S.1 The required number of faculty  have  graduate degrees and qualifications appropriate and relevant to the Sciences program.

S.2.1 related professional experience;

S.2.2 licensure (if applicable)

S.2.3 specialization; 

S.2.4 technical/pedagogical skills and competence;

S.2.5 special abilities, computer literacy, research capability.

I.1 The faculty demonstrate professional competence and performed in any or a combination of the following:

I.1.1 instruction;

I.1.2 research

I.1.3 extension;

I.1.4 production;

I.1.5 consultancy and expert service; and

I.1.6 publication, creative and scholarly work.

I.2 Faculty pursue graduate degrees relevant to the program and/or allied fields from reputable institutions (with at least Level II accreditation status or World/Asian rank).

O.1 The institution has qualified and competent faculty.

S.1 There is an Institutional Human Resource Development Plan/ Program designed for faculty recruitment.

I.1 Recruitment and selection of faculty is processed by the Faculty Selection Board using the following criteria:

I.1.1 academic qualifications;

I.1.2 personal qualities;

I.1.3 communication skills;

I.1.4 teaching ability;

I.1.5 results of medical examination;

I.1.6 results of psychological examination;

I.1.7 relevant professional experiences (if any);

I.1.8 previous record of employment (if any);

I.1.9 technical/special skills and abilities; and

I.1.10 previous performance rating (if any).

I.2 The hiring system adopts an open competitive selection, based on the CSC-approved Merit System of the Institution published and well-disseminated through various means of communication:

I.2.1 print media (newspaper, flyers, CSC Bulletin of Vacant Positions);

I.2.2 broadcast media (TV, radio);

I.2.3 website;

I.2.4 bulletin boards; and

I.2.5 others (please specify)

I.3 A Screening Committee selects and recommends the best and most qualified applicant.

I.4 Measures to avoid professional in-breeding are observed.

I.5 The Institution conducts orientation for the newly-hired faculty on its vision and mission, CSC, PRC, DBM, and administration policies on their duties and responsibilities, benefits and other academic concern.

O.1 The most qualified faculty are selected.

S.1Faculty-student ratio is in accordance with the program requirements and standards.

S.1.1 lecture (1:40), maximum of 1:50; and 

S.1.2 laboratory (1:25), maximum of 1:30.

S.2 There is a provision on incentives for overload teaching in accordance with CMO and on Institutional guidelines. 

S.3 There are full-time faculty by rank, subject/specialization. 

S.4 Faculty schedule has time for preparation of lessons, scoring of papers, record-keeping, class evaluation and other instruction-related activities.

S.5 Workload Guideline contain sufficient time for teaching and/or research, extension, production and other assigned tasks.

S.6 There is equitable, measurable and fair distribution of teaching load and other assignments.

I.1 The maximum total load is assigned to regular full-time faculty in accordance to   the CMO of the program and institutional guidelines.

I.2 A Faculty Manual is published formalizing faculty policies, standards and guidelines.

I.3 Professional subjects are handled by specialists in the discipline/program.

I.4 The faculty are assigned to teach their major/minor fields of specialization, with none assigned more than four (4) different subject preparations within a semester.

I.5 Administrative arrangements are adopted when vacancies/leaves of absence occur during the school term.

I.6 Teaching schedule does not allow more than six (6) hours of continuous teaching.

I.7 No less than 60% of the subjects offered in the Sciences program are handled by full-time faculty.

I.8 Administrative, research or professional assignment outside of regular teaching is given credit.

I.9 Instruction-related assignments, such as consultation, tutorial, remedial classes, expert services, etc., are in consonance with faculty workload guidelines.

I.10 Workload assignments and number of preparations follow existing workload guidelines 

O.1 The faculty are efficient and effective faculty with sufficient time for instruction, research, extension, production and other assigned tasks. 

S.1 The institution has a system of promotion in rank and tenure based on official issuances

S.2 The institution has a policy on temporary status of employment.

S.3 At least 50% of the full-time faculty teaching the professional courses are on permanent or regular status.

I.1 The institution implements the system of promotion in rank and salary based on existing policies and issuances (e.g. NBC 461).

I.2 Retirement, separation or termination benefits are implemented in accordance with institutional and government (CSC, GSIS/DBM) policies and guidelines.

I.3 The faculty are officially informed of their rank and tenure after evaluation of their credential and performance.

I.4 The faculty concerned are officially informed of the extension, renewal, or termination of their appointments.

I.5 The Institution implements a CSC-approved Strategic Performance Management System (SPMS) which emphasizes quality teaching performance, research, creative work, extension and production services.

I.6 The probationary period or temporary status is required before the grant of a permanent status to the faculty, in accordance with Civil Service and institutional policies and guidelines.

O.1 The faculty are satisfied with their rank and employment status.

S.1 The institution has an approved and sustainable Faculty Development Program (FDP).

S.2 The faculty receive academic recognition such as scholarships/ fellowships/grants and awards.

S.3 Every faculty member has at least active membership in professional/scientific organization or honor society relevant to his/her assignment and field of specialization.

S.4 The budget allocation for faculty development is adequate.

I.1 The Institution implements a sustainable Faculty Development Program based on identified priorities/needs and in accordance with the CMO of the program.

I.1.1 upgraded educational qualifications (graduate studies);

I.1.2 attendance to seminars, symposia and conferences for continuing education;

I.1.3 conduct of research activities and publication of research output; and

I.1.4 giving lectures and presentation of papers in national/ international conferences, symposia and seminars.

I.2 The Institution supports the professional growth of the faculty through attendance in educational lectures, symposia, seminars, workshops, conferences and other forms of training.

I.3 The institution conducts in-service training activities regularly at least once per term.

I.4 Selection of deserving faculty members to be granted scholarships, fellowships, seminars, conferences and/or training grants is done objectively.

I.5 The budget for faculty development is adequately allocated. 

I.6 The budget for faculty development is awisely utilized.

I.7 The Faculty Development Program is implemented with the following: 

I.7.1 adequate and qualified supervision of faculty;

I.7.2 scholarships, fellowships, sabbatical leaves, and research/travel grants;

I.7.3 financial support for active membership in professional organizations;

I.7.4 deloading to finish the faculty’s thesis/dissertation;

I.7.5 attendance in continuing professional education (CPE) programs such as seminars, workshops, conferences or some in-service training courses;

I.7.7 publishing scholarly output and articles; and

I.7.8 production of instructional materials.

I.8 Opportunities for the faculty to attend capability building and enhancing activities are fairly distributed. 

I.9 Tuition fee privilege and other forms of assistance are utilized for faculty pursuing advanced (master’s and/or doctoral) degrees.

I.10 Faculty members are given incentives for book writing, manuals, handbooks, compilations and instructional materials and keep up with new knowledge and techniques in the field of specialization. 

O.1 The Faculty are well-trained and competent to serve the institution. 

O.2 The faculty are committed to serve and support the programs and projects of the institution.

S.1 The Institution has a system of evaluating the faculty on the following:

S.1.1 professional performance; and

S.1.2 scholarly works.

I.1 demonstrate skills and competencies in all of the following:

I.1.1 knowledge of the program objectives/outcome(s);

I.1.2 reflecting the program outcomes in the course objectives;

I.1.3 knowledge and mastery of the content, issues and methodologies in the discipline;

I.1.4 proficiency in the use of the language of instruction;

I.1.5 the use of higher-order thinking skills such as analytical, critical, creative, innovative and problem solving;

I.1.6 innovativeness and resourcefulness in the different instructional processes;

I.1.7 integration of values and work ethics in the teaching-learning process;

I.1.8 integration of gender and development (GAD) activities.

I.2 promptly submit required reports and other academic outputs.

I.3 update lecture notes through an interface of relevant research findings and new knowledge.

I.4 serve as resource person/lecturer/consultant in the program/field of specialization.

I.5 present papers in regional/national and/or international fora. 

I.6 publish papers in regional, national and international magazines and journals.

I.7 conduct research and publish outputs in referred journals of national and international circulation.

I.8 conduct extension and outreach activities.

I.9 regularly updates respective course syllabi.

I.10 utilize ICT and other resources in the enhancement of the teaching-learning process.

I.11 produce instructional materials, e.g. workbooks, manuals, modules, audio-visual aids, etc. to facilitate teaching and learning.

O.1 The faculty performance are generally satisfactory.

O.2 The scholarly work of the faculty are commendable.

S.1 The Institution has a system of compensation and rewards to its faculty and staff.

I.1 The following fringe benefits are granted:

I.1.1 maternity leave/paternity leave with pay;

I.1.2 sick leave;

I.1.3 study leave (with or without pay);

I.1.4 vacation leave;

I.1.5 tuition discount for faculty and dependents;

1.1.6 clothing/uniform allowance;

I.1.7 performance based bonus (PBB);

I.1.8 anniversary bonus;

I.1.9 honoraria/incentive for conducting research or for the production of scholarly works;

I.1.10 housing privilege (optional);

I.1.11 sabbatical leave;

I.1.12 compensatory leave credit; 

I.1.13 deloading to finish thesis/dissertation; 

I.1.14 thesis/dissertation aid;

I.1.15 others, (please specify)  

I.2 Policies on salaries, benefits and other privileges are disseminated to the faculty.

I.3 Salaries are paid regularly and promptly.

I.4 Teaching assignments beyond the regular load are compensated (e.g., overload pay, service credits, etc.).

I.5 Faculty who are actually involved in the production of scholarly materials are given credits for their work.

I.6 Faculty with outstanding performance are given recognition/ awards and incentives.

O.1 The faculty are satisfied with their compensation and rewards.

S.1There is an approved SUC Code and SUC Faculty Manual that define the policies, guidelines, rules and regulations affecting the faculty.

I.1 responsibly observe the following:

I.1.1 regularly and promptly attend classes;

I.1.2 participate in faculty meetings and college/ university activities;

I.1.3 complete assigned tasks on time;

I.1.4 submission of all required reports promptly; and

I.1.5 decorum at all times.

I.2 Follow the Code of Ethics of the Profession and the Code of Ethical Standards for Government Officials and Employees (RA 6713).

I.3 Exercise academic freedom judiciously.

I.4 Show commitment and loyalty to the Institution as evidenced by:

I.4.1 observance of official time;

I.4.2 productive use of official time;

I.4.3 performance of tasks/assignment, with or without compensation; and

I.4.4 compliance with terms of agreement/contracts (e.g., scholarship and training).

I.5 Maintain harmonious interpersonal relations with superiors, peers, students, parents and the community.

I.6 Demonstrate knowledge of recent educational trends/issues/resources in the program under survey.

I.7 Show evidence of professional growth through further and continuing studies.

I.8 Engage in practices which enable the faculty to demonstrate harmonious interpersonal relations with the students, parents and the community.

O.1 The corps of faculty manifests commendable level of professionalism.