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FACULTY DEVELOPMENT
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RECRUITMENT, HIRING PROCEDURE, & ORIENTATION
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.
BULLETIN OF VACANCIES
hiring_CHMSC_HR.pdfExcerpts from the Faculty Manual, Article III, Section 3, Page 11. ⤵
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 in any teaching position shall be 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.
SAMPLE APPOINTMENT
ALABADO1.pdfExcerpts from the Faculty Manual, Article III, Section 4, Page 14-15. ⤵
PROMOTION & 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 PROMOTED FACULTY
RESULT OF NBC 461 CYCLE 7A EVALUATION
NBC 461.pdfExcerpts from the Faculty Manual, Article III, Section 5, Page 18-19. ⤵
FACULTY 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 BSIT. 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. ⤵
PROGRAM TEACHING LOAD
F26-Program-Teaching-Load_2ndSEM2021-2022_NEWUPDATED.xlsx - SUMMARY OF TEACHING LOAD.pdfIntellectual 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 ⤵
villanueva_UM.pdfEXTENSION
The faculty-extensionist may enjoy incentives such as the Grant of Equivalent Teaching Units (ETU) and Service Credits.
Those faculty who are granted deloading 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 extensionist 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.
C.O.M.P.U.T.E.R. (COMMUNITY PRODUCTIVITY THROUGH UTILIZATION OF TECHNOLOGY AND END ENHANCEMENT OF RESOURCES) EXTENSION PROGRAM
Excerpts from the Faculty Manual, Article VI, Section 15, Page 37-39. ⤵
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.
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.
INSTRUCTIONAL MATERIALS
MODULES.pdfPUBLISHED BOOKS
PUBLISHED BOOKS.pdfExcerpts from the Faculty Manual, Article VI, Section 16, Page 39-40. ⤵
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.
(Excerpt from Faculty Manual, page 40)
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 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).
(Excerpt from Faculty Manual, page 41-44)
LEAVE BENEFITS.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.
(Excerpt from Faculty Manual, page 44-45)
MATERNITY LEAVE BENEFITS.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.
(Excerpt from Faculty Manual, page 45)
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 46)
Awards and 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.
(Excerpt from Faculty Manual, page 45)
Special Leave Benefits for Women (RA 9710: Magna Carta 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.
(Excerpt from Faculty Manual, page 46)
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 61-62)
PROFESSIONAL CHAIR AWARD1.pdfPrivileges and Incentives
Privileges and Incentives include Basic Incentives and Faculty and Staff Development Program (FSDP), In-breeding Policy, Tuition Fee Waiver, Sabbatical Leave, and External Funded Scholarships.(Excerpt from Faculty Manual, page 46-47)
PRIVILEGES AND INCENTIVE.pdfFACULTY MANUAL
Faculty-Manual-Updated-04-6-2021-1 (1).pdfPage updated
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