereof and those who opt to return to the academic due to their resignation/retirement, not for cause before the expiration of their fi xed terms of offi ce.


57

2. Requirements:

2.1. CCE Points . . . . . . . . . . . . . . . . . . 195 – 2002.2. Earned Doctorate2.3. A pass from a screening committee duly constituted by

PASUC2.4. Professional Accreditation in case of the faculty2.5. Qualitative contributions in institution, research,

extension and production (must have at least 3 out of 4).

N.B.A candidate who fails to satisfy all the requirements shall be appointed to the position of Professor 6.

3. Limitations

3.1. Only one (1) position of College Professor per College shall be authorized for every six (6) years, the total of which shall not exceed the number of authorized colleges and external campuses of the respective SUC/CHED-Supervised and TESDA Schools.

3.2. Only one (1) position of University Professor per University shall be authorized for every six (6) years, the total of which shall not exceed fi ve percent (5%) of the total number of accredited full professor in the University concerned.

4. Mechanics and processes

Upon recommendation by the institution head concerned, all candidates for the rank of College Professor and University Professor shall undergo screening by an independent body, to be organized by PASUC.

5. Qualifi cation for accreditation as College/University Professor

5.1. He must be an outstanding scholar and scientist as shown in the quality of his publications and researches in his principal fi eld of study and in the allied fi elds; or must have manifested performance of his executive leadership role.

5.2. He must have expert knowledge in one fi led or division and familiar with at least one other subject within another division.

58


5.3. He must be known for intellectual maturity and objective in his judgment.

5.4. He must have a high reputation among his colleagues and other scholars for his mastery of the subject of his specialization.

Recognition and esteem could be manifested in any of the following ways:

5.4.1. His contribution to the advancement of his fi eld of specialization is recognized by colleagues, here and abroad.

5.4.2. He is published in the most respected learned journals in his fi eld of specialization.

5.4.3. His works are widely acclaimed and provoke spirited discussions among scholars, often from various disciplines.

5.4.4. He is often invited to other universities and scholarly gatherings for the originality of his thoughts.

5.4.5. He is accorded various forms of honors (awards, chairs titles, etc.)

VIII. MODIFIED POINT ALLLOCATION

Faculty Rank Sub-Rank Salary Grade Point BracketInstructor I 12 65-below

II 13 66-76III 14 77-87

Assistant Professor I 15 88-96II 16 97-105III 17 106-114IV 18 115-123

Associate Professor I 19 124-130II 20 131-137III 21 138-144IV 22 145-151V 23 152-158

Professor I 24 159-164II 25 165-170III 26 171-176IV 27 177-182V 28 183-188VI 29 189-194

College/University Professor 30 195-200


59

(Qualitative Contribution Evaluation, QCE, for Associate Professors and Professors)

I. Defi nition

A. Qualitative Contribution (QC)This is the distinctive contribution by a faculty member seeking promotion to a higher rank or sub-rank and which generally accrues to the enhancement and sustenance of the overall image of the state universities and colleges in their constant endeavor towards excellence.

B. Qualitative Contribution Evaluation (QCE)QCE is the process of determining the eligibility of a faculty candidate for the particular rank and sub-rank indicated by result of the application of the common criteria for evaluation (CCE).

C. Common Criteria for Evaluation (CCE)The CCE is a set of factor of services and achievements which establish the relative performance of a faculty in the state university or college for the period of evaluation.

This refers to a faculty member’s deep sense of responsibility to render service for the development of the students’ well-being and for the advancement of his/her discipline.

ANNEX 2(Qualitative Contribution Evalua(Qualitative Contribution Evalua

ANNEX 2

60


D. Clientele Satisfaction (CS)

This is a strategic concept for the overall institutional image as the SUC seeks continuous improvement towards excellence. It is based on the belief that the quality of education will improve the clientele (i.e., students, parents, community) assume more responsibility for the value of education they draw form the institution. This demand constant sensitivity to clientele requirements and measurement of the factor that drive clientele satisfaction. Equally, this demand awareness of the latest developments in education and rapid response to the clientele requirements thereby improving both the quality of education and the relationships with students, parents, and community.

E. Leadership (L)Professor (including board members and administrators) must create clear and visible quality values within the educational system. Reinforcement of these values and expectations requires personal commitment and involvement. Professors in collaboration with administrators and instructors or board members, must strategies, systems and methods for achieving educational excellence. These system and methods guide activities and decisions of the college or university and encourage participation and creativity by all.

F. Partnership Development (PD)The college or university should task to build internal and external partnership that promote cooperation/collaboration serving mutual and larger community interests. These should consider longer-term objectives as well as short-term needs, thereby creating a basis for mutual investments. The building of partnerships should address means of regular communications, approaches to evaluating progress, means of modifying objectives, and methods to accommodate changing conditions.

G. Community Responsibility (CR)Educational quality objectives should refl ect areas of community citizenship and responsibility. These include ethics in education, support for public safety environmental safety, and sharing of quality-relate information with business, industry and government


61

agencies within the community and the country. Community responsibility also includes responsiveness to community needs and process to developed and maintain public trust.

II. General Guidelines

A. In addition to the common criteria for evaluation (CCE), promotion to higher rank and sub-rank shall be subject to Qualitative Contribution Evaluation (QCE).

B. Continuous improvement toward excellence shall include well-defi ned and well-executed approach(es) aimed at enhancing the value of collegiate/university education to the clientele the SU/C pledges to serve. The improvements must be in all four (4) functional areas of the SU/C, namely; instruction, research, extension and production.

C. For those seeking promotion to the Associate Professor rank, the QCE shall be in any two functional areas chosen by the candidate prior to any assessment year.

D. For those seeking promotion to the Professor rank, the QC shall be in any three functional areas chosen by the candidate prior to any assessment year.

III. Specifi c Guidelines

A. In each of the self-selected functional areas the candidate’s qualitative contribution shall be assessed based on clientele satisfaction, leadership, partnership development, and community responsibility. The weights applicable to the different ranks are as follows:

B.

RANK INSTRUCTION RESEARCH EXTENSION PRODUCTIONAsso. Prof. 0.50 0.30 0.10 0.10

Professor 0.30 0.50 0.10 0.10

N.B. for placement or entry performance for the last fi ve years shall be considered, while for promotion only the performance during the period of evaluation shall be considered.

C. A common evaluation instrument is prepared by a joint committee of CHED, and PASUC. The evaluation is

62


done by the ratee’s client, by the direct supervisor, by the stakeholders in the completed projects, and by his external and internal communities.

D. Each area of assessment has a number of criteria and allotted a total of 25 points. The total raw points for the assessment areas are 100. The raw points garnered in each of the four assessment areas are multiplied by the corresponding weight.

E. In rating using the criteria the scale of 1 to 5 is used, with 5 as he highest.

F. The faculty shall be evaluated regularly at the end of every academic year and the average rating is obtained for the particular CCE implementation.

G. The total weighted points (maximum being 100) shall have the equivalent points corresponding to the sub-ranks under each of the Associate Professor and Full Professor ranks as follows:

RANK QCE Weighted PointsMINIMUM MAXIMUM

Associate Professor 1 76 802 80 853 86 904 91 955 96 100

RANK QCE Weighted Points MINIMUM MAXIMUM

Full Professor 1 61 65

2 66 70

3 71 75

4 76 80

5 81 85

6 86 90

College/University 91 100Professor


63

Republic of the PhilippinesMINDANAO UNIVERSITY OF SCIENCE AND TECHNOLOGYCagayan de Oro City

NBC No. 461 QCE Form 01B

Qualitative Contribution Evaluation, QCE, for Associate Professors and Full Professors

School: ________________ Present Position: _______________Name of Faculty: __________________________Areas of Performance: ____________________________________

Instruction: Please evaluate the performance of the particular faculty member using the scale of 1 (needs improvement) to 5 (outstanding).

INSTRUMENT OF EVALUATION

I. CLIENTELE SATISFACTION (To be rated of the clientele)

1. The needs of the clientele are refl ected in the plan.

2. Process and procedures adopted enable him to

respond quickly to changing requirements of the clientele.

3. Meets and discusses with clientele to assess quality ofservices provided.

4. Involves clientele in planning processes for intendededucational services.

5. Adopts and implements a system that is supportive of realizing clientele satisfaction.

64





School: _____________ Present Position: ___________Name of Faculty: _________________________Areas of Performance: ________________________



II. LEADERSHIP (To be rated by the immediate supervisor)

1. Participates in quality initiatives undertaken bythe colleges/university.

2. Provides/shares with colleagues, students andparents information relative to the latest developmentin quality practices.

3. Encourages participation in all of the decision makingprocess.

4. Develops new ways of responding to clientele request that improve response time andclientele satisfaction.

5. Developers/promotes processes that prevent/resolve problems.


65




School: ____________ Present Position: ___________Name of Faculty: ________________________________________Areas of Performance: ____________________________________



III. PARTNERSHIP DEVELOPMENT (To be rated by the stakeholders in the completed projects/activities)

1. Involves students, colleagues, parents in planning, implementing, evaluating quality standards and plans.

2. Regularly meets concerned sectors to discuss waysin which the departments and the colleges can createlearning and working environment.

3. Establishes alliances with local residents, business and other government functionaries.

4. Develops community support system through the alliancefor sustaining effective learning and working environment.

5. Works with members of the faculty, staff, and community to identify and implement ways to improve quality of education and educational processes.

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School: _______________ Present Position: ___________Name of Faculty: ______________________________________Areas of Performance: __________________________________


INSTRUMENT OF EVALUATION IV. COMMUNITY RESPONSIBILITY

(To be rated by parties from external and internal communities)

1. Strives to create safe learning and working environment.

2. Makes everyone aware of their responsibility to the community.

3. Focuses on helping staff, students and Colleaguesunderstand community needs.

4. Develops programs that support community activities.

5. Supports community initiatives to improve environment.


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AMENDMENTS TO OFFICE CIRCULAR NO. 04, S. 2000

Republic of the PhilippinesMINDANAO UNIVERSITY OF SCIENCE AND TECHNOLOGYLapasan, Cagayan de Oro City

April 30, 2012

MEMORANDUMNo. 018, s. 2001

TO : ALL COLLEGE EMPLOYEES

SUBJECT : AMENDMENTS TO OFFICE CIRCULAR NO. 04, S. 2000

1.0 The University Board of Regents during its regular meeting held on August 11, 2001, approved the following amendments to Offi ce Circular No. 04, 2000, re: policy on the pursuit of private business, vocation or profession by MUST faculty members and offi ce personnel, to wit:

1.1 The requirement for a Memorandum of Agreement provided in Section 7 is deleted.

AMENDMENTS TO OFFICE CIRCULAR NO 04 SAMENDMENTS TO OFFICE CIRCULAR NO 04 S

APPENDIX E

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1.2 Section 8 shall now read as follows: That a faculty member or non-teaching personnel may engage in the pursuit of private business, vocation or profession provided that his/her performance rating during the last rating period is at least Very Satisfactory, and provided further that the time spent for such pursuit shall not exceed twenty fi ve percent (25%) of his/her offi cial time or ten (10) hours a week.

2.0 This Memorandum shall take effect immediately and shall remain in force until revoked by competent authority

(Sgd.) MONTANO F. SALVADOR, DPAPresident