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FACULTY DEVELOPMENT
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RECRUITMENT, HIRING PROCEDURE, & ORIENTATION
The recruitment procedure for the recruitment of the faculty members follow the guidelines set by the Civil Service Commission. Upon the recommendation of the Human Resource Management Office and upon approval of the University President that a position for an instructor is open, announcements are posted in conspicuous places to recruit the best possible person for the position. The HRMO then makes a short list of all qualified applicants, and the selection committee will then ensure that applicants are ranked according to pre-approved criteria.
The best and most qualified applicant is recommended by the screening committee. The newly-hired faculty then undergoes an orientation on the institutional mission and vision, the mandates of the CSC, PRC, DBM, and administration policies on their duties, responsibilities, benefits, and other academic concerns.
Excerpts from the Faculty Manual, Article III, Section 3, Page 11. ⤵
RECRUITMENT
2019 BULLETIN OF VACANCIES
NOTICE OF HRMPSB SCREENING
APPOINTMENT
An applicant for faculty position who is considered possessing the superior qualification from among the applicants is assigned whether on a full-time or a part-time faculty basis. The faculty member is expected to perform in the areas of actual teaching, research, extension and production, and may be assigned with other designations by the President and or by the Executive Director. He/she is expected to act and perform in the highest standards of behavior with utmost integrity, loyalty, professionalism and according to the code of conduct of government employees.
Permanent Faculty members are expected to possess RA 1080 (Teacher) eligibility, except in certain specializations. Consistent with the Civil Service rules, some appointments may be issued to substitute regular and permanent faculty members who have filed for a leave for various reasons.
Excerpts from the Faculty Manual, Article III, Section 4, Page 14-15. ⤵
Sample Appointments
MARIA HYDE CABARLES
MARY LUNA MABASA
PROMOTION & ADVANCEMENT
CHMSU implements a system of promotion in rank and salary based on the existing policies and guidelines, considering the mandates DBM circular No. 461, the BOT- approved Merit System for Faculty and Academic Staff and the Faculty Manual. When there is a need, and a faculty position becomes vacant such as in the cases of resignation, retirement or death, or in any other circumstances when a natural vacancy is created, the position is filled as it is deemed to the operation of the institution. 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 by the Human Resource Office (HRMO). The faculty are assigned to positions commensurate with their qualifications.
Excerpts from the Faculty Manual, Article III, Section 5, Page 18-19. ⤵
THREE-YEAR TRAINING AND DEVELOPMENT PLAN 2022-2024
COF-3-yrs-Faculty-Dev-Plan-1.pdfFACULTY ADEQUACY & LOADING
The University sees to it that the faculty loading is dependent on the specific specialization of the faculty members. The maximum load assigned to each faculty member is based on the CHED Memorandum Order (CMO) of the BEED. In addition to the faculty members with appropriate qualification to teach the major subjects, faculty members who teach the General Education subjects are also assigned to the BEEd. The provision for handling overload subjects is in accordance with the institutional guidelines anchored on the national guidelines.
Excerpts from the Faculty Manual, Article IV, Section 7, Page 22. ⤵
Faculty Loading
Faculty Loading First Semester (2021-2022)
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.
Excerpts from the Faculty Manual, Article IV, Section 6, Page 37
UTILITY MODELS
METHOD OF PRODUCING FISH CHOCOLATE CAKE
COMPOSITION OF FISH CHOCOLATE CAKE
MASTER LIST OF UTILITY MODEL AND PATENT
EXTENSION
The University grants the faculty members Equivalent Teaching Units (ETU) in their endeavors to participate in the extension programs, or service credits for those who do not receive the ETU.
In lieu of the ETU, some faculty members may opt to avail of service credits for days that they render extension services. The service credits is computed as 8 hours computed as 1 day service credit.
Excerpts from the Faculty Manual, Article VI, Section 15, Page 37-39. ⤵
FACULTY WITH ETU
List of Faculty with approved ETU for Extension.pdfSUMMARY OF FACULTY ROSTER INVOLVED IN EXTENSION
PRODUCTION
For the production activities, faculty members may engage into the production of manual, laboratory guide, workbooks or modules which may be utilized by the institution. Incentives are given to the faculty member for such, and in addition, a certain percentage of the proceeds will be received by the faculty member.
For 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.
For every published book, original, edited, compiled, copyrighted/published within the last ten years, the faculty member may also earn NBC points for such.
Excerpts from the Faculty Manual, Article VI, Section 16, Page 39-40. ⤵
SAMPLE INSTRUCTIONAL MATERIALS
BENEFITS, PRIVILEGES & INCENTIVES, & AWARDS
As employees of the University, faculty members are therefore considered to be part of the government workforce and as such, are entitled of the benefits and privileges accorded to the government employees. The following are the privileges that the faculty members may enjoy, subject to the guidelines of the Civil Service Commission on the Leave Benefits of the Teaching Position.
GSIS Benefits and Loans
As government employees, the faculty members become automatic members of the Government Service Insurance System (GSIS), a Government Financial Institution. Therefore, a portion of the faculty member’s income is automatically deposited to the GSIS monthly, with a corresponding employer’s share until the duration of his tenure in the University, or his retirement at the most 65 years which is the mandatory age of retirement. Until his retirement or resignation (subject to certain conditions), the employee may avail of the insurance paid for by him and the University.
In addition, the faculty member may also avail of loan privileges offered by the GSIS subject to repayment in an agreed term and subjected to minimal interest.
contributions.
Pag-ibig Benefits
Pag-ibig Benefits and privileges are granted to faculty members under the faculty membership in the Pag-ibig Fund.
(Excerpt from Faculty Manual, page 40)
(Excerpt from Faculty Manual, page 41)
Leave 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
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.
(Excerpt from Faculty Manual, page 41)
(Excerpt from Faculty Manual, page 44)
Paternity 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
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.
(Excerpt from Faculty Manual, page 45)
(Excerpt from Faculty Manual, page 46)
Special 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 & Incentives
Privileges and Incentives include Basic Incentives and Faculty and Staff Development Program (FSDP), In-breeding Policy, Tuition Fee Waiver, Sabbatical Leave, External Funded Scholarships.
(Excerpt from Faculty Manual, page 46)
(Excerpt from Faculty Manual, page 46)
Awards & 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) years.
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 Award
Professional Chair Award 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.
The title Emeritus/Emerita is given to a faculty member or administrator who holds the rank of at least Full Professor at CHMSC, in recognition of exceptional competence in his field of specialization. The full title is one of the following: Professor Emeritus/Emerita, Dean Emeritus/Emerita or Vice President/President Emeritus/Emerita, or Director Emeritus/Emerita, the first part of the term denoting the position last held by the retiree.
Recognition for Services Rendered to the College is given for services rendered by a faculty for the College, with or without pay, merit a certificate of recognition. The chair of the department, project, program, and others should issue a certificate of recognition to active members two days after the completion of the service for the activity.
(Excerpt from Faculty Manual, page 60)
(Excerpt from Faculty Manual, page 60)
FACULTY MANUAL
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