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FACULTY DEVELOPMENT
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RECRUITMENT, HIRING PROCEDURE, & ORIENTATION
Capacitating faculty members is an integral part of faculty development of the College of Fisheries. Effectiveness and efficiency is the basic responsibility of the teachers to share knowledge and information with its clienteles. Carlos Hilado Memorial State University provides the opportunity for fisheries faculty to participate in training the next generation of fisheries technologies and ultimately improve the state of the fisheries communities they serve. Our faculty have a primary appointment in the university who participate in teaching, research, Extension, and administration school programs.
The faculty recruitment is based on an institutional Human Resource Development Plan/ Program. The recruitment and selection process involves the dean, concerned chair, faculty representative/s, and other administrators. Mandatory criteria for recruitment and selection are academic qualifications, personal qualities, communication skills, teaching ability, results of medical examination, and results of psychological examination. The hiring system adopts an open competitive selection, based on the CSC-approved Merit System of the Institution, published and well-disseminated through various media outlets. The best and most qualified applicant is recommended by the screening committee. The newly-hired faculty undergoes orientation on the institutional mission and vision of CSC, PRC, DBM, and administration policies on their duties, responsibilities, benefits, and other academic concerns.
The faculty recruitment is based on an institutional Human Resource Development Plan/ Program. The recruitment and selection process involves the dean, concerned chair, faculty representative/s, and other administrators. Mandatory criteria for recruitment and selection are academic qualifications, personal qualities, communication skills, teaching ability, results of medical examination, and results of psychological examination. The hiring system adopts an open competitive selection, based on the CSC-approved Merit System of the Institution, published and well-disseminated through various media outlets. The best and most qualified applicant is recommended by the screening committee. The newly-hired faculty undergoes orientation on the institutional mission and vision of CSC, PRC, DBM, and administration policies on their duties, responsibilities, benefits, and other academic concerns.
Excerpt from Faculty Manual , page 11 ⤵
Excerpt from Faculty Manual , page 12 ⤵
Training of the newly hired Faculty members of the College of Fisheries to empower and capacitate them in their conduct teaching research, extension, and admirative function of the institution.
APPOINTMENT
The HRMPSB submits the qualified and recommended list of faculty applicants for hiring/promotion to the College President. The College President shall assess the merits of the HRMPSB's recommendation for appointment and in the exercise of sound discretion, select from the top five or less ranking candidates deemed most qualified for appointment to the vacant position. Once the chosen applicants are hired/promoted based on the Memorandum issued to the HRMO, the latter prepared the pertinent documents for the appointment of the newly-hired faculty/newly-promoted faculty.
Excerpt from Faculty Manual , page 14. ⤵
Excerpt from Faculty Manual , page 15⤵
APPOINTMENT DOCUMENT FOR NEWLY HIRED FACULTY OF THE COLLEGE OF FISHERIES.
SO.pdfPROMOTION & 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.
List of Faculty Members of CHMSU-Binalbagan who were reclassified through NBC461, Cycle 7, effective July 1, 2019.
Excerpt from Faculty Manual , page 17 ⤵
FACULTY ADEQUACY & LOADING
CHMSU has an adequate number of faculty members with appropriate qualifications to handle the courses offered by the program. The maximum total load is assigned to regular full-time faculty in accordance with the CMO of the program and institutional guidelines. Professional subjects are handled by specialists in the discipline, while the general education courses are taught by the general education teachers based on their specific area of specialization. The provision for incentives of overload teaching is in accordance with the CMO of the program and/ or institutional guidelines.
CHED CMO in Teaching Load (BSFI)
CHED CMO in Teaching Load (BSFI)
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 Page 37
LIST OF UTILITY MODELS GRANTED TO THE COLLEGE OF FACULTY MEMBERS
ip-matrix.docxUTILILITY MODELS
UMS_BSFI.pdfEXTENSION
The faculty members engaging in Extension programs or activities may enjoy incentives such as the Grant of Equivalent Teaching Units (ETU) and Service Credits.
Those faculty who are granted de-loading or ETU for Extension may not avail of the service credits for Extension activities of the same project/program.
On the other hand, the faculty member engaging in Extension programs and activities may avail of service credit for every eight hours equivalent to One (1) day of service credit. This is applicable to extension activities conducted outside of working hours such as on weekends, vacations, or holidays.
Excerpts from the Faculty Manual Page 37-39. ⤵
1. Extension Projects Implemented by the program under survey wit.pdfEXTESNION SPECIALISTS
EXTENSION_SPECIALISTS.pdfFACULTY WITH APPROVED ETU
List of Faculty with approved ETU for Extension.pdfTilapia production and Management to Damutan Agro Forestry Farmers Association (DAFFA) of Brgy. Damutan,Hinoba-an ,Negros Occidental
Tilapia Production and Management to Farmers of Brgy. Damutan, Hinoba-an, Negros Occidental Program aligned with Agenda: Alternative Non-Formal Educational Services
PRODUCTION
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.
Excerpts from the Faculty Manual, Page 39-40. ⤵
Learning and Teaching Materials Production
BENEFITS, PRIVILEGES & INCENTIVES, & AWARDS
CHMSU faculty avail various benefits, privileges and 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 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
Pag-ibig Benefits and privileges are granted to faculty members under the faculty membership in the Pag-ibig Fund.
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.
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.
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 and Incentives include Basic Incentives and Faculty and Staff Development Program (FSDP), In-breeding Policy, Tuition Fee Waiver, Sabbatical Leave, External Funded Scholarships.
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.
Loyalty Award received by the faculty member of the COF
Exemplary Service Award given to the faculty of COF
FACULTY MANUAL
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