CHAPTER 1 SULTAN KUDARAT STATE UNIVERSITY (SKSU ...
Transcript of CHAPTER 1 SULTAN KUDARAT STATE UNIVERSITY (SKSU ...
SKSU
Faculty Manual
Page 1
CHAPTER 1
SULTAN KUDARAT STATE UNIVERSITY (SKSU)
HISTORICAL BACKGROUND AND DEVELOPMENT
The Sultan Kudarat State University (SKSU) formerly Sultan
Kudarat Polytechnic State College (SKPSC) was established on
December 5, 1990, by virtue of a bill authored in Congress by
then Cong. Estanislao V. Valdez and sponsored in the Senate by then
Sen. Edgardo J. Angara. The bill became Republic Act 6973,
otherwise known as the Sultan Kudarat Polytechnic State College
(SKPSC) Charter, which merged five (5) previously DECS supervised
high schools in five (5) municipalities of the province, namely: the Sultan
Kudarat National High School in Isulan, the Lutayan National
Agricultural School in Lutayan, the Tacurong Municipal High School in
what is now Tacurong City, the Kalamansig Municipal High School in
Kalamansig and the Palimbang Municipal High School in Palimbang. Its
central site and main office is in SKSU – ACCESS, EJC Montilla,
Tacurong City. The institution started under the visionary and
dynamic leadership of its first and longest serving President, Dr.
Nelson T. Binag, who, later, also initiated the operation of extension
programs in the municipalities of Sen. Ninoy Aquino and
Bagumbayan in Sultan Kudarat and in Glan, Sarangani Province
through a Memorandum of Agreement with the Local Government Units
and Surallah in South Cotabato with Surallah National Agricultural
School.
Dr. Nelson T. Binag, the 1st President of SKPSC served for a
period of eighteen (18) years. His unique leadership brought SKPSC
to a milestone. Intensified faculty and staff development program,
numerous scholarship programs, trainings, conferences were attended
to by the college personnel in the local, national and international
levels. The strong impetus given by the administration to qualify its
personnel has gone through the roof. Statistically, it has produced a
number of Master’s and Doctor’s degree holders.
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Guided by its pragmatic policies, SKPSC continued to
offer programs and special courses that help totally develop locally
homegrown industries utilizing indigenous resources and raw materials
peculiar to the locality where the campuses are located. Agriculture
related courses are offered in the College of Agriculture located in
Lutayan while Fishery related courses are offered in the College of
Fisheries in Kalamansig, Sultan Kudarat. The Colleges of Arts and
Sciences, Bachelor of Science in Hotel and Restaurant Management,
Bachelor of Accounting Technology, Bachelor of Science in Criminology
and other Liberal and Science courses in Tacurong City campus,
drawing enrollees not only in the Province but also in the nearby cities
of Koronadal, General Santos and Davao. Engineering, Information
Science and Industrial Technology courses are offered in the College of
Engineering, Information Science and Industrial Technology in Isulan,
the capital town of the Province.
From the usual four year technical courses, a five year course
in Computer Engineering is also offered along with short term courses
in Driving, Building Wiring Construction, Automotive and Computer
Literacy among others. Palimbang, an extension campus of the College
of Teacher Education offers education programs while the newly
opened campuses in Bagumbayan and Senator Ninoy Aquino offer
academic as well as agriculture related courses. In the ACCESS, post
graduate studies in Management, Institutional Development and
Management, Agricultural Science and Technology and Diploma in
Teaching were offered while undergraduate courses in education were
offered in the College of Teacher Education. Pursuant to its Vision and
Mission, SKSU opened the College of Law and the College of Nursing.
The Laboratory High School exhibited its prowess in national and
even in international competitions, an evidence of quality and
excellence.
Significantly, the Sultan Kudarat State University had been
rated Level III A in the SUC leveling. Having subjected itself to
accreditation, SKSU was at par with other leading institutions in the
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country. The alliances and partnerships with international organizations
and institutions brought SKSU into the realm of the global world.
During the last three years of Dr. Binag’s term, he started
preparing for the institution ’s conversion into a University, but, did not
prosper. With the installation of the next President, Dr. Teresita L.
Cambel, whose values focused on Patriotism, Respect, Integrity,
Zeal, and Excellence (PRIZE), pursued the dream of Universityhood.
On January 18, 2010, on sponsorship by then Cong. Pax S.
Mangudadatu, Al Hadj and Cong. Arnulfo F. Go in Congress, as well
as, by Sen. Manuel A. Roxas, Sen. Edgardo J. Angara, Sen. Panfilo M.
Lacson and Sen. Juan Miguel F. Zubiri in the Senate, Republic Act No.
9966 was enacted converting what was then Sultan Kudarat
Polytechnic State College into what is now Sultan Kudarat State
University.
Dr. Rolando F. Hechanova, the 3rd President of SKSU took his
oath of office on August 12, 2014. Characterized by his deep sense of
commitment, dedication to public service, guided by the acronym
FATES (Fairness, Accountability, Transparency, Excellence and
Service), he was able to spur various developments and initiatives in
the university ranging from the infrastructures, promotions of faculty
through the implementation of NBC 461, Cycles 4 7, grant of
Collective Negotiation Agreement (CNA) incentives, more
accredited programs in the various colleges by the Accrediting Agency
of Chartered Colleges and Universities in the Philippines (AACCUP),
more Commission on Higher Education (CHED) compliant curricular
programs, increased passing percentage rate in the licensure
examination, strengthened the mandated functions of the University,
and more linkages in the national and international levels via research
and extension programs.
SKSU’s journey in history and its development is greatly
attested by the increase in student and personnel population, the
number of graduates it had produced from the numerous program
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offerings, the facilities and structures it had put in place, linkages and
partnerships it had forged with government and non-government
organizations and most importantly, its reputation as provider of quality
and affordable education.
To date, the SKSU administration, teaching and non-
teaching personnel and the student body never cease to work
tediously and cooperatively to reach the apex of its development.
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CHAPTER 2
SKSU VISION, MISSION, GOAL, OBJECTIVES,
CORE VALUES, AND GENERAL POLICY
Sec. 1. VISION
A trailblazer in arts, science and technology in the region.
Sec. 2. MISSION
The University shall primarily provide advanced instruction and
professional training in science and technology, agriculture, fisheries,
education and other relevant fields of study. It shall also undertake
research and extension services, and provide progressive leadership in
its areas of specialization.
Sec. 3. GOAL
To produce graduates with excellence and dignity in arts,
science and technology.
Sec. 4. OBJECTIVES
a. Enhance competency development, commitment,
professionalism, unity and true spirit of service for public
accountability, transparency and delivery of quality services;
b. Provide relevant programs and professional trainings that
will respond to the development needs of the region;
c. S t r e n g t h e n local, national, and international
collaborations, and forge partnerships for borderless
programs;
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d. De ve l op a research culture among faculty and students;
e. De ve l op and promote environmentally sound and market
driven knowledge and technology at par with international
standards;
f. Promote research based information and technologies for
sustainable development; and
g. Enhance resource generation and mobilization to sustain
financial viability of the university.
Sec. 5. THE CORE VALUES
Fairness
Accountability
Transparency
Excellence
Service
a. Fairness: Impartiality
1. To give equal or equitable chance to everybody.
2. To see, hear, and know all sides.
3. To implement participatory governance.
b. Accountability: Responsibility
1. To institute accountability in all levels.
2. To report accurately and timely through tri-media.
3. To reward good performers and sanction non-performers.
c. Transparency: Honesty
1. To ensure that all operations of the university will be made
transparent.
2. To be factual and cost effective.
3. To be truthful.
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4. To computerize processes that will streamline operations and
decision making and minimize red tape and bureaucratic
procedures.
d. Excellence: Quality
1. To be visionary and think outside the box.
2. To develop centers of excellence and development in different
disciplines.
3. To develop regional capabilities in R&D, Science and Technology.
4. To advocate stake ownerships not just stakeholdership to all constituents.
5. To seek for excellence and not stop at “good”.
e. Se r v i c e to God and People: God fearing
1. To lead by example and inspire constituents and be proud as
SKSUans.
2. To effect God centered governance.
3. To be fair, accountable, and transparent within and without.
Sec. 6. SKSU General Policy
The Sultan Kudarat State University is committed to produce
market-driven professionals in arts, science and technology, imbued
with its core values. Together, it will satisfy the needs of its clients in
adherence to the regulatory and statutory requirements through
continuous improvement of Quality Management System.
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CHAPTER 3
UNIVERSITY SEAL, LOGO, MASCOT, AND COLOR
Sec.1. The University Seal
The seal of the University is not only a mark of its legal and
public documents, communications, and publications, but more
importantly, a symbol of the institution, thus clarity in its elements must
be imposed. A seal does not only feature a distinctive object that would
make identification clear and easy. More than that, it signifies the
sentiments and aspirations that guide the institution and its constituents.
The outer and inner BLACK CIRCLES RIM of the seal
perfectly round line figure bears the name, SULTAN KUDARAT STATE
UNIVERSITY, and the year of its inception (1990) and denotes firmness
of character, completeness, and sturdiness of the SKSU family.
The outer and inner circles provide a perfect and strong
protection with black lines that shield the institution from harm and
destruction. These guard and defend the university from attack or injury
and indicate a condition of safety and security of its key officials, faculty
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and employees, students, parents, as well as, other stakeholders of the
campuses.
The Flame of the torch in embossed form from the initials
of Sultan Kudarat State University (SKSU) symbolizes light and energy
for the University, the campuses, its four fold functions, and its core
values. The SKSU community is unceasingly performing its four fold
functions to realize its vision, mission, goals, and objectives for the
growth and development, especially, in the Sultan Kudarat Province and
the country as a whole.
The TORCH symbolizes education which is the great equalizer
in life, providing knowledge and wisdom, values, skills, and talents
regardless of one’s status in life and could be handed down to the next
generation.
The Yellow Rays are the emissions of beams of light that
radiate from a bright and luminous object. The six (6) big rays depict the
five (5) original campuses as defined in R.A. 6973, and the
Administration Center and Central Educational Sites and Services
(ACCESS).
The Green Map of Mindanao indicates one of the three major
islands of the Philippines where SKSU is strategically located, and is
depicted as a silhouette behind the torch, flame, and rays.
The Light Blue Diamond represents the sky and the ocean to
mean that SKSU provides borderless and accessible education.
The Quadrangle represents the mandated functions of SKSU
namely: Instruction, Research, Extension and Resource Generation
identified by its color. It also provides an enduring and powerful
safeguard from poor performance and strong shield against corruption
in the University. Orange, for Instruction, resembles the highest esteem
and knowledge; Green, for Research, and the vastness of new
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generated knowledge and technology; Maroon, for Extension, denotes
deep concern and desire to reach out to the needy; and the Navy
Blue, for Resource Generation, means abundant blessings from
Almighty God.
The Angles of the quadrangle represent the vision, mission,
goals and objectives of the University based on its four fold functions.
The Green background signifies great hope and life for the
University to succeed with freshness and vigor. The Yellow hue
resembles ripe lemons or sunflowers that provide maturity, tolerance
and prosperity.
The White Prints of SKSU and Stars denote freedom, purity
and transparency.
The Book symbolizes wisdom.
Sec. 2. THE UNIVERSITY LOGO
The official logo of SKSU was approved by the SKPSC Board
of Trustees, through Board Resolution No. 62, s. 1992, in its 7th Board
Meeting on September 24, 1992 at the SKPSC Arts and Sciences Bldg.,
Tacurong, Sultan Kudarat.
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The logo of the SKPSC now Sultan Kudarat State University
depicts the Ball Figure which symbolizes the Sultan Kudarat State
University system as it rolls for its growth and development. The
Imaginary Curve portrays the well known Allah River that provides
water coming from the Daguma Range to quench the thirst of the sun
parched and drought stricken countryside. The finger like projections
in letters and V represent the five original campuses of the State
University i. e., Tacurong, Isulan, Lutayan, Kalamansig and Palimbang.
Letter V signifies the vision of the Sultan Kudarat State University. The
Imaginary Straight Line across the ball, crossing the center area,
connotes the Central Site and Administrative Center of the State
University at EJC Montilla, Tacurong City where it serves the
five campuses and the communities in the province, especially the
towns where the five campuses are located. It symbolically underlines
the SKSU Motto: "Service to God and Country." The four irregular
shapes with colors Green, Blue, Red, and Yellow represent the four
fold functions of SKSU namely: Instruction, Research, Extension, and
Resource Generation.
Sec. 3. THE INSTITUTIONAL MASCOT
The Deer, a clever toed, hoofed ruminant mammal of the family
Cervidae, characteristically bearing branched deciduous antlers (horns)
is the SKPSC now SKSU Institutional Mascot.
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Cervidae is one of the most handsome, graceful and beautiful
members of the animal kingdom. The Deer exemplifies beauty,
uniqueness, elegance, and wisdom. Most of all, the Cervidae (the Deer)
has very keen senses of sight, hearing, touch, smell and taste.
In view of these attributes and peculiarities of the Deer, the
SKPSC administration, faculty, facilitative staff and students would like
to be identified with this wonderful zoological creature, which they
consider as the one that brings luck to them and the Institution they
represent.
Sec. 4. THE UNIVERSITY COLOR
The color of the University is Mint Green which symbolizes the
verdant fields indicating healthy vegetation, and for the institution, it
indicates sustained growth and development.
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CHAPTER 4
THE FACULTY AND ITS QUALIFICATIONS
I. THE FACULTY
Sec. 1. The term faculty refers to one who is assigned to facilitate
teaching learning activities and who is designated to perform
administrative functions in addition to classroom works.
Sec. 1.1. Regular faculty members are those who have plantilla
items and whose appointments have been confirmed/approved
by the SKSU Board of Regents and attested by the Civil
Service Commission.
Sec. 1.2. Non-regular faculty members are those who may or
may not have plantilla items, whose term of service is for one
year or one semester only. Non-regular faculty members are
further classified as Temporary, Contract of Service, and
Part-time.
Sec. 1.2a. Temporary faculty members are those
who have plantilla items but whose term of office is
only for one year, and appointments have to be
attested by the Civil Service Commission.
Sec. 1.2b. Contract of Service (COS) faculty members
are those who have no plantilla items. They may carry
a minimum load of 21 units regardless of the number of
preparations and are required to report only during
their actual teaching hours and render two (2) hours
consultation per week.
Sec. 1.2c. Part-time faculty members are personnel
who are either occupying a regular plantilla position or
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job order status whose teaching services are rendered
after office hours.
Sec. 2. The Academic Rank of Faculty Members.
Sec. 2.1. Regular and non-regular temporary faculty members
may be ranked as:
University Professor
Professor (I VI)
Associate Professor (I V)
Assistant Professor (I IV)
Instructor (I III)
Sec. 2.2. Non-regular part-time faculty members may be ranked
as:
Contract of Service
Part-time Instructor/ Professor
Affiliate Professor Special Lecturer Exchange Professor
Visiting Professor
II. QUALIFICATION
Sec. 1. GENERAL PROVISIONS
Sec. 1.1. The qualifications of faculty members shall be in
accordance with the pertinent policies, rules and regulations
set by proper authorities.
Sec. 1.2 Faculty members shall be exempted from any civil
service examination as a requisite for appointment, except in
some Programs where passing the professional board
examination is a requirement for teaching professional courses.
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Sec. 2. ENTRANCE QUALIFICATIONS
Sec. 2.1. Entrance qualifications differ according to
requirements set per specific curricular programs.
Sec. 2.2. A minimum of a master’s degree with the specific
specialization, training, experience and desirable personality
traits shall be required of applicants in specific curricular
programs.
III. QUALIFICATION STANDARDS
Sec. 1. Hereunder are the minimum qualification standards for
appointment to faculty positions/ranks provided under MC
No.1,s.1997 and CSC MC No. 22, s. 2016:
INSTRUCTOR I III
Education : Master’s Degree in the area of specialization or its
allied/related fields
Experience : At least 1 year relevant experience
Training : At least 8 hours relevant training
Eligibility : None Required
RA 1080 (For courses requiring BAR or BOARD
eligibility)
ASSISTANT PROFESSOR I IV
Education : Master’s Degree in the area of specialization or its
allied/related fields
Experience : 2 years relevant experience
Training : 8 hours relevant training
Eligibility : None Required
RA 1080 (For courses requiring BAR or BOARD
eligibility)
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ASSOCIATE PROFESSOR III
Education : Master’s Degree in the area of specialization or its
allied/related fields
Experience : 2 years relevant experience
Training : 16 hours relevant training
Eligibility : None Required
RA 1080 (For courses requiring BAR or BOARD
eligibility)
ASSOCIATE PROFESSOR IV V
Education : Master’s Degree in the area of specialization or its
allied/related fields
Experience : 3 years relevant experience
Training : 16 hours relevant training
Eligibility : None Required
RA 1080 (For courses requiring BAR or BOARD
eligibility)
PROFESSOR I
Education : Relevant Master’s Degree
Experience : 4 years relevant experience
Training : 24 hours relevant training
Eligibility : None Required
RA 1080 (For courses requiring BAR or BOARD
eligibility)
PROFESSOR II - III
Education : Relevant Master’s Degree
Experience : 5 years relevant experience
Training : 32 hours relevant training
Eligibility : None Required
RA 1080 (For courses requiring BAR or BOARD
eligibility)
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PROFESSOR IV VI
Education : Relevant Doctorate Degree
Experience : 5 years relevant experience
Training : 32 hours relevant training
Eligibility : None Required
RA 1080 (For courses requiring BAR or BOARD
eligibility)
UNIVERSITY PROFESSORS
Education : Relevant Doctorate Degree
Experience : 5 years relevant experience
Training : 32 hours relevant training
Eligibility : None Required
RA 1080 (For courses requiring BAR or BOARD
eligibility)
*Allied or related fields or programs to Master’s degree shall be
determined from the relevant CMO’s on policies, standards and
guidelines for undergraduate or undergraduate programs.
Sec. 2. The National Budget Circular pertaining to the compensation
and position classification plan for faculty positions in SUCs shall
govern the compensation and classification of faculty positions in
SUCs.
Sec. 3. In the recruitment and promotion of faculty members in the
university, vertical articulation of the master’s degree with the
undergraduate degree should not be an issue. The point of
consideration is the master’s degree and not the undergraduate degree
of the candidate.
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CHAPTER 5
RECRUITMENT AND APPOINTMENT OF PERSONNEL
I. GENERAL PROVISIONS
Sec. 1. Opportunity for employment in the University shall be
opened to all qualified citizens of the Philippines. Positive efforts
shall be extended to attract the best qualified applicants, preferably
from among the outstanding graduates of the University to enter the
service.
Sec. 2. All appointments for employment in the University shall be
made strictly on the basis of merit and fitness, in accordance with
the policies, rules and procedures laid down in two (2) separate
Merit System and Promotion Plans promulgated by the University
for the faculty and the non-teaching personnel and, as far as
practicable, the qualification standards established by the Civil
Service Commission and such other evaluation criteria as may be
adopted by the University.
Sec. 3. The University shall see to it that the right Faculty is
placed to the appropriate position in consideration of the inherent
duties and responsibilities of the position.
Sec. 4. No religious inquiry shall be applied nor shall the religious
opinions or political and tribal affiliation of an applicant for
employment in the University.
Sec. 5. As far as practicable, vacant positions in the University
shall be filled up through chain promotions, thus, preference shall
be given to the qualified next in – rank employee, provided that
he/she undergoes the process and meets the entire requirement
for promotion as prescribed by applicable laws, rules and
regulations.
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Sec. 6. All personnel of the University shall be appointed by the
University President, subject to the confirmation of the Board of
Regents. The precise terms and conditions of every appointment
shall be stated in writing.
Sec.7. As required, the appointments of University personnel
shall be submitted to the Civil Service Commission for attestation.
II. T H E MERIT SYSTEM AND PROMOTION PLANS
Sec. 1. In order to adhere to the merit and fitness principle in the
recruitment, appointment and promotion of personnel, the
University shall, establish one (1) Merit System and Promotion
Plan for the faculty and facilitative staff in accordance with Civil
Service rules, laws and regulations.
Sec. 2. The said Merit System and Promotion Plans shall
define the composition of the Selection and Promotion Board
for both teaching and non-teaching employees of the
University, which shall assist the President in the judicious and
objective selection and promotion of employees.
III. RECRUITMENT, SELECTION AND APPOINTMENT
Sec. 1. General Policy on Recruitment and Appointment
The University, through its governing board has established its
own internal policies, procedures and guidelines for the
recruitment and appointment of faculty members which shall be
submitted to the CSC for attestation.
The established University policies and procedures on
recruitment and appointment of faculty shall be in accordance with
the policies, procedures, rules, regulations of the Civil Service
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Commission and other pertinent authorities, which include the
following:
1. Recruitment shall be open to those who meet the minimum
requirements prescribed for the rank;
2. Transferees from other state or local universities and colleges
may be admitted at their present faculty rank in the absence of
qualified faculty members in the University;
3. Publication of vacant position for faculty of the SUC shall
no longer be required pursuant to CSC MC No. 1, s. 2012 and
CSC Resolution 1101592 dated November 22, 2011 which took
effect December 29, 2011. However, the University is
encouraged to publish vacancies to select the most qualified
applicants;
4. If a faculty member is appointed as University President,
his/her plantilla position may be reserved as fallback position.
However, in instances where a faculty is designated as OIC
President, he/she retains his/her faculty rank; and
5. The status of appointment for the members of the faculty are the
following:
a. Permanent appointment shall be issued to a person who
meets the qualification standards established for the faculty
rank, and who shall have successfully completed the two
year probationary period.
b. Temporary appointment shall be issued to a person who has not
met the education, training or experience requirements of the
position to which he/she is being appointed not exceeding
one school year, and may be subject for reappointment if there
is no immediate, available qualified applicant.
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Appointees under temporary status do not have security of
tenure and may be separated from the service, with or without
cause. As such, they shall not be considered illegally
terminated; hence, not entitled to claim back wages and/or
salaries and reinstatement to their positions.
The employment or services of appointees under temporary
status may be terminated without necessarily being replaced
by another. Temporary appointees may also be replaced within
the twelve month period by a qualified applicant.
A 30-day written notice signed by the appointing authority shall
be given to the temporary appointee prior to the termination of
service/removal or replacement.
c. A contractual appointment may be issued to a faculty member
when the exigency of the service requires, subject to the
existing policies, rules and regulations. Such appointment is
for a limited period not to exceed one academic year. The
appointing authority shall indicate the inclusive period covered
by the appointment for crediting services.
d. A part-time appointment may be issued to a regular plantilla
position, either as permanent, if the requirements of the
position are met; or as temporary, if one of the requirements is
not met.
Part-time appointment to a regular plantilla position is different
from part-time teaching covered by a contract of service or a job
order. The former is submitted to the CSC as it involves
appointment to a regular plantilla position, only that the work is
part-time.
Service under a part-time appointment is government service
and forms part of the faculty member’s service record.
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Sec. 2. PROCEDURES
The University shall recruit and appoint its faculty in
accordance with the following procedures:
a. The University shall create a Faculty Recruitment Selection,
Placement and Promotion Board herein referred to as the
FRSPPB. This body shall assist the University President in
selecting applicants or candidates for recommendation to the
governing board, who shall confirm/approve the appointment
of faculty members to positions/ranks.
b. Th e members of the FRSPPB of the University are the following:
1. The Vice President for Academic Affairs as Chairperson;
2. The Dean/Director of the College/Unit where the
vacancy exists as a floating member;
3. The President of the CSC Accredited Faculty
Federation/Association in the University;
4. A senior ranking faculty member chosen by the University
President;
5. Chairperson of the department to which the appointee will
be assigned;
6. A ranking professor whose specialization is in line with the
nature of the teaching position to be filled and who shall
be chosen by the head of the college/department requiring
such expertise; and
7. The Human Resource Management (HRM) Officer as the
FRSPPB Secretary, who shall continuously make an
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inventory of all vacant positions and coordinate with the
department chairperson/head in determining qualified
insiders who may be considered for appointment. He/She
shall keep records of the proceedings of the Board and
maintain all records or documents, keeping them ready for
inspection and audit by the Civil Service Commission.
c. The FRSPPB shall observe transparency in all its activities and
decisions.
d. T h e HRMO shall list down qualified applicants aspiring for the
vacant position, either from within or outside the University.
e. T h e HRMO shall conduct preliminary evaluation of the
qualifications of all applicants. Those initially found qualified shall
undergo further assessment such as interview, psychological
examination, skills test, demonstration teaching and others deemed
necessary. After which, a selection line up shall be prepared as
basis for Background Investigation (BI) of the University
Committee created for the purpose.
f. The FRSPPB shall make a systematic assessment of the
competence, qualifications and BI results of candidates for
appointment to the corresponding level or position evaluate and
deliberate end banc the qualifications of those listed in the selection
line up.
g. The FRSPPB shall submit a comprehensive evaluation report of
all the candidates screened for appointment so that the appointing
authority will be guided in choosing the one who can efficiently
perform the duties and responsibilities of the position to be filled.
This evaluation report should not only specify whether the
candidates meet the qualification standards of the position but
should also include observations and comments on the candidates
competence and other qualifications that are important in the
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performance of the duties and responsibilities of the positions to be
filled. Likewise, information about the candidate’s preference of
assignment should be mentioned in the report.
The evaluation report should specify the top five ranking
candidates whose over all point scores are at par based on the
comparative assessment in terms or performance, education and
training, experience and outstanding accomplishments, and other
relevant criteria.
h. The Governing Board or the University President, as the case may
be, shall assess the merits of the FRSPPB’s evaluation report of
candidates screened for appointment and in the exercise of sound
discretion, select, in so far as practicable, from among the top five
ranking candidates deemed most qualified for appointment to the
vacant position.
The top five ranking candidates, however, should be limited to those
whose overall point scores are based on the comparative
assessment.
To determine candidates who are comparatively at par, the FRSPPB
shall set reasonable differences or gaps between point scores of
candidates for appointment.
However, existing Contract of Service or Job Order workers of the
university shall be given priority in the appointment (by the
university to) in the its vacant positions provided that these workers
meet the appropriate eligibility and other qualification requirements
for the position subject to existing Civil Service laws, rules and
regulations.
On the other hand, SKSU graduates who intend to apply in the
university are encouraged to pursue further studies in other
prestigious universities and colleges to avoid in breeding.
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i. The Governing Board or the University President, as the case
may be, shall issue the appointment in accordance with the
provisions of the approved University Merit System and submitted to
the CSC for attestation.
j. The HRMO shall post a notice announcing the appointment of the
faculty in three (3) conspicuous places in the University a day after
the issuance of the appointment for at least fifteen (15) days. The
date of posting should be indicated in the notice.
k. For upgrading of rank, the criteria and procedures for
evaluation provided in the National Budget Circular pertaining to
compensation and position classification plan for faculty positions in
the University shall be followed.
Sec. 3. PROMOTION
1. A faculty may be considered for promotion to a higher faculty
rank/sub rank on the basis of the NBC 461 official evaluation
result to include other requirements (education, training,
experience, competency, and initiatives) of the position,
including performance rating of at least Very Satisfactory during
the last two (2) rating periods.
2. The filing and pendency of an administrative case against a
faculty member shall not constitute a disqualification from
promotion.
3. Promotion within six (6) months prior to compulsory retirement
shall not be allowed except as otherwise provided by law.
4. Positions belonging to the closed career system are exempted
from the three salary grade limitation on promotion.
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5. A faculty member who is on local or foreign scholarship,
training, on grant, on maternity leave or on detailment
/secondment may be considered for promotion subject to
specific policies, rules and regulations of the University.
6. The performance ratings to be considered shall be two ratings
immediately prior to the scholarship or training grant or
maternity leave or detailment/secondment.
7. The effectivity date of promotional appointment including those
on detailment/secondment, shall be after the scholarship or
training grant or maternity leave or upon assumption to duty.
8. The effectivity date of the promotional appointment shall be
upon the approval and confirmation of the Board of Regents.
Sec. 4. SPECIFIC PROVISIONS
a. The HRMO or a duly authorized representative of the University
upon approval of the President/Governing Board shall cause
the publication and posting of all vacant positions or ranks
to be filled.
b. The FRSPPB shall evaluate the candidate’s credentials or
documents submitted to it by the HRMO of the University or its
duly authorized representative and submit a comprehensive
evaluation report of candidates screened for promotion to the
President/Governing Board.
c. A l l promotional appointments, including the
upgrading/reclassification of positions/ranks, shall be posted in
conspicuous places throughout the University to enable
aggrieved parties to file their protest within fifteen (15) days
from the date of notice of the
promotion/upgrading/reclassification.
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Sec. 5. CAREER DEVELOPMENT
General Policy
A faculty shall be promoted/advanced to higher faculty/sub rank
on the basis of the extent to which he/she meets the specific
requirements and/or standards as set forth in this document.
Basis for Promotion and Advancement
A. Common Criteria for Evaluation (CCE)
There shall be a quantitative evaluation of the educational
qualification, experience and length of service, and the professional
development, achievement, and honors of every faculty.
Educational Qualification
Experience and Professional Services
Professional Development and Honors
B. Qualitative Contribution for Evaluation (QCE)
This is a qualitative evaluation of a faculty in four functional areas:
b.1. Instruction
b.2. Research
b.3. Extension
b.4. Production
C. Candidates to the rank of full fledge professors shall undergo
accreditation as a requisite to promotion.
Sec. 5.1. The University shall develop a career and personnel
development program for faculty members which shall include
provisions on trainings, including foreign and local scholarships
and training grants, job rotation, counseling, mentoring and other
HRD interventions.
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The career and personnel development program shall form
part of the SUC Merit System.
Sec. 5.2. Human Resource Development Interventions – To
achieve the main objective of the university’s personnel
development program in bringing about highly educated
and professional faculty members, the following policies are
promulgated:
1. The university shall develop and implement a continuing
program of training and development for its faculty members.
2. The university shall encourage its faculty members to pursue
relevant local and foreign assisted training/scholarship grants,
attend seminars, conferences, workshops or related human
resource development courses.
3. Selection of participants in training programs shall be based on
actual needs for specialization and enhancement of
competence, taking into consideration organizational priorities.
4. Preferences shall be given to candidates with permanent
appointment.
5. The university may adopt other human resource development
interventions such as the following:
a. Counseling – entails a one on one close interaction between a
faculty member and a supervisor to jointly look at problems
besetting him/her performance and relationships with others. It
serves as a corrective approach in helping an employee
overcome his/her problem, which may be either personal or work
related.
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b. Mentoring – a mechanism that guides a faculty member to the
inner network of the university, which may assist him/her in
career advancement. It involves a manager’s investment on a
high potential faculty member, providing an objective
assessment of one’s strength and weaknesses and ensuring
opportunities to address them. This mechanism allows the
faculty member to clarify “ambiguous” expectations of the
university and facilitates career growth.
c. Job Rotation – the sequential or reciprocal movement of a
faculty member from one office to another or from one division to
another within the same university as a means for developing,
and enhancing his/her potentials in an organization by being
exposed to the various functions of the university.
The duration of the job rotation shall be within the period
prescribed by the university head but shall not exceed twelve
(12) months. However, if the services are extended beyond
12 months, the requisitioner shall communicate in writing to
the President on the extension of the concerned faculty.
Sec. 5.3. The University shall create a Faculty Training and
Development Committee (FTDC) to be composed of the Vice
President for Academic Affairs as Chair; Director for Learning and
Development as Vice Chair; Director for Instruction; President of
CSC accredited Faculty Association, or if there is no accredited
faculty association/union, representative chosen through general
election, as member; Department or Unit Heads where the field of
grant/scholarship/training occurs, as member, and the HRMO as
Secretary. The term of office shall be two (2) years. This Committee
shall formulate its own rules for approval by the President subject
to established CHED, CSC, and university policies. Its main
function shall be that of selecting and recommending those
who should attend specific programs conducted by the university
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or by government agencies or duly accredited non-governmental
organizations, local or foreign.
Each department/unit head shall determine the training
needs of his/her faculty members through Training Need Analysis
(TNA) in accordance with organizational priorities. He/She shall
submit annually to the President, through the FTDC, his/her plan
embodying the kind of training programs and the names of those
who shall attend such program.
The FTDC, through the HRMO, shall inform all faculty
members concerned about the study grants and scheduled
seminar/conferences or workshops and invite qualified faculty
members to avail of such program. Other functions of the
Committee are enumerated in Chapter 9 with respect to
scholarships, fellowships and training grants.
The participant or recipient of a training
grant/scholarship agreement, in accordance with existing rules
and regulations, shall submit a report on the prescribed form on the
training he/she has completed and furnish the HRMO a copy of the
training certificate he/she has received and report activities for entry
in his/her 201 Files. The trainee shall also be given the opportunity
to share with his/her colleagues what he/she has learned.
The trainee/s shall render an Echo Seminar/ Training to the
faculty members in line with the area/s of discipline they have
attended.
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CHAPTER 6
TERMS AND CONDITIONS OF EMPLOYMENT
I. WORKING HOURS
Faculty members, except those covered by special laws, shall
render forty (40) hours a week, exclusive of time for lunch. The forty
hours a week may include time for teaching, student consultation,
research, extension and production work, and other activities relevant
to teaching, e.g. preparation of lessons, checking of papers, etc., which
shall be left to the discretion of the Governing Board of the University.
Sec. 1. The University shall prescribe its own rules and regulations
governing working hours and attendance of its faculty members.
Sec. 2. It shall be the duty of the head of the unit in the University to
require all members of the faculty under him/her to strictly observe the
prescribed office hours, which may be apportioned to teaching hours
per week, student consultation per week, lesson preparation per week,
and research, extension and production services.
Sec. 3. The head of the unit may allow a member of the faculty to leave
the office during office hours not for official business, but to attend
social events/functions and/or wakes/internments, the same shall be
reflected in his/her daily time record and charge against his/her leave
credits or chargeable against his/her salary.
Sec. 4. The head of the unit in the University shall require a daily record
of attendance of all the faculty members under him/her to be kept in
proper form and registered on the biometric and other verifiable
recording system such as logbooks, attendance records, etc.
Sect. 5. When the interest of the public service so requires, the daily
hours of work of faculty members may be extended by the head of the
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University concerned, which extension shall be fixed in accordance with
the nature of the work, provided that work in excess of eight (8) hours
must be properly compensated.
Sec. 6. Part-time teaching may be allowed to a regular faculty member
outside office hours to a maximum of 6 units. In excess of 24 units, the
COS faculty may be allowed to render an overload to a maximum of
six (6) units as recommended by the Campus Director/Dean duly
approved by the higher authorities.
Sec. 7. Part-time teaching staff may not be required to use the
biometric. However, they shall be required to keep records of their
attendance in a logbook and accomplish CS Form 48 (DTR)
consistent with the entries in the logbook for accounting and auditing
requirements.
Sec. 8. The University shall establish a mechanism of accountability
with appropriate sanctions relative to part-timers covered by contract of
service/job order.
Sec. 9. The University may allow flexible working hours for its faculty
members so they can perform their four-fold functions of instruction,
research, extension services, and resource generation, provided that
the prescribed forty (40) hours of work per week is satisfied subject to
prior approval of the higher authorities.
Sec. 10. When the exigency of the service so requires, the University
President may authorize the extension of the daily working hours or
the rendering of overtime services, even during Saturdays, Sundays
and Legal Holidays, by any faculty member of the University with
additional compensation unless, otherwise, provided for by applicable
laws and regulations.
Sec. 11. Any deviation from the provisions of the preceding section
such as the flexible working hours shall be subjected to the
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approval of the University President taking into consideration the
applicable laws and regulations appertaining thereto.
Sec. 12. Full time faculty members shall render a minimum of forty (40)
hours a week which shall include the actual classroom instruction and
other teaching related activities such as lesson preparations, syllabi
preparations, and consultation.
Sec. 13. Full time faculty shall render a normal workload of 18
hours with 2 or more preparations and 21 hours with only 1
preparation for actual classroom instruction and other functions such as
administrative, research, extension, and production.
Sec. 14. Part-time faculty members shall carry a workload of not
more than 12 hours a week and shall also be available at least one
hour a week for consultation with students.
Sec. 15. It shall be the duty of the head of department or units to
require all personnel under him/her to strictly observe the prescribed
working hours.
Sec. 16. With the exception of the University President, all members of
the faculty shall be required to submit their duly accomplished daily
time records to the Human Resource Management Office within ten
(10) days following the last day of each month. Non-submission of said
documents shall be a valid reason to hold the salary and other
compensation of the employee concerned until he/she submits the
same.
Sec. 17. Every head of department or unit of the College shall require
the proper accomplishment of the daily time records of ll personnel
under him, including those on field assignments in prescribed form. A
copy of which shall be forwarded to the office of the HRMO.
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Sec. 18. The use of the Biometric Machine for the purpose mentioned
in preceding section is purely a personal duty of every employee and in
no case shall the said duty be delegated. (As amended by CSC MC No.
47, s. 1993)
Sec. 19. Falsification or irregularities in the observance of working
hours and the keeping and accomplishment of daily time records shall
be valid grounds for appropriate disciplinary action.
II. FACULTY WORKLOAD
Sec. 1. The normal teaching load of each regular faculty in the tertiary
level of SKSU shall be based on the number of preparations per week
per semester, i.e. 21 units for one (1) preparation, 18 units for two (2) or
more preparations. In team teaching, the workload credits shall be
divided proportionately among the concerned parties.
Sec. 2. Computation of workload on subject with lecture and laboratory
shall be based on the actual hours required in the subject not on the
credit unit of the subject.
Sec. 3. The basic function of the faculty in the academe is
instruction. Nevertheless, all teaching personnel of SKSU may be
required to perform additional functions such as: (1) administrative
duties; (2) research and development work; (3) extension services;
and (4) resource generation activities.
Sec. 4. Corollary functions of the teaching personnel may include the
following: (1) lesson preparation; (2) preparation of the Table of
Specification (TOS) and correction of papers; (3) student consultation;
(4) attendance in committee meetings and activities; (5) preparation of
course syllabi, teaching guides and other related instructional materials;
and (6) involvement in research, extension and production activities.
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Sec. 5. The compensation of visiting, affiliate and part-time faculty shall
be based on the actual number of teaching hours rendered, in
accordance with the applicable policies and guidelines.
Sec. 6. Exchange professors/lecturers shall be governed by an
appropriate Memorandum of Agreement (MOA) or contractual
appointments in accordance with law. Their compensation shall be
based on the number of working hours rendered, in accordance with
existing policies and guidelines of SKSU.
Sec. 7. The University President may designate one faculty member to
render full time services for any of the functional areas in research,
extension, resource generation and in other project/program
involvement subject to the approval of the Board.
Sec. 8. Beyond the normal workload or fulltime equivalent (FTE)
or per Memorandum of Agreement (MOA) or contractual appointment,
a faculty member may engage in other services provided it shall be in
accordance with existing laws, rules and regulations.
Sec. 9. The contact hour (CH) per week of actual teaching (AT) in
the Full Time Equivalent (FTE) of the faculty shall be based on the
following weighted values:
9.1. For graduate/undergraduate Lecture subject 1hour
AT=1.00 CH
9.2. For graduate/undergraduate Lecture lab/shop course 1hour
AT= 0.75 CH
Sec. 10. The regular faculty shall be entitled to have an overload pay
and load displacement as provided in the approved policies of the
University.
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Sec. 11. In case of excess load, it shall be credited as compensatory
time off credit based on existing rules and regulations. (CSC & DBM
Joint Circular No. 2 s. 2004)
Sec. 12. All university personnel with academic rank shall teach.
Sec. 13. Computation of workload on subject with lecture and
laboratory shall be based on the actual contact hours required by the
subject not on the credit unit of the subject.
Sec. 14. The maximum workload of part-time faculty members who are
not connected with SKSU or from any other agencies shall be twelve
(12) units, while that of SKSU part-time faculty shall have a maximum
of six (6) units only to include non-teaching personnel scheduled after
office hours.
Sec. 15. Incidental to the function of teaching may include among other
activities: a) lesson preparations; b) correcting papers c) student
consultation; d) attendance to committee meeting; e) preparation of
course syllabi, teaching guides and other related instructional materials.
Sec. 16. The main function of the faculty member in the academe is
classroom instruction. In view thereof, all regular faculty members of
the University shall be required to handle subject/s every semester
which may be complemented with any of the following functions;
a) administrative duties; b) academic related assignments; c) research
works; and d) production and income – generation or e) extension
activities, which are provided with corresponding credit load
equivalent.
Sec. 17. In the undergraduate and laboratory high school, a lecture is
given a credit – load of 1.0 unit per contact hour/week/ semester while
a laboratory class is given a credit of 0.80 unit per contact hour/week/
semester.
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Sec. 18. The excess of forty (40) students for undergraduate classes on
non-laboratory/lecture and twenty five (25) students for laboratory
classes shall be given an additional unit credit– load of 0.02 per excess
student.
Sec. 19. In team teaching, the workload units shall be divided
proportionately among the concerned parties.
Sec. 20. A faculty member who is designated to an administrative
function shall be entitled to service credits. As such, he/ she shall
render full time services during Christmas, semestral break, and
summer vacation.
Sec. 21. The teaching load assignment shall be based on the field of
specialization and in accordance with the government policies,
standards, and guidelines.
Sec. 22. Contract of service faculty members shall render a normal
workload of twenty one twenty one (21) units for two or more
preparations and twenty four (24) with one preparation. In excess of
twenty four (24) units, they are entitled to receive an overload pay
with a maximum of s i x ( 6) units based on DBM existing rules and
regulations. Other provisions appurtenant thereto should be clearly
indicated in the contract.
Sec. 23. In excess of the normal workload, full time faculty members
shall be paid an overload pay of not more than six (6) units/semester,
however, in excess of the six (6) units overload, it shall be converted to
leave credits consumable within a year. The computation of the
payment shall be based on the DBM circulars and CSC rules and
regulations.
Sec. 24. The designated faculty members shall not handle overload
subjects during official hours.
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Sec. 25. The designated faculty members may engage in part-time
teaching beyond official time requested by the Dean concerned
duly recommended by the Campus Director and approved by the
University President.
Sec. 26. The designated faculty shall be given a maximum load of six
(6) units during summer.
Sec. 27. Faculty members without designations assigned to teach
summer classes shall be compensated based on existing DBM rules
and regulations.
Sec. 28. Designations of the faculty shall be based on the approved
organizational structure.
Sec. 29. Faculty member who shall be assigned to teach on a specific
period (crash course) to other campuses where his/her expertise is
needed is entitled to avail of transportation, board and lodging benefits
which will be provided by the host campus subject to the approval
of concerned authorities.
Sec. 30. Designated regular faculty members are entitled for load
displacements wh i ch a re as follows:
DESIGNATION DELOADIN
G UNITS
A. University Wide
1. Vice President
2. Division Directors
3. Division Chairperson
4. Special Designation
15
12
6
9
B. Campus Level
1. Campus Director
2. Campus Dean
3. College Dean
15
12
9
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4. Program Chairman
5. Campus Secretary/Registrar/Cashier
6. Campus Coordinator on the mandated
functions i.e.,
Research Extension & Production
6
6
6
C. College Level
1. College Secretary
2. College Coordinators
3. Class/Club Advisers (High School)
3
3
3
D. Research/Extension
1. One Program (without honorarium)
2. One Project (without honorarium)
3. One Study (without honorarium)
9
6
3
E. Production Activities
1. Project In Charge (2 or more components)
2. Project In Charge (one component only)
6
3
Sec. 31. Multi-tasking is encouraged however, only one designation will
be given the corresponding credit.
Sec. 32. Faculty assigned to handle OJT and/or Practice Teaching shall
be given a maximum of one (1) class only.
Sec. 33. Civic engagement activity handled by faculty members shall be
given a load equivalent to three (3) units in a maximum of one class.
III. BASIC SALARIES
Sec. 1. All members of the faculty shall receive salaries in accordance
with the salary schedule provided by the faculty positions under existing
compensation circular issued by the Department of Budget and
Management and/or other competent authorities.
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Sec. 2. Non-regular and/or contractual faculty members shall be
entitled to the compensation stipulated in their contract of employment
as provided for by applicable laws, rules and regulations.
IV. ADDITIONAL COMPENSATION
Sec. 1. All regular faculty members shall be entitled to other
compensations such as allowances, year-end bonus and other forms of
compensation in accordance with existing laws and regulations.
Sec. 2. Authorized officials of the college shall be entitled to fixed
representation and transportation allowances and other incentives
prescribed by existing laws and regulations.
Sec. 3. A faculty member who is designated by the University President
to perform other duties and functions in addition to those prescribed in
their appointive positions shall be entitled to receive appropriate forms
of incentive pays allowed under existing laws and regulations for extra
services rendered.
Sec. 4. Honorarium for teaching overload and teaching during summer
sessions for faculty members shall be given a rate authorized by
existing laws and regulations.
Sec. 5. Representation Allowance and Travelling Allowance (RATA) for
designated vice-presidents, deans of colleges, directors of
centers/institutes/services and satellite campuses shall be in
accordance with the existing laws, rules, and regulations.
V. PART-TIME TEACHING
Sec. 1. To maintain the quality of education in teaching areas, the SUC
may appoint a teaching staff on a part-time basis provided that he/she
meets the requirement of the position.
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Part-time appointment may either be to a regular plantilla
faculty position or hiring through a contract of service with duly
approved request.
Working hours of part-time teaching staff shall be as follows:
1. Part-time teaching may be allowed to a n external faculty
(not connected with the ( SKSU) provided he/she secures and
presents an approved permit from his/her head of office/agency.
2. Part-time teaching may be allowed to a regular faculty and non-
teaching personnel of the University provided that it is
conducted after office hours with a maximum of six (6) units
only.
3. Part-time teachers may not be required to use the Biometric
Machine. However, they shall be required to keep records of
their attendance in a logbook and accomplish CS Form 48
(DTR) consistent with the entries in the logbook for accounting
and auditing requirements.
4. The University shall establish a mechanism of accountability
with appropriate sanctions relative to part-timers covered by
contract of service.
Sec. 2. Flexi time Schedule – Faculty members may be allowed to
apply for flexible working hours, so they can perform their four fold
functions of instruction, consultation, research and extension services
and production, provided that the prescribed forty hours work per
week shall be implemented. Request for flexi time shall be duly
approved by the President.
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VI. LEAVE BENEFITS
Sec. 1. Leave benefits of faculty members of SUCs shall be at the
discretion of the SUC Governing Board pursuant to Section 4 (h) of the
Higher Education Modernization Act of 1997 (RA 8292). However, in
the absence of such specific provisions, the General Leave Law and the
Omnibus Rules on Leave shall be applicable. Hence, SUCs should
promulgate their own implementing rules relative thereto. Said
implementing rules should be submitted to the Civil Service
Commission for recording.
Leave of absence in the University shall be classified as teacher’s
leave, cumulative leave (vacation and sick leave), maternity leave and
other leaves provided by law. This shall be followed until repealed or
amended.
Sec. 1.1. Teacher’s leave
Sec. 1.1.1. Full time members of the faculty who do not
normally perform administrative functions shall be on a
teacher’s leave basis. They shall render service for only forty
weeks of the calendar year, and shall be entitled to two weeks
Christmas vacation and ten weeks long vacation period, less
deductions for proportionate reduction of vacation due to
absences without pay during the school year, if any.
Sec. 1.1.2. The inter-semester period shall be a vacation for
the full time faculty members, provided that they shall submit
students’ grades and comply all other requirements.
Sec. 1.1.3. Service credits may be granted to faculty members
on teacher’s leave basis for services rendered by them during
vacation period and/or non-working days; provided, that such
services are duly authorized by proper authorities.
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Sec. 1.1.4. Service credits may be used for purposes of the
following:
Sec. 1.1.4.1. To offset authorized absences due to illness
of the faculty or any member of his immediate family;
Sec. 1.1.4.2. To offset deduction for proportionate
reduction of vacation with pay; and
Sec. 1.1.4.3. To offset absences without pay to maternity
leave.
Sec. 1.2. Cumulative Leave
Sec. 1.2.1. Vacation and sick leave shall be granted to a member of
the faculty who regularly performs administrative functions whether
permanent or temporary.
Sec. 1.2.2. After six (6) months of continuous and satisfactory
service, the person mentioned in the preceding article shall be
entitled to vacation and sick leave at the rate of fifteen (15) days’
vacation and fifteen (15) days sick leave of absence with full pay,
exclusive of Saturdays and Sundays, and holidays for each year of
service.
Sec. 1.2.3. Vacation leave and sick leave shall be cumulative
and any part thereof which may not be taken within the calendar
year in which it was earned maybe carried over to the succeeding
year; and whenever any officer or employee referred to herein shall
voluntarily resign or be separated from the service through no fault
of his/her own, he/she shall be entitled to the commutation of all
accumulated vacation and /or sick leave to his/her credit; provided,
that the president may in his/her discretion authorize the
commutation of the salary that would be received during the period
of vacation and sick leave of any appointed officer, employee,
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faculty or laborer of the University and direct its payment on or
before the beginning of such leave from the fund out of which the
salary would have been paid. Provided furthermore, that no
person whose leave has been commuted following the separation
from the service, shall be reappointed or reemployed in the
University before the expiration of the commuted leave unless
he/she first refund the money value of the unexpired portion of the
leave commuted.
Sec. 1.2.4. Vacation leave may be enjoyed for any cause
provided the employer’s service can be spared without detriment
to the service. Sick leave however, may be granted only on
account of sickness on the part of the employee concerned or of
any member of his/her immediate family, not due to immoral habits,
intemperance or willful misconduct.
Sec. 1.2.5. A forced leave of five (5) days per year shall be
required of all academic personnel designated to perform
administrative functions. The five (5) days shall be deducted from
his/her annual vacation/sick leave. In exigency of service, or faculty
shall not be deducted by his/her annual vacation/sick leave.
Sec. 1.3. Maternity Leave
Sec. 1.3.1. Maternity leave shall be granted to female faculty
members subject to the existing laws and regulations.
Sec. 1.3.2. Every female faculty member who is an expectant
mother must go on maternity leave at least fifteen (15) days
before the expected date of delivery.
Sec. 1.3.3. Faculty members who are expectant mothers must go
on maternity leave on the prescribed form duly supported by a
medical certificate through their immediate supervisor, at least
three weeks before the effective date of leave. Faculty members
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who are expectant mothers should submit applications for
maternity leave on the prescribed form.
Sec. 1.3.4. A faculty member may return to duty on the day
following the expiration of her maternity leave of sixty (60) days.
She may however, extend such leave beyond the prescribed
sixty day period. If she chooses to do so, she shall notify the
President through channels to make necessary arrangements for
the continuance of the service of the substitute teacher not later
than two weeks prior to termination of the sixty day period.
The extension of the leave shall be without pay and shall not
exceed one year, unless the cause of extension is an
account of illness for which the leave shall be with or without pay
as the case may be, subject to the availability of service
credits which could be used to offset absence on account of
illness. The pay is not however, commutable.
A faculty on maternity leave may return to duty at any time during
the semester after the termination of her leave. The substitute
teacher upon her return of duty shall relinquish her position.
Sec. 1.3.5. If a female faculty member applies for a leave
immediately after the expiration of her maternity leave such leave
shall be charged against her vacation and sick leave of service
credits whichever is applicable.
Sec. 1.3.6. The vacation and service credit of a teacher on a
teacher’s leave basis maybe used to offset absence due to
maternity leave without pay. However, her salary corresponding
to the period offset by her vacation service credits is not
commutable.
Sec.1.3.7. A faculty member who is enjoying a maternity leave
maybe permitted to go back to work before the expiration of the
leave upon certification of a doctor about her fitness to work.
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Sec. 1.3.8. When a teacher goes on maternity leave at the
beginning of the Christmas vacation, or of the long vacation, she
should be granted first the Christmas vacation pay or the long
vacation pay, and then the sixty (60) days maternity leave with pay.
Sec. 1.3.9. Proportional vacation pay should not be granted at the
time the faculty goes on maternity leave if her leave does not
extend to the end of the school year. In computing for long
vacation pay for the school year, the period of actual service
rendered during the school year including that covered by the
maternity leave, as well as the absences offset by vacation service,
should be counted as service rendered during the school year.
Sec. 1.3.10. Part-time members of the faculty who expect to give
birth during the semester should notify their respective
dean/department chairman about the matter. They shall not be
given assignments during the semester in which they expect to give
birth. Violation of this provision shall deprive the faculty of
assignments in the succeeding term.
Sec. 1.4. Paternity Leave
The Civil Service Omnibus Rules on Leave, which contain the
Implementing Rules and Regulations of RA No.8187, also known
as the Paternity Leave Act of 1996, for the public sector, provide
the conditions for the grant of paternity leave. Sec. 20 of the rules
now reads as: “Paternity leave of seven days shall be non-
cumulative and strictly non-convertible to cash. The same may be
enjoyed either in a continuous or in an intermittent manner by the
employee on the days immediately, before, during, and after the
child birth or miscarriage of his legitimate spouse. Said leave
shall be availed of not later than 60 days after the date of the child’s
delivery.”
RA 8187 Grants paternity leave of seven days with full pay
to all married male employees in the private and public sectors to
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enable the married male employee to effectively lend support and
assistance to his wife in her period of recovery and in nursing their
newly born child.
Sec. 1.5. Leave Without Pay and Unexplained Absences
Sec. 1.5.1. Leave of absence without pay, not to exceed one year at
a time, shall be granted for good cause, the absence to be timed in
advance so as not to interfere with the work of the University;
provided, however, that where a leave of absence without pay is
applied for in order that the applicant may pursue advanced
studies abroad, the University President may direct the Vice
President for Academic Affairs to ascertain whether it would be more
feasible arrangement for the University. In case the application is
granted, to allot the functions of the absent faculty member among
the remaining members or to employ a substitute, and to make a
corresponding report thereof.
Sec. 1.5.2. Any member of the faculty, officer or employee of the
University shall be dropped from the service for unexplained
continuous absences for a period of six months.
Sec. 1.6. Special Leave Privileges
In addition to the teacher sick, cumulative, maternity, paternity leave
without pay and unexplained absences, officials and employees with or
without existing or approved Collective Negotiation Agreement (CNA),
except teachers and those covered by special leave laws, are granted
the following special leave privileges subject to the conditions
hereunder stated:
Sec. 1.6.1. Personal milestone such as birthdays, wedding
anniversary celebrations, death anniversaries, and other similar
milestones.
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Sec. 1.6.2. Parental obligations such as attendance in school
programs, PTA meetings, graduations, first communion; medical
needs, among others, where a child of the government employee is
involved.
Sec. 1.6.3. Filial obligations to cover the employee’s moral
obligation toward his/her parent and siblings for their medical and
social needs.
Sec. 1.6.4. Domestic emergencies such as sudden urgent repairs
needed at home, sudden absence of a yaya or maid, and the like.
Sec. 1.6.5. Personal transactions to cover the entire range of
transactions an individual does with government and private offices
such as paying taxes, court appearances, arranging a housing loan,
etc.
Sec. 1.6.6. Calamity, accident, hospitalization leave pertaining to
force majeure events that affect the life, limb and property of the
employee or his/her immediate family.
Sec. 1.6.6.1 An employee can still avail of his/her birthday or
wedding anniversary leave if such occasion falls on either a
Saturday, Sunday or Holiday, either before or after the occasion.
Sec. 1.6.6.2 Employees applying for special privilege leaves
shall no longer be required to present proof that they are entitled
to avail of such leaves.
Sec. 1.6.6.3. Three day limit for a given year shall be strictly
observed: an employee can avail of one special privilege leave
for three (3) days or a combination of any of the leaves for
maximum of three (3) days in a given year. Special leave
privileges are non-cumulative and strictly no-convertible to cash.
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CHAPTER 7
CAREER ADVANCEMENT AND OTHER PERSONNEL ACTIONS
I. ADVANCEMENT IN RANK OR POSITION
Sec. 1. Advancement in rank or position of faculty members of the
University shall either be by promotion to next higher position or by
appointment to an upgraded or reclassified position based on NBC 461
evaluation results, usually accompanied by an increase in salary.
Sec. 2. The policies and procedures established in the Merit System
and Promotion Plans for the faculty members of the University shall be
strictly observed in the promotion or advancement in rank or position.
Sec. 3. The Civil Service rules and procedures for promotion of
employees in government service shall be supplementary to the duly
approved Merit System and Promotion Plans of the University.
Sec. 4. Upgrading and reclassification of appointive positions of the
University shall be subject to the approval of higher authorities.
II. APPOINTMENT OF UNIVERSITY AND COLLEGE PROFESSORS
Sec. 1. Subject to the provisions of applicable laws and regulations, and
the confirmation of the Board of Regents, the University President shall
recommend/appoint at least one (1) University Professor/one (1)
College Professor from among the qualified/accredited full-
fledged professors of the University subject to NBC 461 Evaluation
Result.
Sec. 2. To qualify for the position of University or College Professor, a
faculty with a full-fledged professional rank must have reached the
required number of credit points for the position, as prescribed by
pertinent laws and regulations, and must be an outstanding scholar,
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scientist or artist, must have expert knowledge in at least one
field, a broad understanding of other branches of knowledge along
his/her field of expertise, and must be regionally, nationally and/or
internationally recognized in the field.
III. OTHER PERSONNEL ACTIONS
Other personnel actions such as transfer, reinstatement,
reemployment, detail, demotion, separation and other actions shall be
governed by existing Civil Service laws, rules and regulations and other
pertinent policies prescribed by the University.
Sec. 1. Nature of Appointment. The nature of appointment shall be as
follows:
a. Orig ina l – refers to the initial entry into the career and non-career
service. However, for those in the career service, the first two years
of service following a permanent appointment shall be probationary
in nature and shall maintain a faculty performance rating of Very
Satisfactory (VS). A probationer may be dropped from the service for
unsatisfactory conduct or want of capacity any time before the
expiration of the probationary period, provided that such action is
appealable to the Commission. (As amended by CSC MC No. 15, s.
1999)
b. Promotion – is the advancement of an employee from one
position to another with an increase in duties and responsibilities
as authorized by law, and usually accompanied by an increase in
salary. Promotion may be from one department or agency to
another or from one organizational unit to another within the same
department or agency.
c. Transfer – is the movement of employee from one position to
another which is of equivalent rank, level or salary without break
in the service involving the issuance of an appointment.
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The transfer may be from one department or agency to another or
from one organizational unit to another in the same department or
agency: Provided, however, that any movement from the non-
career service to the career service shall not be considered as a
transfer.
d. Reemployment – is the reappointment of a person who has been
previously appointed to a position in the career or non-career
service under permanent status but was separated therefrom as
a result of reduction in force, reorganization, retirement,
voluntary resignation, or of any non-disciplinary actions such as
dropping from the rolls and other modes of separation.
Reemployment presupposes a gap in the service. (As amended by
CSC MC No. 15, s. 1999)
e. Reappointment is the re issuance of an appointment during
r e o r g a n i z a t i o n , devolution, salary standardization, re
rationalization or similar events. Reappointment presupposes no gap
in the service.
f. Reinstatement – is the issuance of an appointment to a
person who has been previously appointed to a position in the
career service and who has, through no delinquency or
misconduct, been separated therefrom or to one who has been
exonerated of the administrative charges unless the decision
exonerating him\her specifies restoration to his\her previous position.
g. Renewal – refers to the subsequent appointment issued upon the
expiration of the appointment of the contractual/ casual
personnel, or temporary appointment, if a qualified and eligible
is not actually available, as certified by the Civil Service
Regional Director or Field Officer. Renewal presupposes no gap in
the service.
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h. Demotion – is the movement of an employee from one
position to another with reduction in duties, responsibilities,
status or rank, which may or may not involve reduction in salary
and is not disciplinary in nature.
i. Upgrading/ Reclassification – refers to the change in
position title with the corresponding increase in salary grade.
Positions are upgraded in order to attain effectively the functions
and duties attached to the position and for the employee to perform
an all-around adaptability in meeting diverse work assignments. This
requires issuance of appointment.
Sec. 2. Adjustments or movements of personnel which do not involve
changes in position title, rank or status do not need the issuance of an
appointment, provided that the existing appointment does not specify
the working station. Such adjustments shall include the following:
a. Change in item number only;
b. Salary adjustment;
c. Step increment; and
d. Reinstatement (to the same position)
Sec. 3. Other Personnel Movements. The following personnel
movements which will not require issuance of an appointment shall
nevertheless require an office order by duly authorized official:
a. Reassignment – movement of an employee across the
organizational structure within the same department or agency, which
does not involve a reduction in rank, status or salary.
b. Detail – temporary movement of an employee from one department
or agency to another which does not involve a reduction in rank,
status or salary.
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c. Secondment – movement of an employee from one department
or agency to another which is temporary in nature and which
may or may not require the issuance of an appointment which
may either involve increase in compensation and benefits.
d. Job Rotation– the sequential or reciprocal movement of an
employee from one office to another or from one division to another
within the same agency as a means for developing and enhancing
the potentials of people in an organization by exposing them to the
work functions of the agency.
The duration of the job rotation program shall be within the
period prescribed by the department/ agency head but shall not
exceed twelve (12) months.
e. Designation – is merely an imposition of additional duties to be
performed by a public official which is temporary and can be
terminated anytime at the pleasure of the appointing authority. (As
amended by CSC MC No. 15, s. 1999)
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CHAPTER 8
PERFORMANCE APPRAISAL AND INCENTIVE AWARD SYSTEM
I. PERFORMANCE APPRAISAL SYSTEM
Sec. 1. The performance of all University personnel shall be evaluated
in accordance with the Performance Appraisal S ystem established by
the University which shall be administered in such manner as to
continually foster the improvement of individual employee efficiency
and organizational effectiveness.
Sec. 2. The Performance Appraisal System may provide for at least five
adjectival ratings, such as: Outstanding, Very Satisfactory, Satisfactory,
Unsatisfactory, and Poor.
Sec. 3. No employee shall be considered for promotion without a record
of two performance ratings of at least very satisfactory immediately
preceding the assessment of candidates for advancement to higher
ranks or positions. Performance ratings of officials and employees of
the University shall also be the main basis in the granting of the
production incentive bonus, if available.
II. PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE
EXCELLENCE (PRAISE)
Sec. 1. There shall be an established Incentive and Award System in
the University which shall encourage creativity, innovativeness,
efficiency and integrity in the public service by recognizing and
rewarding faculty members, individually or in groups, for their
suggestions, inventions, superior accomplishments, and other
personnel efforts which contribute to the efficiency, economy, or other
extraordinary acts and service in the public interest. The university
shall establish a criteria duly approved by the BOR.
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Sec. 2. All permanent members of the faculty who meet the criteria
for each specific award shall be entitled to receive the award including
those whose responsibilities include the making of suggestions,
formulation of plans, and policies or making recommendations to
achieve greater efficiency and economy in the University.
Sec. 3. Recipients of honor awards shall be given preference in
promotion and training scholarship grants.
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CHAPTER 9
LEARNING AND DEVELOPMENT
I. GENERAL POLICY
Section 1. In order to achieve the objectives of bringing about highly
educated and professionalized manpower resources, the University
shall develop and implement a continuing program of training and
development for its faculty.
Section 2. The University shall encourage its faculty to pursue
relevant local and foreign-assisted trainings/scholarship grants and
attend seminars/conferences/workshops and other Human Resource
Development Courses.
Section 3. Selection of participants to learning and development
programs shall be based on actual needs of the Campus for
specialization and enhancement of competence preferably vertically
articulated courses, taking into consideration the organizational
priorities and academic programs based on the University four-fold
function of Instruction, Research, Extension and Production.
Section 4. Preference shall be given to candidates with permanent
status.
Section 5. Faculty members accepted through highly competitive
admission requirements in a Doctorate Degree program from state
institution and prestigious private academic institutions as well as
foreign institutions of learning should be given the privilege to be sent
for an official study leave.
Section 6. Scholars for Doctorate Degree Program after the
completion of their term shall not immediately apply for Post-
Doctorate Degree Program scholarship unless he/she has served the
required return service. However, if such is meritorious, the scholar
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should inform the UFTDC in writing, his/her intention for proper
evaluation and subsequent submission to the President for
appropriate action (e.g able to avail scholarship from outside or other
sources).
Section 7. Scholars who are on study leave within the period of
evaluation (NBC 461) are not recommended for promotion.
Section 8. Scholars who failed to fulfil a scholarship agreement due
to personal delinquency shall not be recommended by the University
for any scholarship in the future.
Section 9. There will be a maximum of eight (8) institutional scholars
to be sent every year subject to availability of funds, preferably one
per priority program per campus.
Section 10. Recipients of scholarships are not allowed to handle part-
time load.
Section 11. For externally funded scholarship studies, policies and
guidelines of the sponsoring agency shall be observed.
Section 12. Considering the unique degree equivalency for
professors in the College of Law based on CSC rules and guidelines,
a distinct scholarship policy shall be formulated by their College for
approval of the Board.
Section 13. The granting of trainings, seminars, workshops, study
leave shall be in accordance with the five (5) year human resource
development plan (FYHRDP) provided that these provisions shall be
strictly observed.
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II. SCHOLARSHIPS, FELLOWSHIPS AND TRAINING GRANTS
Section 1. The University President shall create a University Faculty
Training and Development Committee (UFTDC) to be composed of
the following:
a. Vice President for Academic Affairs as Chairperson;
b. Director for Learning and Development as Vice-Chairperson;
c. Campus Directors/Deans as member;
d. President of Faculty Association as member;
e. Director for Instruction as member;
f. Department or unit heads where the field of grant/ scholarship/
training/ occurs as member; and
g. HRD Chairperson as Secretary.
Section 2. To administer the Faculty Training and Development
Program of the University, the following are identified duties and
responsibilities of the University Faculty Training and Development
Committee (UFTDC):
a. To continuously review the priority concern of each
campus/college in relation to the five (5) Year Faculty
Development Plan;
b. To determine the number/percentage of grantees per year,
provided that the deans/director or heads of unit shall certify
that the course applied for is the priority need, provided finally,
will contribute to the attainment of the goals and objectives of
the University;
c. To continuously undertake a review of the policies and
guidelines and submit recommendation for their revision from
time to time.
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d. To formulate policies rules and regulations for the Human
Resource Development;
e. To inform the Deans, Directors, Department Chairperson, and
the scholars about rules or regulations or agenda to the
existing policies and guidelines concerning faculty training and
development program;
f. To submit semi-annual/semester report to the Office of the
President on the progress and activities of the scholars;
g. To assist the Office of the President in implementing the
scholarship program/agreement between the scholar and the
University;
h. To establish data bank for faculty training and development
program;
i. To hold a regular meeting provided that special meetings may
call as the need arises; and
j. To perform all other related functions duties and
responsibilities.
Section 3. The Criteria for Selection of Candidates for Institutional
Scholarship Programs are the following:
a. The Candidate must be recommended by his/her College
Dean/Campus Director;
b. She/He must submit an application letter stating his/her desire
to avail of such grant;
c. Field of study must be a priority need of the University or in
line with his/her area of specialization, unless the candidate is
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finishing his/her graduate/post graduate studies on the date of
the scholarship grant;
d. Must be a Master or Doctorate Degree holder as the case may
be from a College or University of good standing;
e. Must enrol in a duly CHED accredited institution public or
private and with prior approval from the President upon
recommendation of the UFTDC as the case may be;
f. He must have served the University for at least two (2) years
as permanent employee;
g. Age must not be more than 50 years old for the Doctorate
Degree program;
h. Must have a Very Satisfactory Performance rating for the last
two (2) consecutive years;
i. Must be physically fit to undergo scholarship or training;
j. A lady applicant must not be pregnant upon application and
during the duration of her scholarship;
k. A lady applicant must not have a child below one (1) year old
upon application;
l. Must pass the interview of the University Faculty Training and
Development Committee.
Section 4. The Documents for Submission to the Learning and
Development Division for the Institutional Scholarship Program
application are the following (To be submitted for initial screening):
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a. Letter of Intent
b. Scholarship Application form ( UFTDC Form 1)
c. Chairperson’s/Dean’s Recommendation to Accompany
Application (UFTDC Form 2)
d. Certified photocopy of Transcript of Records
e. Certified Service Record
f. Performance rating for the past two (2) years
g. Medical Certificate
h. Two (2x2) ID picture
i. Sworn statement of no pending administrative and/or criminal
case files against the applicant.
To be submitted after passing the final screening:
j. Clearance from University
k. Scholarship Agreement with the University and the Sponsoring
Agency (UFTDC Form 3)
l. Re-entry Plan (UFTDC 4)
m. Study Leave Form (CSC Form 6)
Section 5. Categories for SKSU - Institutional Scholarship Program:
a. Category A. Full Scholarship
Free Tuition fees/ miscellaneous fees/stipend/book/ travel
allowance/dissertation assistance for faculty in full time.
b. Category B
Free tuition and Miscellaneous fees, dissertation assistance to
faculty pursuing the Doctorate Degree Program during Saturdays
or Sundays as well as during summer who are enrolled in a
CHED accredited institution recommended by the UFTDC.
c. Category C
Free tuition, module assistance, travel allowance and dissertation
assistance to faculty who are undertaking distance learning
program.
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d. Category D
Dissertation Assistance to faculty members who are studying
during Saturdays and Sundays provided that he/she will only
handle maximum load of six (6) units every regular semester and
no load during summer.
e. Category E.
Study leave with pay for a maximum of one year and dissertation
assistance to those faculty who are undergoing dissertation
writing.
Section 6. The College Dean/ Campus Director will conduct a formal
screening process to select or nominate the campus candidate for the
scholarship. Nominees are then endorsed to the UFTDC for final
screening before submitting their names to the University President for
approval.
Section 7. The grantees are entitled of the following Allowances and
other Privileges:
a. Tuition Fee/ Miscellaneous
Actual expenses
b. Book allowance
P10,000.00/term
c. Stipend
P10,000.00/month
d. Module
P5,000.00/term
e. Travel Allowance (once per term)
Actual expenses
f. Dissertation
P50,000.00
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Section 8. Duration of Scholarship
a. For Doctorate Degree Program- Three (3) years.
b. Short Term Programs/ Courses - Six (6) months to one
(1) year. One school year includes three academic terms, (two
semesters and one summer unless the institution where he/she
is enrolled on a trimester scheme).
Section 9. Deadline of Filing the Application. All applicants for
scholarship/ study leave must be filed sixty (60) days before the start of
the semesters/summer when the grantee intends to study. Application
not submitted within the period shall not be entertained by the
Committee except in some cases when the grantee is sponsored by a
sponsoring agency.
Section 10. Awarding of Scholarship. The faculty applicant shall be
awarded with the scholarship once submitted the certificate of
admission from CHED-accredited institution that is recommended by
the Committee.
Section 11. Reporting and Monitoring. Submission of the report to the
UFTDC must be within fifteen (15) days after the semester/summer.
Section 12. Obligations of the Grantee/Scholar:
a. Complete the program within the specified period of 3 years
for Doctorate studies.
b. In any unavoidable circumstances, authorized extension
shall only be in maximum of one (1) school year.
c. Enrol in an institution selected by the SKSU management
through the UFTDC and in the program and specialization
needed by the SKSU.
d. Strictly observed the provisions required in the scholarship
contract between the grantee and the sponsoring institution
or agency.
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e. Maintain the weighted average required by the graduate
school where the student is enrolled.
f. In case of “force majeure” preventing the completion of the
program within the timetable, justification accompanied
must be presented to UFTDC for approval by the University
President.
g. Deferment of scholarship grant/study leave is strictly
discouraged except:
1. Serious illness (that affect the mental/physical capacity
of the grantee/scholar)
2. In case, the subject(s) offered during the term/semester
has already been taken by grantee shall return
h. Should submit a progress report every semester to the
UFTDC through Learning and Development Division.
Failure to comply for two consecutive semesters means
discontinuance of the release of stipend and other benefits.
i. Upon completion of the scholarship grant he/she shall
submit scholastic transcript of records with Special order if
necessary, re –entry plan, and copy of the books upon
reinstatement. However, failure to comply with the
submission of scholastic records, scholar is given a
maximum of one (1) semester to submit otherwise, they will
refund.
j. Must return immediately to SKSU after completion of the
grant. However, request for another study leave/grant
before the required return service whether local or
international may be granted on a case to case basis
especially when the sponsoring agency recommends such
study grant.
k. No change or shift in his/her field of specialization, or
transfer to another school/ University without prior approval
of the President upon recommendation of the UFTDC.
l. No return of service without a reinstatement letter duly
endorsed by the UFTDC to the HRMO, and approved by
the University President.
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m. Be “recalled” immediately in case in poor academic
performance with a general weighted average of 2.00 and
below.
n. Refund in full in the SKSU, any form of expenses as
salary/allowances, and other financial
privileges/allowances, for failure to comply with the
foregoing conditions though his/her wilful
neglect/resignation/retirement or other causes within his/her
control.
Section 13. Early Completion Incentive. Should on GRANTEE obtain
his/her respective degree at least one regular term (semester, trimester
or quarter) ahead of the approved plan of study, he/she shall be entitled
to a cash incentive equivalent to the total remaining living allowance for
the scholarship period;
Section 14. Service Obligation.
a. After finishing the program he/she must serve the University
as follows:
Program Type
Length of Study
Grant
Return Service
(years)
Short Term
Programs/ Courses
Less 6 months 1 year
Short Term
Programs/
Courses
6 months to 1
year
2 years
Doctorate
Degree
Program
3 years 6 years
Authorized
Extension
1 year 2 years
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b. Any service rendered before the completion of the graduate
degree shall not be counted as part of the service
obligation.
c. Reinstatement prior to the completion of the degree is
discouraged.
Section 15. Aside from the privileges allowances enjoyed by the
scholar, faculty members who finished their Doctorate Degree at their
own expense without enjoying any benefits will be given dissertation
assistance provided that such grantee could comply with the
requirements required by the UFTDC. If funds are not available during
the year of reproduction/preparation of dissertation, 50% may be
advanced and the same may be paid or reimbursed when funds
become available but the grantee must submit the approval sheet of
his/her dissertation to the UFTDC for its recommendation to the
University President.
Section 16. The grant/ scholarship shall be terminated under any of the
following circumstances:
a. The grantee fails to meet the academic standards set by
the university which is GWA of two (2.00) per term or
semester;
b. The grantee wilfully fails to enrol in the required academic
load of the University where they enrolled;
c. The grantee fails to enrol for any term or drops any of
his/her courses without the approval of the University where
they enrolled and the sponsoring agency (University).
d. The grantee exceeds the time allotted to finish the program;
e. Commission of any act of immorality, drunkenness,
dishonest and any other form of misconduct;
f. Conviction of any crime by a court or proper
administrative body; and
g. Such other acts as may be considered as inimical to the
interest of the government of the Republic of the Philippines
and those that adversely affect the integrity of CHED.
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Section 17. The SKSU- FTDP Refund Guidelines shall apply to
scholars from the commencement of scholarship up to the authorized
extension period. Scholars who failed to finish their courses or
scholarship grant and who obtained their Doctorate Degree but failed to
complete the required service obligation shall also refund to the agency
the salaries, allowances, benefits and other government funds they
received while on scholarship. The refund of salaries (net of mandatory
obligations, e.g withholding tax. GSIS, Pag-ibig, Philhealth
contributions), allowances and benefits received by the scholars from
the University shall be settled between the University President and the
scholar. The University shall furnish the COA with a copy of the
agreement.
Section 18. Those scholars who will refund are:
a. Scholars who failed to complete their studies within the
period specified to include authorized extension.
b. Scholars who fail to complete the service obligations on
account of voluntary resignation, optional retirement,
separation from the service through his or her own fault, or
other causes within the scholar’s control.
Section 19. Those scholars who will not refund are:
a. Scholars who finished their studies to include authorized
extension.
b. Scholars who have completed the service obligations.
Section 20. Refund shall commence on the fifth year from the start of
the scholarship period.
Section 21. The SKSU shall adopt its own strategies in effectively
collecting refunds guided by the following:
a. The SKSU shall officially inform the scholars concerned, that
they should refund the amount spent by the University for their
studies for failure to complete their course.
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b. The refund, in cash or check shall be collected by the SKSU
within a maximum of three (3) years to commence within one
(1) month from the date or receipt of notice of refund.
c. The refund may be paid at one time or on instalment through
salary deduction or as may be agreed upon by the SKSU and
the scholar.
d. The refund may be remitted directly to the University Cashier.
e. Administrative charges for grave misconduct or conduct
prejudicial to the best interest of the service may be filed by
the University against the scholar who failed to refund in three
years based on factual circumstances that led to the failure of
the scholar to refund and after due process.
Section 22. Refund by the Certain Scholars
a. Scholars who have been ordered to refund and/or have started
to refund shall continue to do so under arrangements already
agreed upon by the scholars and the University.
b. The refund of the University shall be waived for scholars who
died or incurred permanent disability during or after the
scholarship period and who consequently were separated from
the service.
c. Efforts should be exerted to collect from scholars who
resigned, retires or are no longer in the service. The University
should indicate in the service card of the employee concerned
the notation: “Institutional Scholar with refund obligation to the
University”.
d. Scholars who failed to obtain their degree and who transferred
to another government agency shall be required to refund to
the University. Arrangement for the refund to the University
Shall be made by the University with the new agency.
e. Scholars who wish to retire and were not able to complete
their course shall pay the full amount of the refund to the
University on or before the effectivity of the retirement which
shall be deducted from his/her terminal leave and other
benefits.
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f. The refund shall form part of the accountability of the
employee, and shall be a ground for non-issuance of
clearance from money or property accountability.
Section 23. Other Provisions
a. University President shall require all their scholars to obtain
additional clearance from the UFTDC in case of resignation.
transfer, retirement or other personnel movement except when
their separation from the service is due to abolition of position.
b. The SKSU may seek the assistance of the COA, offices in the
collection of the refund.
III. PROFESSORIAL CHAIRS
Sec.1.Members of the faculty with the rank of Professor and higher
may be assigned professorial chairs, subject to pertinent policies
and guidelines promulgated by the University.
IV. SABBATICAL ASSIGNMENT/GUIDELINES FOR SABBATICAL
LEAVE
Sec. 1. A sabbatical leave or assignment, with full salary which
may be commuted, may be granted to any regular member of the
faculty to write a book, conduct study or research work, pursue a
new idea or invention or perform any other extraordinary activity
with national or global importance and at the same time improve
his academic competence in the service of the University, provided
he meets the following qualifications herein after provided.
Sec. 2. Eligibility and Opportunity for Sabbatical Leave. Sabbatical
leave is granted only to faculty members with a rank of assistant
professor, associate professor and professor and after considering
the nature and period of service of such employee while holding
such rank at the Sultan Kudarat State University. The candidate for
leave shall have served with professorial rank at SKSU for at least
six years, but nothing herein contained shall limit the right of the
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president or his/her designee to enter into a special agreement
concerning the time of the first sabbatical leave of a member of the
faculty brought from another institution or organization.
The opportunity for taking sabbatical leave at regular intervals is
not absolutely guaranteed by SKSU and will be granted only when
the condition of the department involved and of the University in
general is such that the professor’s absence will not seriously
impair the interests of the University.
It is understood that consideration will be given to the special
conditions in small departments, even though additional expense
to the University may be involved. Sabbatical leave cannot
ordinarily be granted unless the applicant would, at the expiration
of such leave, be eligible for continued service as a faculty of the
University for at least one year before retirement.
Sec. 3. Periods of Leave; Compensation during Leave. Sabbatical
leave may be granted for a period not to exceed one (1) year only.
It is understood that a member of the faculty on sabbatical leave is
not to receive compensation for services in another institution or
organization without prior approval of the President. This shall not
be so construed, however, as to preclude either fellowships or
other grants for advanced study, or such occasional teaching,
consulting, or other professional activities as may form an integral
part of a program for advanced study.
Approval of a plan for a faculty member to receive compensation
from another organization during a sabbatical leave will be
contingent upon the ability of the University to work out an
agreement with the faculty member and the sponsoring
organization that the President, in his/her sole discretion, believes
would adequately protect the University’s interests in intellectual
property.
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Sec. 4. Time and Requirements of Application for Leave.
Completed leave form from the HR Office should be addressed to
the President of the University through the Campus Director/Dean
concerned and the Vice President for Academic Affairs.
The applicant must have a well-considered plan for spending the
leave in a manner that will clearly contribute to the best interests of
the University. A detailed written statement of this plan, together
with clear indications of its professional advantages, shall
accompany the application. Application forms should be received
in the Office of the Vice President for Academic Affairs at least one
(1) month prior the effectivity date of the sabbatical leave desired.
Sec. 5. Leave of Absence. Leave of absence, without pay, may be
granted at any time, for not more than one academic year. In
certain cases the President and the BOR may count such period of
leave as part of the consecutive years of service which are a
prerequisite to sabbatical leave.
Sec. 6. Required Report. Upon returning to the University from
sabbatical leave, the professor is required to write a detailed report
of activities during leave and reinstatement of service and shall
transmit the same to the Vice President for Academic Affairs and
Campus Director/Dean. The report is due not later than three
months following his/her return from leave.
Sec. 7. Requirements for Sabbatical Leave
1. Application for Leave (CSC Form 6)
2. Current Curriculum Vitae (dated within 90 days of
submission of the packet):
a. Education, degrees, licensure and board certification (if
relevant);
b. Professional experience including research, teaching
and service;
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c. Complete summary year by year of educational
activities including courses taught, number of students
trained or mentored, grand rounds, among others;
d. Complete summary of service on committees, task
forces, etc.;
e. Complete bibliography with citations clearly separated
and distinguished as original peer reviewed articles,
abstracts, books or chapters, case reports and
technical manuals;
f. Invited presentation at national and international
meetings;
g. Service on editorial boards and study sections; grant
award information, including grant agencies, award
periods of total funds awarded;
h. List of past post-docs and graduate students and their
current positions;
i. Plan of Work be submitted to the SKSU Scholarship
Committee and must pass the same to the Committee;
and
j. Must not be more than 60 years old.
3. Applicants shall submit, through channels, a description of
the proposed work and intended output. The scope of the
project is expected to be commensurate to the grant amount
(if any).
4. All sabbatical requests are subject to the approval of the
BOR through the University President subject to the
endorsement of the Vice President for Academic Affairs and
the Campus Directors/Deans concerned.
5. Applicant should be cleared from office accountabilities.
Sec. 8. Obligations of Grantees
A grantee shall submit the final output to the President through
the VP-AA upon report for duty after the sabbatical leave.
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A grantee who fails to comply with the terms of the
sabbatical leave shall return the full amount received.
Furthermore, he/she shall be disqualified from all University
grants.
Sec. 9. Intellectual Property Rights. Should the result of the project be
published or publicly presented or exhibited, the University shall be
acknowledged as the source of the grant. University revisions on
intellectual property rights shall likewise be implemented.
Sec. 10. A sabbatical assignment, with full salary which may be
commuted, may be granted to any regular member of the faculty to
conduct study or research work, pursue a new idea or invention or
perform any other extraordinary activity with national or global
importance and at the same time meets the following qualifications.
a. He/She must have continuously served the University as regular
faculty member for not less than six (6) consecutive years
immediately preceding his/her application for sabbatical
assignment, the last two (2) years of which with a rank not lower
than Associate Professor 1; and,
b. His/Her records in the University shall be in accordance with the
reasonable assurance of fulfilling the purpose of the assignment
expressed in his/her application.
Sec. 11. A sabbatical assignment shall not be longer than one (1) year
and shall be granted once every seven (7) years of continuous service,
provided that the requirements prescribed in the preceding sections are
satisfied.
Sec 12. Sabbatical assignment shall also be subjected to pertinent laws
and regulations and other implementing guidelines promulgated by the
University.
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CHAPTER 10
PERSONNEL RELATIONS AND WELFARE SERVICES
I. HEALTH, SAFETY AND SOCIAL SERVICES
Sec. 1.In order to sustain a high level of productivity and morale among
the faculty and staff, the University shall:
a. Take proper steps towards the creation of an atmosphere
conducive to management-employee relations and improvement
of the morale of the University personnel by making provisions for
health, safety, counseling, recreation, cooperatives, canteen and
related services;
b. Keep and maintain workplaces free from hazards that are causing
or likely to cause physical harm to employees or damage to
property; and
c. Provide security measures for the safety and protection of
personnel and properties inside the campus.
II. PERSONNEL RELATIONS
Sec. 1. To promote harmony and better management – employee
relationship and cooperation, the University shall:
a. provide a system of informing the faculty of their rights and
privileges, as well as, the rules governing their duties and
obligations;
b. facilitate the dissemination of information and the discussion of
ideas among the officials and faculty members;
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c. encourage other activities, whether athletic, social, recreational or
field trips, provided, that such activities are conclusive to the well-
being of the faculty and consistent to the objectives of faculty
development; and
d. encourage faculty to form, join or assist employee organizations
or work councils of their choice for purposes not contrary to law
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CHAPTER 11
PERFORMANCE MANAGEMENT AND PERFORMANCE
EVALUATION SYSTEM
I. General Policy
The SUC shall develop its own Performance Management System
(PMS) and Performance Evaluation System (PES) for faculty
positions/ranks to be administered in such manner as to continuously
foster the improvement and efficiency of the faculty members as well as
effectiveness of the organization. It shall be organized, methodical and
standardized system of evaluation for faculty members for organized
effectiveness. Said system shall be administered in accordance with
rules and regulations and standards established by the Civil Service
Commission. The CSC may assist the SUC in establishing its
Performance Evaluation System.
II. The CSC approved PMS and PES shall form part of the SUC
Merit System.
Policies
1. The performance rating of a faculty member shall be used as basis
for promotion or giving of incentives and rewards.
2. The performance evaluation system may provide for at least five
adjectival ratings:
a. Outstanding
b. Very satisfactory
c. Satisfactory
d. Unsatisfactory
e. Poor
3. No faculty member shall be considered for promotion without a
record of at least two (2) successive performance ratings of at least
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Very Satisfactory immediately preceding the assessment of
candidates for advancement for higher ranks or positions.
4. The SUC shall, develop its own PES and PMS in accordance with
CSC policies to be approved by the CSC Regional Office concerned.
5. A Performance Evaluation Review Committee (PERC) shall be
created in the SUC with composition and responsibilities as follows:
a. Composition
Chairperson - Head of agency (or his/her authorized representative);
Members
1. VP for FARG (or highest ranking official in-charge of personnel
management);
2. Vice President for Academic Affairs;
3. Campus Directors/Deans encompassing academic units;
4. Director for Planning (or head of the Planning unit or its equivalent) ;and
5. Two (2) Representatives nominated by the duly accredited
faculty association or union in the SUC, or if there is no
accredited faculty association, representatives chosen
through general election. The term of office of the
representatives shall be determined by the PERC.
6. Other features and details of the performance evaluation system
shall be reflected in the system that the SUC will adopt as
approved by the Civil Service Commission.
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III. Program on Awards and Incentives for Service Excellence
(PRAISE)
General Policy
There shall be established suggestions and incentives awards system
in the SUC which shall encourage creativity, innovativeness, efficiency,
integrity and productivity in the public service by recognizing and
rewarding officials and faculty members individually or in group for their
suggestions, inventions, superior accomplishment and other personnel
efforts which contribute to the efficiency, economy or other improvement
in government or for other extraordinary acts or services in the public
service.
Policies
1. The system shall adhere to the principle of providing incentives
and awards based on performance, innovative ideas and
exemplary behavior.
2. The System shall give emphasis on the timelines of giving
awards or recognition aside from conferment of awards during
the traditional or planned awarding ceremonies, the spirit of
on-the-spot grant of recognition shall be institutionalized.
3. The System shall provide both monetary and non-monetary
awards and incentives to recognize, acknowledge and reward
productive, creative, innovative and ethical behavior of faculty
members through formal and informal modes.
4. For this purpose, the System shall encourage the grant of non-
monetary awards. Monetary Awards shall be granted only
when the suggestions, inventions, superior accomplishments
and other personal efforts result in monetary savings, which
shall not exceed 20 percent of the savings generated.
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5. At least five(5) percent of the HRD Funds shall be allocated for
the System and incorporated in the SUC’s Annual Work and
Financial Plan and Budget.
6. The system shall be institutionalized through the creation of a
PRAISE Committee in the SUC.
7. The PRAISE Committee shall preferably have the following
compositions:
a. President/ Vice-President of the SUC or authorized
representative who will act as chairperson;
b. Head of the financial unit or equivalent;
c. Head of the planning unit or equivalent;
d. Highest ranking employee in charge of human resource
management or the career service employee directly
responsible for personnel management; and,
e. Two (2) representatives from the faculty who shall serve for
two years and elected at large or designated by the
registered faculty association/ union in the absence of an
accredited faculty association/ union.
8. The SUC President shall be responsible in overseeing the
System’s operation and the Human Resource Management
Unit shall serve as the System’s Secretariat.
9. The PRAISE Committee shall ensure that productivity,
innovative ideas, suggestions and exemplary behavior can be
identified, considered, managed and implemented on a
continuing basis to cover all faculty ranks.
10. The PRAISE Committee shall be responsible for the
development, administration, monitoring and evaluation of the
awards and incentives system of the SUC. The SUC may,
however, employ an external or independent body to assist the
PRAISE Committee to judiciously and objectively implement
the system of incentives and awards.
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11. The PRAISE Committee shall establish its own internal
procedures and strategies. Membership in the Committee shall
be considered part of the member’s regular duties and
functions.
12. The SUC shall encourage improved productivity and efficiency
among the faculty through appropriate recognition based on
performance, innovations, ideas and exemplary behavior.
13. All permanent members of the faculty with regular plantilla
items who meet the criteria for each specific award shall be
entitled to receive the award including those whose
responsibilities include the making of suggestions, formulation
of plans and policies or making recommendations to achieve
greater efficiency and economy in the SUC.
14. Recipients of honor awards shall be given preference in
promotion and in training grants and scholarships.
15. The HRMO shall enter into the personnel file any award of
honor received by any member of the faculty.
16. The SUC shall develop its own Program of Awards and
Incentives for Service Excellence (PRAISE) incorporating
therein the types of incentive that may be given which shall
form part of this merit system.
17. Establishment of a CSC- approved PRAISE shall be the basis
for the grant of the Productivity Incentive Bonus (PIB), other
awards and incentives. The Annual Praise Report shall be
submitted by the SUC to the CSC Regional Office concerned
on or before the thirtieth of January to enable its faculty to
qualify for nomination to the CSC- sponsored national awards.
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CHAPTER 12
OTHER EMPLOYEE BENEFITS AND PRIVILEGES
I. OFFICIAL LEAVE OF ABSENCE
Subject to the provisions of Civil Service and other
applicable laws, rules and regulations, leave benefits for permanent
employees of the University shall include but not limited to the:
Sec. 1. Leave without pay not exceeding one (1) year may be granted
to an employee in addition to the vacation and/or sick leave earned,
provided that such employee has no more leave with pay to his/her
credit, subject to pertinent rules and regulations.
Sec. 2. Any official or employee, who is continuously absent without
approved leave for at least thirty (30) working days shall be
considered on absence without official leave (AWOL) and shall be
separated from the service or dropped from the rolls without prior
notice. He/She shall, however, be informed by his/her immediate
supervisor, at his/her address appearing on his/her 201 files or at
his/her last known address on record of s e p a r a t i o n from the
service, not later than five (5) days from its effectivity.
If the number of unauthorized absences incurred is less than
thirty (30) working days, 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 to work within the period stated in the Order shall be a
valid ground to drop him/her from the rolls.
II. SOCIAL SECURITY AND INSURANCE BENEFITS
Sec. 1. The University shall participate and enforce a compulsory
membership of all its permanent employees in the Government Service
Insurance System (GSIS) to provide them with social security,
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insurance and other benefits, subject to such limitations as may
be provided by law.
Sec. 2. In the event a subsequent law and regulation so provides,
compulsory coverage may also be extended to non-permanent
employees, either simultaneously, in phases or by groups, subject to
availability of funds for the purpose.
Sec. 3. Subject to the provisions of applicable laws and regulations, the
University shall also effect the membership, compulsory or otherwise,
as the case maybe of its employees in all other government–sanction
programs for medical care, employee’s compensation, home
development mutual fund, and other related benefits for their welfare
and well-being.
Sec. 4. The University shall include in its annual budget appropriate
funds for its share of the contributions needed for the implementation of
the provisions of this Article.
III. STUDY PRIVILEGES FOR LEGITIMATE CHILDREN AND
SPOUSES
Sec. 1. Legitimate children of regular, temporary, casual faculty
members and those who died in line of duty or in the service of the
University, shall be entitled to privileges as may be deemed proper,
upon enrolment, subject to the admission requirements and other
applicable policies and guidelines adopted by the University.
Sec. 2. Biological or legally adopted children and spouses of permanent
personnel, including those who died in line of duty or in the service of
SKSU, shall be entitled to privileges in the undergraduate programs as
may be deemed proper upon enrollment, subject to the admission
requirements and other applicable policies and guidelines adopted
by the University.
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Sec. 3. Study privilege is only limited to four (4) direct dependents.
IV. HOUSING AND LAND PRIVILEGE
Sec. 1. The University shall give privilege as far as practicable, provide
and maintain adequate and convenient housing facilities for its
academic personnel at a very low and affordable rental charges,
exclusive of light and water rental charges. The administration shall
implement this provision by tapping both public and private sources of
funding.
Sec. 2. In the absence of an available unit of government cottage or
housing facilities, a bona fide employee of the University may, upon
permission of the President or his/her duly authorized representative,
build a temporary residential house using light materials at his/her own
expense at a designated area in the University duly reserved for the
purpose. Such structure, however, can be removed or demolished
anytime upon appropriate prior notice by the school administration of a
development project intended to be established in the said area.
Sec. 3. The University shall formulate and implement policies, rules and
regulations on housing and land use privileges for its personnel. In
granting the privilege, priority shall be afforded to permanent
employees of the University
Sec. 4. A Housing and Land Use Regulatory Committee shall be
constituted by the University, to be headed by a Chairperson, who shall
act as the Housing Administrator of all housing facilities of the
University.
V. LEGAL SERVICES
Sec. 1. Subject to applicable laws and regulations, the University shall
provide free legal and other related services to its officials or employees
who are charged in an Administrative, Civil and/or criminal
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proceedings by parties other than the University or government
law enforcement and regulatory authorities for acts or omissions
committed which are directly related to the lawful discharge of their
official duties and functions and or defense of University policies and
regulations.
VI. RETIREMENT PRIVILEGES
Sec. 1. In addition to the benefits granted under existing laws, retired
members of the academic staff shall be afforded the privilege to
participate in major University programs and activities. Qualified retirees
may be appointed to consultancy and affiliate faculty positions, subject
to existing policies and regulations.
Sec. 2. Subject to the provisions of applicable laws and regulations, a
retired faculty with the rank of full-fledged professor may be appointed
Professor Emeritus, subject to any of the foregoing conditions:
a. he/she must have rendered at least twenty (20) consecutive years
of active and faithful service to the University;
b. he/she must have achieved marked distinction as productive
scholar, scientist, artist or educator and is widely acknowledged as
an effective and dedicated teacher;
c. he/she must be a holder of an appropriate doctoral degree and
preference shall be made in favor of those who have served the
University as Dean or Director; and
d. He/she must have a significant contribution, exceptional
achievement, and exemplary service to the development of the
University.
Sec. 3. A special committee shall be constituted by the President of the
University among the members of the faculty in active duty which shall
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be responsible in evaluating nominations and prescribing privileges of
retired professors for Emeritus appointment. The Committee shall
submit its recommendations to the President, subject to approval of the
higher authorities.
VII. OTHER PRIVILEGES
Sec. 1. The faculty shall be allowed to practice their profession,
provided it will not affect the discharge of their duties and functions
to the University and duly approved by higher authorities.
Sec. 2. The faculty shall be allowed to seal and sign documents in
relation to their profession in accordance to the provisions of applicable
laws, policies, rules and regulations of the state and of the University
duly approved by higher authorities.
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CHAPTER 13
ACCOUNTABILITY OF UNIVERSITY PERSONNEL
I. CODE OF CONDUCT AND ETHICAL STANDARDS
Sec. 1. All personnel of the University must uphold the time–honored
principle that public office is a public trust and must at all time be accountable to the people. Sec. 2. The University personnel shall observe the implementing rules
of the provisions of Section XII of the Republic Act 6713, otherwise known as the ”Code of Conduct and Ethical Standards for Public Officials and Employees as well as in Republic Act 9293, otherwise known as the “Code of Professional Ethics for Teachers” Sec. 3. The aforecited rules shall be interpreted in the light of the
Declaration of Policy stated in Section 2 of the above mentioned Code as follows: “It is the policy of the State to promote high standard of ethics in public service. Public officials and employees shall at all times be accountable to the people and shall discharge their duties with utmost responsibility, integrity, competence and loyalty, and with patriotism and justice, lead modest lives and uphold public interest over personal interest.” II. CIVIL SERVICE AND UNIVERSITY RULES AND REGULATIONS Sec. 1. It is incumbent upon every employee of the University to strictly observe and adhere to the rules and regulations promulgated by the Civil Service Commission which aim to promote morale, efficiency, integrity, responsiveness and courtesy in the Civil Service. Sec. 2. Officials and employees of the University shall likewise be
expected to abide by the policies, rules and regulations adopted by the Board of Regents and the Councils, and memoranda or orders issued from time to time by the University President and other competent authorities and to discharge their duties and responsibilities in accordance with the vision, mission, goals and objectives of the University.
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CHAPTER 14
COMPLAINTS AND GRIEVANCES
I. GENERAL PROVISIONS
Sec. 1. Employees of the University shall have the right to present
their complaints or grievances to the management and have them
adjudicated as expeditiously as possible in the best interest of the
University and the employee concerned.
Sec. 2. Without necessarily adhering to legal technicalities,
employee’s complaints and grievances shall be resolved at the lowest
possible level in the University and the employee shall have the right
to appeal such decision to higher authorities free from any form of
reprisal or discrimination.
Sec. 3. Possible areas for complaints and grievances are working
conditions, work assignment, tools and equipment, work processes,
job placement, employee tenure, salary rates, transfer of assignment,
exercise of discretion, rules and regulations, interpretations of policies
and guidelines and other matters affecting the morale of employees.
Sec. 4. The University shall promulgate an Employees Complaints and
Grievance Machinery that shall govern the expeditious, fair and
equitable adjudication of complaints and grievances with the policies
enunciated by the Civil Services Commission (CSC). Such set of
guidelines shall prescribe the composition of the University Employees
Complaints and Grievance Committee tasked to implement the
provision of the Article.
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CHAPTER 15
RIGHT TO SELF ORGANIZATION
I. GENERAL PROVISION
Sec. 1. All University employees, irrespective of employment status, can
form, join or assist employees’ organization of their own choosing for
purposes not contrary to law for the furtherance and protection of their
interests. They can also form, in conjunction with appropriate authorities,
labor management committees, work councils and other forms of
workers participation schemes to achieve the same objectives.
Sec. 2. High level employees whose functions are normally considered
as policy making or managerial or whose duties are of highly confidential
in nature shall not be eligible to join the organization of rank and file
employees. They can, however, form and join an association of their
own.
II. PROTECTION OF THE RIGHT TO ORGANIZE
Sec. 1. The University employees shall not be discriminated against in
respect to their employment by reason of their membership in
employees’ organizations or participation in the normal activities of their
organizations. Their employment shall not be subject to the condition
that they shall relinquish their membership in the employees’
organizations.
Sec. 2. The University administration shall not interfere in the
operation and the management of the employees’ organizations.
Sec. 3. Subject to the pertinent provisions of the Constitution and
applicable laws and regulations on the rights of government
employees to form associations, the administration shall use
peaceful means in the settlement of labor management dispute.
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CHAPTER 16
SEPARATION
I. RESIGNATION AND TRANSFER
Sec. 1. No resignation or request for transfer shall be considered
unless proper notice to that effect has been given by the concerned
employee to the University President through channel, at least thirty
(30) days prior to the date of its effectivity. For faculty members, no
resignation shall be accepted until after the end of the current
semester.
Sec. 2. The provision of the preceding section shall not apply to
resignation or transfer due to serious illness and/or any inevitable
circumstance that may endanger the life of the concerned employee.
Sec. 3. A resignation or request for transfer shall only be approved
and effected after the employee concerned shall have been duly
cleared from financial and property accountabilities with the
University.
II. OTHER MODES OF SEPARATION
Sec. 1. Other modes of separation from the University such as
retirement, expiration of appointment, death, and disability shall be
governed by applicable laws and pertinent rules and regulations.
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CHAPTER 17
DISCIPLINE
I. GENERAL PROVISION
Sec. 1. The University President shall have concurrent jurisdiction
with the Regional Office of the Civil Service Commission to
investigate, through a committee duly constituted for the purpose, and
decide matters involving disciplinary actions against officials and
employees of the University, subject to the confirmation of the Board of
Regents. Such decision shall be final and executory in case the
penalty imposed is suspension for not more than thirty (30) days or
fine in an amount not exceeding thirty (30) days salary.
In case the decision rendered by the University President is
appealable to the Civil Service Commission (CSC), a motion for
reconsideration shall first be filed with the Board of Regents through
the University President, and if denied, an appeal shall then be lodged
in the CSC and pending appeal, the decision shall be final and
executory.
Sec. 2. An appeal shall not stop the decision from being executory,
and in case the penalty is suspension or removal, the respondent shall
be considered as having been under preventive suspension during the
pendency of the appeal in the event he/she wins the appeal.
II. GROUNDS FOR DISCIPLINARY ACTION
Sec. 1. The administrative offenses specified under existing Civil
Service laws and its implementing rules and regulations on personnel
discipline shall be the grounds for disciplinary action.
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Sec. 2. Administrative offenses and its corresponding penalties are
classified into grave, less grave, and light, depending on the gravity
of its nature and effects of said acts on the government service.
III. COMMENCEMENT OF ADMINISTRATIVE DISCIPLINARY
ACTION
Sec. 1. An administrative disciplinary action shall commence at the
instance of the University President, or by the filing of the appropriate
complaint by any person against any official or employee of the
University or any of the grounds prescribed by law and regulations
with the Office of the University President. Said complaint shall be in
writing and under oath, otherwise, the same shall not be given due
course.
Sec. 2. No action shall be taken on an anonymous complaint unless
there is an established prima facie or merit to the allegations thereof.
No employee shall be required to answer or comment on an
anonymous complaint.
IV. FORM AND CONTENT OF THE COMPLAINT
Sec. 1. The complaint shall be written in clear, simple and concise
language and in systematic manner as to the complaint against the
respondent.
Sec. 2. The complaint shall contain the following:
a. full name and address or office unit of employment of the
complainant;
b. full name and address of the respondent and his/her
position and office unit of employment; and
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c. the brief statement relevant and material facts, accompanied by
certified true copies of the documentary evidences, if any, and
sworn statements covering the testimonies of the witnesses.
V. EFFECT OF WITHDRAWAL OF THE COMPLAINT
Sec. 1. The withdrawal of the complaint shall not necessarily
discharge the respondent from any administrative liability. Where
there is a prima facie or merit to the charges of the complaint,
the same shall be given due course.
VI. COMMITTEE ON PERSONNEL DISCIPLINE
Sec. 1. There shall be a committee on Personnel Discipline to be
constituted by the University President which shall be headed by at
least third ranking official of the University and shall include the Legal
Officer.
Sec. 2. The Committee shall formulate the rules in the conduct of the
administrative investigations in accordance with Civil Service rules and
regulations without necessarily adhering to the technical rules of
procedures applicable to judicial proceeding.
Sec. 3. The Committee shall make the necessary report and
recommendation to the University President within the period
prescribed by applicable rules and regulations after having duly
conducted the investigation of a case brought before it.
VII. PREVENTIVE SUSPENSION
Sec. 1. The University President may preventively suspend any
University official or employee pending an investigation, if applicable
rules so provide.
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Sec. 2. Preventive suspension is not a punishment or penalty for
misconduct in office but is considered to be a preventive measure. It
shall not be considered part of the actual penalty imposed upon the
respondent until found guilty.
VIII. PENALTIES
Sec. 1. In enforcing punishment, like penalties for light offenses,
only one penalty shall be imposed in each case. “Each case” means
one administrative case which may involve one or more charges.
Sec. 2. Subject to the confirmation of the Board of Regents and
the provisions of applicable Civil Service rules and regulations, the
University President by the authority of the Board may impose the
principal penalty of removal/dismissal from the service , forced
resignation with or without prejudice to benefits, demotion in rank,
suspension for not more than one (1) year without pay, and or a fine
in the amount not exceeding six (6) months’ salary, transfer or
reprimand, all without prejudice to the respondent’s corresponding
criminal or civil liability.
Sec. 3. Subject to applicable rules and regulations, accessory
penalties shall include cancellation of eligibility, forfeiture of leave
credits and retirement benefits, disqualification for employment in the
government service or reemployment in a specific class of position,
disqualification for promotion for a certain period.
Sec. 4. A reprimand shall be considered a penalty. However, a
warning or an admonition shall not be considered a penalty.
Sec. 5. In the determination of penalties to be imposed, mitigating and
aggravating circumstances may be considered. Nevertheless, in the
appreciation thereof, the same must be invoked or pleaded by the
proper party, otherwise, the said circumstances shall not be
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considered in the determination of the proper penalty to be imposed
against the respondent concerned.
Sec. 6. If the respondent is found guilty of two or more charges or
counts, the penalty imposed shall correspond to the most serious
charge or count and the rest may be considered aggravating
circumstances.
Sec. 7. The penalty of transfer, or demotion, or fine maybe imposed
instead of suspension from one (1) month and one (1) day to one (1)
year except in cases of fine which shall not exceed six (6) months
based on applicable leaves existing rules, and regulation.
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CHAPTER 18
PROTESTS AND COMPLAINTS
I. PROTESTS
Sec. 1. A question involving an appointment or promotion may be a
subject of protest.
Sec. 2. The aggrieved party who is next in rank employee shall first
exhaust available administrative remedies in the University by filing a
motion for reconsideration with the University President against an
appointment thereto as previously confirmed by the Board of Regents
and attested by the Civil Service Commission.
Sec. 3. If the complainant is not satisfied with the written special
reason or reasons given by the University President for issuing the
contested appointment in the reply to the motion for reconsideration,
the former may then formally file his/her protest with the Civil Service
Commission through the Regional Office, subject to applicable rules
and regulations.
Sec. 4. A protest shall not render an appointment ineffective but the
same shall be subject to the outcome of the protest.
II. COMPLAINTS INVOLVING OTHER PERSONNEL ACTIONS
Sec. 1. Other personnel actions, such as separation from the service
due to unsatisfactory or poor performance, dropping from the rolls,
disapproval of appointments, claims for backpay/salaries and other
benefits, may be brought to the Civil Service Commission by
means of a formal complaint for the said purpose, subject to pertinent
rules and regulations.
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RULES OF PROCEDURE IN FACT FINDING COMMITTEE
(Complaint by a Student against Personnel)
RULES OF PROCEDURE
Sec. 1. Any office, upon receipt of a complaint or grievance by a
student, which must be under oath, against personnel of a particular
college and/ or campus, shall endorse the same to:
Sec. 1.1. The lowest level which is the Program Chairman of the
concerned college and/ or campus in case of a teaching
personnel and;
Sec. 1.1.1. The Program Chairman shall endeavor to have
the parties explore the possibility of settling the dispute
amicably. During the proceeding, the Program Chairman will
serve as the Presiding Officer, with the designated
Campus/College Secretary serving as the Secretariat. The
College Guidance Counselor and GAD Coordinator shall also
be present during the proceedings but his/ her role is limited
only to being a witness to the proceedings and mainly to
observe the demeanor of the parties to the complaint and
make their report thereon which will form part of the record of
the case.
Sec. 1.1.2. The Presiding Officer shall notify the parties,
personally of the date, time and venue of the proceeding for
the possibility of amicable settlement which must be within
twenty four (24) hours from receipt of the complaint or
grievance.
Sec. 1.1.3. The complainant and/ or respondent, at any time
prior to the conduct of proceeding for amicable settlement,
shall notify the Presiding Officer of his/ her desire not to
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participate in the proceeding and for the same to be endorsed
to the Fact Finding Committee. The Presiding Officer shall
then endorse the complaint and other related documents to
the College Dean and/ or Campus Director concerned for
the formal endorsement to the Fact Finding Committee
within twenty four (24) hours from receipt of the said notice
from the complainant and/ or respondent. The College Dean
and/ or Campus Director concerned shall, within twenty four
(24) hours from receipt of the endorsement from the
Presiding Officer, forward the record to the Fact Finding
Committee. The failure to avail of the remedy under this item
by the complainant and/ or respondent is taken to mean that
he/ she or both is/ are amenable to the conduct of proceeding
for amicable settlement.
Sec. 1.1.4. In case the parties reach a settlement, an
agreement to that effect will be made and signed by the
parties and attested by the Presiding Officer, with the
Guidance Counselor signing as a witness. The said
agreement shall then be endorsed to the College Dean and/
or Campus Director concerned for approval. All the
documents pertaining to the complaint shall be forwarded by
the Presiding Officer to the College Dean and/ or Campus
Director concerned for filing purposes. The same shall be
treated with utmost confidentiality. The unauthorized
disclosure of the same shall subject the person to
administrative liability pursuant to the applicable law or
rules.
Sec. 1.2. The Vice President for Academic Affairs in case of non-
teaching personnel.
Sec. 1.2.1. The Vice President for Academic Affairs shall endeavor
to have the parties explore the possibility of settling the dispute
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amicably. During the proceeding, the Vice President for Academic
Affairs will serve as the Presiding Officer, with the College
Secretary serving as the Secretariat. The College Guidance
Counselor shall also be present during the proceedings but his/
her role is limited only to being a witness to the proceedings and
mainly to observe the demeanor of the parties to the complaint
and make a report thereon which will form part of the record of the
case.
Sec. 1.2.2. The Presiding Officer shall notify the parties,
personally of the date, time and venue of the proceeding for the
possibility of amicable settlement which must be within twenty four
(24) hours from receipt of the complaint or grievance.
Sec. 1.2.3. The complainant and/ or respondent, at any time prior
to the conduct of proceeding for amicable settlement, shall notify
the Presiding Officer of his/ her desire not to participate in the
proceeding and for the same to be endorsed to the Fact Finding
Committee. The Presiding Officer shall then endorse the complaint
and other related documents to the Fact Finding Committee within
twenty four (24) hours from receipt of the said notice from the
complainant and/ or respondent. The failure to avail of the
remedy under this item by the complainant and/ or respondent is
taken to mean that he/ she or both is/ are amenable to the conduct
of proceeding for amicable settlement.
Sec. 1.2.4. In case the parties reach a settlement, an agreement to
that effect will be made and signed by the parties and attested and
approved by the Presiding Officer, with the Guidance Counselor
signing as a witness. All the documents pertaining to the complaint
shall be kept by the Vice President for Academic Affairs for filing
purposes. The same shall be treated with utmost confidentiality.
The unauthorized disclosure of the same shall subject the person to
administrative liability pursuant to the applicable law or rules.
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In both instances, the Secretariat shall prepare the minutes which shall
form part of the records of the case. The parties shall also affix their
respective signatures on the minutes to signify their consent that the
same is an accurate reflection of the proceedings that transpired.
Should any party refuse to sign the minutes, such fact shall be stated
in the minutes and his/ her objection shall also be noted.
Sec. 2. The Fact Finding Committee, upon receipt of the
endorsement from the College Dean and/ or Campus Director
concerned of Vice President for Academic Affairs shall:
Sec. 2.1. Notify the parties, personally of the date, time and venue of
the proceedings within twenty four (24) hours from receipt of the
endorsement from the College Dean and/or Campus Director
concerned or Vice President for Academic Affairs.
The notice shall contain a WARNING that failure to attend in
all the scheduled proceedings is tantamount to waiver of the right to
present his/ her defense in the case or substantiate his/ her cause of
action. The case shall then be submitted for resolution of the
committee based on the records of the case. Should the parties refuse
to receive the notice personally, such fact shall be attested to by the
person who served the notice by executing an Affidavit of Service.
Sec. 2.2. The Fact Finding Committee shall terminate the proceedings
within seven (7) days from receipt of the endorsement from the
appropriate office. The report of the committee shall then be forwarded
to the Office of the President for appropriate action.
Sec. 2.3. The Fact Finding Committee shall deliberate on all the case
and resolve the same on the basis of simple majority. The secretariat
of the committee has no voting power. The Chairman shall vote only in
case of a tie.
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Sec. 2.4. The Fact Finding Committee shall randomly select any
member who will write the resolution and the other members shall
then be given time to read the said draft resolution before affixing
their signatures thereon. Any voting member of the committee can
then choose to submit his or her dissenting or separate concurring
opinion on the resolution of the committee.
Sec. 2.5. Only members who actually took part in the deliberations can
vote.
Sec. 3. Electronic recording of all the proceedings in order for the
minutes to accurately reflect all the proceedings shall be allowed.
Sec. 4. The Parties, may, at their option, bring their respective
legal counsels during the proceedings but the participation of the
lawyers shall only be limited to advising his/ her client and observing
the conduct of proceedings. The lawyer shall in no case be allowed to
speak for and in behalf of his/ her client. Other persons accompanying
either the complainant or the respondent shall only be allowed to
observe the proceedings unless they are in attendance to serve as
witness for either party, in which case, said witness shall be allowed to
participate in the mediation proceedings.
Sec. 5. All the proceedings undertaken by the Fact Finding Committee
are considered confidential and must not be divulged to anyone.
Parties are warned though that should they divulge the result of the
proceedings to anybody, they do so at their own risk and the Fact
Finding Committee and all other University officials mentioned herein
shall not be held liable. Any violation of this confidentiality clause will
subject the violator to appropriate legal sanctions as provided in the
University Code, applicable Manuals and the Civil Service laws.
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Sec. 6. The procedures laid down herein shall govern the conduct of
the proceedings and rules applicable to judicial proceedings shall not
be applicable.
Sec. 7. The Internal Rules of Procedure of the Fact Finding Committee
shall be available to the concerned offices/ and officials and the parties
in every case are allowed to have access to the Internal Rules of
Procedure, all for their guidance and reference and more importantly
for strict compliance thereof.
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References:
SKSU Merit System
Approved Policies on Faculty Designation
NBC No. 461
CSC MC No. 10, s. 2012
CSC MC No. 17, s. 2013
CSC MC No. 22, s. 2016
2017 Omnibus Rules on Appointments and other Human
Resource Actions
University Code
RA 9966
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University Committee on Faculty Manual Review
DOLORCITA E. PAUYA, EdD Chairperson
LUDY R. DURAN, MA Co chairperson
MA. DULCE P. DELA CERNA, MIE Member/Editor
ERNIE C. CERADO, PhD Member
RUBY S. HECHANOVA, PhD Member
ATTY. LENNIE ANN C. CERDANA Member
MARITES B. JAVA, EdD Member
CHRISTINE P. ABO, PhD Member
JENEVIEVE D. LUMBUAN, MAELT Secretariat