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CORE FACULTY
CORE FACULTY
ABETO, Marnyl John A., MHM
Instructor I
Culinary
BARATO, Nieves A., MBA-HRM
BARATO, Nieves A., MBA-HRM
Assistant Professor I
Tourism Related Subjects
GENOLOS, Zenaida H., MMHM
GENOLOS, Zenaida H., MMHM
Assistant Professor I
Housekeeping
Food and Beverages
MANA-AY, Annielou V., PhD
MANA-AY, Annielou V., PhD
Instructor I
Food and Beverages
Front Office
TAGUINES, Gilbert V., MHM
TAGUINES, Gilbert V., MHM
Instructor III
Bar Services
Marketing
TIPON, Tricia Anne J., DBM-HM
TIPON, Tricia Anne J., DBM-HM
Instructor III
Events Management
TORRES, Graciel D., MBA
TORRES, Graciel D., MBA
Instructor I
Culinary
VALLADAREZ, John Roland Z., MMHM
VALLADAREZ, John Roland Z., MMHM
Instructor I
Food and Beverages Management
FACULTY PROFILE
FACULTY PROFILE
abeto final.pdfABETO,MARNYL JOHN A., MHM
barato final.pdfBARATO, NIEVES A., MBA-HRM
genolos final.pdfGENOLOS, ZENAIDA H., MHM
manaay final.pdfMANA-AY, ANNIELOU V., PhD
taguines final.pdfTAGUINES, GILBERT V., MHM
tipon final.pdfTIPON, TRICIA ANNE J., DBM-HM
torres (1).pdfTORRES, GRACIEL D., MBA
Copy of valladarez final.pdfVALLADAREZ, JOHN ROLAND Z., MMHM
Faculty Profile Matrix
Faculty Profile Matrix
Transcript of Records
Transcript of Records
Faculty Profile Matrix.pdfTranscript of Records.pdfWELL-DEFINED OBJECTIVES
WELL-DEFINED OBJECTIVES
Introduction
Introduction
Carlos Hilado Memorial State University (CHMSU) upholds that every faculty member who leads, teaches, and supports the institution shall continue to grow and develop to be resilient to the rapid changes and continued advancement in the communities and society that he/she serves. Hence, CHMSU provides various plans of action to enhance its academic workforce’s professional growth and development to serve the clientele to the best of their capability.
The Bachelor of Science in Hospitality Management is under the College of Business Management and Accountancy and supervised by the College of Industrial Technology; the program is comprised by highly qualified instructors; eight (8) teaching the core and professional subjects and twenty-three (23) teaching the general subjects. Of the eight core and professional subjects’ instructors, two are certified doctorate degree holders, five are having on-going doctorate degree programs and one master degree holder. Meanwhile, four of the twenty-three general education subjects’ instructors are certified doctorate degree holders and the rest are master degree holders.
Faculty Matrices
Faculty Matrices
Well-Defined Objectives
Well-Defined Objectives
The BSHM program is expected that improved faculty qualifications and teaching methods will contribute directly to better student learning which in turn would translate into greater productivity of graduates.
In the pursuit of excellence in the delivery of services to its clientele, CHMSU aims to achieve the following:
Present structured interventions that can be utilized for faculty members’ performance development holistically (e.g., professional competencies, work-related competencies, personality development, wellness, teaching pedagogies, and the like).
Strategically associate the field of specialization of each faculty member with the competencies as required by the CHMSC’s mission and vision.
Bring about personality development on different behavioral dimensions that have significance in organizational and institutional effectiveness.
Provide faculty members with proficiency development opportunities to harness their competencies in their current responsibilities and prepare them for higher-level designations within the institution.
Support and uphold the health, safety, and well-being of all concerned.
Construct a healthy working climate that encourages collaboration, teamwork, cooperation, and empowerment of the faculty members and other team members of the institution.
ADEQUATE AND RELEVANT PROJECTS
ADEQUATE AND RELEVANT PROJECTS
Objective 1
Structured intervention that can be utilized for faculty members’ performance development holistically.
In the enhancement of the faculty members’ performance development holistically, the University designed and implemented the following courses of action:
I. Rights
RA 4670 or the Magna Carta for Public School Teachers provides the policy for the promotion and improvement of the social and economic status of public school teachers, their living and working conditions, their terms of employment and career prospects. It further provides the guidelines for the tenure of office, remuneration, academic freedom, health measures and injury benefits, leave and retirement benefits, and tax reliefs among others.
The University implements a system of promotion in rank and salary based on the existing policies and guidelines. The system of promotion on rank and tenure is based on official issuances such as the DBM circular No. 461, BOT approved Merit System for Faculty and Academic Staff and the Faculty Manual. Faculty members are informed of the institutional policies on probation, extension, renewal, or termination of contract, promotion, and retirement.
(click to enlarge)
(click to enlarge)
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RA 11466 otherwise known as the "Salary Standardization Law of 2019," modifies the Salary Schedule for Civilian Personnel and authorizes the grant of additional benefits. The modified Salary Schedule for Civilian Personnel shall be implemented in four (4) tranches, from FY 2020 to FY 2023.
CHMSU follows the DBM Salary Standardization Scheme and the most recent government issuances on compensation. In addition, fringe benefits of the faculty such as leave privileges and financial assistance are embodied in the Institution’s Code or Manual in consonance with CSC and other government policies and guidelines. Moreover, overloads are appropriately compensated.
II. Benefits, Privileges, and Incentives
RA 4670, Commission on Higher Education Memorandum Order and other laws provide for the benefits, privileges and incentives for the promotion and improvement of the well-being and economic status of the faculty.
The benefits, privileges, and incentives of the faculty include clothing/uniform allowance, 14th-month pay / mid-year bonus -1-month basic salary, 13th-month pay/year-end bonus -1-month basic salary, cash gift, Enhanced Performance-Based Bonus (PBB), Productivity Enhancement Incentive (PEI), Personal Relief Economic Allowance (PERA) – Php 2,000 monthly, anniversary bonus, and Proportional Vacation Pay (PVP).
In addition, the faculty can also enjoy other benefits and privileges such as tuition discounts for faculty dependents, sabbatical leave, compensatory leave credit, thesis/ dissertation aid, leave of absence, vacation leave, sick leave, leave credits for designees, study leave, maternity leave, paternity leave, and parental leave.
Clothing/Uniform Allowance
Performance-Based Bonus
Monetization of Leave Credits
Study Leave.pdfIII. Professional Growth and Development
III. Professional Growth and Development
The University established a well-funded Faculty Development Program. It carries out the criteria for the selection of scholars/grantees and available opportunities, study privileges, research grants, training, and others. Faculty members are also encouraged to join professional organizations and continually upgrade their knowledge and competence by participating in in-service training activities such as seminars, conferences, and workshops, etc. Moreover, the Faculty Manual furnishes further faculty development on top of the minimum required by existing laws.
Professional Growth and Development.pdfScholarships
Scholarships
Scholarship for Graduate Studies
FSDP-2_merged.pdfFSDP Scholarship
Professional Membership
Professional Membership
CHED SCHOLARSHIP.pdfCHED Scholarship
Certificates of Membership
Objective 2
Strategically associate the field of specialization of each faculty member with the competencies as required by the CHMSC’s mission and vision.
The faculty members embody the appropriate academic preparations and experiences congruent to the Program and the University’s mission and vision. They are holders of appropriate degrees and exhibit competence as evidenced by their professional licenses (where applicable), professional memberships, relevant trainings, performance evaluation and scholarly works. They are further encouraged to pursue graduate studies and appropriate trainings relevant to their areas of specialization to ensure quality and efficient instruction delivery.
The teaching load assignments are based on their areas of specialization likewise as their participation in the Extension Community Services.
The University has its own Faculty and Staff Development Program (FSDP) which then paves way to make available various relevant grants to deserving faculty and staff. Aside from the support to further studies, the University provides financial support to faculty members who pursues additional relevant trainings and seminar attendance.
Objective 2.pdfObjective 3
Bring out personality development to different behavioral dimensions that have significance in organizational and institutional effectiveness.
Several programs and measures have been taken by the University ensuring the holistic development of its workforce. This includes implementation of various policies to be followed and adhered to. Submission of accomplishment reports for faculty under the work-from-home scheme, Daily Time Record, submission of grades and preparation and evaluation of instructional materials and syllabus are only a few of such policies.
Specific measures are also taken to address personality development; orientation of newly hired faculty members, Integrity, Transparency, and Accountability in the Public Service (ITAPS) Seminar, gender awareness seminars and other related activities are constantly provided.
Accomplishment Reports
Orientation on Newly-Hired Personnel
Seminars on Personality, Leadership and Development
Objective 4
Provide faculty members with proficiency development opportunities to harness their competencies in their current responsibilities and prepare them for higher-level designations within the institution.
The administration provides financial support for faculty members' professional growth and development. Hence, they are sent to attend the local, national, and international training and seminars relevant to their area of specialization. Moreover, the institution conducts in-house training and seminars to help faculty members adapt to the academic institution’s current trends.
Trainings and Seminars
BSHM-FACULTY.pdfTravel Orders
Travel Order.pdfObjective 5
Support and uphold concerning health, safety, and well-being.
The administration is concerned and upholds the health, safety, and well-being of faculty members by hiring the services of a medical, dental, and nurse to attend to the medical needs of faculty and students in compliance with the health protocol issued by the Department of Health (DOH).
The medical services are available and are managed by a licensed medical doctor Dr. Alyn Sany Marie A. Pajantoy who was hired on a part-time basis. She is assisted by a licensed nurse Mr. Dominic M. Requina. Dental services are available and managed by a licensed dentist Dr. Ma. Generose S. Alunan
The medical and dental clinics have adequate facilities, ventilation, and lighting and provide basic first aid and emergency services. Other services include faculty health assessment, emergency referral, emergency treatment, and immediate medication. Annual health orientation (face-to-face and virtual) and online transaction/referrals are conducted on health issues and concerns, especially during the pandemic.
Various Medical and Dental Activities
Objective 6
Construct a healthy working climate that encourages collaboration, teamwork, cooperation, and empowerment of the institution’s faculty and other team members.
Collaboration is fostered among faculty members through active involvement in activities such as Extension Community Services, ISO Internal Audit Team, working committee during CHED/OIQCAG (Universityhood) and AACCUP Accreditation, graduation rites, and sports and cultural events.
Various Collaboration Activities
NARRATIVE REPORT_DECEMBER.pdfNARRATIVE REPORT_BARATO_AUGUST.pdfNARRATIVE REPORT_FEBRUARY 2020.pdfSYSTEMATIC AND EFFECTIVE PROCEDURES
SYSTEMATIC AND EFFECTIVE PROCEDURES
A. Recruitment, Hiring Procedure, and Orientation
A. Recruitment, Hiring Procedure, and Orientation
An established, BOT approved internal policies, procedures and guidelines are the basis for the faculty recruitment of the University and is fully published in the Faculty Manual. The recruitment committee is composed of the Human Resource Merit Promotion and Selection Board (HRMPSB); headed by the Vice President for Academic Affairs with its members; the Dean of the Institution where the vacancy exists, Executive Director where vacancy exists, Highest ranking faculty of the Institution, Program Chair, Faculty Association President and HRMO.
Recruitment, Hiring Procedure, and Orientation 1.pdfB. Appointment
B. Appointment
A faculty is a member of the academic personnel engaged in actual teaching, research, extension and production assignments either on a full-time or part-time basis. He/she is expected to exercise the highest ethical standards and behavior, utmost responsibility, integrity, loyalty, service, and professionalism, in accordance with the code of conduct of government employees. The employment status of teachers to any teaching position shall be any of the following; permanent – an appointment issued to an appointee who meets all the requirements of the position, substitute – an appointment issued to an appointee when the regular incumbent of the position is temporarily unable to perform the duties of the position. It shall be effective until the return of the incumbent. Appointees to substitute teaching positions shall be required to possess RA 1080 (Teacher) eligibility.
C. Promotion and Advancement
C. Promotion and Advancement
CHMSU implements a system of promotion in rank and salary based on the existing policies and guidelines. The system of promotion on rank and tenure is based on official issuances such as the DBM circular No. 461, BOT approved Merit System for Faculty and Academic Staff and Faculty Manual. Likewise, if there is a need to fill in vacant positions which resulted from retirement, resignation, permanent disability, death and other forms of employment cessation in the most expedient manner is vital to the operation, the promotion is based on Guidelines approved through BOT Resolution No. 13, s. 2018. Faculty members are informed of the institutional policies on probation, extension, renewal, or termination of contract, promotion, and retirement. The faculty are satisfied with their rank and employment status.
C. Promotion and Advancement.pdfD. Faculty Adequacy and Loading
D. Faculty Adequacy and Loading
The workload of the faculty member shall include teaching loads whether lecture or laboratory in the graduate and under graduate levels, or a combination of teaching and/or of the following: administrative designation, research activities, extension activities and production. CHMSU has an adequate number of faculty workforce with appropriate qualifications to handle the courses of the different programs. The regular full-time faculty is assigned with the total maximum load in accordance with the Program’s CMO and institutional guidelines.
Objective 2.pdfE. Intellectual Property Policy
E. Intellectual Property Policy
CHMSU establishes its Intellectual Property (IP) Policy to guide any activities related to the generation, ownership, protection, and utilization of intellectual properties and other intangible assets in the Institution. IP Policy facilitates the widespread use of intellectual properties generated by the Institution, through various access to the Institution IP. Moreover, the IP Policy seeks to ensure legal protection, where applicable. Ensure effective management and Commercialization of Institution IP; while at the same time not impeding the traditions of education and scholarship, academic freedom, open and timely publications, Institution sovereignty, and the Institution’s mission of serving the public interest.
E. Intellectual Property Policy.pdfF. Extension
F. Extension
One of the functions of a faculty in the University is to extend his/her expertise to the community in the form of extension programs and projects. There is a number of incentives for those faculty active the extension programs.
1. Grant of Equivalent Teaching Units
2. Service Credits
G. Production
G. Production
Another imperative function of a faculty is production where incentives are also given. For the production of instructional materials financed by the Institution and authored by the faculty which include laboratory manuals, workbooks, and modules, incentives are given if the net income of Income Generating Projects during the production or service year is ten percent (10%) or higher and shall be allocated.
On the other hand, for every instructional manual/audio-visual material developed and approved for instructional use by the College which includes a published set of complete modules, laboratory manuals, operation manuals, workbooks, teaching guides, including software, prototype, and Computer-Aided Instruction materials, a maximum of 3 points and a minimum of 1 point may be earned for NBC credits.
Meanwhile, for every published book, original, edited, compiled, copyrighted/published within the last ten years, the following credits may be earned.
Extension.pdfG. Production.pdfH. Benefits, Privileges and Incentives, and Awards
H. Benefits, Privileges and Incentives, and Awards
The University provides various benefits, privileges, incentives and awards. These include GSIS Benefits and Loans, Pag-ibig Benefits, Leave Benefits in General, Maternity Leave, Paternity Leave, Parental Leave, Special Leave Benefits for Women, Privileges and Incentives, and Awards and Recognition.
GSIS Benefits.pdfGSIS Benefits and Loans
The GSIS Benefits and Loans are granted to all government personnel, whether elective or appointive, irrespective of the status of appointment, provided they are receiving fixed monthly compensation and have not reached the mandatory retirement age of 65 years, are compulsorily covered as members of the GSIS and shall be required to pay contributions.
Pag-ibig Benefits.pdfPag-IBIG Benefits
Pag-IBIG Benefits and privileges are granted to faculty members under the faculty membership in the Pag-IBIG Fund.
Leave Benefits.pdfLeave Benefits
Leave Benefits in general are based on the CSC Omnibus Rules on Leave. Faculty members are entitled of the Leave of Absence, Vacation Leave, Sick Leave, Leave Credits for Designees, Terminal Leave, Leave Without Pay and Unexplained Absence, Military Service Leave, Special Detail, and Leave for Victims of Violence against Women and Their Children: (CSC MC No. 15 series 2006).
Maternity Leave.pdfMaternity Leave
Maternity Leave is granted to pregnant female faculty shall be granted maternity leave of one hundred five (105) days with full pay regardless of the manner of delivery of the child, and an additional fifteen (15) days paid leave if the female worker qualifies as a solo parent under Republic Act No. 8972, or the 'Solo Parents' Welfare Act of 2000". She shall be entitled to maternity leave of sixty (60) days with full pay for miscarriage or emergency termination of pregnancy.
Paternity Leave.pdfPaternity Leave
Paternity Leave is granted to a married male faculty shall be entitled to a paternity leave of seven (7) days with full pay for the first four (4) deliveries of the legitimate spouse with whom he is cohabiting on the condition that his spouse has delivered a child or suffered a miscarriage for purposes of enabling him to effectively lend support to his wife in her period of recovery and/or in the nursing of the newly-born child.
Parental Leave.pdfParental Leave
Parental leave shall mean leave benefits granted to a solo parent to enable him/her to perform parental duties and responsibilities where physical presence is required. In addition to leave privileges under existing laws, parental leave of not more than seven (7) working days every year shall be granted to any solo parent employee who has rendered service of at least one (1) year.
Special Leave Benefits for Women.pdfSpecial Leave Benefits for Women
Special Leave Benefits for Women refers to a female employee’s leave entitlement of two (2) months with full pay from her employer based on her gross monthly compensation following surgery caused by gynecological disorders, provided that she has rendered continuous aggregate employment service of at least six (6) months for the last 12 months.
Privileges and Incentives include Basic Incentives and Faculty and Staff Development Program (FSDP), In-breeding Policy, Tuition Fee Waiver, Sabbatical Leave, External Funded Scholarships.
A AND R.pdfAwards & Recognition
Awards and Recognition include a Diploma of Merit presented to the members of faculty for exemplary conduct, loyalty, and exceptionally efficient and meritorious services to the College upon their voluntary resignation or their retirement from the service after at least fifteen (15) year
Another award is the Distinguished Teacher of the Year Award to uphold the dignity of the teaching profession, the Distinguished Teacher of the Year Award gives due recognition to teachers who have served the College with exemplary teaching competence and dedication.
Professional Chair.pdfProfessional Chair Award
Professional Chair is a term used in educational institutions to designate a position of prestige usually in recognition of achievement in an educational endeavor. A stipend, honoraria, research funds or other forms of emolument usually accompany the award. Professorial chair awards encourage the pursuit of academic excellence by recognizing outstanding achievement in education in the areas of teaching, management and service, and the arts.
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REASONABLE BUDGET
REASONABLE BUDGET
Fund Allocation and Expenses
Fund Allocation and Expenses
The BSHM Program along with its faculty members were given sufficient budget allocation in order to function and to meet the demands of the industry. Thus, faculty members were sent to various trainings and seminars in line with their specialization. Also, pursuing higher degree or certification deemed by the university as their priority concern, that why the institution grants full, partial or short course scholarship to those qualified faculty members. The Faculty Development Program of the university is a critical factor towards building the strong foundation of an educational system to ensure quality education.
REASONABLE BUDGET..pdfPROVISION OF MATERIALS AND OTHER RESOURCES
PROVISION OF MATERIALS AND OTHER RESOURCES
Ensuring quality instruction requires adequate facilities and resources that can be easily accessed by students and their respective instructors. Acoustics, natural/artificial lighting and air-conditioning were considered on the lay-outing and construction of classrooms, laboratory rooms, conference rooms, etc., in order to gives a conducive learning experience for both students and teachers.
Various Resources and Materials
Various Resources and Materials
BSHM LAB AND CLASSROOMS.pdfBSHM Laboratories and Classrooms
AVRLIBRARY-AND-COMP-LAB.pdfLibrary, Computer Laboratory and AVR
Laptops-Others.pdfLaptops and Others
PARTICIPATION FACULTY IN MAJOR PROJECTS/ACTIVITIES
PARTICIPATION FACULTY IN MAJOR PROJECTS/ACTIVITIES
Faculty members worked together for the Certificate of Program Compliance (COPC). They made necessary revisions on the BSHM Curriculum and also enhanced the laboratory rooms based on CHED specification. Also, selected faculty members were given the opportunity to present and publish their research paper on local, national, and international research conferences.
During significant events in the university like Commencement Exercises, BOT meetings, Intercampus meet, RSCUAA, and other related activities, the BSHM faculty were also present not just to witness but also to lend their expertise on Event Planning, Food and Beverage and Accommodation with the assistance of their respective student counterparts.
Research Output.pdfResearch Output
Cultural-and-Sports-Events.pdfCultural and Sport Events
MASS-GATRHERINGS.pdfMass Celebrations
Cooperative and Faculty Association.pdfCooperative and Faculty Association
NARRATIVE REPORT_VALLADAREZ_JUNE.pdfExtension and Community Services
COHREP DOCUMENTATION_SEPT 21222018.docx.pdfAnnual COHREP Membership & General Meeting
Annual COHREP Membership & General Meeting
COPC PRESENTATION
AWARDS AND DISTINCTION OF ACHIEVEMENT
AWARDS AND DISTINCTION OF ACHIEVEMENT
Grants and awards carried out and given to the faculty are Vision Mission Objectives-based, cost-effective and in compliance with applicable requirements set forth in external legislations as complemented by CHMSU’s internal policies.
Award of Distinction and Achievement
Award of Distinction and Achievement
Grants
Grants
Best Practices
Best Practices
Striving for Professionalism
The core faculty of the Program boasts a 25% full-pledged doctorate degree holders and 50% finishing their respective doctorate degree programs.
Trainer's Methodology & National Certificates
Trainer's Methodology & National Certificates
The faculty members of the Bachelor of Science in Hospitality are certified TESDA NC II holders with Trainer’s Methodology and NTTC. These are evidence that BSHM faculty members are equipped with the necessary skills handed down to students during their laboratory classes.
Trainings_merged.pdfMembership in Professional Organization
Membership in Professional Organization
ISO Journey
ISO Journey
Carlos Hilado Memorial State University has been true to its commitment in providing quality service to our stakeholders and we embrace the process with excellence. CHMSU has been an accredited ISO 9001-2015 institution for the past few years and we live with it. In fact, two of our BSHM faculty members, Ms. Graciel Torres and Mr. John Roland Valladarez has undergone training as Internal Quality Auditors. With this, we are able to respond to all client inquiries quickly, and we can handle conflicts at the highest level and resolve them as quickly as possible. We are also able to develop a reputation for offering our clients excellent service, which leads to improved assistance to our stakeholders.
Fellowship
THE FACULTY MANUAL
THE FACULTY MANUAL
Faculty-Manual-Updated-FEB-15-2022.pdf
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