BS in Business Administration

(Faculty Development)

Curriculum & Instruction

Extension & Community Services

Faculty Development

Library

Compliance Report

Contents

FACULTY PROFILE

WELL-DEFINED OBJECTIVES

ADEQUATE AND RELEVANT PROJECTS

SYSTEMATIC AND EFFECTIVE PROCEDURES

REASONABLE BUDGET

PROVISION OF MATERIALS AND OTHER RESOURCES

PARTICIPATION FACULTY IN MAJOR PROJECTS/ACTIVITIES

AWARDS, ACHIEVEMENTS, GRANTS, AND BEST PRACTICES

THE FACULTY MANUAL

FACULTY PROFILE

Core Faculty

ALBELA, CONRAD, PhD

Associate Professor I

Behavioral Finance

Applied Economics

BALLADARES, JOENA, MBA

Associate Professor III

Basic Microeconomics

Entrepreneurial Management

BALLADOS, MA. TERESA , PhD

Associate Professor V

Financial Analysis and Reporting

BERBANO, JAIME, PhD

Instructor I

Operations Management,

Entrepreneurial Behavior

GALLO, ANN CHARYL, PhD

Instructor I

Financial Management

Capital Market

JO, ROBERT JOSEPH, PhD

Assistant Professor IV

International Business

JONOTA, MARILOU, MBA

Instructor I

Basic Feasibility Study

Marketing Management

PISUENA, JAY JAY, PhD

Associate Professor II

Basic Feasibility Study

Marketing Management

QUEZON, MARISSA,PhD

Associate Professor IV

Economic Development

Faculty Profile Matrix

!BSBA Faculty Profile Graph (1st Sem 2018 - 1st Sem 2020).pdf

WELL-DEFINED OBJECTIVES

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 Business Administration (BSBA) comprises 20 highly qualified faculty members teaching the core and professional courses and General Education courses. The 13 faculty members are handling the core and professional courses, while seven are teaching the general education courses. Among the thirteen core and professional faculty members, ten are certified doctorate holders. Meanwhile, three general education teachers are certified doctorate holders, while the four faculty are master degree holders. In addition, most of the BSBA program faculty members are Licensed Professional Teachers holders.

BS Business Administration Faculty Matrix.docx

Well Defined Objectives

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

Objective 1: Structured intervention that can be utilized for faculty members’ performance development holistically.

To enhance faculty members’ performance development holistically, CHMSU designed and implemented the following programs or interventions:

I. Rights

RA 4670 otherwise known as the Magna Carta for Public School Teachers provides for the tenure of office, remuneration, academic freedom, health measures and injury benefits, leave and retirement benefits, and tax reliefs among others.

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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.

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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, 14^th-month pay / mid-year bonus -1-month basic salary, 13^th-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) - p2,000 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

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Performance Based

Bonus

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Monetization of Leave Credits

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Study

Leave

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Vacation Leave

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Sick Leave

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Maternity Leave with Pay

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Paternity Leave with Pay

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III – Professional Growth and Development

CHMSU establishes 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, workshops, etc.

Moreover, the Faculty Manual furnishes further faculty development on top of the minimum required by existing laws.

Scholarships

FSDP Manual and CMO 27 S 2017

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Scholarship for Graduate Studies

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Attachment A. List of Approved Scholars

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FSDP

Memorandum

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FSDP List A

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FSDP List B

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FSDP List C

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FSDP List D

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Professional Memberships

List of Professional Membership

LIST OF professional membership.pdf

Certificates of Membership

Certificates of Membership.pdf

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.

BS Business Administration Faculty Matrix

BSBA-Core & General Ed Faculty.pdf

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

Various Activities

Mental Health Break Memo

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Health and Wellness Break

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Mental Health Webinar

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Personality Development

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Orientation on Newly Hired Personnel

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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

Travel Orders

Certificates of Trainings and Seminars.pdf

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Trainings and Seminars.pdf

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Travel Order.pdf

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Objective 5: Support and uphold concerning health, safety, and well-being.

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. Iriane Jade Tabianan who was hired on a part-time basis. She is assisted by a licensed nurse Mr. Precious Canieso. Dental services are available and managed by a licensed dentist Dr. Jed Ariel Legislador.

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.

Licenses

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Various Medical and Dental Activities

Medical and Dental Services.pdf

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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

Photo-faculty-paticipation.pdf

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SYSTEMATIC AND EFFECTIVE PROCEDURES

A. Recruitment, Hiring Procedure, and 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.

Hiring.pdf

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 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.

Appointment.pdf

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.

Promotion and Advancement.pdf

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D. Faculty Adequacy and 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.

Faculty Adequacy

and Loading

Faculty Adequacy and Loading.pdf

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BS Business Administration

Core and GenEd Faculty

BSBA-Core & General Ed Faculty.pdf

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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.

Faculty Manual

IPO Section

Faculty Manual IPO Section.pdf

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Methods of Neutralizing Taste of Calamansi-C

PROCESS-FOR-PRODUCING-HEALTH-DRINK-FORMULATION.pdf

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Process for Producing Health Drink Formulation

METHOD-OF-NEUTRALIZING-BITTER-TASTE-OF-CALAMANSI-C.pdf

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F. Extension

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.

Extension.pdf

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G. 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.

Production.pdf

H. Benefits, privileges and incentives, and 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.

GSIS Benefits.pdf

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Pag-ibig Benefits

Pag-ibig Benefits and privileges are granted to faculty members under the faculty membership in the Pag-ibig Fund.

Pag-ibig Benefits.pdf

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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).

Leave Benefits in General.pdf

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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.

Maternity Leave.pdf

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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.

Paternity Leave.pdf

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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.

Paternity and Parental Leave.pdf

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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.

Special Leave.pdf

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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) 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.

Award and Recognition.pdf

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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.

Professional Chair.pdf

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REASONABLE BUDGET

The CHMSU demands and emphasizes competencies of faculty that necessitated the enhancement of their qualifications. The hard work and perseverance of the faculty members for the enhancement of their qualifications, and for the participation in extension and research are compensated accordingly.

The sources of funds for the University are the General Appropriations Act better known as GAA and the tuition and miscellaneous fees known as STF. With the Free Higher Education Act, collection fees shifted from students to UNIFAST.

For Fiduciary and other fees, budget allocation is done by the end users and is based on past expenditure patterns. Other major activities which are calendared like Seniors AIM High program, RIPPLES (leadership training camp), Job fair, graduation ceremony, training and development, enrolment, intramurals, sports, and cultural fests, and enhancement programs for 4th year prospective board takers are also financed. The Fortune Towne campus is the first campus to have one major infrastructure project: the ICT and Library building and was also the first to have major renovations due to the effective method of prioritizing based on actual ocular inspection of a composite team from the Administration headed by Finance as this is the primordial objective in utilizing the institution’s income.

Budget Allocation & Expense

Budget Allocation & Expense.pdf

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Consolidated Report

Consolidated.pdf

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Fund Allocation and Expenses

Fund Allocation and Expenses.pdf

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The total fund allocation for the College of Business Management & Accountancy in the areas of Faculty Development and Instruction from 2018 to 2020 is as follows. The allocation is earmarked for scholarship grants, thesis and dissertation aid, stipend, faculty training, development, and upgrading. As for instruction it helped finance the review and production of modules, support to Advanced Higher Education Services, and instructional services. ICT facilities in support of curricular program delivery, support for Accountancy students, and curriculum development.

PROVISION OF MATERIALS AND OTHER RESOURCES

To create effective faculty development programs, it is imperative to get the faculty members’ perspectives on what is actually needed in terms of materials and resources.

Resources provided are local wifi connectivity, computer laboratory, simulation room, classroom, audio visual room, covered court, conference room, research and extension office, faculty room/chairpersons’ office/consultation room, faculty lounge, medical and dental clinic, computer and printer.

Materials provided are laptops and pocket WIFI for individual faculty member, provision of load for pocket WIFI.

Various Resources and Materials

Computer Labs, Classrooms, Conference Room

Computer Lab Classroom Conference Room.pdf

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Lounge, AVR

Chairpersons Library

Lounge AVR Chairpersons Library.pdf

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Laptops and

Others

Laptops Others.pdf

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Provision of Laptop and pocket Wi-Fi

Provission of Laptop and pocket wifi.pdf

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ICT Office

ict office.pdf

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Fortune Towne Library

Fortune Towne Library.pdf

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Computer Lab, Gym, AVR

computer lab-Gym-AVR-ETC.docx.pdf

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PARTICIPATION FACULTY IN MAJOR PROJECTS/ACTIVITIES

A strong connection between faculty, staff, students, CHMSU and its community creates a positive working climate as demonstrated by participation in school activities and governance, as well as the inclusion of the community at large into the university activities by the faculty.

Research Output

Research Activities.pdf

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Cultural and Sports Events

Cultural and Sports Activities.pdf

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Mass Celebrations

Mass Celebrations.pdf

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Araw

ng Lahi

Araw ng Lahi.pdf

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Cooperative and Faculty Association

Cooperative and Faculty Association.pdf

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Extension and

Community Services

Extension and Community Services.pdf

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Research

Research - Fortune Towne Campus.docx

Research Presentations

Research Utilization merged.pdf

Research Incentives

Research Incentives.pdf

AWARDS, ACHIEVEMENTS, GRANTS, AND BEST PRACTICES

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.

Awards of Distinction, and Achievement