C.

SELECTIONPOLICIES
ANALYSIS
1.

Describe the institution's policies on faculty

selection. (Or indicate where this information can be
found.)

FacultyrecruitmentintheCollegeofNursingisperformed
primarilybytheDean,theHumanResourceDepartment,theVice
President for Academic Affairs, and the President. Potential
facultysubmitsthenecessarydocuments/requirements;whilethe
Dean performs the necessary screening. These will be used as
basisforhiringandranking.
In general, the criteria for hiring include an evaluation
of the teaching performance, research competency, and
participation in professional organizations, educational
attainment,values,andhealth.
DetailsofthehiringprocessaredescribedintheFaculty
Manual Chapter II Section 1 Policy, Section 2 Recruitment and
Selection, and Section III Hiring (pages 79); Faculty Ranking
Computation Sheet; Administrative Manual Chapter IV University
Policies(pages1719).
2.

Faculty selection gives due consideration to the

following:

(E)a.Academicqualifications
(E)b.Passingboardexaminationwhereapplicable
(S)c.Professionalexperience
(S)d.Competenceinthefieldofspecialization
(E)e.Competenceincommunication
(E)f.Teachingability
(L)g.Researchoutput
(S)h.Socialawarenessandconcern
(S)i.Personality/character
(E)j.Health

Details of the faculty qualifications for selection are

described in Exhibit II C2 Folder 1 Faculty Profile
Administration, Folder 2 Faculty Profile Full Time, Folder 3
FacultyProfilePartTime,andFolder4FacultyProfileBuilt

in.

3.Theselectionprocessisparticipatedinby:

(check)
(/)a.thepresident
(/)b.thedean
()c.departmentheads
(X)d.areachairpersons
(X)e.facultymembers
()f.others(specify)VPAA

ThehiringprocedureforfacultystatedintheFacultyManual
ChapterII Section III Hiring (page 8 & 9) and Exhibit II C2
Folder2FacultyProfileFullTimeandFolder3FacultyProfile
PartTimediscussesthepeopleinvolvedinthehiringprocess.
4.Theprocessofselectionincludes:(check)
(/)a.demonstrationlessons
(/)b.interview
(/)
c.
confidential

inquiries

regarding
qualificationsofapplicant
(/) d. others(specify) PASSEDTHEPSYCHOLOGICALEXAMand
MedicalExaminations

Detailsontheprocessoffacultyselectionarediscussedin
Faculty Manual, Chapter II Section 1 Policy (p.7), Section 2
Recruitment&Selection(pp.78),andSection3Hiring(pp.89).
DatasupportingtheselectionprocesscanbeseeninExhibit
IIC2Folder2FacultyProfileFullTimeandFolder3Faculty
ProfilePartTime.
(/) 5.
The contract clearly specifies the terms of
appointment/employment.PleaseseeFacultyManual(p.10)
Ahiringcontractstatesthetermsandconditionsofhiring.
TheseincludeacceptanceoftheprovisionsintheFacultyManual
andUniversitypolicies.Inaddition,thecontractalsoincludes
theagreedsalaryanditsperiodofvalidity.Asamplecontract

is shown in Exhibit II C2 Folder 1 Faculty Profile

Administration,Folder2FacultyProfileFullTime,Folder3and
Faculty Profile Part Time. Furthermore, a faculty member is
issuedacopyofthemanualuponhiringandeveryrenewalofthe
contract.

6. The final decision on appointment is made by The

President.

AsstatedintheFacultyManualChapter2Section3Hiring
(p.8),itisthepolicyoftheUniversitythatonlythePresident
can officially hire/ employ or terminate the services of any
type of employee whether temporary, probationary, or permanent
withjustcause.
AppointmenttoateachingpositionismadebythePresident
upon the recommendation of the Vice President for Academic
AffairsandtheDeanoftheCollege.(FacultyManualChapter2
Section3Appointment(pp.910).
EVALUATION
(5) On the basis of the above analysis for C. Selection
Policies, rate the policies and procedures for faculty
selection.
COMMENTS
The criteria for hiring faculty are clearly stated in the
Faculty Manual and the Administrative Manual Chapter V Policy
NumberHR02(FacultyAppointment&Promotionpp.6063).
D.RANKINGANDPROMOTION
ANALYSIS
1.Describetherankingsystemusedbythecollege.
(Attachacopyorindicatewherethiscanbefound.)
Provisions for Faculty Classification and Ranking are
discussedinAdministrativeManualPolicyNumberADM02(Faculty
Classification and Ranking pp.24 26). The policy ensures fair
andequitablerankingoffacultymembers.

2.

Describethepromotionsystemandthefrequencyofthe
promotionprocess.(Attachacopyorindicatewherethis
canbefound).

Administrative Manual Policy Number HR 02 (Faculty

AppointmentandPromotion,pp.6063)providesacomprehensive
set of policies dealing with the relationship between the
University and its faculty. It specifies the type of faculty
appointment,regulationsforfacultyappointmentandpromotionin
academicranks.Italsoprovidesforthereassignmentoffaculty
in case of reorganization of the University or changes in its
scholarly direction and for discipline when a faculty member
fails to meet prescribed standards of performance. This policy
ensuresthatconsiderationsofacademicqualitywillbethebasis
for academic personnel decisions, and thus provides the
foundationforacademicexcellence.
As stipulated in Administrative Manual Policy Number HR02
(FacultyAppointmentandPromotion5.12;5.14pp.6263),there
isnorigidscheduleforpromotion,althoughaminimumnumberof
years in rank or at least one (1) year before promotion is
ordinarily expected. Eligibility for promotion is open to all
facultymemberswithregularortermappointments.Furthermore,a
faculty member may be promoted to the next higher rank if the
qualificationsandexperiencerequirementsforthatrankaremet
andtheperformanceevaluationsfortheprecedingtwoconsecutive
semestersareatleastsatisfactory.

3. The criteria for ranking and promotion include the

following:
()a.Teachingability
()b.Researchandpublications
()c.Specialservicestothecollegeand/ordepartment
()d.Furthereducationalattainment
()e.Communityinvolvement
()f.CommitmenttoCollege'spurposesandobjectives
() g.Periodicclinicalskillstraining
Thedetailedcriteriathatserveasbasisforpromotionare
statedintheFacultyManualChapter2Section7(Promotion,p.
12), Administrative Manual Policy Number ADM 02 (Faculty

Classification and Ranking, pp. 2426), Administrative Manual

PolicyNumberHR02(5.105.16pp.6263),andAdministrative
ManualPolicyNumberHR03(FacultyPerformanceEvaluation,pp.
6469.EvidencescanbefoundinExhibitIIC2FacultyProfile
Folder2FullTimeandFolder3PartTime.
4. Thefollowingparticipateinthedeterminationofranks
andpromotions:(check)
(/ ) a. Dean
(/ ) b. Chairpersonofdepartment
(/ ) c. areachairpersons
() d. Otherfacultymembers
(/ ) e. Others(specify)PresidentandVPAA

AsstipulatedintheAdministrativeManualPolicyNumberHR
02 (Faculty Appointment and Promotion 5.15, p. 63), final
decisionsonpromotionandtenurearemadebythePresident,but
the primary responsibility for evaluating the facultys
performance and qualification and experience to recommend
promotionandtenureactionsrestswiththesupervisingDeanof
thecollege.TheDeanordesigneeinconsultationwiththefaculty
will normally initiate the facultys review for promotion and
tenure.Thefaculty,however,alwayshastherighttoinitiatethe
reviewevenafterthefirstsemesteroftheacademicyear.
(

) 5. Thelengthoftheprobationaryperiodisadequate.

AdministrativeManualPolicyNumberHR02(FacultyAppointment
andPromotion5.4,page61)afacultymemberonprobationaryfull
time appointment is entitled to consideration for permanency
afterservingforthree(3)academicyearsatrequiredworkload.
The maximumperiodofprobationaryservice of afaculty member
consideredforpermanentstatusisnormallythree(3)consecutive
academic years. However, it does not prevent the granting of
permanentstatuspriortotheexpirationofthemaximumperiodof
probationaryservice andneither does it preventa decision to
terminate an appointees probation prior to the end of the
appointees maximum probationary service, if timely notice is
given.
6. Describetheproceduresforterminationofemployment.
Incaseoftermination,aprobationaryappointmentisnotified
not later than two months (60 days) before the end of the

semester. Administrative Manual Policy Number HR02 (Faculty

AppointmentandPromotion,page62)
Procedures for termination of employment are discussed in
AdministrativeManualPolicyNumberADM10(GrievancePolicyand
Procedure, pages 4750, and Faculty Manual Part 3 Chapter 1
UniversityCodeofDiscipline(Section3GrievanceProcedure,page
3849).

7. Describethe procedurefollowedinthe dismissalofa

facultymember,includingdueprocess.
No employee shall be denied due process, dismissed,
suspended,demotedorsanctionedwithdisciplinaryactionwithout
just,lawfulandvalidcause.Processofterminationisstipulated
inAdministrativeManualPolicyNumberADM10(GrievancePolicy
andProcedure,pages4750),andFacultyManualPart3Chapter1
UniversityCodeofDiscipline(Section3GrievanceProcedure,page
3849).
EVALUATION
On the basis of the above analysis for D. Ranking and
Promotion,ratethefollowing:
(5 )a. Rankingsystem
(4 )b. Procedureforpromotion
(3 )c. Terminationprocedure
(4 )d. Dismissalprocedure
COMMENTS
Provision for the ranking and promotion as well as the
terminationanddismissalprocedurearemoderatelyadequate.

E.TEACHINGASSIGNMENT
ANALYSIS
1.

Describe the process of determining teaching

assignments.(Orindicatewherethisinformationcanbe

found.)
As stated in the Administrative Manual Policy No. HR01
(Faculty Workload and Assignment p. 57), the Dean with the
Program Director are responsible for assigning a faculty
membersteachingload,andassuringservicecontributionsto
theCollegeofNursing.However,finalresponsibilityresides
withtheDean.
OtherdetailsonAssignmentofSubjectstoFacultyMembers
arediscussedinFacultyManualChapter1Section1(page26).
2. Givetheregular/normalteachingloadforfulltimers:
24units/wk

However,theCollegeofNursingisgivenadditional69
units which can be considered as overload under
Administrative Manual, Policy Number HR01 (Faculty
WorkloadandAssignment5.8p.58)andassupportedbythe
ChedMemorandumOrder#14Seriesof2009.
3.Givethenumberand%of:
NO.OFFACULTY

TotalNumberof
UnitsTaught

Percent

FULLTIME

185

78%

PARTTIME

52

22%

TotalNumberof
UnitsTaught

Percent

Doctorate

30

13%

Master's

207

87%

Bachelor's

NO.OFFACULTYWITH

(S)

4.

The members of the faculty are given teaching

assignmentsonlyinthefieldoftheirmajororminor
linesofspecialization.

Membersofthefacultyaregiventeachingloadsthatarein
linewiththeirspecialization.Alistoffacultymemberstogether
with their academic degrees and specialization can be seen in
Loading(Academic)ExhibitIIE4.1andLoading(RLE)ExhibitII
E4.1;andExhibitIIC2FacultyProfileFolder2FullTimeand
Folder3PartTime.
() 5.Classschedulesareconducivetoefficientteaching.
AdministrativeManualPolicyNumberADM01(ClassScheduling
and Room Assignment pages 21 to 23) presents the Universitys
standard on class hours, days, shifts and other related
informationthatwillguideadministratorsinschedulingclasses.
ThispolicyisprimarilyfocusedonschedulingofLectureClasses
which represents the bulk of room use and is common among
colleges.
6. Encouragement and provision are made for extra class
responsibilities:
(S)
(E)
(E)
(S)
()

a. committeework
b.studentconsultationConsultationLogbook

c.advisorship
d.research

ThesisAdvising

e.seminars
f.others(specify)
LearningAssistanceSessions

Datasupportingtheexistenceandimplementationofprovision
forextraclassresponsibilitiescanbeseeninExhibitIIE.6e
SeminarandExhibitIIE.6fLearningAssistanceSessionForms.

EVALUATION
On the basis of the above analysis for E. Teaching
Assignment,ratethefollowing:
() a.Systemforassigningteachingload
(

) b.Scheduling

) c.Provisionforextraclassresponsibilities

COMMENTS:

System for assigning teaching loads and assignments is

moderatelyextensiveandfunctioningwell.
TheProvisionforextraclassresponsibilitiesarelimitedin
extentbutarefunctioningwell.

F.RESEARCHANDCOMMUNITYSERVICE
ANALYSIS
1.Thereisadequatesupportforresearchandpublication
TheUniversitysupportsresearchandpublication.
Evidences:StudentMonitoringHandbook(MemorandumofAgreement)
() 2.Facultymembersconductresearchandpublishproductsof
theirresearch.
Evidences: Student Monitoring Handbook (Memorandum of
Agreement)
3.Thefacultypublishesaresearchjournal
PleaserefertoExhibitIIF.3ResearchJournal
4.Communityinvolvementoffacultymemberisseenin:
a.relating/integratingcommunityneedsinsubjectmatter
b.research
c.participationincommunityprojects
d.others(specify)_____________
Please refer to Exhibit II F.4c Community Extension
Services

EVALUATION:
On the basis of the above analysis for F. Research and
CommunityService,ratethefollowing:
a.Researchoutputs
b.Communityinvolvement

COMMENTS
ProvisionsforResearchandCommunityServicearelimitedbut
currentlyintheprocessofstenghteninganddevelopment.

G.PERFORMANCEEVALUATION
ANALYSIS
1. Teachingcompetencecanbeseenin:
a. Implementation of course objectives as given in
syllabi
The University has made moves to fully integrate the
learnercenteredpedagogyandNationalianguidingprinciples.
Asofthis,theCollegesyllabifollowstheprescribedformatof
integrating

Pleasesee:
ExhibitIIG.1a
IIG.1a.1ClinicalFocus

SyllabusandExhibit

b. Masteryofsubjectmatter
PleaseseeAdministrativeManualPolicyNumberHR03
(Faculty Performance Evaluation pp6469) and
StandardPerformanceEvaluationSystemofFaculty
c. Preparationforclasses
Please refer to Standard Performance Evaluation

System of Faculty supported by Exhibit II G.1a

Syllabus, Exhibit II G.1a.1 Clinical Focus, and
Administrative Manual Policy Number HR 03 (Faculty
PerformanceEvaluationpp6469).
d. Relevanceofsubjectmattertocurrentissues
Please see: Exhibit
II
G.1-d
Learning
Feedback
Journal
Learning Feedback Journal presents the students
self- evaluation and/ or detailed narration of their
performance during the clinical exposure. It will
serve as a guide for the students in assessing their
strengths
and
weaknesses;
capabilities
and
limitations; as well as in acquiring an extensive
awareness relating the relevance of their knowledge,
skills, attitude, values, and current issues to
their subject matter and/ or clinical area of
exposure.
e. Useoflibraryresources
PleaserefertoExhibitIIG.1eLibraryRecords
f. Studentevaluation
PleaserefertoExhibitIIG.1bTeachersPerformance
Evaluation(StudentsEvaluation)andExhibitIIG.1
b.1ClinicalExposureEvaluationTool.
g. Professionalinvolvementandupdating
Please see Exhibit II G.1g Faculty Development
Programs(ContinuingTrainingPrograms)
h. Attitudesandvalues
Please see Exhibit II G.1h Attendance/ Values/
AttitudeEvaluationTool
i. Compliancewithadministrativerequirements
Administrativerequirementslikefacultyattendance,faculty,
and timely submission of grades can be seen through the
RegistrarsrecordsandareconsideredbytheDeanandVPAAfor

rehiringandpromotion.
PleaserefertoAdministrativeManualPolicyNumberHR03(Faculty
Performance Evaluation p.65), Exhibit Standard Performance
Evaluation System for Faculty, and Exhibit II G.1i Transmitted
GradesperAcademicYear.
EVALUATION
On the basis of the above analysis for G. Performance
Evaluation,ratethefollowing:
()

a.TeachingPerformance

()

b.AttitudesandValues

()

c.CompliancewithAdministrativerequirements

COMMENTS
The performance appraisal of faculty is conducted every
semesterandisderivedwiththeStandardPerformanceEvaluation
System for Faculty (SPES Faculty). This performance review and
evaluationisdiscussedwiththeconcernedfacultyandshallbea
basisforpromotion,retention,andsalaryadjustment.

H.FACULTYDEVELOPMENT
ANALYSIS
1. DescribetheFacultyDevelopmentProgramoverthelast
threeyears.
The College of Nursing based its Faculty Development
Programs on the Five Year Strategic Development Plan of the
PresidentsCouncil
The National University College of Nursing Faculty
Development Program is administered by the Dean. The University
through the Office of the President and the Vice President for
Academic Affairs helps in arranging for grants. Grants are
normally limited to full timers, typically for attendance at
conferences, seminars, and workshops, study grants in terms of
tuition waivers/ discounts, master and doctoral study grants,
traininggrants,andfundingformembershipfeesinprofessional
organizations.

Please see Exhibit II H.1 Faculty Development Plan

(Workshop) Folder 1 & 2, Exhibit II H.1.1 Budget, and Faculty
Manual Chapter 3 Development Programs (Section 1 Faculty
DevelopmentProgrampage34).

2. Theorientationprogramincludes:
(

a. an explanation and discussion of the school's

missionstatementandphilosophy;

b. an explanation of the overall policies of the

institution.

The office of the Human Resource Department conducts the

orientation program for new faculty members. The program
introducesthedistinctfeaturesoftheNationaliancommunityas
wellasbasicpoliciesandprocedures.
PleaseseeExhibitIIH.2OrientationProgram

3.

The Faculty Development Program is formulated/

implementedby_______DEAN__.

4. Inservicetrainingoffacultymemberstakestheform
of:

() a.seminars
Please see Exhibit II G.1g Seminars, Exhibit II
C.2Folder2FacultyProfileFullTime,andFolder3
PartTime
() b.workshops

Please see Exhibit II H.1 Folder 1 & 2 Faculty

DevelopmentPlan(Workshop)
() c.colloquia
PleaseseeExhibitIIH.4cColloquia
() d.clinicalskillstraining

Thefulltimefacultymembersattendclinicaltraining
programs for enhancement of clinical skills and competencies
towards the development of intellectual, personal, and
professionalgrowth.

Please see Exhibit II H.4d Faculty Clinical Skills

Enhancement.

(E)

5.

The institution supports faculty participation in

seminarsandworkshopsoutsidetheschool.

PleaseseeExhibitIIG.1gFacultyDevelopmentProgram
(ContinuingTrainingProgram)

6. Therearegrantsavailabletothefacultyfor:
(E) a. scholarshipsandfellowships
Some faculty members are able to take their masters
and/ordoctoratedegreesunderascholarshipprogramthroughthe
University.
PleaseseeExhibitIIH.6a.
(E) b. research
() c. otherspublication

PleaseseeStudentMonitoringHandbook
(E) 7.

The institution encourages membership of faculty in

professionalorganizations.
Please see Exhibit II C.2 Folder 1 Administration,
FolderFullTime,Folder3PartTime

(E)8. Facultyandcommitteemeetingsarewellattended.
PleaseseeExhibitIIH.8MinutesoftheMeetings
(E )9. Thereisaniteminthebudgetforfacultydevelopment.

PleaserefertoExhibitIIH.1.1Budget

EVALUATION
On the basis of the above analysis for G. Faculty
Development,ratethefollowing:
(5)a. Orientationprogram
(5)b. Inservicetraining
(4)c. Formalstudyopportunities
(5)d. Participation in professional organizations, seminars
andmeetings
(5 ) e. Institutionalsupport

COMMENTS
There is an existing faculty development program. Faculty
membersarestronglyencouragedandsupportedtopursuemasteral
and doctoral degrees. There is no program however, to support
facultyresearch.
I.FACULTYRELATIONSHIPS

ANALYSIS
WithFellowFacultyMembers

(S ) 1.ThefacultyobserveaCodeofEthics.
FacultyareexpectedtoadheretotheCodeofEthicsas
statedintheFacultyManualChapter5(CodeofEthicspp.

2425.
(S ) 2.Thereisafacultyassociation.
NUTEA(NationalUniversityTeachersEmployeeAssociation)
3.Thefacultyassociation
(S ) a. providesforthepersonalandprofessionalgrowthof
itsmembers
The faculty association organizes an activity that is
focusedonhealthandwellbeingofthefacultyandstaff
suchasAnnualSummerExcursions.
(E) b. promotesfacultywelfare
Issues and concerns within and among the faculty members are
being addressed through the initiative of the
facultyassociation.
(S ) 4. There are interdisciplinary/intercollege faculty
discussions.
Please refer to Exhibit II I.4 Departmental Meeting
(AcademicCouncilMeeting).

WithAdministration

1.Thefacultyareinvolvedin
(E )

a. the formulation/revision of the institution's

purposesandobjectives

Please refer to Exhibit II I.4 Departmental Meeting

(AcademicCouncilMeeting).
(E) b. policymaking
Please refer to Exhibit II I.4 Departmental Meeting
(AcademicCouncilMeeting).
(E) 2.Academiccommitteesincludefacultymembers.
(S) 3.

Communication lines between administration and faculty

areopen.

The communication line between faculty and

administration (President, VPAA, Dean) within each
department is very open and perceived as a peer to peer
dialogue rather than hierarchical, i.e. director to
subordinate.
(S) 4. The principle of academic freedom to which the
institutionsubscribesiscleartothefaculty.
(S)

5.

Thereisaprovisionforagrievancecommittee.

Faculty Manual Part 3 Chapter 1 (University Code of

Discipline pp. 37 48)and Administrative Manual Policy
NumberADM01(GrievancePolicyandProcedurepp.4750)
discuss the procedure for grievance covering Faculty
Student, Faculty Faculty, Faculty Administrator
conflicts. The section details the principle, policy
statement,guidelines,procedure,dueprocess,offensesand
theircorrespondingsanctions.
(E) 6.

There are opportunities for facultyadministration

dialogues.

There are general assemblies that serve as

opportunitesforfacultyadministrationdialogues.

Please see Exhibit II H.2 Orientation Program (Human

ResourceDepartment)
WithStudents

(E) 1.Facultymembersareresponsivetostudents'needs.
Please see Consultation Logbook, Schedule of
ConsultationHoursandExhibitIII.2HomeroomMeetingsand
ExhibitIII.4DialoguewiththeDean.
(E ) 2.Facultymembersareavailableforacademicadvisingand
consultation.
Each faculty is made available for students
consultation.Scheduleforconsultationhoursarepostedin
thebulletinboardforstudentsreference.
Homeroom meetings are also being conducted every
endofeachtermtochannelstudentsissuesandconcerns
andtoprovideopportunitiesforplausiblesolutions.
Please see Consultation Logbook, Schedule of
ConsultationHoursandExhibitIII.2HomeroomMeetings.
In addition, Administrative Manual Policy Number
HR01(FacultyWorkloadandAssignment5.5page58)states
that each full time faculty member has a balance of 16
hours per week representing non teaching hours that are
spent in course and instructional preparation, student
consultation,andadvising,servicesinvolvingacademicand
administrativecommitteemeetings,andresearch.
(S ) 3.

The faculty participate in cocurricular/extra

curricularactivities.

Facultyparticipationincoandextracurricular
activities include student advising and mentoring;
involvement in learning assistance sessions and research
consultations; participation in Nurses Day, Students
Christmas Party, University Day, Research Presentations,
EducationalFieldTripsandOutreachPrograms.
PleaseseeExhibitIIH.4cColloquia,ExhibitII

I.3FacultyRelationshipwiththeStudents,ExhibitIIE.6
dLearningAssistanceSessions.

()

4.

Thefacultyrespondpositivelytogrievancesexpressed
bystudents.

Thereisanassignedadviserforeachyearlevel.
Eachadviserconductsahomeroommeetingwiththestudents
every end of each term to address students issues and
concerns. Faculty members are also made available for
studentsadvisingduringconsultationhours.
Furthermore, all students are given the
opportunitytohaveadialoguewiththeDeaneverymidterm
andfinalasidefromtheopenconsultationprivilegesthat
theyhave.
PleaseseeExhibitIII.2HomeroomMeetingsandExhibit
III.4DialoguewiththeDean.
(S ) 5. There is an atmosphere of accessibilityoffaculty to
students.
It is ensured to students that they have the
opportunity to talk with the faculty face to face especially
during consultation hours. Alternatively, various means of
communication (cellular phone, email, Facebook), ensure
accessibility.
Please see Consultation Logbook, Schedule of
ConsultationHours.

Withtheothersectorsoftheschoolcommunity

()1.

Facultymembershavehealthyrelationshipswiththenon
academicpersonnel.

There is an atmosphere of cordiality, camaraderie,

respectandappreciationbetweenfacultyandstaff.Pleaserefer
toExhibitIII.3PicturesfromChristmasParty,UniversityDay,
andFoundationDay.
(

)2. Faculty members participate in school projects and

services.
Faculty of the college participate in the mini
olympics, community outreach program (e.g health teachings,
livelihood projects, cooking demonstrations, provisions of Ovi
Trap for dengue prevention), medical missions and donation for
variouscalamityvictims.
ExhibitIII.2FacultyRelationshipWiththeotherSectorsofthe
SchoolCommunity

EVALUATION
On the basis of the above analysis for H. Faculty
Relationships,ratethefollowing:
(5) a.relationshipswithfellowfacultymembers
(5) b.relationshipswithadministration
(5) c.relationshipswithstudents
(5 ) d.

relationshipswithothersectorsoftheschoolcommunity

COMMENTS
Facultywelfareandprofessionalgrowthareaddressedinthe
FacultyGeneralAssemblyandAcademicCouncilMeetingswherethe
VicePresidentforAcademicAffairsmeetswiththefacultyforany
grievances,requestforseminars,otherbenefits,andprivileges.
Likewise, students are given the opportunities to channel
theirconcernsandissueswiththeDeanandfacultymembersduring
homeroommeetingsandDialoguewiththeDean.
Provisions for relationships with fellow faculty members,
administration,students,aremoderatelyextensiveandfunctioning
well. However, faculty relationship with other sectors of the
schoolcommunityislimited.
I.SALARIESANDFRINGEBENEFITS
ANALYSIS
1.Numberoffulltimefacultymemberswhoarepaid:
PERMONTH

FOR10MONTHS

FOR11MONTHS

FOR12MONTHS

BELOWP8,000
8,00110,000

N/A

N/A

10,00112,000

12,00114,000

14,00116,000

16,00118,000

18,00120,000

20,001and
above
Note:

Where faculty members are freely contributing their

services (e.g. religious), the number of such faculty
membersandthevalueoftheirservicesinpesosshould
begiveninaseparateexhibit.

2. Numberoffulltimeandparttimefacultymemberswho
arepaid
LECTURE

LABORATORY

RATEPERHOUR
FULLTIME
Php250299

Php300350

Php351400

PARTTIME

FULLTIME

PARTTIME

3
N/A

Php401450
Php451above

3. Describe the salary policy; e.g. payment per rank,

period of payment for summer work, deductions, extra
compensationforotherassignments,etc.(Provideacopy
ofthesalaryscaleandsummerworkdeductions.)
The National University ensures accurate determination
and prompt disbursement of salaries and wages. For
salary policy, please see Faculty Manual Chapter 3
(SalaryandWageAdministrationpp.1316).
4. Describe provisions for leaves (or attach copy as
exhibit).
a.vacationleave
b.studyleave
c.sabbatical

d.serviceleave
e.sickleave
f.others(specify)

Fulltimefacultyareentitledtovariousleavesas
seen in Faculty Manual Chapter 4 (Faculty Benefits and
Privileges pp. 17 21) and Administrative Manual Policy
NumberHr04(TimeandAttendance5.11page72).
5. Describetheprovisionsforretirementandseparation.
Indicatetheamountandtermsofretirement/separation
benefits.
As seen in the Faculty Manual Chapter 4 Faculty
Benefits and Privileges, Section 2 Government Mandated
Benefits(RetirementBenefitsp.18),theUniversityshall
payregularfacultyandemployeesaretirementcashbenefit
equivalentto22.5daysperyearofservicecomputedonthe
employees last salary rate, provided that: a) they have
served the University for at least five (5) continuous
yearsonafulltimebasis;andb)theyhavereachedsixty
(60)yearsofage.

6.Thefacultyenjoythefollowingbenefits:
()
()
()
()
()

a. medical/hospital
b. maternity
c. tuitiondiscountsforchildren
d. educationalbenefit
e. others(specify)Longevitypay,BereavementBenefit,
SSS benefits, PHILHEALTH Coverage, Pag Ibig Fund
Coverage, Employers Compensation Program,
th

Government Mandated Benefits (Paternity Leave, 13

MonthPay,Retirementbenefits),SickLeave,Vacation
Leave,EmergencyLeave,andMedicalSubsidy

Statutorybenefitsareprovidedbylawtoensurethat
employees are protected and assisted in times of illness or
disability,retirementordeath.FacultyBenefitsandPrivileges
are seen in the Faculty Manual Chapter 4 (Faculty Benefits and
Privilegespp.1723).
7. Recognitionformeritoriousserviceisgivenbymeans
of
() a. awards
Recognitions are given to those faculty members
who got the highest ranks in the Standard Performance
EvaluationSystem(SPES).
Service Awards are also given to those employees
whoservestheUniversitywithdedication,commitmmentand
loyalty.
PleaseseeExhibitIIJ.7
() b. titles
() c. others(specify)
8. Attendanceatconferencesissupportedby:
() a. allowedabsences
OfficialBusinessLeave
() b. paymentoffees

Please see Exhibit II H.1 Faculty Development Plan

(Workshop) Folder 1 & 2, Exhibit II H.1.1 Budget, and Faculty
Manual Chapter 3 Development Programs (Section 1 Faculty
DevelopmentProgrampage34).

( ) c. others(specify)

EVALUATION
OnthebasisoftheaboveanalysisforI.SalariesandFringe
Benefits,ratethefollowing:
(5)a. Salaries
(5)b. Fringebenefits

COMMENTS:
ProvisionsforSalariesaremoderatelyextensive.Fulltime
faculty members enjoy discount privileges on tuition fees.
Moreover,perhourratehasrecentlybeenincreased.