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THE LAYAG LEYTE NORMAL UNIVERSITY (LNU) GAD CODE

THIS CODE SHALL MANIFESTS OUR GOAL TOWARDS ESTABLSHING LEYTE NORMAL UNIVERSITY (LNU) AS GENDER RESPONSIVE AND INCLUSIVE HIGHER 5 EDUCATION INSTITUTION.

CHAPTER I. GENERAL PROVISIONS

The principle of equality between men and women is enshrined in the 1987 Philippine YTE Constitution, to wit; The State recognize the role of women in nation building, and shall ensure the fundamental equality before the law of women and men. (Article II. sec. 14)

The Philippines as a State party to the United Nations (UN) Convention on the Elimination of all Forms of Discrimination Against Women (CEDAW) is obligated to pursue and implement program, projects and activities that will contribute to the achievement of women's empowerment and gender equality.

It is complemented by the Beijing Platform for Action (BPFA) the resulting document of 17 the fourth UN World Conference on Women held in Beijing in 1995 which aimed at "removing all obstacles to women active participation in all spheres in public and private life through a full and equal share in economic, social-cultural, and political decision 20 making at home, in the workplace and in the wider national and international 21 communities"

The Magna Carta of Women (MCW) or Republic Act No. 970 is the local version of the CEDAW. It defined the Commission on Higher Education (CHED) to develop and promote gender-sensitive curriculum; ensures that educational institutions would implement a capacity building program on gender, peace and human rights education for its personnel, promote partnerships among players of the education sector and guarantee that educational institutions provide scholarships program for marginalized women and girls. (MCWIRR, Rule IV sec. 16)

CHED Order # 1, series of 2015, establishing the policies and guidelines on Gender and Development in the Commission on Higher Education Institutions (HEIs) enjoins all concerned to undertake the necessary action to advance the cause of gender and development.

Gender mainstreaming in higher education is essential to national development. Poverty alleviation, as the primordial goal of education, puts SUCS as the central facilitators in the transfer of skills, knowledge, technology and expertise in this era of knowledge-based economy and therefore instrumental in the promotion of gender equality and empowerment.

To set the direction in transforming LNU into a gender-responsive institution, it is 39 imperative to formulate and adopt a Gender and Development Code.

Article 1. Title and Vision

This Code shall be known as the LAYAG Gender and Development (GAD) GAD of the Leyte Normal University (LNU), and shall hereinafter be referred to as the LAYAG LNU GAD Code:

Layag's vision as a responsive gender and development office highlights the layag (sail), a symbol of enduring vision for social transformation: equality, equity, and empowerment. It is signified by the festive colors of the logo's design, suggesting diversity that Indwells the grounds we claim as gender identity and inclusivity at the Leyte Normal University. It symbolizes continuity and the layag's social movement and its ideology. It is an expression of the continuing development of gender traditions and a living journey and experience.

The Waray word 'layag' comes from the Proto-Austronesian (PAN) root 'layaR', which means 'sail' (Blust & Trussel, 2020). In other PAN languages, it means 'banner, or flag. Layag is both a noun and a verb (V). The PAN territory expands from Indonesian archipelago; all of the Philippines, Madagascar, and the island groups of the Central and South Pacific. This expansion was made: possible by the 'layag: The LAYAG GAD Office envisions a route or, a tool in the empowerment of boundaries of identities by making a space of liberating consciousness of gender.

Article 2 Scope, Application and Limitations

The guidelines in this LAYAG LNU GAD Code shall cover and apply to the whole LNU system, including the LNU External Campus in San Isidro, Leyte, in accordance with the mandates, thrusts and authority granted under the University charter R.A. 7910.

Article 3. Declaration of Principles and Policies

LNU adheres to the principles and policies that gender rights are human rights; that, the UNIVERSITY shall ensure the elimination of all manifestations of gender stereotypes, biases and images in all aspects of, campus life; and finally, that it shall promote gender- sensitive language in all forms of communication.

It shall ensure that it will:

1. Protect gender against discrimination;

2. Protect and fulfil rights of gender particularly human rights in all spheres including the rights to substantial equality, and

3. Emphasize gender and sensitivity in the institutionalization of gender policies and standards and awareness guidelines as a way of life for all Normalistas.

Article 4.  Definition of Terms

As defined in this Code, the following terms hall be understood to mean:

a. CSO - Civil Society Organization

b. CES - Community Extension Service/Office

c. FSDP - Faculty and Staff Development Program

d. GAD Budget and Plan - refers to a systematic approach to gender mainstreaming carried out by all government instrumentalities through the: annual development and implementation of programs, activities, and projects, and addressing gender issues and concerns in their respective organizations, sectors and constituencies by utilizing at least 5% of their total budget allocation.

e. GAD Focal Point System (GFPS) - a mechanism created in all government agencies and local government units with the primary function of ensuring the development, implementation and monitoring and evaluation of agency/LGU GAD policies, programs and projects. It also serves as the advisory body on GAD-related matters; leads in assessing the policies, strategies and programs of agencies/LGUs with reference to the priority needs and concerns of women in their area/sector and the performance vis-à-vis GAD-related targets of their agency/LGU; generates statistics on the status of women personnel and clients; and establishes strong linkages and partnerships with NGOS/POS that have integrated gender concerns in their institutions and promote their participation in the development planning cycle

f.  GAS Government Agencies

g. Gender Analysis - a systematic way of analyzing and comparing: a.) the differential perspectives, roles, needs and interests of women and men in a project area or institution; b.) the relations between women and men pertaining to their access to and control over resources, benefits and decision making processes; c.) the potential differential impact of a program or project interventions on women and men, girls and boys; and d.) the social and cultural constraints, opportunities and entry points for reducing gender inequalities and promoting more equal relations between women and men.

h. Gender and Development (GAD) - refers to the development perspective and process that are participatory and empowering. equitable, sustainable, free from violence, respectful human rights, supportive of self-determination and actualization of human potentials. It seeks to achieve gender equality as a fundamental value that should be reflected in development choices; seeks to transform society's social, economic, and political structures and questions the validity of the gender roles ascribed to women and men; contend that women are active agents of the development and not just passive recipients of development assistance; and stresses the need of women to organize themselves and participate in political processes to strengthen in their legal rights.

i.   Gender Discrimination - overt behavior in which people are given different and unfavorable treatment basis of their race, class, sex, and cultural status, any practice, policy or procedure that denies equality of treatment to an individual or group. In the terminology of the United Nations CEDAW, it is any distinction, exclusion or restriction made on the basis of sex, which has the purpose or effect of denying equal exercises or human rights and fundamental freedoms in all fields of human endeavor.

j.   Gender Equality - refers to the principle asserting the equality of women and men and their right to enjoy equal conditions realizing their full human potentials to contribute and benefit from the results of development, and with the State recognizing that all human beings are free and equal in dignity and rights.

k. Gender Equity - refers to the policies, instruments, programs, - services, and actions that address the disadvantaged position of women in society providing preferential treatment and affirmative action. Such temporary special measures aimed at accelerating de facto equality between men and women shall not be considered discriminatory but shall in no way entail as a consequence the maintenance of unequal or separate standards. These measures shall be discontinued when the objectives of equality of opportunity and treatment have been achieved.

l.   Gender Mainstreaming- refers to the strategy for making women's as well as men's concerns and experiences an integral dimension of the design, implementation, monitoring, and evaluation of policies and programs in all political, economic, and societal spheres so that women and men benefit equally, and inequality is not perpetuated. It is the process of assessing the implications to women and men of any planned action, including legislation, policies, or programs in all areas at all levels.

m.   Gender Sensitivity - the ability to recognize gender issues and to recognize women's different perceptions and interests arising from their different social position and gender roles.

n. Gender Stereotyping unexamined images, ideas or beliefs associated with a particular group that have become fixed in a person's mind and are not open to change (e.g., women are perceived as weak, dependent, subordinate, indecisive, emotional and submissive and their roles, functions and abilities are seen to be primarily tied to the home)

o. Gender Subordination - submission, sometimes due to force or violence, or being under the authority of one sex, often resulting in women having no control over available resources and having no personal autonomy."

p. GOS - Government Organization

q. HEIs - Higher Education Institution

r.  IEC - Information Education Campaign

s. IRGP - Income & Resource Generation Program

t.   LAYAG - The Waray word 'layag' comes from the Proto- Austronesian (PAN) root 'layaR', which means 'sail' (Blust & Trussel, 2020). In other PAN languages, it means 'banner, or flag'. Layag is both a noun and a verb (V). The PAN territory expands from Indonesian archipelago, all of the Philippines, Madagascar, and the island groups of the Central and South Pacific. This expansion was made possible by the 'layag'. The LAYAG GAD Office envisions a route or, a tool in the empowerment of boundaries of identities by making a space of liberating consciousness of gender

u. MOA - Memorandum of Agreement

v. NGO - Non-Goverment Organization

w. OBE - Outcome-based Education

x. OJT - On-the-Job Training

y. PAPS - Programs, Activities and Projects

z. Performance-Based Bonus - refers to a top-up bonus given to personnel of bureaus or delivery units in accordance with their contribution to the accomplishment of their departments' overall targets and commitments, subject to the criteria set under Executive order NO. 80, series of 2012

aa. PPMP - Project Procurement Management Plan

bb. PRAISE - Program if Awards & Incentives fir Service - Excellence

cc.  Research Program or Agenda - refers to the key deliverables of an HEI in addressing its tri-focal functions. It sets out research development priorities for the medium to long term, including measures for enhancing networking and clustering of the capacity and resources.

dd. Sex-Disaggregated Data - refers to the data that is collected and presented separately on men and women.

ee. SPMS - Strategic Performance Management System

ff. Violence Against Women and Children (VAWC) - any act of gender-based violence that results physical, sexual or psychological harm or suffering to women and children. Including threats such acts, coercion, or arbitrary deprivation of liberty, whether occurring in public or private life.

gg. Women Empowerment - refers to the provision, availability and accessibility of opportunities, services, and observance of human rights which enable women to actively participate and contribute to the political, economic, social, and cultural development of the nation as well as those which shall provide them equal access to ownership, management, and control of production, and of material and informational resources and benefits in the family, community, and society.

Chapter II. Adoption of International Treaties, National and Local Laws

Article 5. Mandates and Legal Basis

This Code shall adopt all international treaties, national and local laws.

Section 1. International Treaties

LNU shall abide by the agreements entered into by the Philippines in the following:

a. Convention on the Elimination of all Forms of Discrimination Against Women (CEDAW)

b. Beijing Platform for Action (BPFA)

c. Sustainable Development Goals (SDGs) aims to provide gender equality and women's empowerment and develop global partnership for development including a commitment to good governance, development and poverty reduction

Section 2. National Laws

LNU shall anchor all its gender and development following:

 a. 1987 Philippine Constitution policies on the

b. Women in Development and Nation-Building Act of 1992 (RA # 7192)

c. Local Government Code of 1991 (RA # 7160)

d. Magna Carta of Women (RA # 9710)

e. CHED Memo Order # 1, Series of 2015

f. Anti-Sexual Harassment Act of 1995 (RA 7877)

g. Anti-Violence Against Women and Children Act of 2004 (VAWC) (RA 9262)

h. Anti-Child Pornography act of 2009 (RA 9755)

i. Anti-Trafficking in Persons Act of 2003 (RA 9428)

j. Special Protection of Children Against Abuse, Exploitation and Discrimination Act (RA 7610)

k. Anti-Rape Law of 1997 (8353)

l. General Appropriations Act (GAA)

m. Solo Parent Welfare

n. Joint Circular No. 2012-01 PCW NEDA DBM

Section 3. Local News

LNU shall likewise anchor its gender and development policies as well as framework for development and interventions on the following:

a. Sangguniang Panlalawigan - Provincial GAD Code as amended incorporating provision of the Magna Carta of Women

b. Tacloban City Government GAD Code amended incorporating provision of the Magna Carta of Women

c. BOR Resolution No. Approving the Revised Organization Structure of the university where GAD Unit is under the Office of the President.

Chapter III. GAD Focal Areas for Development and Strategies

Article 6. Major Final Output

LNU shall adhere to the current Operational Performance Indicator Framework which focuses on major final outputs in laying down the platform for gender responsive development.

Section 4. Higher Education Services (MFO 1), Coverage

This MFO shall cover student welfare and development, curriculum development, faculty development, and accreditation and quality assurance.

Section 5. Policies on Student Welfare and Development

LNU shall adopt the following policies on basic student services:

A. Student Welfare and Development

This refers to the basic services and programs that are equitable, fair and gender-sensitive necessary to promote well- being students. This includes Admission; Information & Orientation; Guidance and Counseling: Career Development, Student Discipline; Scholarship: Health: Sports & Cultural Development; Grading and Retention Policies; and Student Government and Campus organizations.

1. Admission: Application and Screening

 All student applicants will be equally provided with information on courses offered by the school.

a) No student applicant will be deprived enrollment in courses prevalently dominated by their opposite sex, provided she or he meets the admission requirements of the college.

b) No students shall be deprived of enrollment on the basis of pregnancy outside of the marriage. (Exceptions added/college-OJT and practice teaching for COE and SIAP for CME students)

2. Information and Orientation

Refer to informative activities and materials designed to facilitate knowledge and understanding gender concepts and issues to help students' adjustment to life.

a. There shall be organized, updated and readily available educational, personal, career, and social materials and other forms for the awareness and knowledge of students on gender issues;

b. Bulletin board highlighting GAD basic concepts and issues shall be structured in all the strategic areas in the university

c. GAD Orientation programs shall be held for all students every beginning of the school year.

3. Guidance & Counseling

 A set of services using an integrated approach to the development of well-functioning individuals primarily by helping them to utilize their potentials to the fullest.

a. Student-counselee who seeks assistance should be provided with Guidance counsellor of their preference;

b. Right to privacy and confidentiality shall be respected

4. Career Development

This refers to provisions of assistance of relevant programs pertaining to students' vocational. Occupational and employment concerns.

a. Provide informational materials on Employees' Rights, Anti-Sexual Harassment, Child Protection Program, Teachers Accountability and Employment Opportunities

5. Student Discipline

The school shall have gender sensitive rules and regulations formulated in consultation with the students and faculty and published in a student manual that is accessible and disseminated to students.

6. Scholarships

Refers to funds and financial aid given to deserving students without prejudice and discrimination.

a. Scholarship Office under the Guidance and Counseling Office shall provide and disseminate information on scholarship opportunities to all students.

b. No student shall be denied application and inclusion the screening and selection of scholars by reason of gender orientation.

c. Transparency of results

7. Health

Refers to the provision of primary health care and wellness program to students.

a. Medical Services shall provide information on the following issues:

1. Reproductive health/Fertility Management/Pre-Marital

2. Sex/Early Pregnancy/Abortion and Its Adverse Consequences to Women

3. Other Gender and Development related programs and projects

8. Sports and Cultural Development

Programs designed for physical fitness and cultural awareness for social wellness of students.

a. The school shall provide equal opportunities for training and participation to competitions in sports for both male and female athletes subject to the policies and guidelines indicated in the duly approved Sports manual;

b. There shall be mechanisms to promote equal opportunities of male and female students in cultural events.

c. Facilities such as separate quarters and shower rooms for men and women athletes should be provided by the school.

9. Grading and Retention Policy Refers to the grading and retention policies based on the institutional academic policies of the university and the policies and guidelines stipulated in the student handbook.

a. Teachers should uphold the school's standard criteria for grading student's academic performance regardless of gender to promote academic excellence for the deserving.

b. b Fair and objective rating of students' performance regardless of gender shall be of utmost Importance

10. Student Government (SG) and Campus Organizations (CO)

a. Officers and members of the SG and CO shall uphold gender-fair practices thru implementing activities and programs with inclusion of GAD components

b. The Constitution and By-laws of the student organizations shall provide for and require participation on activities on Gender and Development

c. They shall create a mechanism to coordinate with the school authorities relative to gender and development issues they will encounter.

Section 6. Policies on Curriculum Development

This Code shall recognize the role of LNU in Curriculum and Instruction ensuring that gender equity, equality, sensitivity, and responsiveness are reflected in the following areas:

a. Curriculum Formulation/revision:

1. The Code adopts provisions of Republic Act No. 9710: An Act Providing for Magna Carta of Women, Republic Act No. 7877: An Act Declaring Sexual Harassment Unlawful in the Employment, Education or Training Environment, Republic Act 9262: Anti-Violence Against Women and Children Act of 2004, CHED MEMO Order No. 1, S. 2015 and other related laws and legal issuances in formulating gender sensitive and responsive curriculum.

2. Curriculum formulation and revision shall include participation of gender advocate academic community and gender advocate stakeholders.

3. Integration of gender issues and concerns in the formulation or revision of curriculum shall be considered.

4. Curriculum standards and guidelines shall indicate the use of gender fair language in Curriculum and Instruction

b. Curriculum Implementation

1. Delivery of Instruction shall employ gender-fair language and discourse.

2. Outcome-Based Education (OBE) Course syllabus shall integrate topics of gender issues and concerns to increase awareness and prohibits gender-based violence.

3. Curriculum and Instruction shall emphasize protection of students from discrimination on grounds of gender, sexual orientation, ethnicity, religion, or disability or some other unjust or inequitable reasons.

4. Provide education and coaching to help students improve their skills when responding to gender-based violence.

a. Student Teaching/OJT Policies

1. Memorandum of Agreement (MOA) with cooperating units, agencies and industries shall include gender-fair provisions and commitment.

2. Student teaching and OJT policies shall constitute provisions one ensuring that a well- written and implemented workplace violence prevention and anti-discrimination policies exist in the cooperating units, agencies, and industries before students' placement.

b. Learning Opportunities/Instructional Materials

1. Gender responsiveness on production of Instructional materials shall be employed.

2. Teacher-made instructional materials shall employ gender-fair language.

3. Teacher-made instructional materials shall integrate gender sensitivity, responsiveness, equity, and equality.

4. Learning opportunities shall include student skills development and empowerment in preparation to become gender responsive to the needs of the community especially women.

5. Learning opportunities shall train students to be the instrument in promoting gender equality and empowerment.

6. Provision of accessible library and learning materials which are gender sensitive including non-sexist textbooks.

c. Teaching Strategies

1. Teaching strategies shall include students' skills development and empowerment in preparation to become gender responsive to the needs of the units, agencies, and industries especially women.

2. Teaching strategies shall include social dialogue on sexual harassment and violence against women.

3. Teaching strategies shall include for a on violence against women and children and harassment that undermine the dignity of women and men, negate gender equality, and can have significant implications.

4. Students output such as projects, thesis, project papers and case studies shall include gender components.

5. Teaching strategies shall address the special needs of the students such as self-supporting students, pregnant students, and students with disability.

6. Teaching strategies shall ensure everyone's physical and mental integrity, life, health and safety.

d. Assessment of Academic Performance

1. Assessment on academic performance shall emphasize protection of students from discrimination on grounds such as gender, ideology, sexual orientation, ethnicity, religion, or disability and forms of vulnerability.

2. Application of grading system shall be free from gender biases and shall adopt Section­___, Article___ of the University Code and Student Handbook.

3. Assessment of students' academic performance shall address their special needs.

e. Classroom Management

1. Classroom regulations and management shall adopt Section___, Article___ of the University Code and shall emphasize protection of students from discrimination on grounds such as gender, sexual orientation, ethnicity, religion, or disability.

2. Medium of Instruction shall employ gender-fair language.

f. Monitoring and Evaluation

1. Monitoring and Evaluation shall include assessment of graduates' performance in relation to application of gender responsiveness, equality, equity and sensitivity in their respective families, workplace, community and society. (Tracer Study)

Section 7. Policies on Faculty Development

LNU shall adopt gender responsiveness policies on faculty development. A faculty is a member of the academic personnel engaged in actual teaching, research, extension, and administrative assignment.

a. Qualification

LNU shall strictly adhere to the principles of merit and fitness and gender equality. The selection of employees shall be based on their relative qualifications and competence to perform the duties and responsibilities of the position. There shall be no discrimination in the selection of the employees on account of gender, civil status, disability, religion, ethnicity, or political affiliation.

b. Appointment

Faculty members refer to Permanent faculty and Contractual/Part-time Faculty members. Permanent Faculty members are those with plantilla positions classified as College/University Professor, Professor VI, Professor V, Professor IV, Associate Professor III, Associate Professor II, Associate Professor 1, Assistant Professor II, Assistant Professor I, Instructor III, Instructor II, Instructor I, who has met all the qualification standards established fora particular position by the LNU Board of Regents, the Civil Service Commission (CSC), the National Budget Circular (NBC) 461 guidelines for faculty qualifications by the Department of Budget and Management (DBM), and the Commission on Higher Education (CHED) memorandum of the Program requisites. While Contractual/Part-time Faculty are also expected to undertake assigned tasks and spend time to conduct research, improve and augment productivity, and promote and develop extension services in pursuance of the LNU Vision and Mission and that no person shall be discriminated against or deprived from being appointed to a teaching position be reason of gender orientation.

c. Designation

No faculty member shall be discriminated against or deprived by reason of gender orientation in the designation to any office or position.

d. Faculty Profile

LNU shall consolidate and regularly update a Faculty Profile matrix indicating the faculty members respective academic ranks, education attainment (PhD/EdD; MS/MA; BS degree) specializations, licensure examinations passed; number of years of teaching experience, appointment status and subject assignments.

e. Scholarships

LNU shall encourage its permanent faculty members to pursue relevant local and foreign assisted training/scholarships grant and/or attend seminars, conferences and workshops. Procedure for the application and grant scholarships shall be based on the latest LNU Faculty and Staff Development Program (LNU-FSDP) approved by the LNU Board of Regents and shall be free from gender biases and discrimination.

f. Promotion

Advancement in position of the faculty member shall be by promotion or appointment to an upgraded or reclassified position, usually accompanied by increase in salary and responsibility, in accordance to the guidelines of the NBC 461 of the Department of Budget and Management (DBM), SUC model or LNU Merit promotion Plan, Civil Service Commission (CSC) qualification standards, and approval of the LNU Board of Regents and that no faculty members shall be deprived of promotion by reason of gender orientation.

g. Trainings

To ensure the gender responsiveness of curricular programs, LNU shall include gender mainstreaming strategies in its institutional development plan. All employees and faculty members shall undergo regular and continuing in-service trainings, seminars, conferences, workshops and other related Human Resource Development courses and to include among others: training on gender analysis of gender biases in curricular design, gender related topics into various disciplines; and training in the development of the gender-responsiveness student performance monitoring guidelines and tools.

h. Achievements

LNU shall summarize the achievements/professional competence among of faculty along instruction, research, extension, production, consultancy, expert services, publication, creative and scholarly works. The giving of awards and recognition for the faculty achievements shall be included in the Annual LNU Dayaw Awards Ceremony and Incentives for Service Excellence (PRAISE)

LNU may also nominate these exemplary faculty members to other awards/recognition/programs instituted by the Honors and Awards Program (HAP) of the National Government through the Civil Service Commission (CSC). The university shall award individuals and unit who demonstrate exemplary performance on gender responsiveness activities and programs in fitting ceremony.

i. Related Activities

LNU shall actively participate in GAD related conferences, conventions, meetings fora organized by scientific and professional organizations to ensure access to new information and analytical tools related to the enhancement of its faculty.

LNU recognizes the indispensable role of the faculty, being the most organic in the institution, shall promote their physical well-being. On this premise and in accordance with the right and engagement to health of a Filipino, and Gender Advocacy, LNU shall provide health and wellness program to the members of the faculty.

Section 8. Research and Development Services (MFO 2). Policies and Coverage

In the realization of relevant and responsive research and development, the RDE of the university aims at generating. adapting, and transferring or applying new knowledge and technologies for improving productivity and livelihood, promoting peace, empowering women, protecting the environment, reducing disaster devastation and alleviating poverty. Appropriate to this mission, the Research Agenda of the university shall conduct gender related researches addressing issues in relation to the aforementioned concerns.

In the identification and design of projects and programs, the project proponents and evaluators are required to consider the ten core elements of gender-responsive ness project or program:

a. Participation of gender in the identification of the development problem;

b. Institutionalization of GAD database particularly in the collection and use of sex-disaggregated data and gender statistics in all research activities;

c. Conduct of gender analysis to identify the gender issues that the proposed project must address;

d. Goals, objectives, outcomes and outputs that include GAD statements that will address the gender issues in (3);

e. Activities that respond to the identified gender issues, including constraints to women's participation;

f.   Conduct of gender analysis of the planned project to anticipate gender related issues arising from the implementation if the designed project:

g. Monitoring indicators and targets which include the reduction of gender gaps or improvement of women's participation;

h. Project monitoring and evaluation system that includes sex-disaggregated database;

i.   Resources and budgets for the activities in (5); and

j.   Planned coordination with PCW or the agency's GAD plans

With the strong green campus advocacy and equity among faculty and staff of the present LNU leadership, the GAD Focal System in coordination with the Research and Development Office envisions itself in taking the lead in the so-called green and gender-sensitive research and development in the region. With this vision in mind, the RDO shall focus on the following green, GAD-sensitive research priority agenda:

a. Green Technology Applied solution to sustainability challenges such as alternative sources of energy, energy-saving or energy efficient equipment, pollution controls, recycling technology through the waste management program, etc.

1. Energy

a. Bio-fuels

b. Renewable energy

c. Energy conservation

2. Environment

a. Water environmental management (sensors, parameters i.e., salinity)

b. Climate change

c. Disaster management-preparedness and mitigation

d. Other priority areas (pollution, waste management, developing efficient and cost-effective technologies for prevention and management of environmental pollution, green rating protocol)

3. Industry

a. Food (Food biotech Program, application of new Micro-based technologies, development of biotech-derived food ingredients)

b. Functional food development and diversification; food program (product security)

c. Natural products program (process development of organic/natural ingredients, value adding, packaging, and labelling)

d. ICT (programs, software, language development (FOSS))

4. Materials (Science and Nanotechnology)

a. Organic/Natural Food

Innovation Innovative ways to add value to food crops or food products that will help alleviate poverty in the countryside and promote sustainable agriculture.

b. Natural Resource Management

Research and development geared towards the protection and rehabilitation of natural resources (e.g., coastal and forest resources) and their sustainable management.

c. Green Curriculum

Research geared towards enhancing the curriculum that will result to greater awareness and knowledge of ecological problems and issues and developing of values and attitudes that promote sustainability. This will involve creation and refinement of teaching tools that serve to cultivate and strengthen sustainable world- views and behaviors among young people.

LNU embraces a green concept that promotes harmony, peace, good governance, and accountability. Therefore, it shall strengthen its research program to include the following:

a. Gender research in GAD planning and budgeting

b. Women studies in various disciplines

c. Gender research on social issues

d. Gender in power and decision-making

e. Career tracking of women

f.   Emerging gender issues such as but not limited to sexual orientation and gender identities

The committee involved in the in-house reviews for proposal and completed researchers shall include the following:

a. Director for Research and Development Office

b. Vice-president of Research and Extension

c. Director of Community Extension Services

d. GAD Focal Person/Representative

e. Technical working group on publication

Section 9. Technical Advisory and Extension Services (MFO 3), Policies and Coverage

The Community Extension Services Office (CESO) of the University shall conduct gender related activities addressing issues. in the relation to education, livelihood, health status and social protection of the less fortunate communities to attain an improved quality of life. In pursuit of development that is gender-responsive, empowering, people-centered, just and sustainable, the CESO of LNU shall embody the principles gender and development. As such, women's empowerment and gender equality shall be twin goals in all their development efforts.

To attain these goals, the CESO of the university shall:

a. Mainstream gender and development in their respective plans, programs, projects, services and activities to address gender issues;

b. Integrate gender in planning process and plans through the conduct of gender analysis using sex- aggregated data, including gender in project management and design, and ensuring women's participation in the processes, such as through consultations;

c. Utilize their GAD budget for the gender mainstreaming undertakings.

d. Ensure that women and men equally contribute to and benefit from all their programs, projects, and services by integrating the gender perspectives in all the development cycle processes

e. Institute affirmative actions for women as a critical necessary strategy to enhance the participation of women, especially the marginalized.

f.   Monitor and evaluate the gender-responsiveness of programs and projects,

g. Eliminate gender biases in all their polices, system and procedures. and maintain these to be non- discriminatory and non-sexist, and

h. Develop and strengthen mechanism for oversight, technical support, consultation and coordination on GAD .

Section 10. Gender-Responsive Extension Programs

LNU shall endeavor to carry out gender-responsive extension programs, such as but not limited to:

a. Technology transfer

b. Livelihood programs with financial literacy

c. Technical assistance (provision of consultancy services, mentoring, counselling by the experts)

d. Advocacy (dissemination of information through seminars, meetings, symposia, and distribution of information materials to promote gender and development concerns)

e. Linkages (establishments of partnerships and networking with GOS, NGOs, GAS, CSO and other related organizations at the local and international level for projects related to GAD)

Section 11. Extension Partners and Beneficiaries

Extension partners or beneficiaries shall include the communities identified through profiling, consultations, and focus group discussions conducted by the university extensionists.

Section 12. Extension Program Monitoring and impact Evaluation Scheme

The GAD Focal Point System (GFPS) shall make an assessment on the progress of the project and program implementation as well as the challenges and gaps encountered along the process. To ensure proper monitoring and evaluation of programs and projects of CESO, the following scheme shall be adopted:

a. Regular and periodic monitoring activities during and after project of implementation shall be undertaken;

b. Impact evaluation shall be conducted at least three or six months after each project implementation or depending upon the nature of the PAPS;

c. Participative and consultative processes are to be employed in the monitoring and evaluation activity that is, involving not only the implementing office, but also the key women and men affected or benefited by the project,

d. Adopt and employ the GAD monitoring indicators and evaluation checklists stated om the Harmonized Gender and Development Guidelines (HGDG) of the National Economic and Development Authority (NEDA), Philippine Commission on Women (PCW) and Official Development Assistance Gender and Development Network (ODA-GAD); and

e. The GFPS of the University shall prepare the annual consolidated GAD report of the Extension and Community Services, including, but not limited to the project's success. good practices and important lessons on GAD and women empowerment, and submit the same to CHED and PCW

Section 13. Production/Income Generating Programs/Projects

The LNU Income and Resource Generation Program (IRGP) commits to engage in sustainable lucrative economic enterprise in the fields of education business, industry, arts and science and technology. The objectives of IRGP is to implement viable income Generating Projects (IGPs) through maximum utilization of university personnel and students' expertise and other resources of the college and to provide opportunities for faculty, staff, and students to earn additional income.

The operation of all IRGPs of LNU shall be guided by the following guidelines as embodied in the Income and Resource Generation Manual and shall harmonize with the Gender and Development Policies:

a. Income and resource generation program shall augment the academic and administrative cost, complement and enhance instruction, research and extension programs of the University.

b. Income and resource generation program should actively involve students a regardless of gender to enrich their entrepreneurial skills at the same time earning while they learn.

c. The operation of income and resource generation program shall conform to the policies of the LNU Code, LNU Green and Gender and Development Program, and to the rules and accounting procedures of the OBM and COA.

d. In line with research and extension projects, the University shall endeavor to incorporate gender fair commitment policies in the Memorandum of Agreement entered into with external entities and other local government units or concerned agencies.

Section14 Administrative Management and Good Governance, Policies & Coverage

This code shall recognize the role of top-level management in ensuring that gender and development initiatives are reflected in the following areas of administration:

a. Fiscal Management

This code adopts the provisions of CMO No. 20, series of 2011, insofar as utilization of resources is concerned.

Likewise, strategies in GAD mainstreaming and attribution shall be adopted in compliance with the mandate for all government agencies to provide for least 5% of the total budget to be provided for GAD activities, programs and projects.

The manner by which GAD budget provision shall be made includes but not limited to:

1. Providing operational budget far GFPS activities;

2. Providing capital outlay budget for GFPS direct use, such as equipment, infrastructure facility, or IT infrastructure and database management center, and

3. Identification of programs, activities, and/or projects which shall be evaluated in accordance with the provisions of the Harmonized Gender and Development Guidelines

b. Human Resource Management

1. Merit and Fitness Human resource management policies shall provide for standard qualifications which promote merit and fitness, regardless of gender.

2. Equal Access to Job Opportunity Provisions embodied in the CSC Program (PRIME- HRM) shall be deemed adopted and observed in formulating policies on screening and evaluation, hiring processes

3. Equal Access to Professional Development Policies governing faculty development is set forth in Section 7 of this Code. Polices governing development program of non-teaching personnel shall be governed by Civil Service laws, rules and regulation.

Policies governing development programs of non- permanent personnel shall be governed by internal policies of College which are not contrary to existing laws, rules and regulations issued by COA or DBM or some other concerned agencies.

c. Physical Facilities Management

Provision for PWDS, senior citizen, pregnant women, child friendly IT intelligent building which is Green compliant to the minimum until we can afford the maximum CR.

The Unit shall provide adequate space for breast feeding and nursing women members of the workforce.

Auxiliary services such as gym, dormitories, AVR, LNU and Guest House that offered rental to the community should be gender sensitive and environmental compliant

d. Supply and Property Management

LNU adheres to the policy of gender sensitive supply and property management policies and procedure. Supply and Property Management involves acquisition, utilization, and disposition of property of the University. Acquisition pertains to procurement, donation, barter, or confiscation of property. tangible or intangible, movable or immovable. Utilization pertains to receipt and delivery, storing and safekeeping, issuance and inventory of property, tangible or intangible. movable or immovable.

Disposition pertains to disposal of unserviceable property of the university subject to rules and regulators prescribed by the Commission on Audit (COA) Procurement refers to the acquisition of goods and services, infrastructure projects, and consulting services chargeable against the GAD budget shall strictly adhere to the Government Procurement Reform Act or Republic Act 9184.

Proper disposal of unserviceable property (Such as fluorescent lamp/BP apparatus, batteries and other hazardous tools and equipment).

BAC Secretariat and technical working group along with the Supply Office and End-users should be equipped with tools in gender analysis.

LNU shall endeavor to conduct orientation to all end-users 10 enable them to integrate or incorporate Gender and Development sensitivity in their procurement planning more particularly in the preparation of the Project Procurement Management Plan (PPMP)

The University shall endeavor to acquire and procure goods that are gender-fair and environment friendly which is in accordance with Green LNU requirements. For infrastructure projects, it shall incorporate green architectural concepts and designs that will minimize the cost of water and electrical energy consumption and maximize the use of natural sources of energy and eventually will lead to environment preservation The workforce in the Property and Supply Unit shall demonstrate utmost respect to the reproductive health of women-members in the performance of assigned tasks.

e. Maintenance and Security Services

Security concerns: frisk. search, inspection, procedures in apprehending women offenders.

Chapter IV. Gender and Development Mainstreaming and Organization

Article 7. GAD Mainstreaming

LNU shall adopt the strategies outlined in EO 273 of 1995 on Plan for Gender-Responsive Development (PPGD)-1995 to 2015 and Sec 36 Republic Act No. 9710 of 2009, otherwise known as Magna Carta of Women (MCW), which specifically identifies gender mainstreaming as a strategy for implementation.

Section 15. Level of GAD Mainstreaming

LNU shall endeavor to accomplish all levels of GAD mainstreaming to ensure that all areas of institutional operations are gender-responsive Levels of GAD mainstreaming are hereby adopted as a means of establishing gender-responsive indicators for the evaluation of LNU 'accomplishment as follows:

a. Foundation Formation

LNU shall ensure that top level management give full support to the activities of the GFPS in its efforts to undertake a continuous campaign for awareness raising which shall be done at least 2 times within an academic year, especially for new entrants (freshmen or transferees).

Inclusions of GAD activities in the academic calendar shall be ensured pursuant to Section 5, Article 6. Chapter III. Gender-related campaigns shall include periodic orientation on relevant laws, rules and regulations.

1. Installation of GAD Enabling Mechanisms.

LNU shall ensure that enabling mechanisms are put in place for the effective implementation of the GAD Code and its implementing rules and regulations. Likewise, continuity of the GAD vision, mission, goals and long-term strategies shall be integrated into the BOT-approved annual strategic plans and programs of the University.

2. GAD Integration with Major Final Outputs, Production and Administration

LNU shall integrate gender efforts in MFO 1, MFO 2, MFO 3, Production and Administration, to produce inclusive development or desired impact on women and men in the institution as well as other government agencies and private entities or organizations, which with the University seeks linkage, pursuant to the provisions of Sec. 14 Chapter III herein. Likewise, gender-responsive accomplishments shall be included in the preparation of OPCR and IPCR, in accordance with the Strategic Performance Management System (SPMS) prescribed by the Civil Service Commission (CSC).

3. Commitment Enhancement and Institutionalization

LNU shall ensure continuous monitoring, evaluation and reporting of improvements, best practices, or innovations in gender mainstreaming efforts. Likewise, the University shall ensure that GAD is incorporated in all aspects of its operations by continuously identifying gender issues in all PAPS and developing strategies to address to address these issues.

4. Replication and Innovation of GAD PAPS

The University shall ensure that the institutionalized GAD initiatives are replicated in the whole LNU system, in the administration of its various instructional, research, extension, production and administrative activities or projects. It shall endeavor to extend GAD initiatives to identified beneficiaries of programs geared towards poverty alleviation, alone or in collaboration with other government agencies or local government units or private organizations or selected industry allied with instruction, with whom linkages have been established or is sought to be established.

Article 8. Creation, Organizational Structure and Strengthening of the GAD Focal Point System.

Pursuant to the PCW Guidelines creating the GFPS, the University shall provide for the dynamic growth and continuous strengthening of the GAD organization

Section 16. Composition of the GAD Focal Point System

Pursuant to the PCW Guidelines the GFPS shall be composed of the following:

a. Agency Head-University President

b. GAD Focal Point-LAYAG GAD Director

c. Executive Committee composed of the VPS: VP for Academic Services (VPAS), VP for Administrative Finance (VPAF), VP for Research and Extension (VPRE), VP for Students Development and Auxiliary Services (VPSDAS), Deans, Directors; CAOS, Planning Officer

d. Technical Working Group/ Secretariat composed of the Chief of Finance Officer, HRMO, Budget Officer, Head, Guidance and Counselling Services, Faculty President and SSC President

DR. EVELYN B. AGUIRRE

University President

Chairperson, GAD Focal Point System

Section 17. GAD Organizational Structure

The University shall establish and disseminate to the LNU Community, the GAD organizational structure, duties and functions and available services, to enable the them to address their concerns to the appropriate officer

Section 18. Capability-Building and Strengthening of the GAD Focal Point System

LNU shall pursue continuous efforts at the capability-building of potential GFPS designees as well as faculty and staff who may be working closely with gender-responsive PAPS. LNU shall also ensure that incumbent GFPS designees undergo continuing educational program and updating through attendance to webinars, workshops, and trainings.

Article 9. GFPS Duties and Responsibilities

The GAD Focal Point System is an interacting and interdependent group of people in all government instrumentalities tasked to catalyze and accelerate gender mainstreaming. It is a mechanism established to ensure and advocate for, guide, coordinate and monitor the development, implementation, review and updating of their GAD plans and GAD related-programs, activities and projects.

a. The GFPS Chairperson or Head of Agency shall:

1. Issue policies or other directives that support GAD mainstreaming in the policies, plans, programs, projects and activities, budget systems and procedures of the agency including the creation, strengthening. modification or reconstruction of the GFPS and

2. Approve the GAD Plan, Program and Budget of the agency as duly endorsed by the Executive Committee, with the assistance of the Technical Working Group and ensure its implementation.

b. The Executive Committee Shall:

1. Provide direction and give policy advice to the Agency Head to support and strengthen the GFPS and agency's GAD mainstreaming activity:

2. Direct the identification of GAD strategies, programs, projects and activities based on the result of the gender audit, gender analysis and according to the identified priorities of the agency in response to the gender issues faced by its clients and employees.

3. Ensure the timely submission of the GAD Plan and Budget, Accomplishment Report and other GAD-related reports to the PCW and to the DBM

4. Ensure the effective and efficient implementation of the agency GAD programs, activities and projects and the judicious utilization of the GAD Budget:

5. Build and strengthen the partnership of the agency with PCW, GAD experts, advocates, women's groups and other stakeholders in pursuit of gender mainstreaming

6. Recommend approval of agency GAD Plans and Budgets and GAD ARS; and

7. Recommend awards or recognition to outstanding institutional GAD programs, activities and projects and/or GAD FP members

c. The Technical Working Group (TWG) or Secretariat shall:

1. Facilitate the gender mainstreaming efforts of the agency through the GAD planning and budgeting process.

2. Formulate agency GAD Plans, Programs and Budget in response to the gender gaps and issues faced by their clients and constituencies, women and men employees, following the conduct of a gender audit, gender analysis, and of review of the sex disaggregated data.

3. Assist in the capacity development of and provide technical assistance to the agency, and as needed, to officers in the other offices or units. In this regard the TWG shall work with the Human Resource Management Office (HRMO) on the development and implementation of an appropriate capacity development program on gender equality and women' empowerment for its employees and as requested or deemed necessary, for other offices under the Department or agency as the case maybe.

4. Coordinate with the various units of the university including its external campus and ensure their meaningful participation in GAD strategic and annual planning exercises. The TWG of the GFPS of LNU shall coordinate with the GFPS of the San Isidro External Campus especially on the preparation, consolidation and submission of GAD Plans and Budgets.

5. Lead the conduct of advocacy activities and the development of IEC materials to ensure critical support of agency officials, staff and relevant stakeholders to the activities of the GAD Focal point System and GAD mainstreaming activities

6. Monitor the implementation of GAD-related programs, activities and projects in their respective offices and suggest corrective measures to improve implementation of GAD PAPS and GFPS activities;

7. Prepare and consolidate agency GAD accomplishment reports and

8. Provide regular updates and recommendations to head of the agency or ExeCom on the activities of the GFPS and the progress of agency GAD mainstreaming activities based on the feedback and reports of the various units of the agency.

Section 19. Planning and Budgeting and submission of GAD Plans and Budgets

The GFPS shall prepare and submit Annual GAD Pian and Budget and render accomplishment report on its implementation

Essential elements in GAD Planning and Budgeting (GAD PB) The University shall comply with the requirement of providing at least 5% of the total budget to be allocated or attributed as GAD Budget. Such Budget is not a provision over and above the regular budget, but is accounted for as a direct budget allocation or by attribution (See Sec on GAD Attribution)

Calendar of Activities for GAD Planning, Budgeting and Reporting

The LNU GFPS shall observe the follower calendar of activities in GAD planning, budgeting and reporting:

October-November (of the preceding Year)

Prepare GAD Plans and Programs for the Succeeding Year by providing the required information and data in the GAD Plan and Budget form (PCW-NEDA-DBM Joint Circular No. 2012-01):

·       Gender Issues and/or GAD Mandate (GAD Agenda)

·       Cause of the Gender Issue

·       GAD objective/ GAD Result Statement

·       Relevant PPAs integrated with guides

·       Perspective University Client focused or origin focused

·       GAD Activity (to address gender issues)

·       Performance Indicator and Target

·       GAD Budget-Line-item Budgeting-PS/MODE/CO

·       Source of Budget

·       Responsible Client/Office

December (of the Preceding Year)

BOR Approval of Succeeding Year Budget Proposal GAD Plan approved together with PRE for STF (based on approved projection) and MDS (Initial Proposal based on CY Budget)

Succeeding Year/ Current Year (CY)/ Budget Year

January-February (Current Year)

GAD Accomplishment Report (GAD AR of the Preceding Year)

Submission of GAD AR by Campus

Consolidation of Reports for CHMSC

Submit GADD AR PY and Budget for CY

Preparation of Program of Implementation of GAD Plans and Programs Jan-Dec (CY)

Prepare Calendar of Program of Activities from March to May

March-May (Current Year)

Finalize GAD proposals to implement PAPS for the ensuring Academic Year June to December based on the CY GAD Plan and Budget (GAD Calendar should be strictly matched with CY Academic Calendar) Implement Calendar of Program of Activities for March to May

June-December (Current Year)

Implement CY GAD Plan for the period June to December

October to November (Current Year)

Prepare GAD Plans and Programs for the Succeeding Year by providing the required information and data in the GAD Plan and Budget Form (PCW-NEDA-DBM Joint Circular No. 2012-01)

December

BOR Approval of Succeeding Year Budget Proposal

GAD Plan Approved together with PRE for STF and MDS

Section 20. GAD Attribution and Internal Gender Audit Team

LNU shall constitute a GAD internal Audit team who will be tasked to determine gender-responsiveness of all PAPs of the respective Colleges. The amount of budget utilized by the College in carrying out its basic functions and implementing its infrastructure projects shall be subject to evaluation by the duly constituted GAD internal audit team on the basis of the provisions of the Harmonized Gender and Development Guidelines (HGDG) to determine the extent of budget utilized that may be attributed to GAD accomplishment.

IRR

Reference: Harmonized GAD Guidelines

                                     i.          Score Card Implementation and Monitoring

                                     i.          Reference Harmonized GAD Guidelines

                                    ii.          Checklist Evaluation

      i. Reference Harmonized GAD Guidelines

     ii. Checklist

Section 21. Implementation and Monitoring of GAD PAPS

LNU shall adopt the checklists and score cards prescribed in the HGDG. As a primary element of GAD implementation monitoring and evaluation schemes (GAD M & E) shall be institutionalized by establishing and maintaining a GAD data base which must be sex disaggregated to facilitate analysis to determine gender equality and empowerment indicators, participative decision making and policy formulation indicators and access to opportunities indicators.

Section 22. GAD Plan and Budget

The LNU GFPS shall accomplish the form prescribed with the following columns:

a. GAD Mandate/Gender issue

b. Cause of the Gender Issue

c. GAD Result Statement/GAD objective

d. Relevant Agency MFO/PAP

e. GAD Activity

f. Output performance Indicator and Target

g. GAD Budget

h. Source of Budget

i. Responsible Unit / Office

Section 23. Proposal for a GAD-specific Activity

The proposal for a GAD activity shall be prepared in a formal prescribed by the University. It shall be clearly and specifically laid out in such a manner that will be facilitate budgeting. It shall also be specifically capable of being determined as either client or organization focused, or both.

Section 24. Accomplishment Reporting

The LNU GFPS shall accomplish the form prescribed for reporting of GAD Accomplishments with the following columns:

a. GAD Mandate / Gender Issue

b. Cause of the Gender Issue

c. GAD Result Statement / GAD Objective

d. Relevant Agency MFO/PAP

e. GAD Activity

f.   Output Performance Indicator and Target

g. Actual Result (Outputs/Outcomes)

h. Total Agency Approved Budget

i.   Actual Cost Expenditure

j.   Variance/Remarks

Section 25. Client-focused GAD activities

Activities that seek to address the gender issues of the agency's clients or contribute in responding to the gender issues of the sector. The LNU GFPS shall set a periodic review of the LNU Strategic Plan Implementation and set a consultative conference with the students in accordance with the premise set in the paragraph.

Section 26. Organization-focused activities, on the other hand, may seek to:

a) create the organizational environment for implementing gender- responsive policies, programs and projects:

b) address the gap in knowledge, skills and attitudes of key personnel on gender mainstreaming and

c) address the gender issues of employees in the workplace, subject to the mandate of the organization (PCW-NEDA-DBM Joint Circular No. 2012-01)

Pursuant to this provision, the GFPS shall establish a GAD Information Management System that will facilitate assessment as to what extent has the organization addressed gender issues in formulation gender-responsive policies, programs and projects

Section 27. GAD attributed PAPS

These are activities which has been assessed as gender responsive, The GFPS shall abide by the provisions of the HGDG in assessment activities to properly implement the organization-perspective self-rating, which shall be validated by accredited PCW Consultants.

Article 10. Recognizing and Awarding Gender Efforts

Section 28. Recognition of Indiviual GAD efforts and intiatives specific project implemented by any faculty or staff be recognized as exemplary accomplishment. The determination of performance assessment shall be in accordance with the standards set forth in the PRAISE IRR.

Section 29. Campus Reward for GAD Efforts and initiatives, the campus who will be judged as Most Gender-Responsive Campus shall be awarded by the grant of additional GAD budget to be made as a direct allocation for the purpose. The amount shall not be less than P 1,000,000.00.

Credit to the bureau or service delivery units for gender-responsive budget utilization shall be based on percentage (%) of utilization of budget allocation as well as other factors of gender-sensitive PAPS. Section 30. Implementation and Monitoring of GAD PAPS and Agency.

 Tools for Project Identification Monitoring and Evaluation - In identifying appropriate projects, the Problem Tree Analysis shall be utilized as a method of identifying root causes and effective solutions. In monitoring performance and assessing the effectiveness of interventions and strategies, the university shall make use a method of evaluating progress of a specific program or project. In addition, a performance evaluation log frame or matrix with reference to the elements identified in the HGDG.

Chapter V. Compliance with Laws and Issuances on Women Empowerment

Article 11. Anti-Violence against Women and Children (VAWC)

LNU adheres to the policies and principles of R.A. 8292 and adopts the provisions thereof by incorporation in this Code and in any subsequent rules and regulations that may be formulated by the university.

Article 12. Anti-Sexual Harassment

LNU adheres to the policies and principles of R.A. 7477 and adopts the provisions thereof by incorporation in this Code and in any subsequent rules and regulations that may be formulated by the university.

Chapter VI. Final Provisions

Article 13. Implementing Rules and Regulations

Through an Executive Order, and Executive Committee composed of the of the VPs, Deans, Directors and CADS shall promulgate the rules and regulations necessary to carry out the provisions of this GAD Code A consultative body on technical working group composed of personnel with specific concerns, disciplines and field of specialization shall be appointed and convened periodically throughout the formulation of the Implementing Rules and Regulations. Women and men members of accredited student organizations may also be invited in the process of drafting the IRR of this Code

Article 14. Feedback, Review and Revision.

Article 15. Repealing Clause

As BOR resolutions internal memoranda internal rules and regulations inconsistent with the provisions of this Code are hereby repealed or modified accordingly.

Article 16. Separability Clause

If for any reason any section or provision of this Code is declared unconstitutional or invalid, the other sections or provisions hereof which are not affected thereby shall continue to be in full force and effect.

Article 17. Effectivity

This Code shall take effect immediately after publication and university consultation with stakeholders and upon approval of the Board of Regents.