Embedded Files
FACULTY DEVELOPMENT
Click the icons below to learn more about the program's Faculty Development ⤵
OBJECTIVE 1
Objective 1: 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).
To enhance faculty members’ performance development holistically, CHMSU designed and implemented the following programs or interventions:
I - Rights
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, The 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 contracts, promotion, and retirement. The faculty are satisfied with their rank and employment status.
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. From FY 2020 to FY 2023, the modified Salary Schedule for Civilian Personnel shall be implemented in four (4) tranches,
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.
LIST OF PROMOTED FACULTY
RESULT OF NBC 461 CYCLE 7A EVALUATION
NBC 461.pdfII – Benefits, Privileges, and Incentives
The benefits, privileges, and incentives of the faculty include clothing/uniform allowance, 14th-month pay or mid-year bonus -1-month basic salary, 13th-month pay or year-end bonus -1-month basic salary, cash gift, Enhanced Performance-Based Bonus (PBB), Productivity Enhancement Incentive (PEI), Personal Relief Economic Allowance (PERA) - p2,000 monthly, 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
Section 25. Privileges and Incentives
A. Basic Incentives
3. Uniform/Clothing Allowance (U/AC)
The provision on annual clothing allowance is an additional economic aid for permanent faculty members. This is given to a faculty provided he renders six (6) months of service at the time of payment and should stay another six (6) months after payment.
As stipulated in Department of Budget and Management Circular No. 2018-1 dated March 8, 2018, a faculty on study leave or on study/training/scholarship grant locally or abroad shall be entitled to the U/CA for the year if he/she renders at least six (6) months of service in the same year, including leaves of absence with pay, prior to and/or after the study leave or study/training/scholarship grant are excluded on the grant of U/CA and if faculty is study/ training/ scholarship for the whole year locally or abroad, and is not required to report for work, he/she is not entitled to the U/AC.
CLOTHING_ALLOWANCE_02.pdfMid-Year, Year-end Bonus & Cash Gift
Excerpt from Faculty Manual
Performance Based Bonus
PBB.pdfProductivity Enhancement Incentive
Personal Emergency Relief Allowance
(Excerpt from DBM Budget Circular, No. 2009-3)
Monetization of Leave Credits
Section 20. Leave Benefits in General (CSC Omnibus Rules on Leave)
D. Leave Credits for Designees
Leave credits shall be granted to regular members of the faculty who regularly perform administrative functions; provided that "administrative functions" as used in the preceding sentence shall be construed to mean those functions that are necessary in the management of the Institution or any of its units. Faculty members who are engaged in such work as research or other assignments which involve work beyond their normal work load, and which prevent them from taking advantage of the teacher's vacation leave both conditions being certified to by the appropriate dean or director, may enjoy cumulative status instead of teacher's leave.
This privilege may be granted only when the assignment is covered by an appointment approved by the head of the Institution for at least one academic year. Both vacation and sick leave shall be cumulative and any part thereof not taken within the calendar year in which it is earned shall be carried over to the succeeding years.
Whenever any faculty member referred to herein voluntarily resigns or is separated from the Institution through no fault of his own, he shall be entitled to the commutation of all accumulated vacation and/or sick leaves to his credit without limitation as to the number of days of vacation and sick leave that he may accumulate provided his leave benefits are not covered by special law. When a person whose leave have been commuted following his separation from service is reemployed in the government before the expiration of the leave commuted, he shall no longer refund the money value of the unexpired portion of the said leave. In so far as his leave credits are concerned, he shall star from zero balance
Monetization of Leave Credits.pdfStudy Leave
RA 4670 MAGNA CARTA FOR THE PUBLIC SCHOOL TEACHERS
Faculty Members of SUCs are inclined to professional growth which includes post-graduate studies. R.A. 4670 or the Magna Carta for Public School Teachers stipulates that a public-school teacher can file a study leave not exceeding one school year and shall be entitled to at least 60% of his/her monthly salary which will be enjoyed after seven years of service. Such leave shall be granted in accordance with a schedule set by the SUC.
Provided however, that no Faculty member shall be allowed to accumulate more than one year study leave, unless he needs an additional semester to finish his thesis for a graduate study in education or allied courses.
Provided, further, that no compensation shall be due to the teacher after the first year of such leave. In all cases, the study leave period shall be counted for seniority and pension purposes.
One faculty member of the College of Fisheries who was enjoyed the study leave program was Dr. Mary Joy G. Tabayan. Dr. Tabayan pursued her Doctoral Degree in Fisheries in 2015 until the completion of her Doctor of Fisheries degree from Iloilo State College of Fisheries.
STUDY_LEAVE_DORMIDO.pdfVacation Leave
Section 20. Leave Benefits in General (CSC Omnibus Rules on Leave)
B. Vacation Leave
Teacher's leave shall be granted to full-time and part-time members of the faculty who do not normally perform administrative functions. A teacher shall automatically be on vacation leave with pay during the school vacations, unless he expressly opts to teach and his services are needed during the summer, for which he shall be entitled to an honorarium in addition to his/her vacation pay.
A regular faculty member shall not be entitled to the usual vacation and sick leave credits but to proportional vacation pay (PVP) of 70 days summer vacation plus 14 days of Christmas vacation. A faculty who has rendered continuous service in a school year without absences without pay of not more than 1 1 2 % days is entitled toto 84 days of proportional vacation pay.
All applications for vacation leave of absence for one (1) full day or more shall be filed in advance or whenever possible five (5) days before the effective date of such leave and shall be submitted on the prescribed form for proper action by the Institution President.
Sick Leave
Section 20. Leave Benefits in General (CSC Omnibus Rules on Leave)
C. SICK LEAVE
A faculty, who is unable to report for work due to illness, may apply for sick leave with pay provided he has accumulated service credits. He is entitled to a sick leave of absence after presenting a medical certificate. All applications for sick leave of absence for one full day or more shall be made on the prescribed form and filed immediately upon faculty member's return from such leave. Notice of absence, however, should be sent to the immediate supervisor. A proper medical certificate shall accompany an application for sick leave in excess of five (5) successive days.
Sick leave may be applied for in advance in cases where the faculty member will undergo medical examination or operation or advised to rest in view of ill health duly supported by a medical certificate. In the ordinary application for sick leave already taken not exceeding five days, the Dean/Executive Director concerned may duly determine whether or not granting of sick leave is proper under the circumstances. In case of doubt, a medical certificate may be required.
Sick leave shall be granted only on account of sickness or disability on the part of the faculty concerned or any member of his immediate family, provided that member of the family shall be as defined in the Civil Service laws and rules. A sick faculty member can take an indefinite sick leave of absence stating in his application form the appropriate maximum number of days on leave as recommended by a government physician.
Maternity Leave with Pay
Section 21. Maternity Leave (RA 11210: 105-Day Expanded Maternity Leave Law)
A 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.
Enjoyment of maternity leave cannot be deferred but should be availed of either before or after the actual period of delivery in a continuous and uninterrupted manner, and such that:
In cases of live childbirth, one hundred five (105) days maternity leave with full pay shall be granted; or
In cases of miscarriage or emergency termination of pregnancy, sixty (60) days maternity leave shall be granted.
In all of the above instances, the maternity leave can be credited as combinations of prenatal and postnatal leave as long as it does not exceed one hundred five (105) days or sixty (60) days, as the case may be. In no case shall postnatal care be less than sixty (60) days. In cases of live childbirth, an additional maternity leave of thirty (30) days, without pay, can be availed of, at the option of the female worker, provided that the employer shall be given due notice.
Due notice to the employer must be in writing and must be given at least forty-five (45) days before the end of the female worker's maternity leave. However, no prior notice shall be necessary in the event of a medical emergency but subsequent notice shall be given to the employer. The above period of extended maternity leave without pay shall not be considered as gap in the service. Maternity leave shall be granted in every instance of pregnancy, miscarriage or emergency termination of pregnancy regardless of frequency.
In case of overlapping maternity benefit claims, e.g., one miscarriage or emergency termination of pregnancy after the other or followed by live childbirth, the faculty member shall be granted maternity benefits for the two contingencies in a consecutive manner. The faculty shall be paid only one maternity benefit, regardless of the number of offspring, per childbirth/delivery. Emergency termination of pregnancy occurs not more than fifteen (15) calendar days after the termination of an employee's service, as her right thereto has already accrued.
Such period is not applicable when the employment of the pregnant woman worker has been terminated without just cause, in which case the employer will pay her the full amount equivalent to her salary for one hundred five (105) days for childbirth and sixty (60) days for miscarriage or emergency termination of pregnancy based on her full pay, in addition to the other applicable daily cash maternity benefits that she should have received had her employment not been illegally terminated.
The maternity leave benefits granted under Republic Act No. 11210 and this Rules shall be enjoyed by a female worker in the public sector and in the private sector even if she has a pending administrative case. Faculty members may also avail of maternity leave even during long vacations, i.e., summer and Christmas vacations, in which case, both the maternity leave benefits and the proportional vacation pay (PVP) shall be granted.
Paternity Leave with Pay
Section 22. Paternity Leave (RA 8187 or "Paternity Leave Act of 1996")
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. The paternity leave of seven (7) days shall be non-cumulative and strictly nonconvertible to cash. CSC MC 01 s 2016 provides the said leave shall be availed of not later than sixty (60) days after the date of the child’s delivery
III – Professional Growth and Development
Moreover, the Faculty Manual furnishes further faculty development on top of the minimum required by existing laws.
Faculty & Staff Development Program (FSDP)
FSDP Memo
FSDP Policies and Guideline
FSDP-Policies-and-Guidelines.pdfFSDP Scholars
List of faculty and Staff Scholars.pdfScholarship for Graduate Studies
Professional Memberships
List
OBJECTIVE 2
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 member of the program under examination has the appropriate academic preparation and experience relevant to the program. They are a holder of appropriate degrees. Faculty members exhibit competence as evidenced by their professional license (where applicable), performance evaluation, and scholarly works
The faculty members are encouraged to pursue graduate studies relevant to their specialization to ensure quality instruction delivery. Likewise, the faculty members teaching load assignments are based on their areas of specialization. Moreover, the participation of the faculty in Extension Community Services is based on areas of specialization.
In granting a scholarship, one of the criteria is that the faculty must ta Faculty members are encouraged to attend seminars and training relevant to their area of specialization.
BSFI - CORE
FACULTY MATRIX
BSFI - CORE
FACULTY MATRIX
BSFI - GENERAL EDUCATION FACULTY MATRIX
BSFI FACULTY MATRIX
FISHERIES-FACULTY-PROFILE-2021-2.xlsxOBJECTIVE 3
Objective 3: Bring out personality development to different behavioral dimensions that have significance in organizational and institutional effectiveness.
The institution implements policies to be followed and adhered to by faculty, such as submission of accomplishment report for faculty under the work-from-home scheme, and Daily Time Record for faculty with designation; submission of grades; preparation of instructional materials and syllabus.
Newly hired faculty undergoes orientation to be aware of policies. Moreover, faculty members are sent to attend the Integrity, Transparency, and Accountability in the Public Service (ITAPS) seminar.
Mental, Health and Wellness Break
A continuous weekly activity organized by the Office of the Guidance Services - CHMSC Binalbagan Campus on Tuesday, October 19, 2021. which showcased positive and supportive environment by reducing tension and anxiety in the academic realm.
The program included introduction of relaxation techniques, nutrition and lifestyle, art therapy, and meditation, among others. Please see attached document for details.
wellness program.pdfGeneral Objectives
a. To facilitate holistic development of our clients through bio-psycho-social, emotional and spiritual activities.
b. To establish and strengthen relationships between and among our stakeholders and linkages.
c. To provide an online platform for health (especially mental health) promotion and illness prevention via creative and informative psycho-educational approach.
d. To create positive and supportive environment by reducing tension and anxiety in the workplace and academic realm.
Target Clients
All students, job order personnel, faculty, staff, parents and community/institutional linkages.
Period of Implementation
This special program is slated online every Tuesday at 3:00-4:00 pm as an energy booster for midweek hype of duties and responsibilities around us. It will be launched on AY 2021 and will be facilitated continuously as special program under the Office of Guidance Services.
Orientation on Newly Hired Personnel
NEWLY_HIRED_ORIENTATION.pdf
Seminars on Personality, Leadership and Development
Training on Public Service Values and Leadership
It’s important that the faculty members of the College of fisheries corporate values and leadership development for them to better understand the organization’s core values. Understanding core values can help faculty members make better choices and be more accountable if they know what is considered important to the organization and to the College of Fisheries.
OBJECTIVE 4
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
Training of Teachers on Flexible Mode of Instructional Delivery and Development and Adoption of Open Education Practices for Quality Tertiary Education
The 13th Philippine Shrimp Congress
The 13th Philippine Shrimp Congress
The 13th Philippine Shrimp Congress CERTIFICATES
13th Shrimp Congress Attendee
Imee R. Perante
Kervin B. Mahinay
Andrew D. Ordonio
Aniceto D. Olmedo
Daisy G. Cari-an
Rolando T. Esparagoza
Rosebella L. Malo
Roger Ray S. Manzano
Desiderio E. Omen, Jr
Mary Joy G. Tabayan
Remegia G. Taleon
Eden E. Gallano
The 13th Philippine Shrimp Congress DEPOSIT SLIP
OBJECTIVE 5
Objective 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. Kriska N. Salangsang who was hired on a part-time basis. She is assisted by a licensed nurse Mrs. Geraldine G. Edaño. Dental services are available and managed by a licensed dentist Dr. Carmelo G. Florete.
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.
Location: Room 7 converted into a Medical-Dental Clinic /Next to internet Center
Area: 76 square meters
Capacity: Normal Set-up: 42 patients / Alert level 3 IATF Requirement: 9 patients
Salangsang, Kriska N., MD
School Physician
Geraldine G. Edaño
Campus Nurse
Carmelo G. Florete, DMD
School Dentist
Appointments/Contracts
Contract Dr. Salangsang and Dr. Florete.pdfLicenses
lincense.pdfVarious Medical and Dental Activities
COVID19 VACCINATION 2021 - 1st DOSE
COVID19 VACCINATION 2022 - 2nd DOSE
Facilities
Equipment and supplies
OBJECTIVE 6
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.
Faculty members of the College of Fisheries participating in Commencement Exercises 2022 activities
COMMENCEMENT EXERCISES
Graduation-Committee-2022.pdfFaculty participation during the Recognition Day
Faculty member of College of Fisheries was invited a guest speaker during the recognition day last June 10, 2022 held at Supt. Dionisio C. Guilbert Hall.
Collaboration with UPVs Philippine Genome Center
Last August 18, 2022 a Memorandum of Understanding (MOU) and Memorandum of Academic and Research (MOARC) were signed between the University Of The Philippines Visayas and Carlos Hilado Memorial State University
Page updated
Report abuse