SECTION 1. Appointment.

a.  A full-time permanent Academic Program Faculty member is a tenured faculty member housed in a department/program/school in the University and engaged full-time in undergraduate and/or graduate teaching, mentoring, research, and/or community service. Tenure is based on their field of discipline.

 b.  A full-time permanent Professional Services Faculty member is a tenured faculty member with duties and functions performed in the Guidance Center and Library. Professional Services Faculty shall be under the Academic Cluster.

 c.  A full-time permanent Formation Program Faculty member is a tenured faculty member with duties and functions performed in the Campus Ministry Office, Institute of Social Formation Office (ISFO) and Arrupe Office of Social Formation (AOSF). Formation Program Faculty shall be under the Formation Cluster.

SECTION 2. Evaluation.

a.  Any faculty evaluation to be conducted must be with proper orientation of the concerned faculty. The concerned faculty member shall be given copies of the evaluation instrument and evaluation result. The Union shall be furnished with an updated evaluation instrument. Faculty evaluation should be more formative rather than summative in nature.

 b.  The post conference process should be formative rather than summative and focus on faculty development. It should not be intended to be the equivalent of the probationary evaluation of the faculty. At the same time, the process should review and encourage progress toward promotion where applicable, ongoing development, scholarship and productivity. In case appeals and disputes arise from the faculty, CFU can facilitate and advocate the matter to the Management through the HRMDO.

 c.  The Management agrees to process the evaluation instruments of Faculty with Administrative Assignment Load and Administrators with Faculty status. The said evaluation shall not be a prerequisite for clearance of faculty.

SECTION 3. Promotion. 

a.      A faculty member shall be promoted to the next rank and/or level as provided in the rank and promotion scheme of the University. In the event he or she has attained the minimum requirement as provided in the rank and promotion scheme, he or she shall be entitled to a salary differential which must be retroactive to the date he or she is entitled to be given the promotion.

 b.      The Management agrees that upon submission of proper documents by the Faculty, the corresponding rank shall automatically be adjusted based on the University Faculty Rank and Promotion Scheme. Failure of the Management to adjust the rank of the concerned faculty member within a period of thirty (30) calendar days from the submission of documents, the rank of the faculty member shall automatically be adjusted to the next rank.

 c.       The Management agrees that payment of the salary adjustment or differential of the faculty members based on the adjustment of rank shall be effective in the following school year from the time the submission of documents is made. The Management agrees to release the payment of the salary adjustment on the nearest payday.

SECTION 4. Tenure.

a.      Locus of Tenure. Union members shall be tenured within their department/office in Ateneo de Davao University. Union members with tenure may transfer to another academic unit or school only upon the mutual agreement of the Union member, head of the ‘current’ academic unit or school and the head of the receiving academic unit or school, and upon the approval of the University President.

b.      Award of Tenure. The Management agrees that any probationary faculty member who does not receive a permanent appointment after serving six consecutive semesters and has completed the necessary documents specified in the probationary contract shall enjoy the benefits of a regular faculty member starting on the first month of his/her seventh semester, provided the faculty member possesses the minimum requirements as mandated by CHED.

SECTION 5. Change of Assignment. If a regular faculty member shall be assigned a temporary teaching load outside the college unit, the Management agrees that the said faculty member shall remain a member of the Union, provided written consent from the mother unit was obtained prior to the commencement of teaching outside the college unit.

SECTION 6. Discontinuation of Employment. 

a.      The Management agrees to inform the Union of any plan to discontinue a Union member’s employment sixty (60) days prior to the day of termination on grounds other than disciplinary actions. Any termination shall only be done upon consultation with the Union and agreement of the faculty member concerned, except when it is due to just cause.

 b.      The Management agrees to provide information to the Union of all cases of resignation, retirement, separation, transfer and termination from service involving Union members within thirty (30) days prior to the actual date of severance to allow the Union to conduct its own interview, provided the information given is not otherwise prohibited by the Data Privacy Act of 2012.

 c.       The Management agrees to conduct an official exit interview with the concerned faculty member to solicit ideas for improvement of the systems and procedures of the University, and provide the Union access to interview data.