AREA 2 PPP

The Revised Implementing Guidelines for Annex 2 of QCE of the NBC No. 461 (Professors), Signed by PASUC President Dr. Eldigario D. Gonzales and CHED Chairman Dr. Carlito S. Puno (2006) are as follows:

General Guidelines

A. In addition to the common criteria for evaluation (CCE), promotion to higher rank and sub-rank of Professor shall be subject to the QCE of Professor.

B. Continuous improvement toward excellence shall include well-defined and well-executed approach(es) aimed at enhancing the value of college/university education to the clientele the SU/C pledges to serve. The improvement must be in all four (4) functional areas of the SU/C, namely: instruction, research, extension, and production.

C. For those seeking promotion to the Professor rank, the QCE shall be in two (2) functional areas chosen by the candidate prior to any assessment year.  (Instruction plus research as mandatory function).

a. The research, extension, and production components of the QCE shall be mandatory to full-fledged professors at 50% benchmark.

II.   Specific Guidelines

A. In each of the self-selected functional areas, the candidates’ qualitative contribution shall be assessed based on clientele satisfaction, leadership, partnership development, and community responsibility. The weight applicable to the different ranks are as follows:

N.B.: For placement or entry performance for the last five years shall be considered, while for promotion, only the performance during the period of evaluation shall be considered.

B. A common evaluation instrument is prepared by a joint committee of CHED and PASUC. The evaluation is done by the ratee’s client, by the direct supervisor, by the stakeholders in the completed projects, and by his internal and external communities.

C. Each area of assessment has a number of criteria and allotted a total of 25 points. The total raw point for the assessment area is 100, the raw points garnered in each of the four assessment areas is multiplied by the corresponding weight.

D. In rating using the criteria, the scale of 1 to 5 is used, with 5 as the highest.

E. The faculty should be evaluated regularly at the end of every academic school year and the average rating is obtained for the particular CCE implementation.

F. The total weighted points (maximum being 100) shall have the equivalent points corresponding to the sub-ranks under Full Professor ranks as follows:

Present CHED Memo of the Program re-requisites of faculty in the program.

Policies Standards and Guidelines for Bachelor Science in Agriculture

          (CMO No. 04, Series of 2008)

ARTICLE VII GENERAL REQUIREMENT

Section 8 - Program Administration.

The minimum qualifications of the head of the unit that implements the degree program are the following:

a. Dean of the unit/college. The dean of a unit/college must be at least a doctorate degree holder in any of the disciplines for which the unit/college offers a program; and a holder of a valid certificate of registration and professional license, where applicable.

b. Chair of the unit/department. The chair of the department must be at least master's degree holder in the discipline for which the unit/department offers a program or a master's degree holder in an allied program identified in the policies and standards; and a holder of a valid certificate of registration and professional license, where applicable.

Section 9- Faculty

a. General Requirements

1. As a rule, a master's degree in the discipline or its equivalent is required for teaching in the tertiary level. Further, he/she should be a holder of a valid certificate of registration and professional license, where applicable.

2. A college offering a BSA program should have at least sixteen (16) full-time permanent faculty members. It should have a minimum of two (2) instructors in each of the following fields: crop science, crop protection, soil science, animal science, agricultural engineering, agricultural economics, agricultural extension and communication and food science.

3. For HEls which will opt for specialization, a minimum of 75% of the faculty must have at least a Masters degree in the discipline or its equivalent. All other HEIs without specialization must have a minimum of 50% of the faculty with at least a Masters degree in the discipline or its equivalent.

b. Qualification of faculty

Faculty teaching in a BSA program must have an appropriate master's degree in agriculture or any of the allied fields mentioned in Section 4.

Full time faculty members

The institution shall maintain 50% of the faculty membus teaching in the BSA program as full time

d. Teaching Load

Teaching load requirements for the BSA program shall be as follows 1. A faculty should not be assigned more than four (4) different

courses/subjects within a semester 2. A faculty may be assigned an overload 3 In no instance should the teaching load of the faculty exceed

18 units per semester 4. Teaching hours per day should not exceed 6 hours

e Faculty Development

The institution must have a system of staff development it should encourage the faculty to

1 Pursue graduate studies

2. Attend seminars, symposia and conferences for continuing education 

3. Undertake research activities and to publish their research output 

4. Give lectures and present papers in national/international conferences, symposia and seminars

f. The institution must provide opportunities and incentives such as

1. Tuition subsidy for graduate studies

2. Study leave with pay

3. Deloading to finish a thesis or carry out research activities 

4 Travel grants for academic development activities such as special skills training and attendance in national/ international conferences symposia and seminars

5. Awards and recognition

Section 10-Library

a. Policy

Libraries service the instructional and research needs of the staff and students making it one of the most important service units within an HEI. It is for this reason that libraries should be given special attention by HEI administrators by maintaining it with a wide and up-to-date collection, qualified staff, and communications and connectivity portals

2.  IMPLEMENTATION

Consolidated Faculty Profile Matrix involved in the Program indicating their respective academic ranks, educational attainment (PhD/EdD; MS/MA; BS degree) specializations, licensure examinations passed; years of teaching experience, appointment status and subject assignments.

2023 PSU Faculty and Staff Conference

August 16-18, 2023

The PSU Narra Campus has a program regarding with the orientation/re-orientation of the new and old faculty before classes start every semester. The said orientation/re-orientation is led by the director and chairpersons and selected faculty members.  PSU Occidental also held a Mentoring program for faculty which is set to be a regular practice in the cluster.

The topics included in the program are as follows:

a. University Academic Policies

b. PDS, Faculty Workload and Form A

c. Faculty Performance Rating and Evaluation

d. Classroom Observation

e. Table of Specification & Preparation of Exams

f. Vision Mission Goals Objectives

g. Curriculum Map 

h. Syllabi

i. Electronic Class Record and Report of Ratings

j. Revisiting Work Accomplishment Report

k. University and Campus Activities

Mentoring the Mentors Program

PSU Narra

Participated by the Newly Hired Faculty and Part Time Instructors

October 20, 2020 at the PSU Narra Campus

Recognition of Top Performing Faculty during the  

Online Mentoring the Mentors Program 2021

PSU Narra

3. OUTCOMES

Present the Comparative Assessment utilized by the Faculty Selection and Promotion Board to draw the Ranking List and endorsed to the BOR/BOT where the most qualified faculty are recommended/selected for approval.

FACULTY SELECTION BOARD

Palawan State University shall create a “Faculty Selection Board” herein referred to as the FSB. This body shall assist the University President in selecting applicants or candidates for recommendation to the governing board, who shall confirm the appointment of faculty members to such positions/ranks.

The members of the FSB of the Palawan State University who will conduct an interview are the following:

a. The VP for Academic Affairs as chairperson;

b. Director for Personnel and Administration as Vice-Chairperson;

c. The Dean/Director of the college/unit where the vacancy exist;

d. The HRM officer as the FSB Secretary, who shall continuously make an inventory of all vacant positions and coordinate with the Department Chairman/Head in determining qualified insiders who may be considered for appointment. He/She shall keep records of the proceedings of the FSB and maintain all records or documents, keeping them in readiness for inspection and audit by the CSC;

e. The President of the Faculty Association/Union or the authorized representative;

f. A ranking faculty member chosen by the University President;

g. Chairman of the department to which the appointee will be assigned;

h. A ranking professor whose specialization is in line with the nature of the teaching position to be filled and who shall be chosen by the head of the college/department requiring such expertise.

APPLICATION AND SELECTION PROCEDURES FOR PLANTILLA POSITIONS

a. After HRMO had posted all available plantilla faculty positions in prominent areas in the University, interested parties must write an application letter to the Dean of the College. Attached to the application letter are the credentials and other documents in support and addition to the applicant’s basic qualification. The documents include but not limited to the following:

a. Transcript of Records (with Special Order)

b. Record of employment

c. Personal data Sheet

d. Seminars and Trainings attended

b. The dean shall convene the College NBC Evaluation committee within 15 working days to assess and evaluate the documents of the applicants. The committee chair shall submit the results of evaluation within 15 working days to the dean’s office and provide a copy of evaluation to the applicant.

c. The college dean shall submit the evaluated applicants to the HRM Office. The HRMO shall then administer tests to further evaluate the applicant’s other traits and characteristics. The HRMO officer shall then request the FSB to convene for possible filling-up of vacant faculty position in the particular college within 15 working days after the administration of the tests.

d. The FSB will convene within 15 days and submit the results of the evaluation duly signed by the members within 10 working days to the Office of the University President for approval or further actions.

APPLICATION AND SELECTION PROCEDURES FOR NON-PLANTILLA (PART-TIME) FACULTY POSITIONS

a. All application letters shall be submitted to the Office of the University President. Application letters viewed to be appropriate shall be forwarded to the HRMO for consolidation and categorizing according to the fields of specialization. The HRMOP shall list down candidates aspiring for the vacant position, both from within or outside PSU.

b. Deans who have need for additional faculty members shall submit their requests for additional personnel to the Office of the University President for approval. This letter of request, if possible should include the job description and job specification of the position. Once approve, it shall be forwarded to the HRMO and HRMO will provide them with applicants whose specialization, skills and other qualifications meet their needs.

c. The deans and department heads shall conduct the preliminary screening procedure to reduce the number of applicants and submit the names back to the HRMO for second stage of evaluation which will involve written exams such as IQ, skills and language ability tests. All applicants who pass the written exam shall be required to undergo the final screening procedures to be conducted by the University Faculty Selection Board.

APPLICATION AND SELCTION PROCEDURES FOR PROMOTIONS IN FACULTY POSITION

a. The HRMO shall inform the deans of colleges of all vacancies in their respective colleges.

b. The dean shall request the filling up of vacancy in his/her college from the Office of the University President.

c. Upon approval of the said request, the HRMO or a duly authorized representative of the PSU upon approval of the President/Governing Board shall cause the publication and posting of all vacant positions or ranks to be filled.

d. The FSB shall evaluate the candidates’ credentials or documents submitted to it by the HRMO or its duly authorized representative and submit a comprehensive evaluation report of candidates screened for promotion to the President/Governing Board accordingly, informing the candidates of the results of the evaluation through the HRMO.

e. All promotional appointments, including the upgrading/reclassification of positions/ranks, shall be posted in conspicuous places throughout the SUC to enables aggrieved parties to file their protest within 15 days from the date of notice promotion/upgrading/reclassification.

THE SELECTION PROCESS

a. The  FSB shall make its activities and decisions as transparent as possible.

b. The HRMO shall notify all applicants of the outcome of the preliminary evaluation.

c. The HRMO shall submit the selection line-up to the FSB for its deliberation en 

banc.

d. The FSB shall make a systematic assessment of the competence and qualifications of candidates for appointment to the corresponding level or positions evaluate and deliberate en banc the qualification of those listed in the selection line-up.

j. The FSB shall submit a comprehensive evaluation report of all the candidates screened for appointment so that the appointing authority will be guided in choosing the one who can efficiently perform the duties and responsibilities of the position to be filled. This evaluation report should not only specify whether the candidates meet the qualification standards of the position but should also include observations and comments on the candidates’ competence and other qualifications that are important  in the performance of the duties and responsibilities of the position to be filled. Likewise, information about the candidate’s preference of assignment should be mentioned in the report. The evaluation report should specify the top five ranking candidates whose over-all point scores are comparatively at par based on the comparative assessment in terms of performance, education and training, experience and outstanding accomplishments, and other relevant criteria.

k. The governing board or the PSU President, as the case may be, shall assess the merits of the FSB’s evaluation report of candidates screened for appointment and in the exercise of sound discretion, select, in so far as practicable, from among the top five ranking candidates deemed most qualified for appointment to the vacant position. The top ranking candidates, however, should be limited to those whose overall point scores are comparatively at par based on the comparatives assessment. To determine candidates who are comparatively at par, the FSB shall set reasonable differences or gaps between point scores of candidates for appointment.

l. The governing board or the PSU President, as the cause may be, shall issue the appointment in accordance with the provisions of the PSU’s Merit Selection Plan as approved by the governing board, and submitted to the CSC for its approval.

m. The HRMO shall post a notice announcing the appointment of an employee in 3 conspicuous places in PSU a day after the issuance of the appointment for at least 15 days. The date of posting should be indicated in the notice.

n. For upgrading of rank, the criteria and procedures for evaluation provided in the National Budget Circular pertaining to compensation and position classification plan for faculty position in SUCs shall be followed.

4. BEST PRACTICES

The PSU-Narra Campus observes the university’s recruitment and selection process. Applicants who presented the best qualifications and demonstrated skills during the hiring process are taken in to render services to the university. 

The university personnel are provided with an annual university faculty and staff conference where they take part to be updated and informed of the primary concerns and targets of the institution. 

PSU Narra provides its employees with an orientation/re-orientation program to ensure their readiness to serve in every school year.

PARAMETER C – Faculty Adequacy and Loading

1. SYSTEM-INPUTS AND PROCESSES

Present the BOR/BOT Approved Policies/Guidelines on Faculty Workload including institutional policies on Equivalent Teaching Load (ETL).

Excerpts from PSU Code

CHAPTER 3: FACULTY WORKING HOURS AND LOAD

ART. 176. FULL-TIME FACULTY WORKING HOURS. Full-time faculty members shall devote forty hours a week in academic pursuits that include any or all of the functions. Thirty six (36) hours a week (18lecture units/hours x2) shall be devoted to teaching and other teaching-related activities and four (4) hours of extra- or co-curricular activities (advising, coaching, accreditation activities) officially assigned to the faculty.

Faculty workload for full-time faculty members with administrative designation: 

1. Full-time faculty members who are designated to administrative positions shall carry regular workloads as follows:

1.1 Vice Presidents shall render forty (40) hours per week of administrative function;

 1.2 Deans shall render 31-34 hours a week of actual administrative function and three (3) hours of actual undergraduate/graduate teaching; 

1.3 College secretaries shall render 22 hours a week of actual administrative function and 6-9 hours of actual undergraduate/graduate teaching;

1.4 The Department Chairpersons shall render 16-22 hours a week of actual administrative function and 9-12 hours of actual undergraduate/graduate teaching.

1.5 The University-level directors shall render 22-28 hours of actual administrative function and 6-8 hours of actual undergraduate/graduate teaching.

1.6 The CCRD campus directors shall render 22-28 hours of administrative function and 6-8 hours of actual undergraduate teaching.

1.7 College-level coordinators shall render equivalent 13-16 hours of actual administrative function and at least 12 hours of undergraduate teaching or 9 hours of graduate teaching.

1.8 Faculty members designated to other administrative positions or given administrative assignments will have a corresponding reduction in teaching load as determined by his/her college Dean and approved by the Vice President for Academic Affairs.  

2. The actual administrative hours that may be required will depend on the unit’s number of students and faculty members under supervision.

Faculty members are required to submit the workload indicating the distribution on their weekly forty-hour workload for approval within thirty (30) days after the first day of classes.

3. Teaching assignments are prepared by the Department Chair (or equivalent person) in consultation with the faculty member concerned and in accordance with the existing policies on teaching assignments and loads. In cases of non-agreement between the faculty and the Department Chair, the Dean shall mediate and renders a decision, which shall prevail.  The tentative load should be given at least one (1) week before the beginning of the semester to afford the faculty members time for preparation.  Loads are deemed final upon approval of the Dean.  In cases of non-agreement between the Department Chair and the Dean, the Vice President for Academic Affairs (or equivalent administrator) mediates and renders a decision, which shall prevail.

4. The full-time teaching faculty members shall not have more than an equivalent of six (6) lecture hours per week as extra load except in special cases where prior approval of the Dean and the VPAA shall be secured. 

5 Faculty members with administrative designation shall be allowed not more than three (3) hours per week of extra load except in special cases where prior approval of the Vice President for Academic Affairs shall be secured.

6. The load of faculty members who teach laboratory subjects, and other similar subjects will be based on two (2) hours for every one (1) unit of laboratory credit except for major subjects in engineering, hospitality management, and other technical courses, which shall be three (3) hours for every one (1) unit of laboratory credit.  However, for purposes of computing workload the equivalent work hours for laboratory-related subjects is 0.75 lecture hour for every one (1) hour of laboratory class.  

The load of faculty members who handle RLE in the BS Nursing and Graduate Midwife programs will be based on 2 hours for every one unit of RLE credit.  However, for purposes of computing workload, the equivalent work hours for RLE is one (1) lecture hour.

The load of faculty members who teach one class of OJT/Practicum/Student Teaching/Industry Immersion/Field Practice is considered equivalent to a minimum three-unit lecture class. For every 3-unit OJT load (equivalent to at most 300 hours for each student) assigned to a faculty, the teacher shall render a total of 72 hours per semester or an average of 4 hours per week to monitor and supervise OJT/Practicum students.  In cases where the total number of OJT hours is more than 300, the credit load to an assigned faculty is 6 units’ lecture class or 144 hours per semester.    

7. The teaching load of full-time faculty members may be reduced by the Vice President for Academic Affairs upon the recommendation of the Dean and in consultation with the Department Chairperson for special projects that are Ad Hoc in nature. 

8. To give faculty members more time for class preparations and for research and study, load assignments shall be limited to three (3) preparations.  Any load in excess of three (3) class preparations requires consultation between the Department Chair and the faculty member concerned and subject to the approval of the Dean.  

8.1 As a general rule, assigning of an additional preparation in excess of three (3) preparations is discouraged.  In case a fourth preparation cannot be avoided, the following criteria will apply:

8.1.1   The faculty member has taught at least three (3) of the four (4) subjects in the regular load in the previous semesters;

8.1.2   The additional class preparation is related to the faculty member’s field of specialization;

8.1.3    A three-unit lecture class will be given a 4-unit lecture credit in the faculty workload.   

9. Outside activities of the University faculty that require prior authorization from the University President upon recommendation of the Vice President for Academic Affairs as endorsed by the Dean of the College concerned. 

9.1 Such activities include:

9.1.1 limited practice of profession (including teaching under a consortium program or in universities with which the Palawan State University has a memorandum of agreement for faculty exchange);

9.1.2 ownership and/or management of a private enterprise, if discipline-related; 

9.1.3   outside consultancy;

3.9.1.4 special detail to government or to non-governmental institutions (educational and non-educational) with which the University has a memorandum of agreement; and

  9.1.5 research and other projects under the auspices of other government or non-government institutions and agencies.

 9.1.6 conducting review classes outside the University for programs where review classes are also conducted by the University.

   9.2. Teaching in another institution is not allowed unless with official permission from the University President.

   9.3. Violation by any faculty of any of the above provisions shall be subject to disciplinary action according to the rules of the University.

9.4. Outside consultancy, secondment, and special detail to government agencies and government-owned and controlled corporations including off-campus research shall form part of the regular workload subject to approval based on the following:

9.4.1 The faculty member retains the regular teaching load, and provides the required number of student consultation hours.

9.4.2 The activities shall not exceed ten (10) hours of the regular work schedule of forty (40) hours required of all full-time academic faculty members.

9.4.3 The activities are not contrary to the interest of the University.

9.4.4 The faculty member shall not carry any overload.

  9.4.5 Services of faculty members on secondment shall be covered by a separate Memorandum of Understanding/Agreement

10. Graduate studies undertaken by regular full-time faculty.

Reduction in working hours for graduate studies for regular full-time faculty shall be equivalent to the number of units enrolled in provided the reduction does not exceed six (6) hours or an equivalent of two (2) three (3) unit subjects. Faculty members writing their thesis/dissertation shall be granted a reduction in workload based on the provision on faculty development.

Anyone carrying a graduate study load of six (6) units or more will not be allowed to do consultancy or carry an overload.

11.   Credit for Graduate Teaching and School of Law

Regular graduate courses are given 3 times credit provided the number of students meets the minimum class size of 5. If the minimum class size is not met, the graduate course shall be considered a special class.

11.1 A special class is paid for directly by the students to the University based on the salary rate of the faculty handling the subject.

11.2 Payment of overload and special class in the graduate school shall be based on the actual contact hours.

Assignment of graduate courses shall be subject to rules existing in the different colleges.

ART. 177. Faculty Workload. – Full time faculty members shall devote forty hours a week in academic pursuits that include any or all of the fourfold functions. Thirty six (36) hours a week (18 lecture units/hours x2) shall be devoted to teaching and other teaching-related activities and four (4) hours of ectra- or co-curricular activities (advising, coaching, accreditation services) officially assigned to the faculty.

ART.  178.  CREDIT FOR NON-TEACHING ACTIVITIES – The normal teaching load requirements may be partially satisfied by research, creative writing or other productive scholarship, extension service, or by administrative works; 

Provided, further, that the total maximum credit for aforementioned non-teaching activities shall not exceed six (6) units, unless otherwise authorized by the President.

   ART.  179.   ASSIGNMENT OF CREDIT. – The Dean may recommend the assignment of credit for non-teaching activities, subject to the approval of the Executive Vice President for credit of up to six (6) units, and of the President for credit greater than six (6) units. 

   ART. 180.  SERVICE CREDITS/HONORARIUM FOR OVERLOAD TEACHING. – Faculty members teaching in excess of their regular load shall be entitled to additional compensation in the form of service credits and/or honoraria, subject to availability of funds and provided that such overloads should not exceed six (6) units of course credits.

   ART. 181.  SERVICE CREDITS/HONORARIUM FOR NON-TEACHING ACTIVITIES.  Faculty members may receive service credits and/or honoraria for research, creative work, or extension in accordance with pertinent rules, regulations and policy.

Consolidate the Program’s Faculty Workload/ETL according to their academic ranks in the last 6 Academic Terms.

2. IMPLEMENTATION

The Program’s Faculty Workload system including the administrative and other quasi assignments with equivalent teaching-load (ETL) and its process of equitable and fair distribution of workload along the following;

• • adherence to the provisions of the approved policies/guidelines on Faculty Workload;

The Faculty Loading is done in accordance with the established policies and guidelines as provided in the Faculty Manual and the Policies, Standards and Guidelines for the BS Entrepreneurship per CHED Memorandum Order No. 18 series of 2017.

The Department Chairperson prepares the schedule in coordination with the concerned faculty members. The number of preparation is limited to a maximum of four except in some uncontrollable circumstances. In cases that a certain faculty is given more than four preparations, a close meeting with that concerned faculty is undertaken and an agreement must be arrived before the load is given to that faculty.

It is also made sure that a faculty member must be given a minimum of 40 hours equivalent hours per week as provided in PSU Code. It is also made sure that no faculty is given more than 6 hours of continuous teaching.

In cases where faculty member was not available, loads were given to qualified faculty members as additional/extra load. 

• • compatibility of specializations/experience on teaching assignments; and

Courses were assigned to the faculty members considering their specialization and/or working or business experience.

Faculty assigned to handle incubation courses are those with business experience or are currently managing or owner of business. This is in compliance with the Policies, Standards and Guidelines of BS Entrepreneurship per CMO No. 18 s. 2017.

Faculty handling accounting courses are Certified Public Accountants while those handling business law courses are lawyers. Taxation courses are assigned to either CPA or a lawyer. This is also in compliance with PSG of BS Entrepreneurship.

• substitution/remedial policies (whenever a faculty is on leave/on or on official business)

Whenever a faculty member is on leave, on official business or official time to other places, arrangements were made for someone to take over the class whenever possible. In case no faculty is available, schedule is adjusted to avoid class interruptions.

Faculty members are also required to conduct remedial classes in case the arrangements mentioned above is not feasible.

Describe other issues/concerns on Faculty Workload System and its implementation (if any).

Faculty loading is done considering the provisions of the PSU Code and the Program Standards and Guidelines for BSE(CMO 18 s.  2017)

3. OUTCOMES

Congruence of faculty loading with compliance of faculty to all academic policies such as timely submission of required academic reports.

A good majority of PSU Narra CCRD faculty members submit their required reports such as Report of Ratings, Class Records, Class Cards, Final Examinations, Revised Syllabi and Semestral Report on time. 

Faculty members implement their respective syllabus religiously. Updates whenever necessary are incorporated in every syllabus to ensure that it reflects the latest trend/development in the field.

Faculty loading considers specialization and years of teaching such helps faculty members master their courses, do extensive research on the subject and come up with good course plans for better facilitation of learning.

4. BEST PRACTICES

1. Course handled by instructors are in line with their specialization.

2. Most faculty members handle the same set of courses every academic period, thus mastering the course content.

3. The number of hours, preparations, and class size have been assigned to faculty members in accordance with the BSA (CMO 18 s. 2017) and university system.

PARAMETER D – Rank and Tenure

1. SYSTEM-INPUTS AND PROCESSES

Present the BOR/BOT/CSC Approved Policies/Guidelines

a. Merit Selection and Promotion Plan for Faculty (MSPP)

       Please see exhibit.

b. Strategic Performance Management System (SPMS) for Faculty

  Please see exhibit.

Present copy of the Institution’s recent NBC 461 – QCE Print Out

Present copy of the Institution’s recent NBC 461 – QCE Results

NBC 8th Cycle Result - Palawan State University

(Please see exhibit for complete list of results.)

Present copy of approved Supplemental Plantilla for the implementation of NBC 461

Present copy of RA 8291 – GSIS Retirement Law

2. IMPLEMENTATION

Describe the Institution’s process of promotion, separation and retirement.

CHAPTER 7. PROCEDURES FOR PROMOTION

ART. 221. Promotions of faculty members are generally based on the results of the NBC 461 evaluation except in circumstances when the University President exercises his/her prerogative to grant merit promotions.

ART. 222. For promotions outside NBC 461, the Dean of the College in consultation with the Department Chair reviews the performance of the faculty member being considered for promotion.

Based on the review, the Dean recommends the faculty member for promotion after ascertaining that the candidate has satisfied the minimum residency required. 

In cases where the Dean does not recommend a faculty member for promotion, he/she may nominate himself/herself by writing to the Vice President for Academic Affairs. 

It is generally the VPAA as the immediate superior who recommends the Dean for promotion.

The Dean prepares the list of the recommended for promotion.  Recommendations should be submitted to the Faculty Promotion Board. 

PROMOTION TO VACANT PLANTILLA POSITION

E. PROCEDURES FOR PROMOTION

1. Promotions of faculty members are generally based on the results of the NBC 461 evaluation except in circumstances when the University President exercises his/her prerogative to grant merit promotions.

2. For promotions outside NBC 461, the Dean of the College in consultation with the Department Chair reviews the performance of the faculty member being considered for promotion.

Based on the review, the Dean recommends the faculty member for promotion after ascertaining that the candidate has satisfied the minimum residency required. 

In cases where the Dean does not recommend a faculty member for promotion, he/she may nominate himself/herself by writing to the Vice President for Academic Affairs. 

It is generally the VPAA as the immediate superior who recommends the Dean for promotion.

The Dean prepares the list of the recommendees for promotion.  Recommendations should be submitted to the Faculty Promotion Board. 

3. Upon receiving the recommendation, the VPAA as head of the Faculty   Promotion Board-Faculty shall convene the Board.

4. The members of the Faculty Selection Board shall be given reasonable time to study the recommendations and supporting documents.

5. No candidate for promotion may sit on his/her own deliberating Board.  His/her place will be taken over by a duly designated representative. 

6. The Board may invite the candidate to appear prior to its deliberation on the recommendation.

7. Decisions of the Board are generally by consensus.  However, in cases where the Board is divided, voting by secret balloting is prescribed.

8. The presiding officer of the Personnel Selection Board-Faculty prepares the decision sheet in accordance with the recommendation of the Board.

9. The recommendation is submitted to the University President for his/her approval.  The President, through the HRMO informs the faculty member concerned of the decision in writing. 

10. Composition of the Personnel Selection Board-Faculty 

Vice President for Academic Affairs, as presiding officer

Deans of the Colleges 

Faculty Union President or his/her representative

HRMO

11. Functions of the Personnel Selection Board-Faculty 

11.1 Evaluate the documents of the candidate for promotion based on the criteria stipulated for the rank concerned.

11.2 Whenever necessary, interview the candidate for promotion.

11.3 Deliberate on the merits of the recommendation made by the Dean

11.4 Recommend the candidate for promotion to the rank

SEPARATION

I. RESIGNATION OF FACULTY MEMBERS

A full time faculty member who decides to sever relations with the University on his/her own accord must give the administration prior notice of at least one (1) month before the effectivity of his/her resignation.   

The concerned faculty should secure the proper clearances in regard to the above resignation.  

An exit conference should be conducted by the HRMO with the faculty before he/she is cleared.   

RETIREMENT

J. RETIREMENT FROM THE SERVICE OF FULL-TIME FACULTY MEMBERS

1. Retirement of full-time faculty members shall be consistent with the existing GSIS retirement laws.  

• Describe in flow chart form the Institution’s promotion through vacancy (in rank and salary) and change of status procedures.

PROMOTION OF FACULTY MEMBERS

Describe in flow chart form the Institution’s process of processing the NBC 461 – QCE (Qualitative Contribution for Evaluation) as a twin criterion for promotion in rank.

Present the College and/or Program Retirement Plan.

Palawan State University follows the GSIS Retirement laws for each faculty member who would optionally or voluntarily retires from the service.

A promotion of at least one step in rank is granted one year before the scheduled retirement provided that the faculty members has rendered at least fifteen (15) years of continuous government service.

3. OUTCOMES

Describe/Show evidences of satisfaction in rank and employment status.

The faculty members of PSU Narra are satisfied with their rank and status especially the regular faculty. Job Order faculty are encouraged to develop their professional attribute and perform very well to be able to qualify and be granted with a better employment status. Same is done by the university administrators on rank promotions.

4. BEST PRACTICES

1. There is a systematic ranking and selection program.

2. Faculty members are given equal opportunities for rank promotion through the NBC 461 evaluation.

3. Retirees get their benefits as stated in the GSIS Retirement laws and are given a step in rank promotion a year before their retirement. 

PARAMETER E – Faculty Development

1. SYSTEM-INPUTS AND PROCESSES

BOR/BOT Approved Guidelines on Faculty Development Program.

CAREER AND PERSONNEL DEVELOPMENT

General Policy

The PSU shall develop a career and personnel development program for faculty members which shall include provisions on training grants, job rotation, counseling, mentoring and other HRD interventions and shall form part of the PSU merit system.

A. Human Resources Development Interventions

To achieve the main objective of the PSU personnel development program in bringing about highly educated and professional faculty members, the following policies are promulgated:

Policies

1. The PSU shall develop and implement a continuing program of training and development for its faculty members.

2. The PSU shall encourage its regular faculty members to pursue relevant local and foreign assigned training/scholarship grant attend seminars, conferences, workshop or related human resources development courses.

3. Selection of participants in training programs shall be based on actual needs for specialization and enhancement of competence, taking into consideration organizational priorities.

4. Preference shall be given to candidates with permanent appointment.

5. The PSU may adopt other Human resource development intervention such as the following:

a. Counseling – entails a one-on-one close interaction between a faculty member and supervisor to jointly look at problems besetting him/her, which affect his/her performance and relationship with others. It is used generally as a corrective approach in helping an employee overcome his/her problem, which may be either personal or work related.

b. Mentoring – a mechanism that guides a faculty member to the inner network of the university, which may assist him/her in career advancement. It involves a manager’s investment on o high potential faculty member, providing an objective assessment of one strength and weaknesses and ensuring opportunities to address them. This mechanism allows faculty member to clarify ambiguous expectation of the university and facilitates career growth.

c. Job rotation – the sequential or reciprocal movement of a faculty member from one office to another or from one division to another within the same SUC as a means for developing and enhancing his/her potentials in an organization by being exposed to the various functions of the SUC.

d. The duration of the job rotation shall be within the period prescribed by the PSU head but shall not exceed 12 months.

B. Training and Development

Policies and Procedure 

a. The PSU shall create a faculty training and development committee (FTDC)” To be composed of the FTDC director as chairperson. The term of its member shall be two (2) years. This committee shall formulate its own rules for approval by the president subject to established CHED, CSC, and SUC policies. Its main function shall be that of selecting and recommending those who should attend specific training programs conducted by the SUC or by government agencies or duty accredited non-government organization, local or foreign.

Each department/unit head shall determine the training needs of his/her faculty member through training needs analysis in accordance with organizational priorities. He/she shall submit annually to the president, through the FTDC his/her plan embodying the kind of training programs and the names of those who shall attend such programs.

b. faculty member may avail scholarship sponsored, by the university or may independently seek scholarship sponsored by outside institution. The procedures for application for scholarship shall be:

a. in case of university sponsored scholarship, the application shall be addressed to the university   president and positively endorsed   by the dean the scholarship committee

b. In case of independent scholarship the applicant shall apply to the office of the university president and present the following:

       1. evidence that an outside institution is sponsoring his/her scholar.

                2. to evidence that he/she has been accepted to a particular university.

                3. programs of study.

c. Upon approval, the scholarship committee shall make the scholarship contact, if the scholarship is to be with pay, and furnish the HRM office for documentation. In case it is to be without pay, the approved application for scholarship will suffice.

d. The FTDC, through the HRMO, shall inform all faculty member concerned about the study grants and schedule seminar/conference or workshop and invite qualified faculty members to avail of such programs.

e. the participant recipient of   training grant/scholarship agreement, in accordance with existing rules and regulation, shall submit a report on the prescribe form on the training certificate he/she has complete and furnish the RHMO a copy the training certificate he/she has received in report of activities for entry in his/her personnel files. The trainee shall also be given the opportunity to share with his/ her colleagues what he/she has learned.

f. All types of scholarship shall have a duration of one year in renewable every year thereafter.

Present the Institutions’ approved PRE (Programs’ Responsibility Expenditure) where the allocated budget for Faculty Development is listed and included.

2. IMPLEMENTATION

Present in outline form the Faculty Development Program/Plan specific to the program including degree program to be pursued, schedule/year, funding source, etc.; seminars, training, etc.)

Seminars, Trainings and Workshops Attended by Faculty

ATTENDANCE TO DIFFERENT SEMINARS, WORKSHOPS AND OTHER PROFESSIONAL DEVELOPMENT

Describe in flow chart form the measures adopted in sending faculty of the program to attend training programs.

Faculty’s affiliation in professional/scientific organizations and honor societies relevant to the program.

3. OUTCOMES

The proper implementation of the institution as well as campus’ Faculty Development Program have been providing the PSU Narra faculty members with opportunities and experiences to develop professionally in their respective field of specialization. The faculty members have attended local, national and/or international seminars, trainings, workshops and are set to attend for more in the future. A number are currently enrolled in graduate courses while each of them is a member of a professional organization that further enhance one’s development as well as strengthen linkages with other institutions, agencies and/or organizations.

4. BEST PRACTICES

1. Faculty members attend local, national and international seminars/trainings.

2. The faculty development plan and implementation ensure professional development among faculty members.

PARAMETER F – Professional Performance and Scholarly Works

1. SYSTEM-INPUTS AND PROCESSES

Present relevant Institutional policies on professional performance and scholarly works.

Excepts for from the PSU Faculty Manual

8. Research Incentive

8.1. A faculty member who is able to have his/her research output published in a refereed international journal will receive a cash incentive in the amount of Fifty Thousand Pesos (P50,000.00) for every research output published pro-rated according to his/her participation in the research, in case of multiple authors.

8.2. For contracted projects, the published paper should be over and above the requirements of the project.

The Institution’s CSC-Approved PRAISE (Program on Rewards and Incentives for Service Excellence) Guidelines including the Institution’s Guidelines on the Grant of Performance Based Bonus (PBB).

V. Program on Awards and Incentives for Service Excellence (PRAISE)

Policies

1. The system shall adhere to the principles of providing incentives and awards based on performance, innovative ideas and exemplary behavior.

2. The system shall give emphasis on the timeliness of giving award or recognition. Aside from conferment of awards during the traditional or planned awarding ceremonies, the spirit of on-the-spot grant of recognition shall be institutionalized.

3. The system shall provide both monetary and non-monetary awards and incentives to recognized, acknowledge and reward productive, creative, innovative and ethical behavior of faculty members through formal and informal modes.

4. For this purpose, the system shall encourage the grant of non-monetary awards. Monetary awards shall be granted only when the suggestions, inventions, superior accomplishments and other personal efforts result in monetary savings, which shall no exceed 20% of the savings generated.

5. At least 5% of the HRD’s funds shall be located for the system and incorporated in the PSU’s Annual Work and Financial Plan and Budget.

6. The system shall be institutionalized through the creation of a PRAISE Committee in the PSU.

7. The PRAISE Committee shall preferably have the following composition:

a. President/Vice President of the SUC or authorized representative who will act as chair[person

b. Head of the Financial unit or equivalent

c. Head of planning unit or equivalent

d. Highest ranking employee in charge of Human Resource Management or the career service employee directly responsible for personnel management

e. 2 representatives from the faculty who shall serve for 2 years and elected at large or designated by the registered faculty association/union in the absence of an accredited faculty association/union.

8. The PSU President shall be responsible in overseeing the system’s operation and the Human Resource Management Unit shall serve as the system’s secretariat.

9. The PRAISE Committee shall ensure that productivity, innovative ideas, suggestions and exemplary behavior can be identified, considered, managed and implemented on a continuing basis to cover all faculty ranks.

10. The PRAISE Committee shall be responsible for the development, administration, monitoring and evaluation of awards and incentive system of the SUC. The SUC may however employ and external or independent body to assist the PRAISE Committee to judiciously and objectively implement the system of incentives and awards.

11. The PRAISE Committee shall establish its own internal procedures and strategies. Membership in the committee shall be considered part of the member’s regular duties.

12. All permanent members of the faculty with regular Plantilla items who meet the criteria for each specific awards shall be entitle to receive the award including those whose responsibilities include the making of suggestions, formulation of plans and policies or making recommendations to achieve greater efficiency and economy in the SUC.

13. Recipients of honors awards shall be given preference in promotion and in training grants and scholarships.

14. The HRMO shall enter into the personnel file any awards of honor received by any member of the faculty.

15. The SUC shall develop its own Program on Awards and Incentives for Service Excellence (PRAISE) incorporating therein the types of incentive that may be given which shall form part of this merit system.

16. Establishment of a CSC-approved PRAISE shall be the basis for the grant of the Productivity Incentive Bonus (PIB), other awards and incentives. The Annual Praise Report shall be submitted by the SUC to the CSC Regional Office concerned on or before the 30th of January to enable its faculty to qualify for nominations to the CSC-Sponsored National Awards.

Enumerate the Institution’s grant of Leave Benefits.

1. Tuition Grant Aid

2. Maternity Leave and Paternity Benefits

3. Leave

Sabbatical leave

Study and/or Research leave

Vacation leave

Sick leave

Rehabilitation leave

Military Service leave

Secondment or Special Detail leave

Special leave

Leaves on Absence

4. Loyalty benefits

5. Retirement benefits

6. Faculty Development Benefit

7. Research incentives

8. Disability benefits

9. Death benefits 

2. IMPLEMENTATION

Resources used and/or prepared by faculty to enhance teaching-learning process.

The faculty involvement as Consultant, Resource Person or Lecturer in field of specialization and other disciplines.

Consolidate published works/paper presented by faculty relevant to the Program within the last 3 – 5 years.

Published Works

4. BEST PRACTICES

1. Scholarly works of the faculty is commendable. Schools in the province even from other places are interested in having copies as reference for their teaching.

2. Faculty members have presented papers in local, national and international fora.

3. Research papers were published in local, national and international journals.

4. Faculty members served as resource person and consultants.

PARAMETER G – Salaries, Fringe Benefits and Incentives

1. SYSTEM-INPUTS AND PROCESSES

Present relevant national and institutional policies on salaries; compensation and grants of benefits.

Philippine Salary Grade – The Salary Standardization Law IV (SSL IV)

The public service faces the same challenges of attracting and retaining good employees as the private sector. In order to be able to compete for good employees, the Philippines has passed a salary standardization law to adjust the compensation of government personnel to be competitive with the market rates.

Among the changes, one of it is to increase the compensation of government personnel to at least 70% of the median of the market for all salary grades. The increment of the monthly salary shall be carried out in 4 tranches:

• 1st Tranche – Starting January 1, 2016

• 2nd Tranche – Starting January 1, 2017+

• 3rd Tranche – Starting January 1, 2018

• 4th Tranche – Starting January 1, 2019

The current compensation structure for government personnel has a total of 33 salary grades with a maximum of 8 steps within each grade. Step increment shall be granted based on the employee’s performance and length of service as prescribed in Presidential Decree No. 985.

The monthly salary used in this article are of step 1. To view the increment of all salary grades and steps, please refer to Executive Order No. 201, s. 2016.

With the increase of salary, the monthly salary of government personnel under grade 1 will increase from the original P9,000 to P11,068 in 2019. As the increment will be implemented in 4 tranches, effective January 1, 2017, their monthly salary were increased to P9,981 then to P10,510 in 2018, and eventually to P11,068 in 2019.

The monthly salary of Teacher I, salary grade 10, was also increased to P18,217 this year. Their monthly salary will be eventually increased to P19,233 in 2019.

Periodic revision of the compensation structure can ensure that the organization, whether public or private, to keep up with the market competition. As technology advances, the jobs evolve. The competencies required for the job also changes. Therefore, regular review of the compensation structure allows the organization to update and reflect these changes.

BENEFITS

1. Benefits Mandated by Law.  Members of the faculty are covered by all benefits specially mandated by the Philippines laws.

2. Tuition Grant-in-Aid Benefits.   

2.1. Children of qualified full-time faculty-members are entitled to a tuition grant-in-aid at Palawan State University, provided that said children pass the entrance requirements and that said faculty members are in active University service while enjoying the benefit.

This benefit is limited to a maximum of four (4) children per family in any given school year, the parents determining which children to enroll for said benefit. However, only two of the four (4) children shall be entitled to a 100% tuition fee grant-in-aid and the remaining two (2), just in case, will enjoy a 50% tuition fee grant-in-aid.

This grant-in-aid applies to the development fees usually charged in the Laboratory Schools. 

2.2. A full-time faculty member who retires or dies, and who has served the University for at least ten (10) but less than twenty (20) years prior to retirement or death, is entitled to a one hundred percent (100%) tuition grant-in-aid for one (1) child for a regular collegiate program at the University.

2.3. After retirement or death, a faculty member who has served the University for at least twenty (20) years is entitled to a 100% tuition grant-in-aid for two (2) children for regular collegiate programs at the University.

3. Loyalty Benefits

Full-time faculty members with the appropriate number of years of government service are entitled to the following loyalty pay of Ten Thousand Pesos (P10,000.00) for the first 10 years and additional Five Thousand Pesos (P5,000.00) for every five years thereafter. 

For full-time faculty members, the cut-off date for determining the number of years of service is June 30 of every calendar year. Loyalty benefits will be given on or after but not earlier than March 2 of the following year.

For full-time faculty members who started teaching in the University on a part-time basis, or who, in the interim, served on a part-time basis, the following service equivalents will be observed.

A teaching load of thirty-six (36) units/year will be given an equivalence of one (1) year of service; and 

A teaching load of less than thirty–six (36) units/year will be considered a fraction of a year, where the fraction is determined by dividing the total units of load for the year by thirty-six (36).

4. Maternity and Paternity Benefits

The University provides maternity and paternity leaves in accordance with the Civil Service Law.  Maternity leave shall have a duration of sixty (60) calendar days, while paternity leave shall have a duration of seven (7) working days.   Maternity leave shall be granted to all regular female faculty members regardless of marital status and shall have no limit in terms of availment.

Paternity leave is granted to all regular male faculty members provided that the child for which the paternity leave being applied for is born legitimate.  

5. Leaves 

5.1. Sabbatical Leave

Sabbatical leave is a privilege given only once to a permanent faculty member who has rendered a minimum of seven (7) years of continuous service.   A faculty member is to primarily engage in research outside of the requirement for earning a graduate degree.  In addition, he/she may also engage in other activities such as post-doctoral work, professional practice and or extension service approved by the University.  The sabbatical plan should be submitted by the faculty member applying for sabbatical leave at least one (1) semester before the intended leave to the Faculty Development Committee through the Dean of the College for endorsement to the University President for final action. 

Sabbatical leave can be granted provided that no new faculty will be hired to take over his/her teaching load. 

A faculty on sabbatical leave may be recalled to render his/her services whenever necessary, in the exigency of service.  However, he/she will still be allowed to enjoy the remaining unused portion of such leave at a later period, subject to the approval of the University President.

The grantee must submit upon return an accomplishment report to the Faculty Development Committee for review and evaluation

Sabbatical leave covers a period of one (1) year and entitles the grantee to full payment of salaries and other benefits.

5.2. Study and/or Research Leave

5.2.1. Endorsed or Sponsored by the University

5.2.1.1. A full-time faculty member who applies for study/research leave may carry a full salary depending on the contract governing the scholarship.  The duration of the leave will depend on the requirements of the degree/research program and the availability of such program in the Philippines. For a master’s program this leave should not exceed two (2) years; for the doctoral program, three (3) years. However, this leave may be granted a maximum of one-year extension subject to the recommendation of the FDC and approval by the University President.

5.2.1.2. A study leaves endorsed or sponsored by the University is not considered a disruption of service and is credited towards years of service for retirement, sabbatical, promotion, and longevity benefits.

5.2.1.3. A full time faculty member may apply for a special leave with pay for a period not to exceed one (1) semester for the purpose of undertaking research as a fulfillment of the requirements of a graduate program.  An approved research proposal should accompany the application for special leave with pay to be submitted to the University President through the Faculty Development Committee.

5.2.2. Study/Training Not Sponsored by the University

5.2.2.1. A full-time faculty member who obtains local or foreign scholarships may or may not carry his/her salary depending on the endorsement of the Faculty Development Committee and approval of the University President.

5.2.2.2. A study leave of this nature is not considered a disruption of service.

5.2.3. A faculty who receives full or partial support from the University or outside of the University shall be bound by a contract with a return service agreement under the conditions set forth by the Faculty Development Committee and approved by the University President.  

The contract governing the terms and conditions for the study leave shall be prepared by the Vice President for Academic Affairs to be signed by the concerned faculty before he/she commences the leave.  No faculty member shall be allowed to go on leave without an approved contract.

5.2.4. Study and/or Research Work for Personal Reasons

Normally a permanent faculty member may apply for this leave for personal reasons. This leave has a maximum duration of one (1) year and is without pay.  This leave will disrupt continuity of service.

5.3. Vacation Leave

5.3.1. Faculty members with administrative designations are entitled to vacation and sick leave privileges as mandated by law.  Application for vacation leave should be filed not later than fifteen (15) working days before the date of effectivity of the leave.  Such vacation leave shall be charged against the vacation leave credits of the faculty provided he/she has earned sufficient leave credits, otherwise such leave will be without pay.

5.3.2. Faculty members with full time teaching load are not entitled to vacation leave.

5.4. Sick Leave

A regular faculty member may apply for sick leave due to his/her or an immediate family member’s illness.  Application for sick leave should be filed immediately upon return but not later than three (3) working days upon return.  Such sick leave shall be charged against accumulated service or leave credits of the faculty member.

If the sick leave is more than five (5) working days, a faculty member should present a certification given and/or endorsed by the University physician attesting to full recovery or fitness to work.

For permanent faculty members, such leave may in exceptional and feasible cases be extended to one (1) term.  Although such extension shall merit no pay, and will not be credited towards years of service for service/sabbatical, promotion, longevity, and retirement purposes, it will not constitute a disruption in the continuity of service.

5.5. Rehabilitation Leave

Rehabilitation leave is granted to faculty members who sustained wounds or injuries during the performance of his/her official duties.  Such leave shall be with pay with a maximum period of six (6) months, and is subject to provisions of the Civil Service Law. 

5.6. Military Service Leave

Military service leave shall be granted members of the faculty who may be called in accordance with the National Defense Act or any other law or trainee instruction, of for regular active duty training in any recognized branch of the Philippine Armed Forces.  Such leave shall be without pay but will not be an interruption of government service.

5.7. Secondment or Special Detail Leave

University faculty members may be detailed by secondment to another state university/college within the Philippines or may be on special detail to a government agency.

Secondment or special detail to another state university/college or to any government agency is for one (1) year, renewable on a yearly basis.

This leave merits no pay from the University but does not disrupt continuity of service and is counted for promotion, longevity, and retirement purposes.

5.8. Special Leave

Special leave may be availed only of faculty members who are on vacation-sick leave status covered by CSC Memorandum Circular 06.  Such leave is for a maximum of three (3) days a year and is non-accumulative. It may be used for the following purposes:

• Birthday

• Anniversary

• Relocation

• Registration

• Enrollment

• Bereavement

• Accident

• Graduation

6. Retirement Benefits

6.1. The University retirement benefit is in accordance with existing GSIS policies and procedures.

6.2. Privileges of Retired Faculty Members

6.2.1. They enjoy University clinic, counseling, library, gymnasium/sports, and computer facilities. 

6.2.2. They receive, upon request, publications of the University which are furnished to the faculty generally.

6.2.3. They are invited to University activities (colloquia, concerts, programs, sports fests, etc.).

7. Faculty Development Benefit

Grant-in-aid for graduate studies and other grants are provided under the Faculty Development Program of the University.

The Faculty Development Committee, composed of the Vice President for Academic Affairs as presiding officer, all Deans of colleges, Faculty Union president, as members, shall formulate the general guidelines for faculty development and review the guidelines of the College Faculty Development Committees.  

All policies enunciated and benefits recommended by the Faculty Development Committee and approved by the University President shall be made integral part of the Faculty Manual.

8. Research Incentive

8.1. A faculty member who is able to have his/her research output published in a refereed international journal will receive a cash incentive in the amount of Fifty Thousand Pesos (P50,000.00) for every research output published pro-rated according to his/her participation in the research, in case of multiple authors.

8.2. For contracted projects, the published paper should be over and above the requirements of the project.

9. Disability Benefits

The benefits due to regular faculty members for long term sickness and permanent disability shall be in accordance with the GSIS Law. 

10. Death Benefits

When a regular full-time faculty member dies, he/she will be entitled to terminal leave benefits provided that he/she has accumulated service/vacation/sick leave credits.

Present the Institution’s CSC-Approved PRAISE (Program on Rewards and Incentives for Service Excellence) Guidelines including the Institution’s Guidelines on the Grant of Performance Based Bonus (PBB).

V. Program on Awards and Incentives for Service Excellence (PRAISE)

Policies

17. The system shall adhere to the principles of providing incentives and awards based on performance, innovative ideas and exemplary behavior.

18. The system shall give emphasis on the timeliness of giving award or recognition. Aside from conferment of awards during the traditional or planned awarding ceremonies, the spirit of on-the-spot grant of recognition shall be institutionalized.

19. The system shall provide both monetary and non-monetary awards and incentives to recognized, acknowledge and reward productive, creative, innovative and ethical behavior of faculty members through formal and informal modes.

20. For this purpose, the system shall encourage the grant of non-monetary awards. Monetary awards shall be granted only when the suggestions, inventions, superior accomplishments and other personal efforts result in monetary savings, which shall no exceed 20% of the savings generated.

21. At least 5% of the HRD’s funds shall be located for the system and incorporated in the PSU’s Annual Work and Financial Plan and Budget.

22. The system shall be institutionalized through the creation of a PRAISE Committee in the PSU.

23. The PRAISE Committee shall preferably have the following composition:

f. President/Vice President of the SUC or authorized representative who will act as chairperson

g. Head of the Financial unit or equivalent

h. Head of planning unit or equivalent

i. Highest ranking employee in charge of Human Resource Management or the career service employee directly responsible for personnel management

j. 2 representatives from the faculty who shall serve for 2 years and elected at large or designated by the registered faculty association/union in the absence of an accredited faculty association/union.

24. The PSU President shall be responsible in overseeing the system’s operation and the Human Resource Management Unit shall serve as the system’s secretariat.

25. The PRAISE Committee shall ensure that productivity, innovative ideas, suggestions and exemplary behavior can be identified, considered, managed and implemented on a continuing basis to cover all faculty ranks.

26. The PRAISE Committee shall be responsible for the development, administration, monitoring and evaluation of awards and incentive system of the SUC. The SUC may however employ and external or independent body to assist the PRAISE Committee to judiciously and objectively implement the system of incentives and awards.

27. The PRAISE Committee shall establish its own internal procedures and strategies. Membership in the committee shall be considered part of the member’s regular duties.

28. All permanent members of the faculty with regular Plantilla items who meet the criteria for each specific awards shall be entitle to receive the award including those whose responsibilities include the making of suggestions, formulation of plans and policies or making recommendations to achieve greater efficiency and economy in the SUC.

29. Recipients of honors awards shall be given preference in promotion and in training grants and scholarships.

30. The HRMO shall enter into the personnel file any awards of honor received by any member of the faculty.

31. The SUC shall develop its own Program on Awards and Incentives for Service Excellence (PRAISE) incorporating therein the types of incentive that may be given which shall form part of this merit system.

32. Establishment of a CSC-approved PRAISE shall be the basis for the grant of the Productivity Incentive Bonus (PIB), other awards and incentives. The Annual Praise Report shall be submitted by the SUC to the CSC Regional Office concerned on or 

33. before the 30th of January to enable its faculty to qualify for nominations to the CSC-Sponsored National Awards.

Enumerate the Institution’s grant of Leave Benefits.

1. Tuition Grant Aid

2.. Maternity Leave and Paternity Benefits

3.Leave

Sabbatical leave

Study and/or Research leave

Vacation leave

Sick leave

Rehabilitation leave

Military Service leave

Secondment or Special Detail leave

Special leave

Leaves on Absence

4.Loyalty benefits

5.Retirement benefits

6.Faculty Development Benefit

7.Research incentives

8.Disability benefits

9.Death benefits 

3. IMPLEMENTATION

Describe the system of compensating and rewarding the faculty, with specific description of the following:

• basis of the faculty salary rates (Salary Standardization Law);

• other benefits (PERA-Personnel Economic and Relief Allowance; Bonuses, etc.);

• mode of overload teaching compensation.

a. Th salary rates of the faculty follow the Salary Standardization Law

b. Contractual/Job Order faculty members receive a monthly salary rate of an Instructor I as stated in the Salary Standardization Law

c. Part time faculty members are being paid in an hourly rate basis.

Other benefits (PERA-Personnel Economic and Relief Allowance; Bonuses, etc.);

Payment for Overload

a. In the undergraduate and graduate levels, the compensation for the faculty handling an overload class is based on the approved salary rate, but not exceed the equivalent per hour rate (.0010 of the basic annual salary) of a Professor I.

b. payment of overload shall be based on the actual equivalent lecture contact hours.

c. Assignment of graduate courses shall be subject to rules existing in the different colleges.

Fringe benefits granted to the faculty in the last 3-5 years