Core Faculty

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.

There were fifteen (15) faculty members in the Bachelor of Science in Office Administration program (BSOA), eight (8) were permanent/regular status, four (4) of them were PhD/doctorate degree holders, four (4) are continuing their PhD/doctorate degree. Seven (7) of them were part-time faculty members specializing in their respective fields, one (1) was a Certified Public Accountants (CPA), and six (6) MBA holders.

Well Defined Objectives

In the pursuit of excellence in the delivery of services to its clientele, CHMSU aims to achieve the following:

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).

2. Strategically associate the field of specialization of each faculty member with the competencies as required by the CHMSC’s mission and vision.

3. Bring about personality development on different behavioral dimensions that have significance in organizational and institutional effectiveness.

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.

5. Support and uphold the health, safety, and well-being of all concerned.

6. Construct a healthy working climate that encourages collaboration, teamwork, cooperation, and empowerment of the faculty members and other team members of the institution.

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.

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. 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.

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.

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.

Scholarships

Professional Memberships

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.

Orientation on Newly Hired Personnel

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.

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.

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.

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.

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.

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.

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, 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

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.

Community Extension Activities

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

Grants

Best Practices

PSOA-Events Management

CHMSCYANIHAN

Waste Management

Fellowship

ISO Certification and ISO INTERNAL Auditor Training

Provision of Laptop and WiFi

December 10-12, 2018

Capacity-Building Seminar of GAD Ambassadors and Ambassadresses

November 25, 2019

Initial MOA signing in collaboration with Women and Children Protection Desk (BCPO)

September 25, 2019

College-wide HIV/AIDS Awareness Campaign

Appraisal of Faculty Attendance (Notice of Service Rendered)