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FOREWORD

In pursuit of quality higher education, the Manuel V. Gallego Foundation Colleges, Inc.
(MVGFCI) believes in the important role of faculty members in achieving this goal.

The quality of faculty is as good as the quality of the school itself and its graduates. The
quality and commitment of the faculty towards quality education is gauged by how far they are
properly acquainted, encouraged, and self-motivated to support and achieved the vision, mission and
goals of the Manuel V. Gallego Foundation Colleges, Inc. (MVGFCI) and remain loyal to the
philosophy and advocacies of the founder Dr. Manuel V. Gallego.

It is under the foregoing inspiring premise that through this 2016 MVGFCI Faculty Manual,
the faculty of Manuel V. Gallego Foundation Colleges, Inc. are expected to develop and nurture a
culture of excellence in instruction, research and extension in an atmosphere of cooperation,
transparency, good governance and order.

The 2016 MVGFCI Faculty Manual embodies the essential elements to promote and nurture
an ideal employment relationship between the faculty, College and its stakeholders. Contained in this
Manual is information concerning policies and procedures, rights and benefits and other related
programs and activities considered to be of particular interest to faculty members of the College. The
revised MVGFCI Faculty Manual was purposely designed to provide for respectful treatment of
faculty, protection of academic freedom and the effective and efficient operation of the college as an
institution.

Inspired by the above objectives and the spirit of ownership, transparency and cooperation,
changes in some of the faculty policies went through several consultations before submitting the same
to the Board of Trustees of MVGFCI for approval.

JOSEPH L. GALLEGO, Ed.D.


President

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Contents
Section I.................................................................................................................................................4
PURPOSES, OBJECTIVES AND BRIEF HISTORY 4
Purposes and Objectives................................................................................................................4
Brief History...................................................................................................................................5
SECTION II..............................................................................................................................................6
MVGFCI’S VISION, MISSION, CORE VALUES AND EDUCATIONAL PHILOSOPHIES 6
Vision.............................................................................................................................................6
Mission..........................................................................................................................................6
Goal...............................................................................................................................................6
Core Values:...................................................................................................................................6
Collaborative..................................................................................................................................6
Reflective.......................................................................................................................................6
Open-minded.................................................................................................................................7
Prompt...........................................................................................................................................7
Principled.......................................................................................................................................7
Educational Philosophies 7
Learning.........................................................................................................................................7
Teaching.........................................................................................................................................7
Empowerment...............................................................................................................................8
Facilities.........................................................................................................................................8
Technology.....................................................................................................................................8
Curriculum.....................................................................................................................................8
Trust...............................................................................................................................................9
Operational Efficiency....................................................................................................................9
Capability Building.........................................................................................................................9
Library as an Important Learning Resource...................................................................................9
Recognition..................................................................................................................................10
Research......................................................................................................................................10
Community Outreach/Engagement Program...............................................................................10
Strong Visible Presence – Management by “Walking Around”....................................................10
Change.........................................................................................................................................10

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Communication...........................................................................................................................10
Lifelong Learning..........................................................................................................................10
Leadership...................................................................................................................................10
Co- and Extra-Curricular Programs...............................................................................................11
Creating a Learning Community 11
Section III.............................................................................................................................................12
ORGANIZATION AND MANAGEMENT STRUCTURE OF MVGFCI 12
Figure 1. The Organization and Management Structure of MVGFCI............................................13
SECTION IV...........................................................................................................................................14
RECRUITMENT, SELECTION, APPOINTMENT AND RANKING 14
OF ACADEMIC STAFF 14
4.1 Recruitment, Selection and Hiring Procedure........................................................................14
4.2 Salary Scale and Pay Period....................................................................................................16
4.3 Classification..........................................................................................................................16
4.4 Classification According to Faculty Position/Ranking Criteria................................................18
RANKING CRITERIA FOR TERTIARY AND BASIC EDUCATION FACULTY MEMBERS (Effective: 2nd
Semester, S.Y. 2017 – 2018) 19
A. Professional Qualifications......................................................................................................19
B. Work Related Experiences.......................................................................................................20
POINTS EQUIVALENT 20
TERTIARY LEVEL...........................................................................................................................20
BASIC EDUCATION LEVEL.............................................................................................................20
4.5 Procedures for Upgrading/Reclassification of Rank/ Position................................................21
SECTION V............................................................................................................................................21
FACULTY MEMBERS’ DUTIES, RESPONSIBILITIES 21
AND ACADEMIC ACTIVITIES 21
5.1 The Faculty Members.............................................................................................................21
5.2 Duties and Responsibilities....................................................................................................21
Workload, Overload and Deloading Scheme of Academic Heads and Faculty Members 27
6.1 Workload (Instruction, Research, Extension and Auxiliary Services)......................................27
Table I. Distribution of the 40-hour Work Time for Academic Heads...........................................28
and Faculty Members..................................................................................................................28
6.2 Classroom Management........................................................................................................34
SECTION VI...........................................................................................................................................43

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FACULTY RIGHTS, BENEFITS AND PRIVILEGES 43
7.1 Faculty Rights.........................................................................................................................43
7.2 Benefits and Privileges...........................................................................................................47
Section VII............................................................................................................................................55
TABLE OF OFFENSES AND SANCTIONS 55
Section VIII...........................................................................................................................................57
PROCEDURES FOR GRIEVANCE 57
General Consideration.................................................................................................................57
Guidelines....................................................................................................................................57
Grievance Procedures..................................................................................................................59
Section IX.............................................................................................................................................59
AMENDMENT/ REPEAL 59
Section X..............................................................................................................................................59
EFECTIVITY 59
THE MVGFC HYMN..............................................................................................................................60

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Section I
PURPOSES, OBJECTIVES AND BRIEF HISTORY

Purposes and Objectives

This Faculty Manual is designed to provide faculty members of the MVGFCI a


quick reference that deals specifically on the policies and procedures of the school. The
School’s Purpose and Objectives are fundamental not only because they serve as guides in
the day to day task of its constituents but also everything in school is justified only to the
extent that it realizes its avowed Purposes and Objectives. Everyone in School therefore is
expected to act and think in ways that are in accordance with and furthers these Purposes
and Objectives.

Brief History

Dr. Manuel Viola Gallego, an educator, legislator, and diplomat founded the Central
Luzon School of Nursing (CLSN) in 1960, the first School of Nursing in Region 3. His
philosophy in founding the Institution was for the less fortunate in life to be afforded full
opportunities to achieve total development- a better life and better society.

Initially, the Central Luzon School of Nursing was an operating unit of Philippine
Statesman College in 1960, hence was named Central Luzon Philippine Statesman College
School of Nursing upon negotiation with Mr. Felipe Estrella, President of the Philippine
Statesman College. In November 1964, it became the Central Luzon Educational Center
(CLEC), School of Nursing when the College of Liberal Arts was established which was then
incorporated into law by the Securities and Exchange Commission (SEC).

In 1974, Dr. Gallego changed the name of CLEC into the Manuel V. Gallego
Foundation Colleges, Inc. (MVGFCI), a non-sectarian, non-profit educational foundation. He
envisioned the school to be the “Nursery of Fundamental Human Freedom”, thus his
philosophy of founding the school remains not only throughout his life but also to his
successors who have endeavored to remain true to his vision.

The school now offers Nursing, Teacher-Education, Criminology, Computer Science,


Accountancy, and Business and Graduate programs. It also has a Basic Education program
which now offers a Senior High School.

MVGFCI offers well-designed and highly relevant programs and modules that are
strongly complemented by extension projects and researches. It provides a conducive
learning environment that fosters quality and holistic development of the students and
produces graduates who will contribute significantly in the improvement of the quality of life

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in their respective communities. To deliver quality education, it hires qualified, competent,
and dedicated educators and support personnel who continuously show innovation and
responsiveness in their work.

There is a strong faculty development program being implemented by the institution.


The Administration supports in-house and off-campus training programs and workshops to
improve content mastery and learning delivery techniques of faculty members. Educational
subsidies are also provided to faculty who are encouraged to obtain graduate and post-
graduate degrees. The faculty and staff can also avail of different kinds of loan programs at
low interest rates for various purposes. Also, there are several scholarship programs that
offer varying degrees of financial assistance to deserving students.

The slogan “MVGFCI is the key to a brighter future” has enabled the realization of a
better future and life for many of our graduates.

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SECTION II

MVGFCI’S VISION, MISSION, CORE VALUES AND EDUCATIONAL


PHILOSOPHIES

Vision: MVGFCI shall be among the leading educational institutions in Nueva Ecija
that is known for its accredited academic programs, high ratings in nationally
recognized examinations and high employment rate of its graduates.

Mission: In the pursuit of its Vision, MVGFCI shall assure quality and relevance in
its curriculum, instruction, research, extension, and student services through
continuous quality improvement.

Goal
MVGFC shall attain standards in its academic programs and administrative systems and
processes that are recognized and accredited by respective Organizations.

Core Values: The MVGFCI community is guided in the conduct of its day to day activities by
its core values. A true Gallegan internalizes genuinely and manifests consistently these core
values:

C – Collaborative
R – Reflective
O – Open-minded
P – Prompt
P – Principled
Collaborative

MVGFCI believes in the importance and benefit of happier workforce in the organization.
It builds and inspires cooperation, teamwork and a sense of community within MVGFCI
as an educational organization. This is one avowed goal of MVGFCI to nurture the spirit
of collaboration in the workplace where every member of the academic community feels
they are an important part of a family working for the greater good of the educational
organization they consider their family. Another reason for supporting this goal is that as
one leading private College in Nueva Ecija, every member of the academic community of
MVGFCI will be given opportunity to learn from each other while helping them grow in
the organization.

Reflective

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MVGFCI commits to support and consistently practice the habit of reflective thinking in
its management process as this habit facilitates the learning expertise which ultimately
promotes growth of individual member who is part of the bigger academic family of
MVGFCI. Thus, all of MVGFCI’s programs and activities prior to its implementation will
undergo deep thinking, intellectual deliberation and discourse, transparent, and objective
evaluation.

Open-minded

To promote a transparent and objective organization while raising the level of self-esteem
and performance of key players of MVGFCI, the College administration supports and will
cultivate an “open mind” organization. In order to embed this value, MVGFCI shall
continue to search for the truth through regular dialogues, interaction with its stakeholders,
research and by learning new things.

Prompt
Timeliness and punctuality promote efficiency and effectiveness as well as facilitate in the
cultivation of thrust and in building the image of MVGFCI. Inspired by this belief,
MVGFCI sees to it that their service is delivered without delay. Thus, the value of
promptness is observed in all its operation. It is also one criteria and factor used in the
evaluation of student and faculty performance.

Principled
MVGFCI shall be managed towards the achievement of its vision, mission educational
aims/goals, purpose and function as one of the leading private college in Nueva Ecija. The
administration will see to it that their actions are done with integrity, honesty and fairness
according to its purpose or aim and as agreed by MVGFCI and its community. These core
values shall be the guiding principle of every member of the academic community of
MVGFCI.

Educational Philosophies

Learning
We believe that students learn best when they apply their learning in real world situations;
when content is relevant to their lives; when they ask critical, probing question of the subject
matter, and when they are actively engaged to their own learning.

Teaching
We believe that the role of teachers is primarily that of a facilitator of learning, a coach, a
mentor, and a learning resource.

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We believe in using a variety of innovative teaching strategies to enhance mastery level of
learning by the students. We believe that students have different learning styles and that the
teacher must use different strategies to adapt to these different learning styles.

We believe that a truly outstanding teacher is someone who can bring the best out of his or her
students term of academic performance and personal development and someone who can
make the worst performing class – the best performing class.

Empowerment
We believe that empowering the deans, chairs, faculty, and staff to exercise leadership to
achieve the Vision and Mission of the school in tune with the Institutional Philosophy and
Values for this is the key to transform the Institution into a learning, self-organizing, and
living entity.

Facilities
We believe and are committed to having an environment that is clean, comfortable, pleasant,
quiet, safe, organized, and orderly. These are essential to enable students to learn, our faculty
to teach and our staff to work. Our students, faculty, chairs, dean, support personnel, and
management have the attitude that the school is their home; they have pride in it; thus, they
treat it with respect and with caring.

We believe in providing appropriate facilities so that our employees and staff can work
productively, our faculty to teach effectively, and our students to learn and develop
holistically.

Technology
We believe that technology is an important tool to enhance and promote learning, teaching,
instruction, and research. We shall endeavor to expose our stakeholders to technology and
how it is changing the way we do things and how we live.

Curriculum
We believe in having a highly relevant, sequenced, and balanced and outcomes-based
curriculum to enable our students to be competitive in their profession or business and happy
in their lives.

We believe in actively seeking the feedback of our faculty, administrators, experts, employers,
students and other stakeholders in improving our curriculum.

We believe that the delivery of the curriculum must be flexible and responsive to learn needs.

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We believe that all programs and activities must be consistent, aligned and congruent to the
Objectives, Goals, and Ultimately, the Vision/Mission of the Institution. It must be clear how
each program, Activity, and Task contributes to the achievement of the Vision/Mission.

Trust
We believe in living up to the trust reposed in us by our stakeholders, especially our students,
their parents or guardians, and the community and strive to exceed their expectation in every
endeavor. We shall consistently show them through our actions and performance that we are
deserving of their trust.

Operational Efficiency
We believe continuously improving our Operational Efficiency by delivering relevant and
quality education at a reasonable price and by having appropriate systems, databases, policies,
processes, rules, regulations and manuals.

Capability Building
We believe and are committed to their proper selection and continuous development of our
faculty members. We expect them to care deeply for the learning of their students and to
strongly manifest that caring through their teaching effectiveness, coaching, and mentoring of
students, taking active steps in extracurricular activities and contribution to Institutional
building.

We believe and are committed to the continuous development of our deans and chairs, we
expect them to be primarily responsible for the financial viability of their respective
programs, for the proper supervision, development and evaluation of their faculty members
and for the achievement of performance targets.

We believe and are committed to the continuous development of our employee and staff. We
expect them to care for the institution as if it was their home and to care for our students and
learners as if they were their close relatives, we expect them to be models of the values of the
foundation. We also expect them to be efficient, effective, productive, courteous, work with
teams, communicate, clearly and act with integrity at all times. We expect them to have a high
degree of productive collaboration with each other and the academic units.

Library as an Important Learning Resource


We believe in the important role of the librarian and her staff to work actively with the Dean,
Chairs, and faculty in improving instruction, relevance of content, teaching materials,
evaluation, research, and extension and co-and extra-curricular programs.

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Recognition

We take great pride and will take very opportunity to recognized outstanding performance,
admirable effort, great improvement, and meaningful contributions and assistance from our
faculty, staff, employees, students, parents, and other stakeholders.

Research
We believe that research is one important function of a higher education Institution and an
important component in raising the quality of teaching and community engagement MVGFCI is
advocating and supporting. Thus, Management is committed to create an enabling environment
for a research culture to thrive at MVGFCI.

Community Outreach/Engagement Program


We believe in voluntarily and meaningful sharing our individual and collective expertise and
resources with the community for the purpose of empowering and capacitating them to improve
their quality of life.

Strong Visible Presence – Management by “Walking Around”


We believe in a hands-on management style by being where the action is: observing, evaluating,
analyzing interacting asking, probing, learning, and understanding the situation problem and needs.

Change
We believe that change is constant. The increasingly rapid, intense, dynamic, profound changing
realities in the global and local community require us to continuously monitor our external and
internal environment, to make adaptive decisions, and to constantly reinvent ourselves and our
institution.

Communication
We believe in the “Network” organization where communication is not only horizontal, but
vertical, lateral, and diagonal. A learning organization has open communication channels that
enable sharing of information and giving of feedback in a timely manner to improve decisions.

Lifelong Learning
We believe that the learning is lifelong and that a person will have continuing learning needs
throughout his or her lifetime to enable him or her to live a productive, fulfilled and happy life.

Leadership
We believe that ALL of our faculty, employees, administrators, and students can be and should be
good and responsible leaders.

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Co- and Extra-Curricular Programs
We believe in the vital role of co- and extra-curricular programs in the holistic development of our
learners.

Creating a Learning Community


All faculty shall promote among others the following elements of a school culture that fosters a
learning community.

a. Collaboration g. Long-term focus

b. Collegiality h. Engaged in Continuous Learning

c. Building trust i. Inquiry-minded & evidence seeking

d. Initiative and Risk-Taking j. Consultative and participative decision


making

e. Mutual Support and Respect k. Setting high standards for learning

f. Shared vision

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Section III
ORGANIZATION AND MANAGEMENT STRUCTURE OF MVGFCI

The highest governing body of the MVGFCI responsible in formulating the general policies is
the Board of Trustees. The members are as follows:

Atty. Anita M. Chauhan - Chairperson

Dr. Joseph L. Gallego - Member

Atty. James Litton - Member

Mrs. Monaliza M. Gallego - Member

Gen. Efren Q. Fernandez - Member

Next to the Board of Trustees are the Academic Council and the Administrative Council. The
Academic Council is composed of the President as the Chairman/Presiding Officer with the Vice
President for Academic Affairs as the Vice Chair. Other members include the VPREL, VPA, VPPD,
College Registrar, Deans of the different programs, Principal for Basic Education, Directors, the
College Librarian and faculty members with the rank of Assistant Professor and above. The
Academic Council is the policy-making body for academic-related programs and activities.

Meanwhile, the Administrative Council is presided by the President with the Vice President
for Administration as Vice Chair. The Council is composed of the VPAA, VPREL, VPPD, College
Registrar, Deans of the different programs, Directors, the College Librarian and the non-academic
heads to include Finance and Budget Office, Human Resource Office, Income Generating Program
(IGP), Purchasing Office, MMIS Office, Plant and Site/General Services Office,
Housekeeping/Janitorial Office, Property Custodian, and Security Office.

Figure 1 shows the Organization and Management Structure.

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Figure 1. The Organization and Management Structure of MVGFCI

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SECTION IV
RECRUITMENT, SELECTION, APPOINTMENT AND RANKING
OF ACADEMIC STAFF

4.1 Recruitment, Selection and Placement


4.1.1 Recruitment, selection and placement of faculty members shall be primarily based on the
institutional needs and program requirements in accordance with CHED policies,
standards and guidelines.

4.1.2 A recruitment , selection and placement(RSP) committee shall be composed of the


following: for the Tertiary and Graduate levels, the VPAA shall be the Chair and the
Deans and the HRO shall be the members. For the Basic education Department the
Principal shall be the chair and the Coordinators and the HRO shall be the members. The
committees shall consult with the VPA and the EVP. Moreover, the Committees shall do a
pro-active recruitment effort and this will be done by making an inventory and assessment
of faculty requirements including possible vacancies six (6) months before the opening of
classes.

4.1.4 Pursuant to the requirement of the CHED (Manual of Regulation for Private Higher
Education, 2009) the minimum educational qualifications for recruitment of college
faculty shall be master’s degree or its equivalent in the appropriate specific area of
specialization. For Board Program, in addition to the master’s degree, recruitment shall
only be opened to licensed professionals in the subject area. For Basic Education,
recruitment shall only be opened to licensed teachers in the Elementary Education and
subject area specialists for Secondary Education.
4.1.5 In the absence of qualified applicants (with the above qualification to teach a
course/subject), possible faculty from the pool of applicants maybe hired under
probationary appointment for a period of not more than three (3) years renewable every
year subject to the result of the performance evaluation.
4.1.6 The following are other possible considerations for recruiting faculty members under
probationary appointment:

Finished at least eighteen (18) units of graduate education (Master’s degree) in a


program recognized by CHED and preferably the program is Level II accredited.

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Entry to faculty positions shall be at an appropriate faculty rank based on the
prevailing MVGFCI criteria for ranking and evaluation.

The Faculty
shall commit himself/herself to finish his/her MA or MS degree as required under
the program within three (3) years which shall be monitored every semester by the
HRO and the concerned Dean.

4.1.7 Placement and Appointment

A successful faculty- applicant shall be recommended by the RSP Committee to a


particular program /s and shall subsequently be appointed .

All appointments to the position of faculty shall be based strictly on merit and fitness and
not on religious, political and or any other consideration.
New faculty members who are qualified and recommended for placement and
appointment shall be given an Academic Rank based on the assessment conducted by the
Committee.

No faculty member shall be appointed to any permanent position without the required
qualification as follows:

Instructor to Associate Professor


Education – Relevant Master’s Degree
Work Experience – at least Two (2) years of relevant experience
Training – TVET Certification for Ladderized Program
Eligibility – License for board Program
Professional Achievement- scholarships, awards , scholarly outputs such as but are
not limited to : books published and researches refereed , inventions and membership
to professional and community-oriented organizations.

Professor
( to be a professor, one must pass the interview of the Promotional Board ).
Education - Relevant Doctorate degree
Experience – Three (3) years of relevant experience
Training – TVET Certification for Ladderized Program
Eligibility – License for board Program
Professional Achievement – scholarships, awards, scholarly outputs such as but are
not limited to : books published and researches refereed , inventions and
membership to professional and community-oriented organizations.

4.1.9 Faculty Orientation and Induction

Upon receipt of the notarized copy of appointment contract, the newly hired faculty shall
attend an orientation meeting cum induction program to be scheduled by the Human
Resource Office.
The faculty orientation and induction program is especially designed to provide every
member of the academic community of MVGFCI especially the new ones, the

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information they need about the school as well as getting them up to understand and
appreciate how the College and the program where they will be assigned operates.

MVGFCI believes that carefully planned orientation and induction program and
processes are vital at ensuring that new members of the academic community of
MVGFCI can quickly get acquainted and productively deliver its role as faculty of the
College.
The Orientation and Induction Program and processes focus on the School’s Vision,
Mission, Goals, Philosophy and Directions. The program shall also cover the faculty’s
responsibilities, rights, benefits and privileges, safety, security and other related topics.
These are useful information, if not the most interesting to the members of MVGFCI
faculty force. Because of its importance, even old-time faculty members are also
enjoined to participate in the orientation program. This will also be the time for the new
faculty to be formally introduced to the academic community and acquaint him/her of the
campus, the different Offices of MVGFCI including the school’s programs and services.
The activities and agenda of the program shall be prepared by the Human Resource
Office in close coordination with the VPAA and the VPA for submission to the EVP for
review and approval. The program shall also be one important agenda during the
Executive Council meeting for the information of the President who chairs the Meeting.
Top academic and administrative officials and heads of the different offices of the
MVGFCI are among the expected Officials present during the orientation.

4.1.10 Promotion
Promotion shall be based on established policies by the school. It shall be done only
after two consecutive evaluation periods (1 st and 2nd semesters) and not more than
once a year.
No faculty member shall be promoted unless he/she obtains a rating of at least
“Good” in the two preceding evaluation periods.
Mere filing of administrative charge shall not constitute disqualification for
promotion. If a faculty member is due for promotion but charged administratively,
the promotional appointment shall be withheld until after the case shall have been
decided.
Promotion shall be done by the FPSB based on the ranking results and submitted to
the President for approval.

4.2 Salary Scale and Pay Period


4.2.1 Faculty members are paid salaries corresponding to their duly authorized ranks/positions.

4.2.2 Salaries are paid twice a month, on the 15 th and 30th of the month. If the payday falls on a
Saturday, the payment will be made a day before. However, if it falls on a Sunday, the
payment will be made on a Monday.

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4.3 Classification

Faculty appointments to MVGFCI shall be classified into ranks and groups by title. These
classifications have significance in regard to the terms and conditions of employment including
benefits and rights. The classification, ranking, terms and conditions of employment are among the
interesting information every faculty member expects to hear from the School, whether full-time or
part-time. It spells out the nature, obligations and conditions of a faculty’s engagement at MVGFCI.

4.3.1 Part-time Faculty


These are faculty members employed to teach on a term basis (semester or
summer).
Part-time faculty members are hired on probationary status.
Probationary faculty are those faculty not yet conferred permanent status
and hence, do not enjoy the same benefit full-time regular/permanent
faculty member receives from the school.
4.3.2 Probationary Faculty
All newly-hired faculty member will be placed under probation for a maximum of
three (3) consecutive years during which his/her performance shall be closely
monitored and evaluated every semester.
During this period, their teaching contract is on semestral basis and they receive
remuneration on an hourly rate. Though their presence is required during class
hours only, part-time faculty members of the College are also expected to
undertake assigned tasks and spend time to conduct research, promote and support
the school’s community engagement and other related activities of the school in
pursuance of the vision-mission of MVGFCI.
A faculty member on probation is expected to consider that the period of
his/her employment is temporary. The employer-employee relationship is
automatically terminated on the expiry date of the contract and is expected
to finish the term of his/her appointment unless MVGFC decides otherwise.
However, a probationary faculty member who has complied with the
requirements of permanency, including completion of an appropriate
master’s degree, may be made permanent after six (6) consecutive
semesters of probation or three (3) school year subject to the review and the
result of the deliberation made by the Executive Council chaired by the
President.

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4.3.3 Regular/Permanent Faculty

A permanent faculty member is one who has met the criteria for permanency and as
such enjoys the benefits due for permanent academic staff of MVGFCI.
Permanent faculty members are hired on a full-time basis whose main functions
include instruction, research, extension/community services and academic advising
and other related functions consistent with and in accordance with the vision-
mission of the College.
Regular-permanent faculty member is given a full teaching load of 24 units per
semester and an equivalent 40 hours work week assignment inclusive of the
teaching load.

4.3.3.1 Criteria for Permanency

Any qualified faculty on probation may be elevated to permanent position subject to the
following criteria:
Manifested meaningful/significant contributions to the Vision. Mission, Values, Goal
and Objectives of MVGFCI and to those of the academic program or department
where she/he belongs.
Exhibited good teaching performance as evidence by his/her consistent “Very Good”
rating in the past three years.
Strong manifestation (Good to Outstanding) of MVGFC’s core values and
philosophy.
Consistent compliance with all the educational requirement for the program which
he/she teaches.
Show evidence of professional growth through consistent and regular attendance in
in-house and outside seminars/conferences related to ones area of specialization.
Compliance with school regulations and administrative requirements for course
syllabi tracking, learning materials/modules, test construction, attendance, punctuality
and deadline for grades among others based on personnel record from the HR Office.
Demonstrated support in promoting the culture of research and community service as
evidenced by his/her regular and nature of involvement in research and extension
program organized and/or co-organized by the school.
Active Participation and membership in department and School committees and
activities as shown in the school’s attendance report.
Good team player as confirmed by his/her colleagues/peers and immediate head.

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Good health condition supported by the medical report or certificate issued from an
accredited physician.

4.3.3.2 Procedures for Permanency

Before the end of the probationary period, the concerned Program Coordinator in
close coordination with the Dean and in consultation with the Human Resource Officer shall
review the performance of the faculty concerned including his/her latest credentials. If the
result is favorable to the faculty, the concerned Dean makes a written report and
recommendation (signed and attested by the Human Resource Officer) to the Executive
Council through the Executive Vice President with endorsement from the VPAA.

Only the President of MVGFCI can issue a contract for permanency to the faculty
member who is favorably endorsed and recommended by the Executive Council.

4.4 Classification According to Faculty Position/Ranking Criteria

4.4.1 Classification according to Faculty Position

Full-time permanent faculty of MVGFCI may be classified as either instructor, assistant


professor or professor. The above classification is based primarily on the common criteria for
classification followed by many private higher education institutions in the country.
Instructor
Appointment to the position of Instructor shall be subject to the following
requirements:
 A Master‘s Degree in the area of Specialization (in case the faculty has not
completed yet his/her Master’s degree, the school will give the faculty two
(2) years by which to complete and earned the appropriate master’s degree
from a CHED recognized program);
 A Bachelor’s Degree from a CHED recognized school and program;
 With updated professional license (if required by the program); and
 With a performance rating of “Good” or higher.
Assistant Professor
Appointment to the position of Assistant Professor shall be subject to the following
requirements:
 Master’s degree holder in the area of specialization;
 With updated professional license (if required by the program); and
 With a performance rating of “Good” or higher.

Professor

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Appointment to the position of Professor shall be subject to the following
requirement:
 Doctorate Degree* holder in the area of specialization;
 With updated professional license (if required by the program); and
 With a performance rating of “Good” or higher.
*
In cases where a doctorate degree is not normally part of career preparation or where such
doctoral program is rare, the doctorate requirement maybe waived provided that the
candidate has an appropriate master’s degree.

4.4.2 Ranking Criteria


The following criteria shall be used to rank faculty members at MVGFCI:

RANKING CRITERIA FOR TERTIARY AND BASIC EDUCATION FACULTY


MEMBERS (Effective: 2nd Semester, S.Y. 2017 – 2018)

A. Professional Qualifications Max of 80 pts.


1. Highest Educational Attainment
a. Doctorate Degree
Ph.D./Ed.D. + 30 points
Passed Final Defense + 28 points
Passed Pre-Oral Defense + 27 points
Dissertation Writing + 26 points
Compre Exam Passed + 25 points
40 to 48 units + 24 points
31 to 39 units + 23 points
22 to 30 units + 22 points
13 to 21 units + 21 points
6 to 12 units + 20 points

b. Master’s Degree
MA holder /MA equivalent ( MD / LLB Passer) / +10 points
?
Passed Final Defense + 8 points
Passed Pre-Oral Defense + 7 points
Thesis Writing + 6 points
Comprehensive Exam Passed + 5 points
28 to 36 units + 4 points
19 to 27 units + 3 points
10 to 18 units + 2 points
6 to 9 units + 1 point

c. Bachelor’s Degree (with license) 54 points


(CPA) 58 points
(Non-board program) 50 points
(Non-license) 50 points
Note: Any applicant who shows proof of more than one Master’s degree shall be
granted an additional 8 points for the second degree earned.

B. Work Related Experiences

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1. For every year of full-time academic service inside MVGFC (1 pt.)
2. For every year of part-time teaching inside MVGFC (0.25 pt.)
3. Additional points for other work-related experience
3.1 for every 2 years of related work experience outside MVGFCI (0.5 pt.)
3.2 for every year of administrative designation as:
President (1 pt.)
Vice-President/Principal (0.75 pt.)
Dean/Director/School Superintendent (0.5 pt.)
Department Chair (0.5 pt.)
3.3 For every year of other relevant administrative or
Managerial work experience (0.5 pt.)

POINTS EQUIVALENT

TERTIARY LEVEL

Professor 3 96 – 100
Professor 2 91 – 95
Professor 1 86 – 90

Asso. Prof. 3 82 – 85
Asso. Prof. 2 78 – 81
Asso. Prof. 1 74 – 77 ( Ph. D./Ed. D)

Asst. Prof. 3 70 – 73
Asst. Prof. 2 66 – 69
Asst. Prof. 1 62 – 65( must be MA/MS holder)

Instructor 3 58 – 61
Instructor 2 64 – 57
Instructor 1 50 – 53

BASIC EDUCATION LEVEL

Professor 3 94 – 100 Asst. Prof. 3 76 – 80 Teacher 3 61 – 65


Professor 2 87 – 93 Asst. Prof. 2 71 – 75 Teacher 2 56 – 60
Professor 1 81 – 86 Asst. Prof. 1 66 – 70 Teacher 1 51 – 55 (w/ LET)
Teacher Assistant 50 (non-LET)

4.5 Procedures for Upgrading/Reclassification of Rank/ Position


4.8.1 Faculty shall be promoted/advanced to a higher faculty rank/sub-rank on the basis of the
extent to which he/she meets the specific requirements and/or standards and procedures as set forth in
this Manual.
4.8.2 The HR Officer or his/her duly authorized representative shall advise all faculty members
concerned to update their records in the HR Office two (2) weeks before the start of the School Year.
The HR Officer of MVGFCI in accordance with the system of ranking positions, qualification
standards, personnel qualification index, shall assess and rank faculty members on the basis of the

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updated records/credentials submitted by the faculty. Submit the results of the preliminary evaluation
to the FPSB.
4.8.3 The Board, chaired by the EVP, shall convene a meeting to evaluate and confirm the
result of the preliminary evaluation made by the HR Officer, rank the faculty-candidate for promotion
and recommend appropriate action to the President. The President shall assess the merits of the
recommendation of the Board and make the final decision.
4.8.4 The President will issue a Memorandum informing the faculty of his/her new/upgraded
rank.

SECTION V
FACULTY MEMBERS’ DUTIES, RESPONSIBILITIES
AND ACADEMIC ACTIVITIES

5.1 The Faculty Members

Generally, faculty members of higher education institutions shall fulfill three (3) primary
functions, namely: Instruction, Research and Extension/Community Service. In line with this
CHED mandate, all full-time faculty members in MVGFCI are expected to be actively engaged in
actual teaching, research and extension assignment.
Furthermore, the functions of a faculty member should be in accordance with the School’s
Vision, Mission, Goals and Philosophies.

5.2 Duties and Responsibilities


5.2.1 Instruction
Instruction focuses on the process of facilitating the acquisition of knowledge and
skills to develop the analytical and creative faculties of learners. It also includes other specific
tasks, such as student consultation, academic advising, and all other initiatives that facilitate
the process of learning. Every faculty member of MVGFCI whether full-time or part-time is
expected to:
Identify learner needs;
Prepare and follow a course plan based on the needs identified;
Facilitate the learning process through active engagement in classroom tasks and
activities;

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Develop students’ analytical and creative thinking skills through purposive
activities with focus on higher order thinking skills (HOTS) following the
outcomes-based education (OBE) curriculum;

Design alternative and innovative models of teaching for all types of students: regular, gifted and
those with special needs and in accordance to the provisions of the law on gender and development
(GAD);

Make oneself available for consultation, academic advising and other relevant
functions that help improve the students’ well- being; manifest a strong
commitment to development of highly competent and qualified graduates by
constantly improving one‘s craft; vary and improve teaching methodologies and
techniques in the pursuit of effective teaching and learning process; and

Attend all the mandated affairs of MVGFCI such as faculty meetings and/or
academic council meetings (as may be needed), commencement rites, foundation
and College’ week activities and faculty development programs. Extension or
outreach activities, and other similar activities of the College.
Field Trips for Students - Exposures in the real world through educational field
trips facilitate the students’ appreciation of what had transpired within the four
walls of the classroom. Students gain additional knowledge and enrich their
experiences through actual exposure/engagement, face-to-face communication or
immersion with the real situations and environment.
Field trips must not be made mandatory and must be in compliance to
CHED Memo Order No. 13 s. 2008. No field trip must be scheduled two (2)
weeks before any periodic examinations.

In this regard, faculty members are encouraged to plan ahead field trips
for “hands-on”, ocular and on-the-spot learning experience of students. It is
expected that these field trips must jive or be carefully correlated with the subject
matter of the course.

Before finalizing any official field trips, the faculty adviser/in-charge


should submit in writing its details to secure the endorsement of the concerned
Dean for approval of the VPAA at least one (1) month before the planned activity.
The requirements must be indicated in the course program including the detailed
budget/costing, the program plan and the proposed itinerary/ies of the trip.

Before the final approval of the proposed field trip by the EVP through
the VPAA, the following must be satisfied/complied:

 Result of canvass by the Purchasing Officer of the MVGFCI


including its cost (at least 4 canvass)
 Result of the budget review;

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 Submission of the signed waivers from the parents/guardians and
countersigned by the Dean and the Director of Student Affairs Office
(SAO);
 Report of the advance ocular inspection made on the places to be
visited; and
 Other requirements as follows:

o A recommendation from faculty adviser duly noted by the Dean.


o A written statement of total projected collection and actual/projected
expenditures duly audited by the class organization auditor and
noted by the faculty-adviser and the Dean concerned.
o A written permit from the proper authorities/agencies to be visited.
o Copy of the insurance papers of the vehicle/s to be used during the
tour showing coverage for liability.
o List of organizers, custodians of funds and itinerary.
Once the proposed field trip is approved by the EVP, the Purchasing Officer
will be advised to proceed with the negotiation.

If a School transport facility is desired, the faculty member should


accomplish and submit an application form for this purpose address to the VPA for
approval and confirmation.

Requirements for Field Trips/Educational Tours


 Request for field trips, educational tours and other similar activities shall be
filed with the Office of the Director of Student Affairs at least two weeks before
the scheduled departure which shall include the following requirements:
o A recommendation from faculty adviser duly noted by the Dean.
o Copies of waivers duly signed by the students and
parents/guardians.
o A written statement of total projected collection and
actual/projected expenditures duly audited by the class
organization auditor and noted by the faculty-adviser and the
Dean concerned.
o The students must pay the field trip fee directly to the Finance
Office upon notice of the faculty-adviser.
o A written permit from the proper authorities/agencies to be
visited.
o Copy of the insurance papers of the vehicle/s to be used during
the tour showing coverage for liability.
o List of organizers, custodians of funds and itinerary.

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 No permission shall be granted within fourteen (14) calendar days
immediately preceding a major examination.
 Field trips, educational tours and other similar activities shall not be allowed
without written approval and authorization from the EVP through the VPAA
upon recommendation by the Director of the SAO and the concerned Dean.
 A written report (including the activities and financial reports) shall be
submitted by the faculty-adviser to the Director of SAO copy furnished the
Dean concerned and Office of the VPA not later than five (5) working days
after the tour/activity. The remaining cash, if any shall be remitted directly to
the Finance Office which may be used to finance future project/s of the
department concerned.

5.2.2 Research

Faculty members need to continually explore areas of inquiry through active


participation in research endeavors. As faculty of MVGFCI, one is expected to:
Participate in formulating the research agenda for the College;
Generate research paradigms to enhance instruction in their field of
specialization;
Encourage and guide students to become creative, innovative and productive
researchers;
Update/upgrade oneself through continues study by reading/reviewing recently
published papers on basic and applied researches, materials development,
feasibility studies, and others;
Participate actively in local and international conferences; and
Publish articles/monographs preferably in recognized and refereed journals and
magazines.

5.2.3 Extension /Community Engagement

Faculty members of MVGFCI are strongly encouraged to participate or be involved in


community extension/engagement program organized and/or sponsored by the school.
Faculty participation and support for the 2016 MVGFCI Extension Services is regarded as
part of their professional and persona1 commitment to the academic profession. They are
expected to help and guide students to appreciate and use the knowledge and experience

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gained from their academic program in the actual setting through the School’s Extension
Office.
High expectation is given to full-time faculty members as their community engagement
will form part of the 40 hours per week mandatory service to the School. Their extension
service/community engagement maybe in any of the following areas:
 Training, literacy, adult education and capacity building/livelihood program
 Technical assistance and advisory service program
 Community outreach activities
 Communication and information campaign outreach program
 Research-based extension program: technology transfer, utilization and
commercialization (such as: mushroom propagation; farming and greening
projects)
 Community engagement aimed to preserve indigenous culture

Faculty members of MVGFCI are expected to be familiar with and follow the policies,
procedures, and responsibilities listed in this 2016 MVGFCI Faculty Manual. Specifically, they are
expected to attend to the following duties:

Preparation of OBEdized Course Plan


All faculty members are required to submit complete OBEdized course plans to
the Curriculum Committee endorsed by the respective Deans for review and approval.
The Course Plan shall contain ALL of the following components:

I. Course Code and Title


II. Course Description
III. Course Objectives
IV. Course Outcome (Product/Performance)
V. Learning Module in Matrix
a) Main Topics/Concepts/Lessons (including sub-topics)
b) Specific Learning Outcome
c) Specific Learning Objectives
d) Assessment Strategies (Rubrics with grading criteria for
course/unit output and performance)
e) Learning Activities and Resources
VI. Grading System
VII. References

Medium of Instruction

An institution adopting the Bilingual Education Policy uses Filipino and English
as media of instruction and communication. Specifically, this means that Filipino and
English shall be used as media of instruction in definite courses taking into account the
nature of the discipline.

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Attendance
 A timekeeping procedure shall be maintained in the MVGFCI
 All faculty and staff of MVGFCI shall be required to register in the face biometric
located in Post I – main gate of MVGFCI. At the end of each cut-off period (every
10th and 25th of the month) the designated senior staff from the Human Resource
Office download the record of attendance from the face biometric and use the same
in checking the faculty attendance for the period.
 MVGFCI shall designate a Timekeeper from the Executive Vice President’s Office
to monitor and verify the attendance of the faculty in their respective classes.
 In addition to the attendance in the class, faculty members with class academic
advising assignments are also expected to post in the bulletin board and announce
during the first class advising meeting their available time for academic advising
and consultation. Attendance during class advising/consultation shall also be
checked and verified by the designated checker of the College. Signed attendance
sheets of students during class advising shall also be required and collected by the
HR Office.
 At the end of each period the designated personnel from the HR Office checks the
entries from the face biometrics and the report of the Timekeeper designated by the
EVP.
Punctuality

 All faculty members and academic staff including those with administrative and
high level posts are expected to observe punctuality not only in the class but also in
all school activities of the School. Punctuality is one indication of
“professionalism” and hence considered an important observable value every
member of MVGFCI should uphold. The motto “WATCH” meaning “We are Time
Conscious and Honest” must be consistently observed.
 Written memo prepared by the HR Officer and noted by the EVP shall be expected
for any faculty not adhering to this important value of the College.

Observance of Class Schedule

 The regular schedule of classes, as approved by the Department Head and the
Dean, should be observed strictly. Faculty members should conduct their classes for
instruction or consultation purposes on the scheduled time and venue. In case of a
plan to change the class schedule, faculty members should first inform, consult, and
get the approval of the Dean. Internal arrangements between faculty members and
students are not allowed. Any deviation from the approved schedule should be
communicated to the Office of the Registrar.

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 Punctuality should be observed at all times in the conduct of classes. If the class
should start at 7:00 A.M., the faculty should be in the classroom at exactly 7:00
A.M. Classes should be dismissed at least five (5) minutes before the end of each
period to allow students to move and transfer to their next class.
 If a faculty member must be absent from classes, notice shall, if at all possible, be
given in advance (at least three working days in advance for a one day absence) to
the Dean for appropriate action. Scheduled absence of more than one day must be
properly coordinated at least two (2) weeks in advance for appropriate action.

Workload, Overload and Deloading Scheme of Academic Heads and Faculty


Members

6.1 Workload (Instruction, Research, Extension and Auxiliary Services)

Faculty work load shall consist of instruction, research, extension, and


auxiliary services or any combinations of these activities for a particular
period endorsed by the concerned Dean through the VPAA and recommended
by the EVP to the President for approval.
A normal teaching load of twenty-four (24) units plus other assignment
equivalent to forty (40) hours per week spread from Monday to Saturday per
semester for each full-time regular faculty member shall be required.
For purposes of computing teaching load, one (1) hour of lecture shall be
equivalent to 1.0 unit and laboratory work shall be based on the CMOs of the
respective programs.
This 40-hour work week load/assignment spread from Monday to Saturday
must be fully satisfied, otherwise, the difference will be deducted from the
faculty’s leave credit.

In addition to actual teaching, full-time regular faculty member of MVGFCI


shall devote time for Research, Extension and Class Advising/Consultation.

Two (2) weeks before the start of every semester, the faculty shall submit
his/her 40-hour service schedule to the EVP through the VPAA endorsed by the
Dean copy furnished the Human Resource Office and the Finance Office for
appropriate action.

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Report on the result/progress of the research work and involvement in the
school’s extension work plus the academic advising shall be submitted to the
concerned VP for review and acceptance at the end of semester. Certification
signed and issued by the concerned VP shall form part of one’s clearance.

Table I. Distribution of the 40-hour Work Time for Academic Heads


and Faculty Members

Position/ Total Required Teaching Administrative/ Other Service


Classification Load/Built-in Load/Semester Supervisory Time Required per Area
Week
Executive 3 units built-in teaching load or
Vice President equivalent to 3 hours teaching 36 hours administrative and other special
(EVP) time plus 1 hour classroom assignments from the President
preparation
Vice 6 units built-in teaching load or 27 hours administrative work 5 hours
Presidents and equivalent to 6 hours teaching according to one’s designated research and
Academic/ time. position which may be used in community
Program the performance of one’s service
Deans The 6 hours classroom teaching function as Academic Head, such
time for Academic Heads means as but not limited to: attendance
6 hours in the class (or 6 units) to meetings, consultations,
plus 2 hours for classroom program planning, supervisory
preparation and academic work, etc.)
advising.
Academic/ 12 units built-in teaching load or 19 hours administrative work 5 hours
Program equivalent to 12 hours teaching according to one’s designated research and
Coordinators time position which may be used in community
the performance of one’s service
The 12 hours classroom teaching function as Academic Head, such
time for Academic/Program as but not limited to: attendance
Coordinators means 12 hours in to meetings, consultations,
the class (or 12 units) plus 4 program planning, supervisory
hours for teaching and test work, etc.
preparations, correction of test
paper and grade computation.
Full- 24 units teaching load or 3 hours administrative work such 5 hours
time/regular equivalent to 24 hours teaching as committee chairmanship or research,
Faculty time. membership, academic/student community
organization’s advising, service/
The 24 hours classroom teaching participation in faculty engagement
time means 24 hours in the class development programs, etc.
(or 24 units) plus 8 hours for
teaching and test preparations,
correction of test paper and
grade computation.

6.1.1 Teaching Load/Assignment

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Scheduling of subjects to be offered in the succeeding semester and subject
loading to faculty members shall be done and submitted to the EVP through
the Registrar for approval at least a month before the opening of classes.

Teaching load/assignment which is prepared by the Dean in consultation with


the Program Coordinator/Head shall be in accordance with the faculty
member’s field of specialization.
To give a faculty member more time for class preparations, load assignments
should be limited to a maximum of four (4) preparations equivalent to a
minimum teaching load of 20 hours per week.
Any load in excess of four (4) preparations require consultations between the
Academic Dean and the faculty member concerned and the decision is subject
to the approval of the EVP through the VPAA.
The summer load of a full-time faculty member is considered his/her regular
load.
To avoid problem in giving load assignment, a full-time faculty member who foresees
that he/she will not be available for a school year or term, should submit the
resignation or leave of absence including clearance requirement effective at least thirty
(30) calendar days before the beginning of the school year or term.
Report on the result/progress of the research work and involvement in the School’s
extension work as well as class academic advising done shall be submitted to the
concerned Vice President, i.e., for class academic advising: to the Vice President for
Academic Affairs (VPAA) and for research and extension: to the VP for Research,
Extension and Linkages (VPREL).
The written accomplishment report shall be for review and acceptance by the
respective VPs at the end of school year and submitted to the EVP copy furnished the
HR Officer. On the basis of the accomplishment report certified and accepted by the
respective VP, a “Certificate of Appreciation” shall be issued by the EVP at the end of
the school year to the faculty and said certification shall form part of one’s clearance
as well as one basis for performance evaluation.

6.1.2 Scheduling and Conduct of Classes/Make-up Classes

First Day of Classes - The class list, issued by the Office of the Registrar, provides
the name of students officially enrolled in a course. Faculty members should get
their class lists from the Registrar’s Office first week after the regular classes.

32 | P a g e
Moreover, faculty members should orient the students about the objectives,
contents and requirements of the course, and explain the bases for evaluating
students’ performance and students shall be provided with a copy of the course
plan.
The regular schedule of classes, as approved by the EVP, should be observed
strictly. Faculty members should conduct their classes for instruction or
consultation purposes on the scheduled time and venue.
In case of a plan to change the class schedule, faculty members should first inform,
consult, and get the approval of their Dean through their Program Coordinator.
Internal arrangements between faculty members and students are not allowed not
even for tutorial classes.
Should the class size fall below the minimum number (10 students), the faculty in-
charge shall still meet the classes regularly as scheduled.
Tutorial Class/Course Request

o Course request for tutorial is only applicable to the following conditions:

o A graduating student needs to enroll a course (not currently


offered) for him/her to complete academic requirements for
graduation;
o The course is currently offered, however it conflicts with other
courses the student has enrolled;
o The school agrees to open a class which is less than ten (10),
provided a student is charged an additional administrative fee in
addition to the regular tuition fee.
 Procedures for requesting to open course/class:
o Secure “course request form” from the Registrar’s Office.
Accomplish the form (triplicate copy).
o The Dean will determine the instructor who will handle the
requested course. A schedule shall also be determined and
agreed upon.
o The form must be noted by the assigned instructor then
endorsed by the Registrar to the EVP for approval.
o Proceed to the Finance Office for the assessment of fees.

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o Submit the accomplished form, complete with schedules,
instructor’s signature and notation from Finance. Only then the
request will be considered official and final.
 Rules and Regulations for Tutorial Classes
o A tutorial class is a class with less than 10 students. Faculty member
shall meet said class regularly but being paid one-half that of a
regular class if it is an overload (i.e., 1.5 hours for a 3-hour class).
o Tutorial classes shall be allowed for graduating students and only for
the remaining course required to qualify him/her for graduation and
that the course requested under tutorial is not offered, during the
same semester or if offered is in conflict with other classes with an
assurance of available faculty qualified to teach the course.
o In cases where no qualified faculty is available to handle the course,
cross–enrollment shall be allowed. An approved request for the
purpose must be secured from the EVP through the VPAA fully
endorsed by the Office of the Registrar.
o For an approved tutorial class, students shall pay in cash upon
enrollment equivalent to the regular fee plus eighty percent (80%) of
the tuition fee including laboratory fee (if applicable). Sixty percent
(60%) of the tutorial fee shall be given to the faculty member at the
end of the semester as part of his/her salary subject to the submission
of grading sheet. The remaining forty percent (40%) of the tutorial fee
shall go to the School as administrative cost. Faculty member in
charge to teach a tutorial class shall submit schedule of classes to the
VPAA and EVP (upon approval of the request tutorial) through the
concerned Dean for monitoring purposes. Approval of the
application/request for tutorial shall be acted not later than seven (7)
days upon receipt of the request/application. Payment of the tutorial
class shall be released upon submission of all requirements three (3)
weeks after the final examination.
Make-Up Classes
 A faculty member shall conduct make-up classes for lessons missed due to
the following:
o Approved cancellation of classes
o Official assignment/travel of the concerned faculty
o Sickness
o Death of immediate family member
 All faculty whether full-time or part-time, shall reschedule all classes that
have been cancelled or were not conducted by the faculty for whatever
reason during the same academic term.

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 Make-up activities/classes should be for both overload and regular
teaching assignments.
 Request forms for make-up classes are available at the Dean’s Office.
Request for make-up classes must be submitted at least one week before
the actual date of the make-up class indicating the reason for the make-up
class and the time for holding the make-up class.
 A photocopy of the signed attendance sheet must be submitted to the
Record Personnel for reference purposes.

6.1.3 Suspension of Classes

Classes shall not be dismissed or suspended without authority from the President
or the EVP of the College. In case of forced suspension, classes in the basic education
program may be dismissed/suspended after Typhoon Signal Number One (1) and
Number 2 for grade school and high school levels respectively, has been raised by
PAG-ASA. If Typhoon Signal Number Three (3) has been raised, classes in all levels
are suspended. In case of a sudden suspension of classes as declared by the Office of
the President through his authorized representative, faculty members should stay in
their workplace until further instruction has been received. The faculty is the last person
expected to leave the class in case of announced suspension by the authority.

6.1.4 Other Special Assignment

Advising

o Thesis advisers are officially assigned by the Program Dean in consultation


with the VPAA. Qualified faculty members shall be assigned as thesis
advisers in the undergraduate and graduate level.
o Student Organization recognized by the institution shall have a faculty
adviser. For co-curricular clubs, the Dean shall appoint the adviser. In the case
of interest clubs, the Director of SAO shall be responsible for assigning an
adviser for each school-recognized organization. Assigning of advisers for
student organizations shall be made one month before the opening of classes.
For club advisers’ responsibilities, refer to SAO Manual.
6.1.5 Overload, Substitution and Emergency Replacement

Substitute or emergency replacement will only be allowed to qualified


Academic Heads (VPAA, Dean and Program Coordinator) and faculty
members who are available to teach the subjects.
An additional teaching load of no more than six (6) hours per semester/period
may be given to the Academic Head/s and faculty members as overload.
Any teaching load in excess of the required normal load of 18–24 hours per
semester for regular faculty and 3 hours built-in load for the EVP and 6 hours

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built-in load/semester for Vice Presidents and Deans or 12 hours built-in
load/semester for Academic Coordinators shall be considered as overload.
Assignment of overload shall be based on the following:
o At least a Good (G) teaching performance.
o Consistent compliance with specific policies and requirements such
as course plans, submission of quality test, attendance, punctuality in
meeting the submission of grades, etc.
o At least one (1) year of service at MVGFC.
These overloads shall not be counted as part of the faculty member’s
residency hours and shall not be hindrance in the performance of his/her
main responsibilities in school.
Overload can only be claimed on top of the 40-hour workload but not to
exceed 6 hours or 2 subjects per semester. Overload will only be given to
faculty members with performance rating not lower than “Good” in the last
evaluation period.
Anyone carrying a graduate study load of six (6) units or more, or who is
preparing for the comprehensive exam, or writing his/her thesis/dissertation
will not be allowed to carry an overload unless endorsed by the EVP and
approved in writing by the OP due to compelling circumstances.
Payment for the overload/substitution will be made only if it is reflected in
the Report on Faculty Load approved by the President.
Overload payment may be claimed every 1 st Friday of the following month
where the overload is made subject to the submission of requirements such
as DTR and attendance monitoring sheets upon verification by authorities
concerned.

6.1.6 De-loading

The teaching load of a full-time faculty member may be reduced when he/she
is:
Conducting a major research project duly approved by the President, upon
recommendation of the Dean, Research Director, VPAA, and VPREL.
Assigned by the President to do other tasks in consultation with school
authorities concerned.

6.2 Classroom Management

6.2.1 Utilization of Class Time


Faculty members shall optimize use of class time by:
 meeting class on time avoiding early dismissal;

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 setting up of instructional materials and technologies before the start of class
time;
 focusing discussions on the topics/main issues, not on irrelevant matters; and
 setting appropriate time for every learning activity.
Faculty shall implement the course plan as designed.
The faculty must make advance arrangement with the school authorities
concerned in using school facilities i.e., laboratories, amphitheaters, laptops,
LCD projectors.
The faculty is also expected to check the provisions and services that can be
made for student to have access to technology/materials.
The faculty must ensure that classroom atmosphere is non-threatening.

6.2.2 Class Attendance


Interactions in the learning process between faculty and students usually
takes place in the classroom. The teacher therefore must inspire and at the same time
enforce punctuality to and diligent attendance of students to classes and other
activities. He/she must notify students who are always tardy or absent that policy on
attendance is enforced all the time.
6.2.3 Teacher Appearance and Norms of Conduct

The teacher must perform his/her teaching functions with utmost dedication
and avoid taking advantage of his/her students. He/she must be in the classroom
ahead of time and dismiss the class on time to give the students time to prepare for
the next class. Students are allowed to leave the classroom if the teacher does not
appear within the first fifteen (15) minutes of the lecture class and thirty (30) minutes
for a laboratory class.

6.2.4 Evaluation and Report of Grades

The teacher must monitor the progress of the student learning process through
class recitation, quizzes, assignments, outputs, performance and term examinations.
The grades must be computed in accordance with an approved or agreed computation
methods. The grades, together with the computation, must be submitted to the
Registrar Office noted by the Deans concerned on or before the due dates as approved
in the academic calendar to avoid student’s delay of enrollment.

Examination Procedures/Policies

 Regular/Periodic Examinations
o There are three major examinations in a semester: Preliminary,
Mid-Term and Final, and two during summer term: Mid-term
and Final Examinations.
o An examination permit will be issued by the Finance office
upon payment of the required fees. A duly accomplished

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clearance form is required for the issuance of final examination
permit by the Finance Office.
o Periodical examinations shall be taken as scheduled in the
assigned classrooms. Punctuality is a must. The faculty who
will administer the exam shall close the door after fifteen (15)
minutes.
o Corrected periodical test papers must be returned to the
students within 14 calendar days from the last day of the
examination schedules except for the final test papers which
are kept in their department’s office for research and
educational purposes. Any complaints regarding the
examination must be addressed to the faculty concerned during
the time the test papers are returned/shown to students and be
referred immediately to the dean/appropriate school authority if
there is any unsettled disagreement between the faculty and the
student.
 Special Examinations
o Special examinations are given in consideration to students
with written request and endorsed by the concerned Dean for
approval by the Vice President for Academic Affairs. Students’
request with any of the following justifiable reasons shall be
entertained:
- accidents and sickness which would require complete
bed rest or prolonged stay in a medical clinic or
hospital and with medical certificate verified by the
school physician;
- death of an immediate family member with death
certificate;
- participation in trainings, seminars, or competitions
authorized by the school and approved by the EVP.
o A different set of examination with the same coverage
approved by the concerned Dean will be given within two (2)
weeks after the original schedule of examination. For this
purpose, special examination fee of (one hundred pesos Php
100.00) per course will be charged from the student which
he/she has to pay in full direct to the Cashier’s Office at least
one (1) week before the scheduled special examination.
Payment collected from special examination shall be
allocated as follows:

- 75% of the total fee collected for the faculty in charge;


- 25% of the total fee collected for the school
administrative expenses.

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o Those who fail to take the scheduled special examination shall
automatically get “FAILED” grade on the term exam. This
may cause the student to obtain a “FAILED” term grade since
the periodical exam is the most comprehensive, the most
objective and the most important basis for determining
student’s periodical grades.

 Comprehensive Examinations – this is usually in the form of


written examinations administered by the graduate school office
and testing office for the undergraduate level.

Graduate Level. Comprehensive exam in the graduate level


is given to students who passed all the academic requirements of
their program leading to Master’s degree. The examination is
scheduled and administered at the end of each semester, usually
Friday and Saturday during semestral break and with clearance
signed by concerned authorities. Qualified students with intention to
take the comprehensive examination is charged 200 pesos per test/set
to cover the cost of examination. Comprehensive examination fee
must be fully paid at least two (2) weeks before the scheduled
examination. Payment collected from comprehensive examination
shall be allocated as follows:

o 70% of the total fee collected for the faculty in charge;


o 30% of the total fee collected for the school administrative
expenses.

Tertiary Level Departmental Comprehensive Examination –


refers to written examination given to undergraduate students
enrolled in board programs given at the end of each year level
starting at the end of second year. Examination shall cover all courses
taken in that year level which are included in the board examination.

For this purpose, departmental examination fee of seventy


five pesos (Php 75.00) per course will be charged from students to be
paid in full to the Cashier’s Office at least one (1) week before the
scheduled departmental examination. The fee shall be the same as the
one above if the student is required to take another departmental
examination after the remedial classes.

* Please refer to approved departmental retention and comprehensive


policies for other details.

Grading Policies / System


 Grading Policies
o For the tertiary and graduate levels, the passing score is 75%.
o The Bases for determining the Prelim, Midterm and Final Grade in
the tertiary and graduate levels shall be any combination of the
following components:

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- Prelim, Midterm, Final Exam (these exams are not
necessarily ALL paper and pencil tests – for instance, in
Physical Education, the faculty may determine that the
“Final Exam” shall constitute 20% written test and 80%
skills based assessment with rubrics).
- Quiz, Long Test, Assignment
- Papers (term paper, essays, research work, journal entries)
- Projects and Performance (skills) based assessment and
others
o Subject to the requirements of the Commission on Higher
Education for the tertiary level, the faculty shall have discretion to
allocate the weights in each of the above four components.
o For the tertiary level, the percentage allocation among the Prelim,
Midterm and Final Grades to determine the SEMESTRAL Grade
of the student shall be as follows:
Semestral Grade = Prelim Grade (30 %)
+ Midterm Grade (30 %)
+ Final Grade (40 %)
Total (100%)

o Since there are only two grading periods during the Summer Term,
the Term Grade computation is as follows:
Summer Term Grade = Mid-Term Grade (40%)
+ Final Grade (60%)
Total (100%)

Grading System
Scale used in measuring academic achievement
Rating Class Percentage Verbal
Scale Interval Equivalent Interpretation

1.00 1.00-1.12 98%-100% Outstanding


1.25 1.13-1.37 95%-97% Excellent
1.50 1.38-1.62 92%-94% Superior
1.75 1.63-1.87 89%-91% Above Average
2.00 1.88-2.8 86%-88% Average
2.25 2.13-2.37 83%-85% Below Average
2.50 2.38-2.62 80%-82% Low Average
2.75 2.63-2.87 77%-79% Fair

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3.00 2.88-3.8 75%-76% Passed
4.00 3.88-4.00 74% and below Failed
 Other Grade Notations:
UNOFFICIALLY DROPPED (UD)- given at the end of the semester
to a student who is officially enrolled in the course but does not
attend classes and does not file an official Dropping Form in the
Registrar’s office within the prescribed period. In this case the
student earns no credit in the course.
INCOMPLETE (INC)
Policies:
o A student gets an incomplete grade due to non-compliance
with clearance and/or some academic requirements such as
term paper, laboratory exercises, return demonstration etc. as
written in the course plan.
o The student shall comply with said requirements and pay the
corresponding fee of P200 per subject to the Cashier’s Office.
o Completion period for non-prerequisite course is one (1) year
from the date the student incurred the INC grade, however if
the incomplete grade is for prerequisite course, completion
shall be within the semestral break immediately following.
o Failure to complete the INCOMPLETE SEMESTRAL
GRADE within the prescribed period shall mean a FAILED
GRADE of 4.00 in the subject. In such a case, the student shall
re-enroll the subject to avoid delay in graduation.
o For valid reasons, students are allowed to add, drop
or change courses within one (1) week from the
official start of classes, after which, no other
changes can be made. A dropped subject will be
given a grade of D which means dropped officially
Dropping of courses within this period will not appear
in the student’s academic records; otherwise, it will
result in Unofficially Dropped (UD) remark on the
student’s grade sheet. A subject with D or UD and
shall require re-enrolment of the said course/s.

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 Students must fully accomplish an Adding,
Changing, and Dropping Form, whichever is
applicable. Once the form is completed, with
the appropriate signatures, this must be
submitted to the Registrar’s office for
processing. Subjects added, dropped or
changed without approval of the Registrar
will not be recognized.
o Finance Office shall issue updated COR to the
student concerned upon payment of the
reassessed fees.

o If a student fails to show his/her FINAL EXAMINATION


PERMIT within the allowable period of 10 calendar days from
the last day of the final examination, his/her grade is
INCOMPLETE even if the computed semestral grade is
PASSED. A remark “NO FINAL EXAMINATION PERMIT
(NFP)” shall be indicated in his/her Grading Sheet; this is the
only completion requirement he/she will show to complete
his/her grade within the prescribed period. This also requires a
completion form to be submitted to the Registrar’s Office.
o For control purposes, completion requirements shall only be
limited to any of those prescribed in the approved course
syllabus which the student fails to comply.

Procedures on completing an incomplete grade:


o A student shall secure the completion form at the Finance
Office upon payment of the completion form fee in the same
Office.
o The completion form shall then be given by the student to the
faculty where he/she incurred an incomplete grade. If the
faculty is no longer connected with the school, the Dean shall
be the person responsible in issuing the completion grade.
o Upon receipt of the said form, the faculty shall accomplish it
and submit it to the Registrar’s office together with the

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completion requirement which may be a term paper, a
corrected test paper, a research proposal and the like.
o Completion form without the attached completion requirements
will not be accepted at the Registrar’s office.
Change of Grades
 Rectification of Grades. If a faculty found and verified that an
error in the computation of a student grade was committed
unintentionally, he/she shall make a letter of request with
pertinent documents to the VPAA noted by the concerned Dean
for rectification. If approved, the faculty member shall submit a
new report of grades duly signed by the concerned authorities
which shall be the basis of the Registrar to change the grade. If
the faculty member commits the same mistakes three or more
times, he/she will be subjected to disciplinary actions. The Dean
shall report the faculty members who had to change the grades
to the VPAA and EVP for purposes of monitoring and future
reference.
 Student’s Complaint on Grades. If a student found he/she is
graded unfairly, request for a change in grades shall be filed to
the Dean’s Office. To initiate the process of review, a written
complaint shall be filed by the concerned student to the office of
the concerned Dean.
o The concerned Dean shall then review the computation of the
grades as the basis for the issuance of the final grade with the
teacher concerned.
o If the results of this verification favor the change of grades of
the student, the concerned Dean shall request in writing the
Registrar, properly endorsed by the VPAA to effect the
change of the grade of the student.
o If the faculty member commits the same mistakes three or
more times, he/she will be subjected to disciplinary actions.
The Dean shall report the faculty members who had to change
the grades to the VPAA and EVP for purposes of monitoring
and future reference.

Deliberation of Graduating Students

Before the public pronouncement of the President/College


Registrar that the students have satisfactorily completed the requirements
prescribed by CHED and by the College, the faculty members and the
Academic Council shall conduct a two-step deliberation process.

 The first deliberation shall be done by the Dean and the faculty members
from their respective department to determine whether the curricular
requirements have been met by the respective applicants for graduation.

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 The second deliberation shall be held by the Academic Council (EVP
together with the VPAA, Deans, Registrar, Finance Officer, and SAO
Director) to validate the compliance of the requirements of their
respective degree programs as prescribed by MVGFC and CHED. If the
applicants for graduation were found compliant, their candidacy for
graduation shall be endorsed to the Board of Trustees for final approval.
 Results of the two (2) deliberations shall be reflected in the respective
minutes to serve as the basis for the final list of the candidates for
graduation.

6.2.5 Classroom Discipline


Minor Offenses
 Faculty members must ensure that students of MVGFCI are doing
meaningful tasks inside the classroom, that any noise produced would
be wholly distractive. Faculty members have the right to discipline a
student who commits minor infractions such as shouting, making
unnecessary noise and using vulgar language. However, no faculty
member should inflict corporal punishment on offending student/s nor
should he/she make deductions on their scholastic ratings for acts that
are not clear manifestations of poor scholarship or academic
performance. For specific policies on these offenses, refer to Section
___ of Student Manual.
Major Offenses
 For major offenses committed inside the classroom such as cheating,
plagiarism, vandalism, stealing, being impolite and rude, habitual
cutting of classes, faculty member shall refer the student to the Student
Discipline Committee for appropriate disciplinary action.

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SECTION VI
FACULTY RIGHTS, BENEFITS AND PRIVILEGES

7.1 Faculty Rights

5
6
7
7.1
7.1.1 Rights and Privileges as Specified in the Education Act of 1982

Be free from any compulsory assignment not related to the duties as


defined in his/her appointment or employment, unless compensated in
accordance with existing laws.
Demand from persons in authority protection and due respect when acting
in the discharge of lawful duties and responsibilities.
Intellectual property as provided by applicable laws.
Be accorded the opportunity to choose alternative career channels either in
the School administration or classroom teaching, or other lines of
endeavors in the School for purposes of career advancement, provided it
does not conflict with the internal needs of the School.

7.1.2 Academic Freedom

Institutions of higher education are conducted for the common good and not
to further the interest of either the individual teacher or the institution as a
whole. The common good depends upon the free search for truth and its free
exposition.
Academic Freedom is the right of the teacher to teach the subject of his/her
specialization according to his/her best lights; to defend such ideas as he/she
believes sincerely to be right; and to express his/her opinions on public
questions in a manner that shall not interfere with his/her duties as member
of the faculty or negate his/her loyalty to the school that employs him.
Within this specific framework, the following principles are hereby
declared:

 The faculty shall have freedom to teach or communicate ideas or


facts (including those that are inconvenient to external political or

45 | P a g e
religious group) without being targeted for repression, job loss, or
imprisonment. He/she shall have the liberty to question and test,
receive wisdom and to put forward controversial and unpopular
opinions, whether or not these are deemed offensive. However, they
shall do so by showing restraint and clearly indicate that they are
not speaking for their institution.
 No teacher may claim as his/her right the privilege of discussing in
his/her classroom controversial topics that are not pertinent to the
course of study that is being pursued;
 It is clearly understood that the MVGFCI assumes no responsibility
for views expressed by members of the faculty themselves should,
when necessary, make it clear that they are expressing only their
personal opinions; and
 If the conduct of a teacher in his/her classroom or elsewhere should
give rise to doubt concerning his/her fitness for the position, the
question should in all cases be submitted first to the Academic
Council through the Dean concerned. In no case should any member
of the teaching staff be dismissed before the formal termination of
his/her period of appointment without due process and only upon
sufficient notice.

Right to Participate. As the deliverers of the primary service provided


by MVGFCI, faculty members are entitled to consultative participation
in the process of decision-making on areas/issues that will have direct
effect to them.
Right for Information. Faculty members have the rights to information
that will affect their working condition in the school.
Right for Redress of Grievance. Faculty members have the rights to
petition for redress of grievance provided proper channel and protocol is
observed.
Severance of permanent faculty member. Severance of a permanent
full-time faculty member can only be for cause, and after due process.
Due process means that the faculty member shall be notified in writing
of the charges against him/her and shall have the opportunity to:
 appear before a Committee formed by the President to
hear the charges;

46 | P a g e
 know the nature and source of evidence against him/her
and present evidence in his/her own behalf;
 confront and/or cross-examine the witness(es) against
him/her, and be represented by counsel. Pending solution
by the committee, a faculty member who is charged with a
major offense may be suspended from office in
accordance with the provision of the Labor Code and
related regulations; and
 voluntary severance of faculty member. A full-time faculty
member who decides to sever relationships with MVGFC
on his/her own record must give MVGFC prior notice of
at least thirty (30) calendar days before the end of a
term/school year when she/he intends to leave.

7.1.3 Other Faculty Rights

 Contract of Employment
The contract of employment shall include but not limited to:
 the period of time of appointment,
 monthly salary and how it will be paid,
 expected teaching, research and extension service
assignments,
 daily or weekly schedule of working hours,
 overtime and/or extra load, if any
 fringe benefits and any special pre-requisites which are to be
received by the appointee including conditions governing
leaves which may be granted,
 special committee or administrative assignments,
 right to expect that teaching assignments will be within his/her
area of specialization or competency and that when new course
is assigned, he/she will be given notice within reasonable time
so that proper preparation can be made, and,
 any limit placed on appointee’s rights to engage in outside
employment such as consultancy, part-time teaching in other
institutions, or operating a private business or practicing of
profession.

Evaluation and Promotion

 Semestral Classroom Performance Evaluation

47 | P a g e
o All faculty members whether full-time or part-time are
required to integrate technology and practice the learner-
centered constructivist approach in all of their classes,
including:
- Creating an active learning environment
- Posing higher order thinking skills (HOTS)
questions
- Probing the responses of students
- Pursuing the responses of students
- Contextualizing the responses of students
- Increasing level of interactions between teacher
and student, and between and among students
- Identifying the prior knowledge and
misconceptions of students and addressing them in
the learning activities
- Guiding and enabling students, whether in class or
through assignments, to use, rather than just
acquire, information and understanding of the
important themes and concepts in the lesson.
o Faculty shall regularly give well-designed assignments (or
extended class work), so that students can:
- deepen their knowledge on the most important
concepts and topics;
- deal with relatively minor concepts and topics
without using class time;
- exert effort to learn;
- be more self-directed in their learning;
- learn to be resourceful in exploring and discovering
information needed;
- learn to communicate better by collaborating with
others including their peers; and
- be more comfortable with the use of technology.
o Teaching the most important concepts and connect the lesson to a
Bigger Picture
o Making the lesson relevant and meaningful to the students.
o Speaking articulately and grammatically correct in English and/or
Tagalog in class, depending on the course.
o Teaching for deep understanding, rather than just surface learning.
Thus, the lesson must take into account the six components of
understanding.
o Using FREQUENT and VALID student assessments and
evaluations. Moreover, faculty shall use those assessment and
evaluations to design and implement TIMELY INTERVENTIONS

48 | P a g e
to ensure that the learning STANDARDS are met by the students
before they proceed to the next major concepts or topics and/or to
the next grade or level.
o The faculty shall see to it that students demonstrate mastery of the
required competencies in specific subject area.

 Annual/Overall Performance Evaluation


o Faculty members shall take active part in all school activities and
their performance in the following areas shall be evaluated:
curriculum and instruction, research, extension services,
professional development, performance of administrative duties
and other departmental/school activities.
o Periodic evaluation of performance by immediate supervisor or an
appropriate College Evaluation Committee. The results of
evaluation should allow opportunity to work at overcoming
limitations and give faculty member an appropriate and realistic
position or promotion.
o Periodic review of salary with annual or merit increase in keeping
with established and sound management and personnel practices.
o Fair and impartial consideration for promotion in rank based on
clearly defined ranking and promotion policy/scheme.
o If faculty member feels unfairly treated in matters related to
his/her duties and responsibilities, request to review his/her case
by higher administrative authority or a committee shall be created
for the purpose.
 Tenure and Due Process
o There shall be a clear definition of the policies and conditions
under which tenure maybe gained, or if tenure is not granted at the
time of initial appointment by the School.
o For every credit earned as a result of the services rendered, a
faculty member has the right to receive a written statement or
records of such.
o In case of dismissal or termination of contract and retrenchment,
DOLE provisions shall apply.

7.2 Benefits and Privileges


7.2.1 Salary

Teaching personnel will receive their salary every 15 th and end of the month
based on his/her faculty rank; the higher the faculty rank, the higher is the pay and
vice-versa. For a faculty member to receive his/her last salary for the semester, he/she

49 | P a g e
has to submit the signed clearance from the following offices: Library, Property,
Laboratory, Registrar, Accounting, concerned Dean, VPAA and VPREL.

Before any clearance can be secured from the concerned Dean, one time
submission of the following is required:

 Course plans and instructional materials including instructional


plans, rubrics, test questions, PPT presentations, etc.;
 e-copy and signed hardcopy of the grading sheets with detailed
computation of students’ grades;
 completed research output/s; and
 corrected final exam papers and outputs.

In addition to the above requirements, part timers are required to submit letter
of intent to teach in the following semester to the concerned Dean.

The part-time hourly overload pay rate is based on faculty rank regardless of
which Department or unit assigns the overload. For a class of ten (10) or more
students, faculty member is paid on an hourly basis while for a class of less than 10
students, the faculty is paid half of his/her hourly rate.

7.2.2 Fringe Benefits

A member of the faculty is covered by all benefits mandated by the Labor


Code of the Philippines, i.e. SSS, 13th Month Pay, PERAA, PhilHealth, Leave of
Absence with Pay such as Sick Leave, Maternity/Paternity Leave, Vacation Leave,
etc.

 Leave of Absence
The vacation leave of absence is usually taken for personal
reasons granted depending on the contingency and needs of the
service. The sick leave of absence is taken by the employee on
account of personal illness or illness of any member of his/her
immediate family.
Employees are entitled to five (5) days of vacation and five
(5) days of sick leave beginning at the second term of employment;
ten (10) days of vacation and ten (10) days of sick leave beginning at
the 3rd year of employment.
Teaching personnel of MVGFCI who are holding permanent
positions in the school are entitled to fifteen (15) days vacation leave

50 | P a g e
and fifteen (15) days sick leave for each year of actual service
starting at the beginning of the 4th year of employment.
Teachers who are designated to perform non-teaching
functions and who render the same hours of service as other
employees shall be entitled to vacation and sick leave.
Request to use the leave must be filed at least fifteen (15)
days in advance (in the case of vacation leave) with prior approval of
VPA through the endorsement of the concerned Dean and HRO. No
application for vacation leave shall be filed/applied during class days
and without semestral clearance for students’ grades (if leave
application is during semestral break) and other academic
accountabilities.
 Vacation Leave
A full-time regular faculty member is entitled to a maximum
of 15 working days of paid vacation leave every year.

A “probationary” full-time faculty member is entitled to 5


days paid vacation leave during the first year, additional 5 days during
the second year and another 5 days during the third year.

Leave credits are non-cumulative and are forfeited if unused.

Leave credits of 15 days shall only be used as follows:


Christmas Season, before Summer classes start, after Summer
classes, before start of the Semester, and for absences on Fridays and
on week days (Monday-Thursday) for faculty members without
teaching loads on said days.

A faculty member who has a summer teaching load, may


utilize his/her paid leave under a schedule proposed by the faculty,
duly endorsed by the Dean and recommended by the VPAA to the
EVP for approval.

A Vacation leave is to be applied/filed by the faculty member


concerned at least three days before the effectivity of the leave.

 Sick leave:
A full-time probationary faculty member who has completed
his/her first year of continuous service is entitled to 5 days paid sick

51 | P a g e
leave, plus 5 days during the second year and plus another 5 days
during the third year.
Paid sick leave of 15 days a year shall be extended to a full-
time faculty member who is actually sick to enable him/her to
undergo medical/dental care, and afford his/her time to rest and
recuperate. This benefit shall not be extended for illness or injury
attributable to excessive use of alcohol, use of prohibited drugs or
substances, or for illness and injuries acquired/received in bars,
gambling joints, or houses of ill-repute. Malingering illness shall be
subject to appropriate disciplinary penalty.

A faculty member who gets sick on duty shall consult the


School Nurse, and obtain and School Nurse’s confirmation about
his/her condition; faculty concerned shall present the Nurse’s
consultation form to his/her Dean who shall decide to send him/her
home. Should a faculty get sick while off-duty, he/she or any member
of his/her family shall notify the Dean about his/her inability to
report for work due to illness. On the day he/she returns for work, the
faculty concerned shall file his/her sick leave application duly
supported by a medical certificate; sick leave applications without the
requisite medical certificate shall not be honored and therefore
disapproved for payment purposes.

For sick leave of three (3) days or less, accomplished sick


leave form shall be filed to the HR Office immediately upon
resumption to work for record purposes. For sick leave of more than
three (3) days, the same procedure as above shall apply with
supporting documents (medical or hospital record). However, the
concerned faculty member or his/her representative shall notify
immediately the concerned Dean of the nature of his/her health
condition for appropriate action.
Failure to submit accomplished sick leave form submitted to
the Human Resource Department will be construed as “leave without
pay” and this will have bearing on one’s performance evaluation.

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Leave of Absence (LOA) with pay is a privilege to be absent from
duty for one or more days, with his/her positions held for him/her until
his/her return. A LOA requires an approval of the faculty member’s
superior/head. All kinds of leave of absence taken by the faculty shall be
applied for and submitted to the Dean for assessment and endorsement to
the HR Officer then to the VPA for approval. A faculty member who is
continuously absent for seven (7) days, without approved leave shall be
considered on absence without official leave (AWOL). A written Return-
to-Work Order shall be served to him/her at his/her last known address
on record. Failure on his/her part to report for work within the period
stated in the order shall be a valid ground for dismissal.
Leave of absence without pay, not to exceed three (3) months
shall be granted for good cause, the application for leave to be filed well
in advance so that said leave will not interfere with the work of the
College. For unexplained or unauthorized absence of at least thirty (30)
days beyond the expiration of the leave granted, any member of the
faculty, officer, or employee may, after due notice and investigation by
the proper authorities of the School, be dropped from the service.
 Maternity Leave (Solo Parent Act, Women’s Rights Act, CSC, New
Family Code, Professionalization Act in Teaching Profession)

Maternity leave shall be granted to married and unmarried


(under the Solo Parent Act) women members of the faculty, officers and
employees as necessary in addition to such leaves to which they may be
entitled as provided in the preceding sections. It consists of sixty (60)
days pursuant to the provisions of the Maternity Leave Law.
When a married female faculty wants to report back to duty
before the expiration of her maternity leave, she may be allowed to do so
provided she presents a medical certificate that she is physically fit to
assume the duties of her position.

 Paternity Leave
The paternity leave law provides seven (7) working days of
leave with pay to male faculty members whose wives are about to
deliver or have just delivered their child. The law, however, is
applicable only to the first four (4) legitimate children of the couple
concerned.

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 Rehabilitation Leave for Job-Related Injuries
Officials, faculty members, and employees of MVGFCI shall
be entitled to Rehabilitation Leave on account of wounds or injuries
incurred while in the performance of duty. During the period of
disability, such leave shall be on full pay, but not to exceed one (1)
month and shall not be charged against sick leave or vacation leave.
 Educational Benefit
 Study Leave
Members of the faculty may avail of study leave with pay not
to exceed fifteen (15) days for the entire duration of the degree
especially during comprehensive examinations and thesis writing.
This shall be subject to the Approved Guidelines of the MVGFCI
Faculty Scholarship Program and the prior arrangement and approval
of the President. Said study leave may be used on staggered basis.
Scholarship Subsidy
For the faculty, the educational benefit shall be full financial
subsidy when enrolled in the graduate courses of MVGFCI and other
prestigious universities recommended by the School.
Considerations on Scholarship Subsidy:

o A faculty member granted with scholarship subsidy is


assured of retaining or raising one’s faculty rank but not
necessarily his/her appointed/designated position in
MVGFCI.
o A faculty-scholar is expected to render corresponding years
of service upon his/her return. One who fails to render such
service shall be asked to pay all benefits received.
Tuition Fee Subsidy for Children of Faculty Members
Children of regular/permanent faculty members shall enjoy
full tuition fee subsidy provided they do not fail or drop in any
subject. Failing or dropping of any subject is a ground for
termination of the subsidy.

PERAA benefits:
PERAA is a private retirement plan in which the premium is
funded solely by the School. Under PERAA, a faculty member is entitled
to retirement pay and other benefits.

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Free In-Service Seminar-Workshops, Trainings with
Transportation and Accommodation Allowances

When faculty members of MVGFCI deem it necessary to


travel domestically or internationally for research purposes,
observation or study, the President, in his discretion, may authorize
the department concerned to allot from its appropriation for Traveling
and Accommodation Expenses of Personnel, such amount as may be
necessary for certain expenses.
Approval for authority to travel is needed when a faculty
represents the official functions of MVGFCI.

7.2.3 Other Benefits

Special Assignment

Faculty members, staff, Academic Heads who are given special assignments
authorized in writing by the EVP and done during holidays, other non-working days
or outside of the 40 hours work-week service will be considered as overtime with an
overtime pay.
Regular permanent faculty member are paid in full for twelve (12) months
but with special assignment such as a teaching load of nine (9) units during summer.
Any load beyond 9 units during summer shall be treated as overload with one time
full release of payment upon submission of final grading sheet including other
requirements. No overload in excess of three (3) units shall be allowed during
summer.
 Retirements/Extension of Service
 Faculty
o Any full-time faculty who attains the age of 60 may avail of an
optional retirement and receive all benefits accruing thereto;
o All full-time faculty who attains the age of 65 shall be mandatorily
retired and receive all benefits accruing thereto;
o Based on exceptional circumstances, former full-time faculty who
mandatorily retires at age 65 may be rehired either as a full-time or as
a part- time faculty but in no circumstances shall the extension of
employment exceed three (3) years from date of mandatory
retirement.

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 Administrators
o Any administrator who attain the age of 60 may avail of an optional
retirement and receive all benefits accruing thereto;
o All administrators who attains the age 65 shall be mandatorily retired
and receive all benefits accruing thereto; and
o Based on exceptional circumstances, a former administrator who mandatorily
retires at age 65 may be rehired as administrator, full-time or part-time
faculty but in no circumstances shall the extension of employment exceed
five (5) years from date of mandatory retirement.
Use of Library and other Learning Materials

Faculty members both full time and part-time can borrow a maximum of
three (3) books at a given time for three (3) days and other learning materials
available for use in the library subject to library rules and regulations as specified in
the Library Manual.

Use of Venues for Conferences, Workshops, Seminars, etc. as Faculty Privilege

At times when a faculty member needs a bigger venue for conferences,


seminars, workshops, special class presentations, programs, celebrations, and the like,
he/she can use the School’s Gymnasium, Audio-Visual Room or other special rooms.
Reservations have to be made with the Office of the VPA not less than a week before
the event. Venue transfers are not allowed without due notice.

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Section VII
TABLE OF DISCIPLINARY ACTIONS

Without prejudice to the provisions of the Labor Code and related laws/regulations, a faculty
member who commits any violations of policies, acts of fraud, criminal acts, dishonesty or any other
wrongdoing including the following offenses may be disciplined in accordance with the Table set
forth hereunder after due investigation and establishment of guilt according to proper procedure.

OFFENSES OCCURRENCE & PENALTY

1st 2nd 3rd 4th

1. Non-performance of any of the prescribed functions and contractual obligations such as:

1.1 Tardiness from class and early dismissal without justification. 1 2 3 4

1.2 repeated and unjustified failure to submit grades 1 2 3 4

and other required documents timely.

1.3 Failure to make-up for classes missed. 1 2 3 4

1.4 absence for at least a week without previous notice or 1 2 3 4

arrangement with and approval by the Chair/VPAA except for

emergencies

2. Inflicting bodily injury on a faculty member or administrative 1 2 3 4

Personnel or a student within the school (MVGFC)

3. Making malicious, obscene or libelous statements against any 1 2 3 4

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Member of the academic community

4. Disorderly behavior or promoting/participating in gambling during 1 2 3 4

Class or office hours

5. Soliciting/collecting funds from students without approval of 1 2 3 4

Management

6. Misuse of School’s name, property, or equipment for personnel 1 2 3 4

And/or commercial purpose

7. Grave public scandal 1 2 3 4

8. Unauthorized and unjustified possession of final 1 2 3 4

Examination questions

9. Plagiarism 1 2 3 4

10. Illegal possession of drugs or deadly weapon on campus 1 2 3 4

11. Discrediting of schools name in public. 1 2 3 4

12. For full-timers, teaching in other school and/or working 1 2 3 4

Part-time on other institution without permission

13. Tampering with official or faculty grading records 1 2 3 4

14. Changing of a grade of a student in exchange for some 1 2 3 4

Benefit

15. Final conviction by a court of law of a crime involving 1 2 3 4

Moral turpitude

16. Committing an act of sexual harassment. 1 2 3 4

Legend:

1. Warning

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2. Reprimand

3. Suspension (the duration of which shall depend on the gravity of the offense)

4. Termination for cause

Note: The “Penalty” indicated above are suggestive but not final. The actual sanctions will
depend on the extent (breadth and depth) of the undergoing; the nature thereof, and
considerations of fairness and justice given the totality of the circumstances.

Section VIII
PROCEDURES FOR GRIEVANCE

General Consideration

Grievances against any member of the academic community are best settled through sincere
dialogue and discussion.

Concerned member of the academic community should not wait for a crisis situation to develop
before attempting to settle the matter amicably.

While some offenses and grievances maybe investigated, subjected to a proceeding and appropriately
be the subject of an amicable settlement, certain offenses and grievances must be investigated,
subjected to a proceeding and sanctioned if the accused is found to be guilty. Such offenses include,
but are not limited to physical abuse; harassment or assault; theft; fraud; or misappropriation of funds.

Only when a grievance is expressed in writing and duly signed does it become a formal complaint
requiring a formal procedure to resolve such grievance.

When the grievance procedure is availed of the decision of the Grievance Committee is considered as
final and executory unless appealed to the President within seventy two (72) hours upon receipt of the
decision.

Guidelines

1. For serious or repeated violations of policy and related offenses and other grievances, the
following procedures shall govern the preceding:

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1.1 A written complaint shall be filed for any violation of policy or for any grievance committed by
a stakeholder of the school to the following offices.

Complaint Accused Office of File Complaint


a. student Student Faculty and department head
b. student Faculty Department head
c. student Department head VPAA
d. student Other administrator VPA/VPAA/EVP
e. student Student Department head
f. student Faculty Department head
g. student Department head VPAA/VPA
h. student Other administrator VPAA or EVP/President
i. student Student/faculty/other VPAA, VPA or EVP/President

1.2 A written complaint shall be given and received by the accused. The Complaint shall state
clearly the name of the complaint, the date of the complaint, the specific offense/s or grievance,
and the allegations supporting the specific offense or grievance.

1.3 The Office authorized to receive the complaint shall establish an impartial and appropriate fact-
finding body to investigate the allegations. If the serious violation relates to the basic education,
the Principal shall be part of the fact-finding body AND one of the Vice Presidents.

1.4 Upon conclusion of the investigation, the body shall conduct hearing/s in compliance with
procedural due process requirements. Such requirement include giving adequate notice of the
hearings; giving the accused the right to counsel; giving the accused the opportunity to confront
the witnesses and present evidence on his or her behalf; and giving the accused the right to appeal
the decision.

1.5 The decision of this body is appealable to the Office of the President within seventy two (72)
hours from receipt of the decision.

2. For minor violation of policy, the following procedures shall apply:

2.1 The complainant shall report the incident to his or her department head. If the complaint relates
to department head or between or among department heads, the complainant shall report the incident
either to the Vice President for Academic Affairs or the President.

2.2 An impartial and appropriate fact-finding body shall be created by the office authorized to
receive the complaint to investigate the allegation. All such alleged violation or grievances shall be
reported to the Vice President for Academic Affairs or the Vice President for Administration

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depending if the violation, offense or grievance relates to an academic or administrative matter. The
VPA or VPAA shall monitor the progress of the proceeding.

2.3 The fact-finding body shall render a decision after consultation with the Department Head
and/or the appropriate Vice President. Such decision shall be reported to the Human Resources
Officer (HR Officer), the Academic Department Head, and either to the VPA or the VPAA depending
whether the matter is academic or administrative related

Grievance Procedures
Any complaint against a faculty member should be addressed to the Discipline Committee chaired by
the VPA. The Discipline Committee has the function of settling a problem, dispute or
misunderstanding among faculty members and administrative staff members. On the other hand, any
complaint against a student or group of students should be addressed to the Director of SAO or Head
of OSASS for the provincial campuses.

Every faculty member, individually or as part of a group, has the right to seek redress against injustice
and discrimination and, to the extent possible, shall raise his/her grievances within acceptable
democratic processes. In doing so, they shall avoid jeopardizing the interest and welfare of the
learners whose right to learn must be respected. No member of the faculty shall be suspended or
removed from service except for cause laid after an inquiry. The Discipline Committee, chaired by the
Vice-President for Academics shall conduct the investigation.

Section IX
AMENDMENT/ REPEAL

This student Manual replaces, amends or repeals the existing “Faculty Manual
Series of 2013”

Section X
EFECTIVITY

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This Student Manual is effective fifteen days (15) upon its approval by the Board of
Trustees.

THE MVGFC HYMN

The MVGFC hymn shall be sung with honor and pride.

MVGFC HYMN
Stanza 1
The Manuel V. Gallego Foundation Colleges beloved
Her vision and mission is for the progress of our nation
The dream to have peace, justice, freedom
Trustworthy leaders and effective education
Imbued with the values of integrity
And relevance to the community

Stanza 2
The torch that lights the learning bright
On the pillars that stand firm, tall and proud
With laurels of wisdom on each side
Open our hearts to help mankind
The MVGFC leads the road for the future live with hope
Students that pass our Alma Mater portals
Prepared to face the world outside

Repeat Stanza 1
Coda: Mabuhay- MVGFC!!!

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