Faculty Manual

I '\"\" ' Republic of thePhilippines PALOMPON INSTITUTE OF TECI-INOLOGY I \"~~t^B ^sagsng*g^y lan?^ Palompon, Leyte I, Telefax No. (053)555-9841 M Email :pit_su [email protected] — December 19,2012 ' Director Michael M. dela Cruz - \"\" Director n Civil Service Commission I Ormoc Field Office ' —I Ormoc City _ Dear Director de la Cruz: i The undersigned respectfully submits to your Office the Fifth Revision of the Faculty H Manual of the Palompon Institute of Technology, Palompon, Leyte, pursuant to PIT Board J Resolution No. 32, s, 2012. I ~ Attached herewith are the following documents for easy reference: J J 1. Resolution No. 03, s. 2009, Approving minor revisions on the document 'Faculty -™ Training and Development Program' by having it integrated into and form part of the I Institute's Faculty Manual; Amending also the provision for age requirement of scholars and have it set at 45 and 50 years old for the Mastera! and Doctorate degrees, I respectively; 2. Brief of the Faculty Training and Development Manual (6th Edition); 3. Matrix of the Revised Faculty Training and Development Program; 4. Resolution No. 32, s. 2012, Approving the proposed Revisions in the Institute's Faculty Training and Development Manual (6 Edition) with its corresponding corrections, applicable to both main and external campuses, provided they use their own respective funds subject to the availability thereof; provided further, that faculty members with temporary status should meet the criteria provided for in the Faculty Training and Development (FTD) Manual; 5. Letter-request of Dr. Jacinto P. Balunan, Chair of the Faculty Training and Development Committee; 6. Resolution No. 43, s. 2012, Approving the amendment of Resolution No. 32, s. 2012, which was passed during the 166th regular meeting, by changing 6th Revision to 5^ Revision. Very truly yours, DELIA T.COMBISTA President

Republic of the Philippines CERTIFIED TO DNV'S PALOMFON INSTITUTE OF TECHNOLOGY Palompon 6538 Leyte RULES FOR MARITIME Tel. No. 053 555 9841/33820?2 Fax;. 053 3382501 ACADEMIES www.pitedii.ph Cert. No. 119890 EXCERPTS FROM THE MINUTES OF THE 153 REGULAR MEETING OF THE BOARD OF TRUSTEES FIELD ON 03 FEBRUARY 2009 AT LNU, TACLOBAN CITY X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-K-X-X-X-X-X-X-X-X-X-X-X APPROVING MINOR REVISIONS ON THE DOCUMENT 'FACULTY TRAINING AND DEVELOPMENT PROGRAM' BY HAVING IT INTEGRATED INTO AND FORM PART OF THE INTITUTE'S FACULTY MANUAL; AMENDING ALSO THE PROVISION FOR AGE REQUIREMENT OF SCHOLARS AND HAVE IT SET AT 45 AND 50 YEARS OLD FOR THE MASTERAL AND DOCTORATE DEGREES RESPECTIVELY. RESOLUTION NQ.J3, S. 2009 WHEREAS, the contents of the document presented 'Faculty Training and Development Program' could be classified as a manual rather than as a program; WHEREAS, the document 'Faculty Training & Development Program' could be integrated into the Institute's existing FacultyManual; WHEREAS, the Governing Board sought to amend the provision for Age Requirement by having it set at 45 and 50 years old for the Master's and Doctorate Degrees respectively; WHEREAS, the said proposal had earlier been presented and deliberated in the recent Academic Council Meeting and was unanimously recommended for approval by the BOT; NOW THEREFORE, the foregoing premises considered, the Board RESOLVED, as it is hereby RESOLVED, to approve minor revisions on the document 'Faculty Training & Development Program' by having it integrated into and form part of the Institute's Faculty Manual; and amending also the provisions for age requirement of scholars. APPROVED this 3rd day of February, 2009 at Tacloban City, Philippines. 'NONA S. RICAFDRT Commissioner, Commission on/Higher Education Chairman of the Board of Trustees Page I of2

DELIA T.COMBISTA MARROXAS President, Pit Senator Vice-Chairperson Chair. Committee on Education Member BUENAVENTURA C. GO-SOCOJR Regional Director, NEDA - 8 / Member CYNTHIA A. VILLAR EDGARD* Representative Regional Director, DOST - 8 Chairman, House Committee on HTE Member . Member << CAMILO V. PASTOR Private Sector Representative NEIL ROLAN ALBAKO President, Faculty Federation Member Member DENNIS V. PACALDO President, SSG Federation ATTESTED BY: Member NATHAMIJL BRYAN S. FEEL Board Secretary 1 Page 2 of2

BRIEF OF THE FACULTY TRAINING AND DEVELOPMENT MANUAL (15th Edition ) Since its inception many many years ago, the Faculty Training and Development Program had been subjected to several revisions, six times:to be exact in response to the need of developing the Institute's human resources with greater effectiveness particularly in terms of quality and equality. The r iatest revision made was on the change of name from Faculty Training and Development Program r (FTDP) to Faculty Training and Development Manual (FTDM) under BOT Resolution No. 03, s. 2009 as the — Board found it to be more of a manual than a program, The change in the age requirement for the selection of scholars from 40 to 45 for the master's degree and 45 to 50 for the doctoral program was also considered in the said resolution, :; This time, the FTDM Committee decided to amend the said manual to include faculty with a temporary status of appointment who have satisfied the necessary qualification requirements. This is because of the dearth of faculty members who will qualify for scholarship based on the existing guidelines. Another revision being.proposed by the committee is the merging of scholarships and grants into one thinking that the grants as defined In the said manual are closely related to scholarships. As such, the scholarship which has only two (2) forms/plans (Plan A and Plan D) before has how seven plans (Plan A to G).The compulsory signing of contract is now explicit Under Item 6; Terms and Conditions and. the contract itself for each plan is now appended in the new FTDMartual. Inasmuch as the change of age requirement for scholarshipas approved by the Board under BOT Res. No. 3 s. 2009 has not yet been reflected in the existing manual, the Committee decided to include it now in the new manual for implementation. PreparedI and-submltted by: JACINmBALUNAN ^ FTD Program Committee J

MATRIX OF THE REVISED FACULTY TRAINSN ( 6th Edition Revision / Inclusion 1. Preference shall be given to candidates with permanent appointment but does not preclude faculty with temporary status who have satisfied the necessary qualification requirements. (2.6 of Section 2: Policies, p. 2) 2. Types of Training and Development Programs (Sec. 5, pp. 3-5) A. Scholarship - C. Trainings B. Grants 3. Under \"Terms and conditions\", item 6 was added. Item 6 states \"All grantees shall be made to sign a contract. The contract contains other important conditions specific of the type of scholarships (Appendix A, B, C) 4. Where funds are not available, the faculty may be allowed to attend on official time where travel and other incidental expenses shall be shouldered personally by the grantee. Qualification Requirementsfor-the Selection of Scholars: \"- Age requirement for master's degree — 45 Age requirement for doctoral degree - 50 Status of appointment - temporary

NG AND DEVELOPMENT PROGRAM n) Comments / Remarks 1. The old program covers only those who are holders of permanent status of appointment. In the revised edition, temporary faculty are already included provided they meet the necessary qualification requirements, (item 2.6, Section 2, p. 2) 2. This was originally \"Forms of Training and Development Grants and Privileges\" where it has three main parts, scholarships, grants, and Training Programs. In the revised edition, scholarships and grants were merged into one and are now called \"A) Scholarship\" with seven (7) plans, plan A to G, pp. 3-5, sec. 5, and B) Trainings, p. 6 3. This is a new provision in the revised FTDP, p. 5. 4. This statement was added in number 2 (Out-of-Agency) under item B: Training on page 6. 5. Age requirement for the selection of scholars in the revised FTD program is increased to 45 from 40 for the master's program, 50 from 45 for the doctoral program. In addition, faculty who are on temporary status are now included in the new program, page 10 under \"Qualification Requirements for the Selection of Scholars. Prepared '. BALUNAN Chairman, FTDP

I' rH«tti^ Republic of the Philippines •. -• PALOMPON INSTITUTE OF TECHNOLOGY 31115^ | '\" 4^fp|p Palompon, Leyte 6538 ri Telefax No. (053) 555-9841 f ' Email: [email protected] ••I EXCERPTS FROM THE MINUTES OF THE 166TH REGULAR MEETING HELD AT I PATIO'VICTORIA, SAN JOSE, TACLOBAN CITY ON MAY 31, 2012 -1 [ X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X J RESOLUTION NO. 32, S. 2012 | I -J RESOLUTION APPROVING THE PROPOSED 'REVISIONS IN TFIE INSTITUTE'S I FACULTY TRAINING AND DEVELOPMENT MANUAL (6TH EDITION) WITH ITS CORRESPONDING CORRECTIONS, APPLICABLE TO BOTH MAIN AND EXTERNAL i CAMPUSES, PROVIDED THEY USE THEIR OWN RESPECTIVE FUNDS SUBJECT TO I -J THE AVAILABILITY THEREOF; PROVIDED FURTHER, THAT FACULTY MEMBERS • WITH TEMPORARY STATUS SHOULD MEET THE CRITEPJA. PROVIDED FOR IN THE |J FACULTY TRAINING AND DEVELOPMENT (FTD) MANUAL T ACTION OF THE BOARD : APPROVED MAY 31.2012 ^ DATE : X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X Certified true and correct: rECAIN f BoaiVj^Sep/'etary Attested: DELIA T, COMBISTA President r

Republic of thePhilippines PALOMPON INSTITUTE OF TECHNOLOGY Palompon, Leyte • . Tel. No. (053)555-9841 Emaii:[email protected] ] July 6, 2012 ] The Board of Trustees Palompon Institute of Technology Palompon, Leyte Thru: Delia T. Combista -J President Palompon Institute of Technology Palompon, Leyte Dear Hon. Defensor: We most respectfully request the College President of the Palompon Institute of Technology., Palompon, Leyte, that the revisions in the Institute's Faculty Training and Development Manual (61'1 Revision) approved during the 166th regular meeting of the Board of Taistees, pursuant to EOT Resolution No. 32, s. 2012, be corrected from 6(l Revision to 5th Revision. It was only lately that we found out that the revision is not in chronological order, and that we have made an error in the preparation of the request. Attached hewith is a copy of the excerpts from the minutes of the 166th regular meeting of the PIT Board of Trustees held on May 31, 2012 at Patio Victoria, San Jose, Tacloban City. We are hoping for a favorable action on this request. Thank you. Very respectfully yours, >. BALUNAN ;nt for Academic Affairs ChatrTFaculty Training and Development Committee

Republic of the Philippines PALOMPON INSTITUTE OF TECHNOLOGY Palompon, Leyte 6538 Telefax No. (053)555-9841 Email: [email protected] EXCERPTS FROM THE MINUTES OF THE 167™ REGULAR MEETING HELD AT LNU HOUSE FUNCTION ROOM, TACLOBAN CITY ON JULY 13, 2012 X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X RESOLUTION NO. 43, S. 2012 RESOLUTION APPROVING THE AMENDMENT OF RESOLUTION NO. 32, S. 2012, WHICH WAS PASSED DURING THE 166TH REGULAR MEETING, BY CHANGING TO S ACTION OF THE BOARD : APPROVED JULyi3i2Q12 f DATE : X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X Certified true and correct: Attested: DELIA T. COMBISTA President

TABLE OF CONTENTS 1 1. The Academic Staff 2 2 2. The Faculty 2 2.1 Faculty Responsibilities 3 2.1.1 Instruction 3 2.1.2 Research 4 2.1.3 Extension 2.1.4 Production 5 5 3. Recruitment and Appointment 5 3.1 Recruitment 6 3.1.1 Policies 7 3.1.2 Hiring Procedure 8 3.1.3 Responsibilities 9 3.1.4 Screening Procedure 15 Guidelines for Selection/Recruitment 17 Guidelines to Interview Assessment 18 3.1.5 Levels of Appointment 18 3.1.6 Discipline and Termination of Appointment 18 3.1.7 Transfer and Resignation 20 3.1.8 Types of Faculty Appointments 21 3.1.9 Appointment of Full Time Faculty 3.1.10 Appointment of Part-Time Faculty 24 24 4. Rating of Teacher’s Performance 25 4.1 The Raters 25 4.2 Definition of Terms 27 4.3 Policies 28 4.4 Procedure 28 4.5 Responsibilities 29 4.5.1 Responsibilities of the Rater 29 4.5.2 The Responsibilities of the Ratee 29 4.6 Teaching Competence 30 4.6.1 Student Achievement 30 4.7 Management of Instruction 30 4.7.1 Subject Matter Orientation 4.7.2 Teaching practices (methods and 32 procedures) 32 4.7.3 Communication Skills 32 4.7.4 Course Requirements 33 4.7.5 Records and Reports 33 4.8 Professionalism 4.8.1 Punctuality

4.8.2 Attendance 34 4.8.3 Personal Characteristics 34 4.9 Service to the Department 34 4.9.1 Preparation of the Curriculum Materials 34 4.9.2 Involvement in Research 35 4.9.3 Attendance and Participation in 35 Departmental Conference/ 35 Meetings/ Activities 35 4.10 Service to the College 4.10.1 College Activities (programs and 36 Celebrations) 36 4.10.2 Policies and Practices 36 4.10.3 Institutional Prestige 36 4.11 Working Relationship with Students 36 4.11.1 Open-Mindedness 37 4.11.2 Fairness in grading 37 4.11.3 Availability for consultation 37 4.11.4 Course requirements, project, etc. 38 4.12 Working Relationship with Faculty 4.13 Plus Factor 38 38 5. Promotion and Advancement 41 5.1 General Guidelines 41 5.2 Procedures for Promotion 5.3 Procedures for Advancement/ Upgrading of 42 Rank/ Position 5.4 Point Allocation and Salary Grade 43 43 6. Faculty Workload 43 6.1 Workload 44 6.1.1 Regular Load 45 6.1.2 Overload 45 6.1.3 Emergency Load 45 6.1.4 Substitution 46 6.1.5 Outside Teaching Load 46 6.1.6 Academic Non-Teaching Load 6.2 Guidelines for Special Assignment 47 47 7. Administrative Procedures 47 7.1 Flow of Communication 47 7.2 Correspondence 7.2.1 Language to be Used in Official 47 Correspondence 49 7.2.2 Preparation of Correspondence 7.2.3 Promptness in Attending to Correspondence

7.2.4 The Coursing of Correspondence 49 7.2.5 Endorsements 50 7.3 Grievance Procedures 51 7.4 Conduct of Official Business 52 7.4.1 Travels 52 7.4.2 Field Trips 52 7.4.3 Requests for Use of Facilities 53 7.5 Services 54 7.5.1 The College Library 54 7.5.2 Audio-Visual and Media Services 55 7.5.3 Transportation Services 55 7.5.4 Medical/ Dental Services 55 7.6 Conduct and Discipline 55 7.6.1 Code of Ethics for Teachers 55 7.6.2 Academic Freedom 55 7.6.3 Policy on Sexual Harassment 56 7.6.4 Dress Requirements 57 7.6.5 Prohibited Attire 57 7.6.6 Attendance in College Activities 57 7.6.7 Involvement in College Ad-Hoc 60 Committees 60 7.6.8 Receiving and Accepting Invitations 60 For Extension Services 61 7.6.9 Collection of Monies 61 7.6.10 Tutorial and Remedial Services for a Fee 61 7.6.11 Unauthorized Use and Sale of Textbooks 61 7.6.12 Study Without Permission 7.6.13 Teaching in other Institutions without 62 62 Permission 62 7.6.14 Use of College Name and Insignia 62 7.6.15 Smoking on Campus 62 7.6.16 Taking Prohibited Drugs and Gambling 7.6.17 Carrying Firearms and Dangerous Weapons 62 7.6.18 Use of Facilities for Commercials and Movie Productions 7.6.19 Other Prohibited Activities on Campus 8. Benefits, Incentives, Privileges and Awards 63 8.1 Benefits 63 8.1.1 GSIS Benefits 63 8.1.2 GSIS Loans 66 8.1.3 Leave Benefits in General 67 8.1.3.1 Leave of Absence 67 8.1.3.2 Vacation Leave 68 8.1.3.3 Sick Leave 68 8.1.3.4 Maternity Leave 69

8.1.3.5 Paternity Leave 70 8.1.3.6 Terminal Leave 70 8.1.4 PAG-IBIG (Home Development Mutual 70 Fund) 70 8.1.4.1 Short-Term Loan 70 8.1.4.2 Expanded Housing Loan Program 71 8.1.5 Employees Compensation Program 8.2 Incentives 71 8.2.1 Basic Incentives 71 8.2.1.1 Personal Emergency Relief 71 Allowance (PERA) and Additional Compensation 72 (ADCOM) 72 8.2.1.2 Year-end Bonus and Cash Gift 72 8.2.1.3 Clothing Allowance 72 8.2.1.4 Productivity Incentive 8.2.1.5 Length of Service Incentive 72 (Longevity Award) 72 8.2.2 Study Grants 8.2.2.1 Professional Development Incentive 73 Program (PDIP) 73 8.2.2.2 Tuition Fee Waiver 76 8.2.2.3 Sabbatical Leave 78 8.2.2.4 Scholarships (Study Leave with Pay) 78 8.2.3 Professional Development Activities 8.2.3.1 Educational, Social, Cultural 78 and Athletic Functions 78 8.2.3.2 SCUAA Athletic Events 78 80 8.3 Awards and Recognition 81 8.3.1 Distinguished Teacher of the Year Award 83 8.3.2 Professional Chair Awards 8.3.3 Emeritus/ Emerita Award 8.3.4 Recognition for Services Rendered to the University/ College 9. Offenses and Sanctions 84 9.1 Classification of Offenses 84 9.2 Extenuating, Mitigating, Aggravating or 90 Alternative Circumstance 9.3 Manner of Imposition 91 9.4 Penalty for Most Serious Offense 91 9.5 Duration and Effect of Administrative Penalties 92

REVISED FACULTY TRAINING AND DEVELOPMENT MANUAL 92 INTRODUCTION 93 1. Objectives of the Program 93 2. Policies 94 3. Faculty Training and Development Committee (FTDC) 94 4. Duties and Functions of the FTDC 95 5. Types of Training and Development Programs 95 A. Scholarship 95 5.1 Plan A 96 5.2 Plan B 96 5.3 Plan C 96 5.4 Plan D 96 5.5 Plan E 96 5.6 Plan F 97 5.7 Plan G 97 Terms and Conditions on Scholarship 98 B. Trainings 1. Intra-Agency 98 2. Out–of-Agency 98 C. Sabbatical Leave 99 Eligibility 99 Priority Categories 100 Procedures 100 Obligations D. Fellowships 101 Partial Fellowships 101 Local Fellowships E. Exchange Professorships 102 F. Visiting Professorships 102 6. Selection of Candidates for Scholarship 6.1 Criteria for Ranking 103 7. Strategies of Implementation 103 7.1 Selection of Faculty Members for Scholarship 7.2 Priority for the Finishing Faculty 8. General Provisions 9. Repealing Clause

Committee on Revision 104 Appendix A 105 Appendix B 108 Appendix C 111 Appendix D 117 Faculty Development Assistance Scholarship Contract 123

FACULTY MANUAL 1. THE ACADEMIC STAFF The academic staff shall be composed of the Teaching Staff and Non-Teaching Staff. The Teaching Staff shall be classified as regular and non- regular members of the faculty. The regular members of the faculty shall include the following categories, who may serve full time or part-time: a. College Professors b. Professors c. Associate Professors d. Assistant Professors e. Instructors The non-regular members of the faculty shall include the following categories, who shall serve in accordance with the terms and conditions of their appointments. a. Visiting faculty b. Exchange faculty c. Lecturers d. Others whose designation shall be determined at the time of their appointment, e.g. part-time and substitute instructors. The members of the academic non-teaching staff include the following categories: a. Research personnel, such as researchers, research aides, research assistants, research associates, research fellows and related personnel. b. Professional extension workers c. Guidance counselors d. Professional librarians e. Technical specialists, such as training specialists, information specialists, labor education officers, legal education officers, and related technical positions. 1

All appointments to the academic staff shall be made strictly on the basis of merit and fitness. No religious test shall be applied, nor shall the religious opinions or political affiliations of the academic staff of the Institute be a matter of examination or inquiry. Members of the academic staff shall be exempt from the requirement of civil service eligibility as a requisite for appointment. 2. THE FACULTY A faculty is a member of the academic personnel engaged in actual teaching, research, extension and production assignments either on a full- time or part-time basis. 2.1 Faculty Responsibilities 2.1.1 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 is expected to: 2.1.1.1 Identify learner needs; 2.1.1.2 Prepare and follow a course syllabus based on the needs identified 2.1.1.3 Facilitate the learning process through active engagement in classroom tasks and activities; 2.1.1.4 Develop students’ analytical and creative thinking skills through purposive activities with focus on higher order thinking skills; 2.1.1.5 Design alternative and innovative models of teaching for all types of students: regular, gifted and those with special needs; 2

2.1.1.6 Make oneself available for consultation, academic advising and other relevant functions that help improve the students’ well being; 2.1.1.7 Manifest a strong commitment to development of highly competent and qualified graduates by constantly improving one’s craft; 2.1.1.8 Vary teaching methodologies and techniques in the pursuit of effective teaching and learning process; and 2.1.1.9 Attend University/College affairs such as academic councils, commencement rites, foundation and University/College week activities and faculty development programs. 2.1.2 Research Faculty members need to continually explore areas of inquiry through active participation in research endeavors. They are expected to: 2.1.2.1 Participate in formulating the research agenda for the University/College; 2.1.2.2 Generate research paradigms to enhance instruction in their field of specialization; 2.1.2.3 Encourage students to become creative, innovative and productive researchers; 2.1.2.4 Study recently published papers on basic and applied researches, materials development, feasibility studies, and others; 2.1.2.5 Participate actively in local and international conferences; and 2.1.2.6 Publish articles/monographs in recognized and refereed journals and magazines. 2.1.3 Extension Faculty members are strongly encouraged to participate or to render service either in Institute-sponsored community extension 3

projects or in their own community, sectoral and/or professional organizations. Faculty participation in these activities is regarded as part of their professional and persona1 commitment to the academic profession. To strengthen the College’s institutional linkages, collaboration and networking, faculty members are encouraged to: 2.1.3.1 Conduct in-service training programs to teachers, school administrators and other educators in both public and private sectors; 2.1.3.2 Contribute in strengthening institutional ties and network with other national and international educational institutions; 2.1.3.3 Be involved in developing and implementing activities on literacy, political education, environment education, multicultural and values education; and 2.1.3.4 Participate in extension programs aimed at developing and implementing projects that help preserve indigenous cultures. 2.1.4 Production Faculty members at the tertiary level are encouraged to produce scholarly outputs that showcase their expertise and scholarship. These knowledge-based projects can help generate additional income for the institution. Faculty members are expected to: 2.1.4.1 Publish and develop scholarly works like books, magazines, journals, research articles, and monographs, lectures, modules, instructional materials. 2.1.4.2 Design, develop and share multimedia courseware and resources such as tapes, videotapes, powerpoint presentation and other courseware packages; and 2.1.4.3 Design and produce materials for presentation and production in the performing arts. 4

3. RECRUITMENT AND APPOINTMENT 3.1 Recruitment 3.1.1 Policies  The Institute recognizes that the recruitment, selection and placement of personnel are crucial in establishing, developing and maintaining a truly competent and effective service to carry on its affairs.  The criteria in determining merit and fitness are educational qualification, academic experience and length of service, professional development/achievement/honors, personal characteristics and personality traits, teaching competence (which consists of demonstration teaching, written and/or performance examination) and scholastic performance.  Opportunity for employment in the Institute as instructor shall be open to all applicants who possess the basic educational qualification which is master’s degree holder. However, in the absence of a master’s degree holder and in the exigency of the service, a Bachelor’s degree holder maybe appointed on a temporary basis.  For non-education Bachelor’s degree holders, they must be required to finish 18 units in professional education within two years from the date of their appointment.  The maximum age requirement for a new recruit in the Institute shall be 45. By “new recruit” is meant somebody who has never been employed in PIT as a faculty member, whether on a part- time, temporary or permanent status. This age requirement, however, may be waived in the absence of an applicant who meets the age qualification and where, in the exigency of the service, his/her services are badly needed, provided he/she meet the other qualifications.  The entry appointment for a new recruit shall be the lowest sub- rank of the available rank, provided, however, that if a higher sub- rank is vacant and if no incumbent meets the qualification requirements to that sub-rank, a new recruit may be considered for appointment thereof.  In case not one of the applicants is found qualified by the Selection Board, the College President, may in the exigency of 5

the service, extend a temporary appointment to the one who meets the other requirements and can perform the function of the position.  The minimum educational qualification for appointment under temporary status is Bachelor of Science in Education or its Equivalent with an appropriate major, or Bachelor of Arts or Science in Field other than education supplemented by at least 18 units of Professional Education.  Such temporary appointment shall continue until such time that the appointee meets the minimum qualification requirements for the faculty rank or replaced by qualified applicant.  All new members of the faculty who shall meet the minimum qualification requirements shall serve a probationary period of one year during which period their fitness and competence shall be determined. The following shall not qualify for appointment: 1. One who is physically unfit to perform the duties required of the position. 2. One who has been found guilty of a crime involving moral turpitude, or of infamous, disgraceful conduct, addiction to narcotics, or dishonesty. 3. One who intentionally makes a false statement or any material fact, or practices or attempts to practice any deception or fraud in connection with his appointment. 3.1.2 Hiring Procedure  The Faculty Selection Board (FSB) is created to assess the qualification of applicants for academic positions and recommend those who are found competent and qualified to the College President.  The members of the Faculty Selection Board (FSB), as mandated by CSC MC No. 19, s. 2005, shall be composed of the following: 1) The Vice-President for Academic Affairs as Chairman; 2) The Dean/Director of the College/Unit where the vacancy exists; 3) The Human Resource Management Officer (HRMO) as the FSB Secretary; 6

4) The President of the CSC-Accredited Faculty Association/Union or if there is no accredited faculty Association/Union, representative chosen through general election; 5) A ranking faculty member chosen by the College President; 6) Chairman of the department to which the faculty will be assigned; 7) A ranking professor whose specialization is in line with the nature by the teaching position to be filled up and who shall be chosen b the Head of the College/Department requiring such expertise.  The Human Resource Management Officer (HRMO), as Secretary of the Board, shall keep a record of its proceedings and shall be the custodian of records. He/she shall, likewise, keep a roster of qualified applicants from time to time.  Vacancies to be filled up shall be announced and posted in conspicuous places of the Institute and in state/private colleges and universities, preferably in Regions VII and VIII, specifying the qualifications needed. The broadcast and print media may be utilized especially in cases where other means of information dissemination are not practicable, such as the recruitment of applicants for highly technical positions.  When the minimum degree requirements have been satisfied, the Selection Board shall proceed with the selection proper.  The Selection Board shall sit en banc to formulate specific screening procedures in accordance with qualification standards set for the position to be filled.  It shall submit a rank list of qualified applicants to the College President for appropriate action.  After the approval of the Board of Trustees, the College President shall publish the names of the applicant who were appointed within fifteen days from the date of issuance of their appointments. 3.1.3 Responsibilities  The President of the College shall create a Faculty Selection Board (FSB) on a yearly basis. 7

 The Chief Administrative Officer, through the HRMO, shall be responsible for making announcements of vacancies, for keeping records and for preparing papers for appointment.  The College President shall see to it that all provisions herein stated are consistently followed and implemented. 3.1.4 Screening Procedure 3.1.4.1 Hiring of faculty members is primarily based on the need of the department for services which cannot be fulfilled by full time members of the department. 3.1.4.2 This need is determined by the department head and is reported to the Dean of the College. 3.1.4.3 Search for the faculty member is done through the following:  Search and recommendation from colleagues who are aware of the need;  Search from the college or department data file of previous applicants. Files of applications sent to the Office of the President and forwarded to the Office of the Vice President for Academics are sorted and sent to the Deans of Colleges for their evaluation and filing; and/or  Advertising the need for faculty members. 3.1.4.4 Selection of the faculty member is done through the following procedures:  Evaluation of the applicant’s credentials by the Faculty Selection Board to determine primarily the appropriateness of the educational qualification and the adequacy of the teaching experiences required by the position as well as his/her scholastic standing as revealed by the transcripts of records.  As required by all SUCs and the merit system of the Institute, a Master’s Degree or its equivalent degree is required for a person to teach at the tertiary level. Exemption is given when the applicant is about to 8

finish a Master’s Degree and he/she is backed up by adequate experience.  The members of the Faculty Selection Board interview the applicant to validate the credentials and to determine the communication skills and predispositions of the applicant. The applicant may be required to demonstrate an actual teaching episode and take a written examination to further validate performance.  The FSB, through the HRMO, endorses the result of the screening/selection process to the College President for appropriate action. GUIDELINES FOR SELECTION / RECRUITMENT 1.0 EDUCATION QUALIFICATIONS 85 points 1.1 Highest academic or educational attainment in the field of study 1.1.1 Doctoral Degree 85 1.1.2 Master’s 65 1.1.3 Diploma Course Above 55 A bachelor’s degree 1.1.3.1 Engineering, C.P.A., etc. 5 1.1.3.2 Marine Board/ 2 Seaman Certificate 2 1.1.3.3 Master Electrician/ Master Plumber 2 1.1.3.4 Certificate Plant 2 Mechanic 1 1.1.3.5 Midwife 1.1.3.6 Other Trade Skill Certifications 1.2 Additional equivalent degree earned related to the present position. 1.2.1 Doctoral Degree 5 9

1.2.2 Master’s Degree 4 1.2.3 Bachelor’s Degree 3 1.3 Additional Credits Earned 1 1.3.1 For every 3-unit credit Earned towards an approved Higher degree course 2.0 EXPERIENCE AND LENGTH OF SERVICE No ceiling 2.1 Academic Experience 2.1.1 For every year of full-time 1 academic service in a state institution of higher learning 2.1.2 For every year of full-time 0.75 academic service in any public or private educational research institution other than SUC 2.1.3 For every year of service in the 0.5 Secondary/Elementary Schools. 2.2 Administrative Experience 2.2.1 For every year of full-time, administrative experience as: 2.2.1.1 President 2.5 2.2.1.2 Vice President 2.0 2.2.1.3 Dean/Director/School 1.5 Supt. 1.0 2.2.1.4 Principal/Supervisor/ 0.5 Head of the Unit/Dept. Chairman 2.2.1.5 Cooperating Teacher Industrial/Agricultural Coordinators 10

2.3 PROFESSIONAL/Industrial/Agricultural Experience 2.3.1 For every year of full time PROFESSIONAL/Industrial experience as: 2.3.1.1 Engineer/Plant Manager 1.5 Farm Manager/Dentist/ Nurse/Lawyer and other 1.0 Professions 0.5 2.3.1.2 Technicians 2.3.1.3 Skilled workers 3.0 PROFESSIONAL DEVELOPMENT, No Ceiling ACHIEVEMENT AND HONORS (points are to be decided by appropriate committees) 3.1 Innovations, patented inventions, publications and other creative works 3.1.1 For every cost and time-saving 1-7 innovation, patented invention and creative work as well as discovery of something with educational, technical, scientific, and/or cultural value 3.1.2 For every publish book, original, edited or compiled 3.1.2.1 as original author 3-5 3.1.2.2 as co-author 2-3 3.1.2.3 as reviewer 1-3 3.1.2.4 as translator 1-3 3.1.2.5 as editor/compiler 1-2 3.1.3 For every scholarly research/monograph/educational/ technical article published in a technical/scientific/ professional journal a. International 5 b. National/Regional 3 c. Local 2 3.1.4 For every instructional manual/ 1-2 Audio-Visual material 11

3.2 For expert services, training and active participation as consultant in an educational scientific, and cultural activities both locally and abroad 3.2.1 For every training source with a duration of at least one year (pro-rated for less than a year) a. International 4 b. National/Regional 3 c. Local 2 3.2.2 For participation as a consultant/expert in any activity of an educational, scientific, or cultural nature (abroad and local) sponsored by the government or other agencies a. International 5 b. National/Regional 3 c. Local 2 3.2.4 For participation in conferences, seminars, workshops a. International 3 b. National/Regional 2 c. Local 1 3.2.5 For expert services as adviser in doctoral dissertation, masteral thesis and undergraduate theses 3.2.6 For certified industrial, agro-industrial 1/120 h of fishery training (not to exceed 5 points) 3.2.7 For certified services as reviewer/ 1 examiner in Professional Regulation Commission (PRC) or in the Civil Service Commission (CSC) 3.2.8 For expert involuntary services 1 in accreditation work as member of the Board of Directors, member of the Technician Committee or consultant 3.2.9 For expert services in the trade 1 skill certification 12

3.2.10 For every year of service as 1 coach/trainor in sports or adviser of student organization 3.3 Membership in Professional organizations/honor societies and honors received 3.3.1 For current individual membership in relevant professional organization(s) a. Learned society 2 b. Honor society 1 c. Professional/Scientific 0.5 3.3.2 For undergraduate academic honors earned a. Summa Cum Laude 3 b. Magna Cum Laude 2 c. Cum Laude 1 3.3.3 Scholarship/Fellowship a. Competitive/International 3-5 points Non-Competitive/International 3-2 points 3-1 points b. Competitive/National/ Regional 1 point 1 point c. Competitive/Local Non-competitive 3.4 For every award of distinction received in recognition of achievement in education, science, technology and/or culture and sports by respective organizations: a. International 5 points b. National/Regional 3 points c. Local/Institutional 3.5 Community Outreach For every year or participation in 1 point service-oriented projects in the community (not to exceed 5 points) 3.6 Licensure and civil service eligibilities 2 points (2 points) each and 1 point for additional eligibility on the same field (maximum 5 points) 13

4.0 PERSONAL CHARACTERISTICS AND TRAITS 10 points Average Rating Points 9.30 – 10.00 10 7.50 – 9.29 5.00 – 7.49 8 3.00 – 4.99 6 2.00 – 2.99 4 2 5.0 TEACHING COMPETENCE 25 points 5.1 Demonstration Teaching (15) Average Rating Points 94 – 100 15 86 – 93 12 78 – 85 9 70 – 77 6 Below 70 3 5.2 Performance and/or Written Examination (10) Score Points 89 – 100 10 76 – 88 8 63 – 75 6 50 – 62 4 Below 50 2 6.0 SCHOLASTIC PERFORMANCE 10 points Grade Point Average, Major Field 2.5 (minimum) 2.75 (minimum) – other subject RATING SCALE MAJOR FIELD OTHER SUBJECTS Average Points Average Points Total Grade 6.00 Grade 4.00 10 1.29 - 1.00 4.50 1.34 - 1.00 3.20 8 1.59 - 1.30 3.60 1.69 - 1.35 2.40 6 1.90 - 1.60 2.40 2.05 - 1.70 1.60 4 2.20 - 1.91 1.20 2.49 - 2.06 0.80 2 2.50 - 2.21 2.75 - 2.50 14

GUIDELINES TO INTERVIEW ASSESSMENT Applicants for recruitment shall be evaluated on the basis of certain traits and characteristics which may be observed in a face-to-face interview. The following are the traits, the maximum number of points for each traits, as well as the descriptive statements with suggestive ratings to help the rater. VOICE AND SPEECH 1 point Irritating or indistinct 0.20 Understandable but rather unpleasant 0.40 Neither conspicuously pleasant nor unpleasant 0.60 Definitely pleasant and distinct 0.80 Exceptionally clear and pleasing 1.00 APPEARANCE 1 point Unprepossessing or unsuitable 0.20 Creates rather unfavorable impression 0.40 Suitable and acceptable 0.60 Creates distinctly favorable impression 0.80 Impressive, commands admiration 1.00 ALERTNESS 2 points Slow in grasping obvious questions, often 0.20 misunderstanding meaning of questions 0.40 Slow in understanding subtle points 0.60 Nearly grasps intent of interview questions 0.80 Quick to grasp questions and new ideas 1.00 Exceptionally keen and quick to understand ABILITY TO PRESENT IDEAS 2 points Confused and illogical 0.25 Tends to criticize and become involved 0.50 Usually gets his ideas across well 1.00 Shows superior ability to express himself 1.50 Unusually logical, clear and convincing 2.00 JUDGMENT 2 points Notably lacking in balance and restraint 0.25 15

Shows tendency to react impulsively and 0.50 without restraint 1.00 1.50 Acts judiciously in ordinary circumstances 2.00 might be hasty Gives reassuring evidence of considered judgment Exceptionally gives sound judgment EMOTIONAL ABILITY 1 point Over sensitive, easily disconcerted 0.20 Occasionally impatient; irritated 0.40 Well poised most of the time 0.60 Has superior self-command 0.80 Has exceptional poise, calmness and good 1.00 humor under stress SELF CONFIDENCE 1 point Timid, hesitant, easily influenced 0.20 Appears to be over self-conscious 0.40 Moderately confident of himself 0.60 Wholesomely self-confident 1.80 Shows superior self-confidence 1.00 RANKING OF APPLICANTS When the Faculty Selection Board (FSB) gets through the screening process, the applicant will be ranked accordingly, as follows: Applicants EQ/ INTERVIEW Teaching Competences Scholastic Total of FINAL Experience/ (Personal Performance Ranks RANK Prof. Dev't. Demonstration Written Exam Characteristics/ RS RANK RS RANK RS RANK RS RANK Personal Traits) RS RANK 16

3.1.5 Levels of Appointment 3.1.5.1 Temporary Status  A faculty member who has been newly appointed for full- time work is given a probationary period of no more than four (4) consecutive terms or two (2) years. At the end of which the appointee may either be retained or dropped, based on performance evaluations.  A faculty on temporary status is expected to consider the employment strictly temporary. In case of the University/College’s non-renewal of contract, a notice of termination shall be served at least thirty (30) days before the last day of employment.  A temporary appointment shall be given to an individual who is employed due to exigencies of the service and shall be given three (3) years to meet the required minimum educational qualification. In case of failure, a more qualified applicant may replace the appointee. 3.1.5.2 Permanent A permanent appointment shall be given to a faculty after the two-year probationary period. For non-MA faculty members who do not have the required educational qualification but are employed due to exigencies the following criteria shall be followed:  Very satisfactory teaching performance as evaluated by students, peers, the Department Head and the Dean;  Values and attitudes reflecting the University/College mission statement, such as the sense of cooperation, and responsibility in academic tasks;  Completion of a master's degree for those hired with a bachelor's degree;  Compliance with regulations and academic responsibilities and requirements for attendance, and punctuality in institutional activities, and prompt submission of grades and other reports. 17

 Demonstration of research capability; and  Active participation and membership in Department, College, and University/College committees and activities. 3.1.6 Discipline and Termination of Appointment The service of a permanent faculty member may be terminated due to major offense and after due process has been undertaken. 3.1.7 Transfer and Resignation A faculty member who opts to transfer or resign must secure a clearance from the following offices: Department Head, Dean, Chief Librarian, Accountant, Registrar, and other units concerned. Transfers within the semester shall not be allowed. 3.1.8 Types of Faculty Appointments 3.1.8.1 Regular (Full-time) Faculty These are faculty members who are hired on a full-time basis and whose main functions include instruction, research, extension services, and production in pursuance of the vision-mission of the University/College. 3.1.8.2 Non-Regular Non-regular faculty members are classified as follows: 3.1.8.2.1 Part-Time Faculty These are faculty members employed to teach on a term basis (semester or summer). They receive remuneration on an hourly rate. Though their presence is required during class hours only, they are also expected to undertake assigned tasks and spend time to conduct research, improve and augment productivity, and promote and develop extension services in pursuance of the vision-mission of the University/College. 18

3.1.8.2.2 Visiting Professor Visiting professors are those invited by the University/College from other institutions to render services in the form of instruction, research, extension, and the like for the duration of a program. Foreign professors who are invited to speak in a forum, symposium, or a lecture series fall under this category. 3.1.8.2.3 Exchange Professor Exchange professors are those coming from other campuses and invited to render services in the form of instruction, research, extension, and the like in the main campus or vice versa for a fixed period of time, usually from six (6) months to two (2) years. 3.1.8.2.4 Associate Faculty These are faculty members based in a particular College/Department who are invited to render instruction, research, and extension or production services to other Colleges/ Departments within the University/College. 3.1.8.2.5 Adjunct Faculty These are cooperating teachers who are directly involved in the supervision of students performing their off-campus practice teaching. The University/College can provide incentives to the adjunct faculty and to the cooperating institution, which can be in the form of staff development, instructional materials or financial assistance. 3.1.8.2.6 Contractual Faculty These are faculty members hired on a full time, monthly basis to conduct special instruction and/or research services to the University/College. 3.1.8.2.7 Professor Emeritus This is a retired faculty member or administrator who holds the rank of at least Full Professor at the University/College upon his/her retirement and is given the title in recognition of exceptional competence in 19

his/her field of specialization. He/she is likewise invited to render instructional or research services. 3.1.9 Appointment of Full Time Faculty The classification of academic ranks of full time faculty is based primarily on the common criteria for evaluation of SUCs. 3.1.9.1 Instructor Appointment to the position of Instructor shall be subject to the following requirements:  A Master’s Degree in the area of Specialization;  A Bachelor’s Degree with academic honors such as summa, magna cum laude, or cum laude or one belonging to the first ten in the appropriate Board Examination provided the appointment shall be temporary. He/she is given two years to finish the appropriate Master’s degree. 3.1.9.2 Assistant Professor Appointment to the position of Instructor II and Assistant Professor shall be subject to the following requirements:  CCE points of at least 66 points for the higher sub- rank of the Instructor position and at least 123 points for the Assistant Professor position; and  Master’s Degree for Assistant Professor II to IV. 3.1.9.3 Associate Professor Appointment to the position of Associate Professor shall be subject to the following requirements:  CCE points of at least 124;  Master’s degree in the area of specialization; and 20

 Qualitative contributions in instruction, research, extension and production or in at least two of the four functional areas. 3.1.9.4 Professor Appointment to the position of Professor shall be subject to the following requirements:  CCE points of at least 159;  Doctorate Degree for Professor IV to VI;  Qualitative contributions in instruction, research, extension and production or in at least three of the four functional areas; and  In cases where a doctorate degree is not normally part of career preparation or where such doctoral program is rare, the doctorate requirement may be waived provided that the candidate has an appropriate master’s degree, has at least 159 CCE points (including educational qualification) and has earned at least 20 points in the following areas:  Books, monographs, compendiums and major bodies of published work  Scientific articles in publications of international circulation, and other works of similar nature  Discoveries, inventions and other significant original contributions 3.1.10 Appointment of Part-time Faculty 3.1.10.1 General Guidelines Part-time faculty members are those employed to teach an assigned number of loads based on the needs of a department. They must hold Master’s Degree or must have finished at least the academic requirements for a Master’s Degree in accordance to the existing policies on Faculty Recruitment and Appointment. They 21

are obliged to submit a permission to teach from their mother agency or school, if applicable. The regular number of loads for a part-time faculty member is nine (9) units. This number may be increased if the faculty member meets the following criteria:  Obtains a very satisfactory teaching performance as determined from the evaluation of students, peers, Department Head, and whenever applicable, the Dean.  Complies reasonably with school regulations and administrative requirements for attendance, punctuality, and deadline for grades, among other factors.  Participates actively in the activities of the department, college, and University. The maximum teaching loads of a part-time faculty member shall be fifteen (15) units. Part-time faculty members should be informed of their tentative teaching loads at least two (2) weeks before the start of classes. If there are changes in the schedule, these shall be communicated to the faculty member concerned at least twenty-four (24) hours before the start of classes. Contracts of part-time faculty members expire at the end of every term (semester or summer). The Department Head shall recommend renewal after consultation with the Department Faculty and if the part- time faculty member has passed all the criteria set for evaluating faculty performance. Part-time faculty members are expected to serve the entire term of their employment. Any violation of the contract will result to non-renewal of contract. 3.1.10.2 Appointment as Part-time Faculty  Lecturer Appointment to the rank of Lecturer requires a Bachelor's Degree and at least one (1) year of teaching experience. Those with additional teaching and/or other professional experience may be accorded a higher hiring rate. 22

 Assistant Professorial Lecturer Appointment to this rank requires the completion of a Master's Degree and a minimum of two (2) years of competent teaching experience on the tertiary level. Additional teaching and/or professional experience may be counted for determining the hiring rate. Completion of a specialized degree (LIB, MD) may be considered equivalent to a master's degree when applicable to the area to which the faculty member belongs. Managerial or research experience directly relevant and related to the Department to which the applicant belongs shall carry the same weight as teaching experience in determining faculty rank.  Associate Professorial Lecturer Appointment to this rank requires a Master’s Degree in the required field of specialization. The following may be considered for determining a higher hiring rate:  Completion of at least seventy-five percent (75%) of academic units, inclusive of dissertation units, in a doctoral program related to one's discipline;  Significant research evidenced by the publication of one's output in a reputable journal or venue or recognition by a reputable organization of the faculty member's contribution to the field of specialization;  At least five (5) years of competent teaching on the tertiary level and/or seven (7) years of outstanding managerial and professional experience as an equivalent of the minimum teaching experience; and  Membership and leadership in professional, community, and government or non-government organizations. 23

 Professorial Lecturer Appointment to this rank requires a Doctorate Degree. In the absence of a Doctorate Degree, all of the following must be considered as a substitute for the doctoral requirements, except for those where the terminal degree is a master's degree.  Recognition in the form of an award, grant, or fellowship by a reputable and recognized national/international organization for one's outstanding contribution to the field of specialization;  Consistent involvement in a major research project either as proponent or as major consultant;  Consistent scholarly publication in one's field of specialization; and  Significant service to the academic community and/or active membership and involvement in University/College, community, professional, national, or international organization. 4. RATING OF TEACHER’S PERFORMANCE 4.1 The Raters. To appraise the job performance of the faculty, the following shall rate: Weight(%) a. Department Chairman/Section Head 30 b. Self 30 c. Student 20 d. Peer 20 Total 100% 4.1.1 The Department Chairman shall be rated by the following: a. College Dean 40 b. Self 30 c. Faculty Members 30 Total 100% 24

4.1.2 Deans/Directors shall be rated by the following: 40 30 a. Vice President 30 b. Self-rating c. Department Chairman 100% Total 40 30 4.1.3 The Vice President shall be rated by the following: 30 a. President 100% b. Deans/Directors c. Self-Rating Total The Performance rating shall be the weighted average of the ratings of the raters. 4.2 Definition of Terms Performance Appraisal System is constructed as an organized, methodical and standardized procedure of evaluating the worth and effectiveness of faculty members/academic staff in the execution of activities directed towards the accomplishment of organization goals. 4.3 Policies 4.3.1 In the establishment of performance rating plans, the following minimum requirements shall be observed: 1. The plan shall be as simple as possible. 2. The plan shall specify the following points: a. The rank or sub-rank covered, distinction being made between supervisory and non-supervisory function. b. The factors or element rated c. Who shall rate d. The forms to be used 3. The frequency of rating shall be once in every year, including summer. However, the rating of the students shall be average of the ratings during the first and second semesters. 25

4.3.2 The six components in the appraisal of performance shall be given the following weights: Weight (%) 1. Teaching/Research/Extension/Administration 40 2. Professionalism 20 3. Service to the Department 15 4. Service to the College 15 5. Working Relationship with students 6. Working Relationship with faculty/academic staff 5 5 Total 100% When the faculty member/academic staff is given an assignment with a duration of not less than 15 days in addition to his/her planned targets, he shall be given a plus factor of 0.25 for every assignment but not exceed 1.0 point, provided however, that his/her performance in both the planned and interviewing targets is at least satisfactory. Since each department exercises different functions, it shall set its own specific targets in each of the six components above. Specific description of points, 10, 8, 6, 4 and 2 shall be provided. Performance shall focus on effectiveness and efficiency as well as outputs and inputs, thus faculty member shall be given assignment in which his/her potential and strong qualities shall be fully utilized. Each performance shall provide for a minimum of five ratings namely: ADJECTIVAL POINT 1. Outstanding 9.40 – 10.00 2. Very Satisfactory 7.50 – 9.39 3. Satisfactory 5.00 – 7.49 4. Unsatisfactory 3.00 – 4.99 5. Poor 2.00 – 2.99 A personnel is rated unsatisfactory if he fails to meet the minimum requirements of the duties of his rank. When a personnel performs below satisfactory, he shall be warned as soon as possible but in no less than 60 days before the end of the term, to enable to improve his performance. The warning shall be in writing and shall 26

state the job requirements the personnel concerned fails to meet satisfactory. Each personnel shall be informed of the plan by which he is rated. Performance requirements shall be established for each position/rank and such requirements shall be mutually understood by the rater and ratee. The performance of the personnel shall be evaluated fairly in relation to the performance requirements of his rank. Each personnel shall be kept currently advised of how his performance meets requirements and shall be notified of his performance ratings. All personnel shall be informed of the purpose, principles and procedures of the performance appraisal system and of their rights and obligations there under. Outstanding contributions of the personnel to efficiency and economy of government operations shall be given proper weight in the performance appraisal. 4.4 Procedure 4.4.1 At the beginning of every school year, the Deans/Director and Department Chairman/Section Heads shall brief the faculty on the standard requirements of the rank/sub-ranks and on setting the reasonable targets in each of the six components of the performance appraisal. The Academic Council shall approve the factors or elements rated and the procedure or mechanics in rating performance and review them periodically. Whenever necessary, the chairmanship and membership of working committees shall be rotated among the members of the faculty. The accomplishment of every target/assignment shall be reflected on the logbook by every faculty member duly certified by the Dean/Director or the Chairman/Section Head which shall be the basis of computing the ratings. 27

There shall be a constant dialogue between the rater and the ratee. A smooth flow of communication shall be always maintained. 4.5 Responsibilities The responsibilities for the effective implementation of the Performance Appraisal System shall be on the rater and the ratee. 4.5.1 Responsibilities of the Rater 4.5.1.1 Information He should inform his subordinates of the: a. Goals of the Institute b. Goals of the Department c. Evaluation Criteria d. Evaluation Instrument 4.5.1.2 Target Setting The setting of standards of performance of his subordinates should be based on the following: a. It should be realistic and attainable. b. It should be measurable in terms of quality, quantity, and c. It shall be within acceptable terms to both himself and the ratee. 4.5.1.3 Assistance The supervisor (Director of Instruction/Chairman of Departments) shall provide professional guidance to his subordinates in the performance of their functions and assist them to meet the targets. 4.5.1.4 Objectivity The supervisor shall rate his subordinates’ performance in terms of measurable inputs rather than subjective prejudice. 28

4.5.1.5 Discussion The supervisor shall periodically confer with his subordinates to determine strengths and weaknesses, iron out difficulties encountered in achieving targets, and ventilate suggestion for improvements. 4.5.2 The Responsibilities of the Ratee The ratee shall have the following responsibilities: 1. Set reasonable targets. He should set targets based on the institutional and departmental goals that should not be too low in relations to his performance capabilities. 2. Initiates improvements of his performance whenever feasible. 3. Maximize his contribution in his area of competence. 4. Exercise utmost dedication and sincerity in the fulfillment of institutional and departmental goals. 4.6 Teaching Competence 4.6.1 Student Achievement At the end of the semester/school year:  Attained at least 25% increase over the targeted 10 number of a class and at least 10% increase over the proficiency level set for a subject  Attained at least 10% increase in targeted number 8 of a class and/or the targeted proficiency level for a subject  Attained the targeted number of the class and the 6 targeted proficiency level for a subject  Failed to attain the targeted number of class 4 and/or the targeted proficiency level by at least 5% 29

 Failed to attain the targeted number of class 2 and/or the targeted proficiency level by at least 20% GUIDE TABLE Increase over or Increase over or deficiency in targeted deficiency in targeted Rating number of class number of class 10 (QUANTITY) (QUALITY) 8 6 At least 25% increase At least 10% increase 4 2 Less than 25% increase At least 10% increase (Provided 100% compliance) At least 10% increase 0% (increase/deficiency) 0% (increase/deficiency) At least 10% increase At least 10% increase At least 10% increase 0% (increase/deficiency) 0% (increase/deficiency) At least 5% deficiency 0% (increase/deficiency) 0% (increase/deficiency) At least 5% deficiency At least 5% deficiency At least 5% deficiency At least 20% deficiency 0% (increase/deficiency) 0% (increase/deficiency) At least 20% deficiency At least 20% deficiency At least 20% deficiency 0% (increase/deficiency) means: no increase or decrease is less than 10% or the deficiency is less than 5%. 4.7 Management of Instruction 4.7.1 Subject Matter Orientation Rating Adequacy of Preparation: Very well prepared (thorough and profound) 10 Well prepared (broad and accurate) 8 Prepared (adequate knowledge) 6 Unprepared (displays inadequate knowledge 4 of the course 4.7.2 Teaching Practices (methods and procedures) 4.8.2.1 Presentation of the subject matter: Very clear 10 30

Clear 8 Not clear 6 Not clear at all 4 4.7.2.2 Ability to arouse interest and stimulate thinking: i) Makes the subject interesting and challenging by employing a variety of teaching techniques: Always 10 Often 8 Sometimes 6 Seldom 4 ii) Encourages the students to think for themselves and welcome pertinent questions: Always 10 Often 8 Sometimes 6 Seldom 4 iii) Stimulates student participation by raising interesting questions or ideas for discussion: Always 10 Often 8 Sometimes 6 Seldom 4 4.7.2.3 Utilization of class period/time Very well spent 10 Well spent 8 Fairly well spent 6 Poorly spent 4 4.7.2.4 Pace of presentation of the lesson 10 8 Just right 6 Fast 4 Very fast Very slow 31

4.7.3 Communication Skills 10 8 Expresses and presents his ideas in the medium 6 of instruction correctly and clearly: 4 Always 10 Often 8 Sometimes 6 Seldom 4 4.7.4 Course Requirements 10 8 The course requirements were valuable 6 experiences needed for the course. Reasonable 4 enough to be mastered: 10 Always 8 Often 6 Sometimes 4 Seldom 4.7.5 Records and Reports 4.7.5.1 a) Keeps a class record reflecting daily or weekly examinations, unit test, mid-term, final, and quarterly examination, projects, etc., accurately and neatly: Very adequately Adequately Less adequately Inadequately b) Duly informs the students of their accomplishments: Always Often Sometimes Seldom 32

4.7.5.2 Grade Sheets 10 8 a) Accomplishes grade sheet neatly, promptly, 6 accurately and submits in two copies: 4 Two weeks after examination 10 Three weeks after 8 Four weeks after 6 Beyond four weeks 4 4.7.5.3 Test Results Rating a) Prepare mid-term, final or quarterly 10 statistical reports on studies achievement 8 neatly and accurately for all subjects 6 taught and submits: 4 One week after examination 10 Two weeks after 8 Three weeks after 6 Beyond three weeks 4 4.8 Professionalism 4.8.1 Punctuality 4.8.1.1 Observe class period: Always starts and ends the classes on time Often starts and ends the classes on time Sometimes starts and ends the classes on time Frequent instances of tardiness and leaving of of class during class hour 4.8.1.2 Submit course syllabus: One week after the start of class Two weeks after Three weeks after Beyond three weeks 33

4.8.2 Attendance 10 8 Has not incurred any absence or incurred justified 6 absence of not more than two (2) times 4 Incurred justified absence of not more than four (4) times Incurred justified absence of not more than Six (6) times Incurred more than six (6) justified absences Or had frequent absence and tardiness 4.8.3 Personal Characteristics 1. Exemplifies sound physical and mental health. 2. Observes proper grooming attire. 3. Exhibits open-minded suggestions and criticisms. 4. Maintains harmonious relationships. 5. Commands the respect of students and peers. 6. Has a good sense of humor yet knows when to be serious. 7. Is reasonable and just in handling complaints 8. Maintains order and good conduct in class. 9. Treats students equally and fairly. 10. Handles disciplinary problems with fairness and understanding. Always exhibits all 10 components 10 Often exhibits all components 8 Sometimes exhibits all 10 components 6 Seldom exhibits all 10 components 4 4.9 Service to the Department Rating 4.9.1Preparation of the Curriculum Materials 10 8 4.9.1.1 Preparation of course syllabus 6 (Structure and Contents): 4 Up-to-date and contains all features Somewhat current not all desired features indicated Need to be updated and enriched No syllabus prepared 34