MIMAROPA Region SUC’s Faculty Associations: A Base Line Study
Transcript of MIMAROPA Region SUC’s Faculty Associations: A Base Line Study
International Journal of Advance Study and Research Work (2581-5997)/ Volume 3/Issue 4/April 2020
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MIMAROPA Region SUC’s Faculty Associations: A
Base Line Study
Joefel T. Libo-on PhD.1, Joemar F. Manzo DPA
1 & Orfelina I. Manzo EdD.
2
1College of Arts and Sciences, Romblon State University, Romblon, Philippines
2College of Business and Accountancy, Romblon State University, Romblon, Philippines
Email Id: [email protected]
DOI: 10.5281/zenodo.3776048
Abstract
This study was conducted to determine the status of faculty associations in state universities and colleges in the MIMAROPA
Region, Philippines. It determined the profile description of Faculty Association, the status of faculty members, participants'
assessments on the practices of faculty association in the protection of employees' rights, the advancement of employees'
economic welfare, improvement of work terms and conditions among State University and Colleges (SUCs) in the MIMAROPA
Region. This paper utilized mixed quantitative – qualitative research methodology which involves 344 participants from the six
SUCs in the region.
The current study found the faculty associations were accredited, registered, and affiliated with the nonteaching employee
association, only 50% among them have a registered CNA resulting in non-provision of cash incentives. 21 units are the regular
teaching load but there were faculty members with 24 or more teaching loads. Faculty associations in the region were very
satisfactory in the protection of employees' rights, the advancement of employees' economic welfare in terms of compensation,
and leave benefits. Unfortunately, satisfactory in terms of bonuses and loans, workplace, workloads, and personal and
professional development.
Keywords: Faculty Association, Collective Negotiation Agreement, Employees’ Right, Economic Welfare, Working Condition,
MIMAROPA Philippines
Introduction Association is defined as an organization of persons having a common interest. Almost the same definition was given to union by
Merriam-Webster Dictionary (2018) which is an organization of workers to protect the right and interests of its members. In this
manner, this paper used these two terms (Association and Union) interchangeably.
Associations or unions are established where an employer-employee relationship exists. The basic concerns of unions are the
protection of the rights of employees, the advancement of economic welfare, and improvements in work terms and conditions
(Taguiwalo 2009, Shrestha 2012, and Hassan 2013). Public-sector unionism in the Philippines was relatively a recent reclaimed
right by government personnel in the country which was denied during the martial law (Taguiwalo 2009, Soriano 2002).
The right to form an association is the freedom to organize or to be a member of any group and to adopt such rules which members
consider most appropriate to achieve their purpose. The provision aims to encourage the formation and growth of voluntary
associations so that through the cooperative activities of individuals, the welfare of society as a whole may be advanced and the
government may receive gain in its ever-increasing public service activities (De Leon, 2010).
According to the Business and Human Rights Resource Center (2019) places the Philippines as one of the top ten with the worst
workers’ rights. But according to the Department of Labor and Employment, the government continues to implement programs
aimed at advancing the rights of workers (Patinio, 2019). One of these is the new Republic Act 11210 which expanded to 105-day
maternity leave for female workers with an optional additional grant 30-day without pay.
The 1987 Philippine Constitution (Article IX, sec.2 [5]) provides that the right to self - organization shall not be denied to
government political employees. This provision grants government employees in the civil service including those employed in State
Universities and Colleges to form unions enjoyed by workers in the private sector. This is in line with the provision in section 8 of
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Article III- the bill of rights stating that the right of the people, including those employed in the public sectors, to form unions,
associations, or societies for the purpose not contrary to law shall not be abridged (The 1987 Philippine Constitution).
Under the 1987 Philippine Constitution, the Civil Service Commission was created as a constitutional commission mandated to
promote morale, integrity, responsiveness, progressiveness, and courtesy in the public service. With the same year, with the
governments' recognition of the right to an organization of the public sector, Executive Order 180 was promulgated to provide
guidelines in the exercise of the right to organize of government employees and well as the creation of the Public Sector Labor-
Management Council.
Meanwhile, the Republic Act 8292 granted government employees in higher education institutions such as those employees in state
universities and colleges the right to participate in the decision making and sit in the governing board of the institutions.
Furthermore, the CSC Memorandum Circular No. 19, Series of 2005 allowed the faculty associations to have a seat as a member of
different committees, as to; Traning and Development Committee, Faculty Selection Board, Grievance Committee, Program for
Awards and Incentive for Service Excellence (PRAISE), and PERC.
Managing colleges and universities is more difficult than running a manufacturing firm or a service company. The school personnel
is governed not just by the Labor Code or by the CSC rulings, but also by the Manual of Regulations of Schools. Many school
administrations have been tried and tested, however, many unions have unintentionally caused a loss of jobs to the people they were
supposed to serve (Jimenes, 2013). In this study, different SUCs in the MIMAROPA region become a great venue in comparing the
faculty association’s experiences and problems encountered which would benefit the SUC faculty sector or the public sector
employees in general.
Faculty members in State Universities and Colleges are a growing sector in society that scholars of public administration should
look upon. In the academic year 2015-2016, based on the record provided by the Commission of Higher Education (2017), the total
number of SUCs faculty members in the country were 53, 169, and 2, 465 among them were in the six SUCs found in MIMAROPA
region. These numbers were in the frontline of the government in giving higher education services to its citizens. The main
stakeholders of these institutions are their students, as to the 2017 statistics on higher education, excluding the numbers from the
University of the Philippines (UP), there were 1,410,985 students enrolled in State Universities and Colleges nationwide, and 60,
901 among them were in studying in SUCs in MIMAROPA Region. Sad to note that in the Philippines, only a few among SUC's
faculty unions and associations that were accredited have their Collective Negotiation Agreement (De Lima, 2003).
The delivery of education services of faculty members is important. Most of the time, their performance and competencies are
common issues in most of the researches. However, the researchers found out that there are only a few local studies on their interest,
welfare, and conditions, including the faculty association as their organization promoting those cited interest.
Problems concerning faculty associations in state universities and colleges were observed by the researchers such as; non -provision
of the CNA cash incentive and other bonuses enjoyed by many government employees like PBB and IGP incentives. Faculty
representation in the governing board (Board of Regents) is still a problem in many of the Higher Education Institutions (HEIs) in
the country.
Problems in working conditions of faculty members in state universities and colleges were also observed like non-payment of
overtime and overload works. Overtime work is defined by the Merriam Dictionary as spending time working at one's job in
addition to one's normal working hours. Faculty members were sometimes required in doing their organizational tasks beyond
working hours such as preparation of documents for accreditations, participation in student sports competitions, attending activities
or programs beyond office hours, and more without additional compensations.
As to workload, unlike other government employees where the workload can be described as the assigned task, workload of the
faculty members in SUCs can be considered as the number of subjects which is converted to the number of units of teaching.
Normally, the manual of operation of SUCs determined the lawful teaching load of every faculty with a certain number of subject
preparations, like 18 units maximum load and 3 maximum subject preparations. The researchers observed that some universities
have faculty members with subjects beyond the maximum teaching load without just compensation. Sometimes, if not most of the
time, there were faculty members who have a lawful number of teaching units but were demanded of having beyond the prescribed
number of teaching preparation. This study was conducted to determine the status of faculty associations in state universities and
colleges in the MIMAROPA Region, Philippines. Specifically, this study sought answers to determine profile description of the
faculty association in terms of registration and accreditation, affiliations, and dues and contributions; (b) determine the status of
faculty associations' members in terms of economic benefits, working conditions, and faculty development; (c) how do the
participants assess the practices of faculty associations in the protection of employees' rights in terms of the right to organization,
security of tenure, right against any form of discrimination, right to participate in decision making, and redress of grievances; (d)
how do participants assess the practices of faculty associations in the advancement of employees' economic welfare in terms of
compensation, bonuses, and loans; and e) how do participants assess the practices of faculty associations in the improvement of
work terms and conditions in terms of workplace condition, workload, health benefits, leave benefits and personal and professional
development
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Methodology This study employed mixed quantitative and qualitative methods of research based on Creswell's (2013) concepts. The descriptive
assessment design was used in this methodology. This is a fact-finding study that describes conditions that exist at a time such as
practices and beliefs. This design involves a single study containing qualitative and quantitative data collection which is conducted
at the same time. The purpose of this type of investigation was to validate the findings generated by each method through evidence
produced by the other (Neri and Kroll, 2009).
The researchers utilized a quantitative method in collecting and analyzing the data such as describing the profile of faculty
associations and the assessments of respondents on the practices of faculty associations, and the performance of faculty associations
among SUCs. In this manner, the researchers utilized the survey questionnaire in gathering quantitative data. Qualitative methods of
research were also used in this study. A series of interviews and focus group discussions (FGD) were conducted in gathering
qualitative information invalidating the gathered data from the questionnaire. The interview and FGD were done a day after the
quantitative data were analyzed in the respective state universities and colleges of the participants.
The study was conducted in Mindoro, Marinduque, Romblon, and Palawan (MIMAROPA) region where the state universities and
colleges are located. The region is composed of six (6) universities; two (2) from Mindoro, the Mindoro State College of
Agriculture and Technology (MINSCAT) and Occidental Mindoro State College (OMSC); one (1) from Marinduque, the
Marinduque State College (MSC); two (2) from Palawan, the Palawan State University (PSU) and the Western Philippines
University (WPU); and one (1) from Romblon, the Romblon State University (RSU).
The quantitative data were analyzed using the mean and frequency count while the qualitative data arranged thematically to support
the quantitative data. The data that was gathered was presented in tables and figures.
Results and Discussions
Profile Description of Faculty Association in MIMAROPA Region
Registration and Accreditation. The profile description of faculty associations of State Universities and Colleges in the
MIMAROPA region shows that 5 out of 6 or 83.33% of Faculty Associations (FA) were registered except for one which failed to
renew their registration and Accreditation. Half or three among the SUCs FAs have a registered Collective Negotiation Agreement
(CNA).
Based on the focus group discussions conducted, Key informant 6 revealed that they failed to renew the registration and
accreditation of their association with their collective negotiation agreement because of the burden of their works during the
accreditation. On the other hand, Key informant 7 stated that they failed to renew their CNA because they were in the transition
period of selecting their new sets of officers of their association. Meanwhile, Key informant 17 argued that they have no CNA
because there was no recognized bargaining unit. Key informant 19 explained that the denial of the recognition of their faculty
association was because of the failure or problems in the election process for the federation officer. On this matter, the non-
registration and accreditation of the employees' organization specifically the faculty association might hinder the formation of their
negotiation unit. In the same circumstances, non – registration of CNA might affect the benefits and welfare of its members.
Executive Order No. 180 provides the guidelines in the registration of government employees' organizations which shall register
with the Civil Service Commission and the Department of Labor and Employment. The application shall be filed with the Bureau of
Labor Relations of the Department which shall process the same under the provisions of the Labor Code of the Philippines. Upon
approval of the application, a certificate of registration shall be given to the organization which recognizes it as an organization of
legitimate employees with the right to represent its members and conduct activities to further advance and protect their interests. The
required registration certificates shall be jointly accepted by the Chairman of the Civil Service Commission and Secretary of Labor
and Employment.
Public Sector Management Council (PSLMC) Resolution No. 2 series of 2004 defines the accreditation of government employees'
organization as an act of the Civil Service Commission (CSC) in conferring to a registered employees' organization enjoying the
majority support of the agency's rank-and-file employees, the status of the sole and exclusive collective negotiating agent. On the
other hand, Rule 1, Sec.1, par. kk of the resolution provides that registration of CNA is the process where CSC evaluates and
reviews the CNA and the issuance of the corresponding certificate of registration to the accredited employees' organization.
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Fig. 1 Profile Description of Faculty Association in MIMAROPA Region In terms of Registration and Accreditation
Faculty Associations Affiliations. For faculty associations' affiliations, 100 percent or 6 of the FAs have local or institutional
affiliation, while only 2 have an affiliation with national Faculty Associations or organization. Local or institutional affiliations of
faculty associations are the affiliations with the non-teaching employees' associations in every respective SUC's.
Based on the focus group discussions and the series of interviews conducted, Faculty and Employees' Associations (FEAs) were
formed for the unified negotiations for the SUC's CNA cash incentive provisions. PSLMC resolution dated May 2017 stated that the
law only allows one employee organization to represent the negotiating unit, but it further elaborated that in case of or more
organizations they may consolidate to form a new organization under a new name.
Fig. 2 Profile Description of Faculty Association in MIMAROPA Region In terms of Faculty Associations Affiliations
Dues and Contributions. In terms of dues and contributions, data shows that among the Faculty Associations in SUCs in the region,
MINSCAT and PSU have the highest monthly collection of ₱100 while OMSC has the lowest collection of less than ₱10.00. per
month or ₱120.00 yearly. Aside from the monthly or yearly dues, there were also contributions for death aid, sick aid, and
retirements of members. It also shows that PSU has a unique contribution of 1% of salary for death aid. On the other hand, WPU
has an annual contribution of ₱500.00 which covers all possible contributions of members like death aid, sick aid, and retirement
contributions.
Dues and contributions in union are collectively defined as the deductions from the part of the members' resources to ensure the
protection of his/her rights, welfare, and working conditions in return (www.oe995.com). Any deductions are agreed by the
majority of the members of the union or association. In the case of SUCs in the MIMAROPA, dues, and contributions of members
of the associations were collected in the form of salary deductions. These dues and contributions of FA were allocated for the health
or sick aid, death aid, and retirement aid for their members. A part of their contributions might also be allocated for the formation of
the associations' cooperative and to have other sources of income. Unfortunately, there was dissatisfaction from the members of
associations on this issue because some of the associations in the region have no systematic financial report which was reflected in
the problems encountered by the faculty associations in the region.
Table 1: Profile Description of Faculty Association in MIMAROPA Region in terms of dues and contributions
MSC MINSCAT OMSC PSU RSU WPU
Dues
Monthly - 100 - 100 25 50
0
1
2
3
4
5
6
Fre
qu
ency
Registered Faculty Association
Accredited Faculty Association
Registered Collective Negotiation
Agreement (CNA)
0
1
2
3
4
5
6
7
Feq
uen
cy
Local/Institutional Affiliation National Affiliation
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Yearly 240 - 120 - - -
Agency fee - - - 500 - -
Contribution
Death aid 100 100 100 1% of salary 200 _
Sick aid of members - 20 - - 50 -
Retirement 300 100 - - 100 -
Yearly contribution - - - - - 500
Economic Benefits. Table 2 shows the status of Faculty Associations members in terms of economic benefits. It can be observed on
the table that MSC and PSU got the highest CNA cash incentives. It was the ceiling amount of the CNA cash incentive granted in
PSLMC Resolution No. 04, s.2002, and PSLMC Resolution No. 02, s. 2003, or the rationalized cash incentive granted to the
government employees concerned who have contributed either in productivity or cost savings in an agency, in fulfillment of the
commitments in the CNAs or supplements. Although OMSC doesn’t have CNA cash incentives, based from the focus group
discussion conducted, the Administration has provided P25, 000.00 for the Performance Rating Appraisal Incentives System
(PRAISE) which also came from the savings approved by their Governing Board. It can also be observed that Romblon State
University, got the lowest cash incentives of P5, 000.00.
Based on the interviews with the FA officers and management Informants, there was no Collective Negotiation Agreement in
Romblon State University since there is no recognized negotiating unit. Meanwhile, there is a contradicting CNA cash incentive
provision in the WPU, based on the interview conducted with their FA president. Although their CNA was not renewed, there is a
provisionary clause with their CNA that whenever it is not renewed, the old CNA will take in effect. This was approved by their
governing board and found as legal by the Civil Service Commission. The researchers found out that the relationship between the
faculty association and the management is of great importance in gaining these benefits. In this manner, it seems that the CNA is
just a secondary aspect next to the good relationship between the association and the management. In pursuance with the AO No.
135 s. 2005 authorizing the grant of CNA in government agencies including SUCs in recognition of the effort of labor and
management to achieve planned targets and the services in the agencies' target at a lesser cost. DBM Budget Circular No.2 series of
2014 has provided that the grant of CNA incentive is one form of reward to motivate employees toward higher productivity.
Unfortunately, in terms of IGP incentives, all of the SUCs in the region have no IGP incentives. In the FGD conducted, some of the
SUCs have weak income-generating projects, others don't even know the possibility of the benefits from the IGP. In other
universities where there were IGP, there were confusions on how to facilitate the provision of IGP incentives. In the discussion with
Key informant 19, he argued that the provision of IGP should be included in the CNA and must have an IGP Manual of the
university. Item 5.1.2 of the DBM BC No. 2 series of 2014 further stipulated that 50% of the savings available amount will be
allotted for the CNA incentives and another 30% shall be allotted as an additional amount for CNA or the improvement of working
conditions of its employees. In this manner, through the CNA negotiating body of both employees and faculty association might
negotiate for the funding of their income-generating project to boost their economic welfare and will serve as a reward system for
the employee's industrious and productive conduct.
Table 2: Status of Faculty Association Members in Terms of Economic Benefits
Benefits MSC MINSCAT OMSC PSU RSU WPU
CNA Incentives 25,000 20,000 - 25,000 - 5,000
Anniversary bonus - 5,000/5 years - - -
Birthday bonus/cash gift 5,000 5,000 5,000 5,000 5,000 5,000
IGP Incentive - - - - - -
PRAISE - - 25,000 - - -
Working Condition. Based on the state universities and colleges in the region policies and manuals It can be noted in Table 3 that
the majority of faculty in the MIMAROPA Region have a regular load of 21 except in PSU which have 18 and in WPU that have 24.
The same number of three among the six SUCs have three teaching preparations and the other three have four teaching preparations.
The majority of faculty have an average of 40 students. The number of teaching units was lessened to the faculty with the
designation or having administrative functions such as program chair (12 – 15), Deans and directors (6 – 9), and the vice presidents
of SUCs. It is also common among SUCs to de-load 3 units on faculty members with an approved research and extension project.
Study leave was given to faculty studying or finishing their studies. Except on the WPU which only gives a 1-year or units. It is
worth to mention that there was no health care provided in the faculty member except on the PhilHealth insurance of the members.
to validating these data, focus group discussion and interviews conducted revealed that it was common among the six SUCs in the
region that faculty members were having a teaching load of more than 21 units and having students of more than the standard which
was 25 to 35. Key informants further explained that these were happening because SUCs in the region have a smaller number of
enrollees. In that case, SUCs have to form into a single block or section in every program. In this manner, faculty members were
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obliged to handle more than four preparations especially those who were handling major subjects. Key informant 19, for example,
explained that if their faculty will be limited to 18 units, it implies that they need another teacher who will take care of the
abandoned subject and might also have an effect on the university budget.
The result in the teaching load confirms the findings of Saliendra (2018) that faculty members were given the teaching loads
according to the number of hours prescribed in the standard set by the Commission on Higher Education. There are still, however, a
large number of faculty members who are given loads of more than 24 units to teach.
These findings revealed the difference in faculty loading in the National Capital Region (NCR) based on benchmarking conducted in
the universities within the National Capital Region. Polytechnic University of the Philippines (PUP) for example, has a policy that
the maximum load of every faculty member is 15 units. In the same manner, the University of the Philippines (UP) has a 12 – unit
maximum load policy. These were gained by faculty members by including these in their CNA, and the willingness of the SUC
management to involve their faculty members in other functions in the academe such as research and extension.
Table 3: Status of Faculty Association Members in Terms of Working Condition
MSC MINSCAT OMSC PSU RSU WPU
Regular teaching loads/Units 21 21 21 18 21 24
No. of Teaching Preparations 4 4 3 3 4 3
The average number of students 40-45 40 40 40 40-50 40-50
No. of units with a designation
Vice Presidents 6
Campus Director 9 6 6 6 6 6
Deans 12 9 12 6 6 9
Program Chairman and directors 15 12 15 12 12 12
Loads/Units of faculty with research 3 3 3 3 3 3
Number of loads/units of faculty with approve extension 3 3 3 3 3 3
Loads unit s of studying faculty - - - - -- 0 in 1 yr
Health care - - - - - -
Faculty Development. It can be observed in Table 4 that only OMSC (₱ 5,000.00) and MSC (₱6,000.00) provide a monthly
allowance for faculty members studying in their respective institutions, while MINSCAT provides a ₱5,000.00 for the tuition fee of
faculty studying in their institution. Palawan State University (PSU) has the highest amount of ₱40,000.00 for thesis and 80,000.00
dissertation allowance for faculty studying within or outside the institution. On the other hand, MINSCAT and MSC with an amount
of ₱20,000.00 have the lowest allowances provided for faculty. Tuition fees of faculty with institutional grants were paid by their
respective SUC's except on MINSCAT which provides only an amount of ₱10,000.00. The OMSC (₱5,000.00), PSU (₱5,000.00),
and RSU (₱6,000) provide transportation allowance per semester while MINSCAT based their assistance on the actual
transportation expenses of their faculty. PSU has the highest grant in International Publication (₱50,000) and presentation
(₱30,000.00) allowances. In items that have no data means that no faculty members have availed the institutional scholarship and
research grant. Scholarship and research grants by institutions were approved by their governing board through their faculty development units or
sections. Commonly, personal and professional development could be included as these are negotiable items provided in EO 180
Rule XII, Section 2.
Table 4: Status of Faculty Association Members in Terms of Faculty Development
Scholarship Grant MSC MINSCAT OMSC PSU RSU WPU
Within the institution
Monthly Allowance
Masters 6,000 - 5,000 - - -
Doctoral 6,000 - 5,000 - - -
Tuition fee - 5,000 - - - -
Thesis/Dissertation Assistance
Masters’ Thesis 20,000 20,000 30,000 40,000 30,000 25,000
Doctorate dissertation 50,000 30,000 60,000 80,000 50,000 50,000
Outside the Institution but within the Country
Monthly Allowance
Masters 6,000 5,000 20,000 5,000 5,000
Doctoral 6,000 5,000 20,000 5,000 10,000
Thesis/Dissertation Assistance
Masters’ Thesis 20,000 20,000 30,000 40,000 30,000 25,000
Doctorate Dissertation 50,000 30,000 60,000 80,000 50,000 50,000
Tuition fee Full 10,000 Full Full Full Full
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Transportation allowance - Actual 5,000 5,000 6,000 -
Book Allowance - - - 10,000. 6,000 -
Research Grant
Publication Allowance
Local - - - - - -
International - 5,000.00 - 50,000 - -
Presentation Allowance
Local 2,000.00
International 5,000.00 30,000 10,000.00
Respondents’ Assessments on the Practices of Faculty Association in the Protection of Employees’ Rights
The Right to Organization. The assessments of respondents on the faculty associations’ practices in the protection of employees’
rights in terms of the right to organization show that the practices of faculty associations in the MIMAROPA region were excellent
that their members have the right to choose associations’ officers with a mean of 5.54.
On the other hand, indicators stating that the faculty association represents the members' interest in the institutions' governing board
got the lowest weighted mean of 3.98 although described as very satisfactory. As per SUCs, the OMSC faculty association got the
highest ratings with a weighted mean of 4.63 described as excellent while RSU got the lowest rating of 3.73 described as very
satisfactory. The overall weighted mean of 4.21 implies that faculty associations' practices in the protection of employees' rights in
terms of the right to the organization were excellent as assessed by respondents.
The Impression of respondents that their interests were not represented in the governing board was likely to happen because one of
the problems identified was the lack of information dissemination on the faculty association activities, plans, and programs. In the
case of Romblon State University, faculty association cannot represent their members' interests since it doesn't have a representative
in their governing board. On the series of interviews conducted with the key informant (KI 17, 18, and 19) in that institution, they
failed to have a representative because the process of election for the FA federation officers was questioned by their president, with
an argument that it doesn't give an equal opportunity for the members in other campuses to be elected. Key informant 18 argued that
it is a clear violation of the organizational right as stated in EO No. 180.
The right to an organization of government employees is a constitutional right as specified in Article III, Section 8, which does not
abridge the right of individuals, including those working in the public sectors, to form unions, associations, or societies for purposes
not contrary to law. That clause has been further expanded in paragraph 2 of Article IX. 5, The right to self-organization shall not be
denied to political employees of the State. This law allows civil-service government employees including those in the academe to
join and form unions enjoyed by private-sector workers. RA 8292 specifies that the President of the faculty association or
organization shall have a seat in the board of regents or trustees so that the interest of the faculty members is reflected in the board of
regents.
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 3 Assessments of Respondents on the Practices of Faculty Associations in the Protection of Employees Rights in Terms of the Right to Organization
Security of Tenure. The assessments of respondents in the practices of faculty associations in the protection of employees' rights in
terms of security of tenure can be noticed in Figure 4. It shows that respondents assessed faculty associations as very satisfactory in
their representation in the placement committee with the highest weighted mean of 4.08, on the other hand, although rated as very
0.00
1.00
2.00
3.00
4.00
5.00
6.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. All faculty members have an equal opportunity
to join the association.
2. Members have the right to choose an
association officer.
3. Represents the members’ Interest in the
Institutions’ Governing Board.
4. FA Informs its members of organizations’
policy.
5. FA benefits are fairly gained by all members.
Overall Weighted Mean
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satisfactory, respondents assessed protection of faculty members against unjust reassignment of work as the lowest indicator with a
weighted mean of 3.71. The OMSC faculty association rating was the highest while RSU got the lowest assessments. The overall
weighted mean of 3.96 implies that faculty association in the MIMAROPA region was very satisfactory in the protection of their
members' security of tenure.
The right to security of tenure was extended to appointment of personnel as Section 6 of RA 6656 provides that there shall be a
Placement Committee in each appointment, judicious selection, and placement of personnel. The Committee shall consist of two (2)
members appointed by the head of the department or agency, a representative of the appointing authority, and two (2) members duly
elected by the employees holding positions in the first and second levels of the career service: provided,
that if there were a registered employee association it shall also have a representative in the Committee. The placement of employees
including faculty members in SUCs are administrative functions in character, but still, faculty associations could play an important
role in the protection of their member's interests.
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 4 Assessment of the Respondents on the Practices of Faculty Association in the Protection of Employees’ Rights in terms of Security of Tenure
The Right against any form of Discrimination. The practices of faculty associations in the protection of employees' rights against
any form of discrimination were shown in Figure 5. As assessed by the respondents, data shows that faculty associations in the
MIMAROPA region were very satisfied with the indications that they protect their members against gender discrimination with the
highest weighted mean of 4.18. Meanwhile, faculty associations were also very satisfied with the indications of the protection of
their members against religious discriminations. It can also be observed that the faculty association of OMSC was rated as excellent
with the highest weighted mean of 4.53 while the RSU got the lowest rating of 3.68 interpreted as very satisfactory. These results
were in accordance in the provision Article 135 of the Labor Code of the Philippines that it shall be unlawful for any employer to
discriminate against any woman employee concerning terms and conditions of employment solely on account of her sex. The
following were acts of discrimination: payment of a lesser compensation, including wage, salary or other forms of remuneration and
fringe benefits to female employees as against a male employee, for work of equal value; and favoring a male employee over a
female employee concerning promotion, training opportunities, study, and scholarship grants solely on account of their sexes. There
was special legal provision for the working conditions of handicapped workers in the Philippines as provided in Presidential Decree
442, Book 2, Chapter III.
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. Protection of members against illegal removal
from their job.
2. Faculty association representation in the
placement committee.
3. Protection of FA members against unjust
reassignment of work.
4. FA ensures fair academic rank promotions of
its members.
5. FA represents in the NBC 461 process/
committee.
Overall Weighted Mean
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Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 5 Assessment of the Respondents on the Practices of Faculty Association in the Protection of Employees’ Rights in Terms of Right against Any Form of
Discrimination
The Right to Participate in Decision Making. It can be noticed in Figure 6 the assessment of respondents on the practices of FA in
the protection of employees' rights in terms of the right to participate in decision making. Respondents rated indicator 1 with the
highest weighted mean of 4.19 described as very satisfactory in the representation in the governing board. On the other hand,
indicator 5 got the lowest weighted mean of 3.48 described as satisfactory stating that there is a representation of the faculty
association in the Bids and Awards Committee as an observer. Assessments of the respondents per institution show that Occidental
Mindoro State College Faculty Association was excellent with a weighted mean of 4.52 while the faculty association of Romblon
State University was assessed as satisfactory with a weighted mean of 3.18. The overall weighted mean of 3.88 means that faculty
associations in the MIMAROPA region were very satisfactory in the protection of employees' rights in terms of the right to
participate in decision making.
Based on observations during the conduct of data gathering in every SUCs in the region, it was observed that it was not a common
practice that faculty associations appoint a representative to sit as an observer in the Bids and Awards Committee (BAC). It was just
in PSU or a coincidence that the persons appointed by the university in BAC were also officers of the faculty association (KI – 2). In
comparison with the faculty associations/unions in the National Capital Region such as the UP, PUP, EARIST, and RTU, they
stipulated in their Collective Negotiation Agreement (CNA) that the association shall have a representative in BAC as an observer to
ensure the implementation of the cross-cutting measures agreed in the procurement process.
The numerical data of having the lowest rating on this area of Romblon State University can be explained since the Romblon State
Faculty Association (ROSUFA) was not legally recognized to represent in their governing board. In this manner, it hinders the
capacity of the association to represent in other bodies of the institution which supposed to represent the interest of their members in
the decision making.
The general assessment of respondents that faculty associations in the region were very satisfactory reflect the adherence of the
majority of the SUCs in the region in Republic Act 8292 also known as the Higher Education Modernization Act of 1997 which
provides the uniform composition and powers of the governing boards wherein the faculty association shall have a sit. In the same
manner, the Civil Service Commission Memorandum Circular No. 19. S. 2005 further stressed that faculty association or unions
shall sit as members of the different committees such as the Training and Development Committee, Faculty Selection Board,
Grievance Committee, PRAISE Committee, and PERC.
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU TOTAL
Mea
n
1. Faculty association protects its members
against gender discrimination.
2. Protection of members against religious
discrimination.
3. Protection against age discrimination.
4. Protection against discrimination in ethnicity.
5. Protection of differently-abled employees.
Overall Weighted Mean
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Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 6 Assessment of the Respondents on the Practices of Faculty Association in the Protection of Employees’ Rights in terms of Right to Participate in Decision
Making
The Redress of Grievances. Figure 7 revealed the assessments of respondents on the practices of faculty associations in the
protection of employees' rights in terms of the redress of grievances. Data shows that among the indicators, indicators 1 and 3 got
the highest rating with a weighted mean of 3.67, these were indications that faculty association helps in addressing faculty
grievances and there is a fair resolution of the grievance. On the other hand, lowest was the indication that the practices of faculty
associations in MIMAROPA of the right to a concerted activity like protest demonstration got the lowest weighted mean of 3.41
described as satisfactory.
The Faculty Association of OMSC was assessed as very satisfied with the highest weighted mean of 4.19 while the Faculty
Association of RSU was assessed as satisfactory with the lowest weighted mean of 3.17. The overall weighted mean 3.62 implies
that the FA practices in the protection of employees' rights in terms of redress of grievances were very satisfactory.
In the series of focus group discussion and interviews conducted, a consistent response that there were no big problems which arise
between the faculty associations and SUC management if ever there were problem arises, they resolved them peacefully. This
information reflects the low results in the observance of concerted actions like protests and demonstrations. Key Informant 18, for
instance, stated that the culture of conservatism among faculty members can be observed are evident since they prefer to keep silent
even with the existence of clear violations of their rights to organize. The procedure of grievances is essential in the practice of
faculty associations in their right to organize. This was a requirement as provisions of grievance guidelines in the approval of CNA
as stated in the PSLMC Memo No. 2 series of 2004.
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. Representation in the governing board of HEIs
2. Informs faculty members of the policy of the
institution
3. Representation in Selection Board.
4. Informing the members about the financial status
of the institution.
5. Conducting consultation of the policy before its
implementation
6. FA representation in Bids and Awards
Committee as an observer
Overall Weighted Mean
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. The FA helps in addressing faculty grievances.
2. The FA ensures the system (manual) for the
redress of grievances.
3. Fair resolution of grievances.
4. Bringing members’ grievances and problems in
the governing Board.
5. Securing the representation of FA in the
Grievance Committee.
6. Practice the right to a concerted activity like
protest demonstration.
Overall Weighted Mean
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Fig. 7 Assessment of the Respondents on the Practices of Faculty Association in the Protection of Employees’ Rights in terms of Redress of Grievances
Summary of the Assessments of Respondents on the Practices of Faculty Associations on the Protection of Employees’ Rights
Figure 8 shows a summary of the assessment of the respondents on the practices of faculty associations in the protection of
employees' rights. It is worth to mention that respondents have rated the organizational right as excellent with the highest weighted
mean of 4.21. On the other hand, the lowest assessment of respondents in this area was on the redress of grievances. The OMSC has
the highest assessments signifying that their faculty associations were excellent in the protection of employees' rights with a
weighted mean of 4.43, while RSU was rated as very satisfactory having the lowest weighted mean of 3.62. The overall weighted
mean of 3.95 signifies that the practices of faculty associations in the MIMAROPA Region were very satisfactory as assessed by the
respondents.
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 8 Summary of the Assessments of Respondents on the Practices of Faculty Associations on the Protection of Employees’ Rights
These results could likely happen because the organizational rights of the faculty association members were enumerated in many of
the laws made in the Philippines such as the provisions in the 1987 Constitutions which were further elaborated in EO No. 180.
Although the rating was high in this area, based on the interview and focus group discussions conducted, some problems exist in
some of the SUCs in the Region especially on the right to participate in decision making. There were SUCs in the region that don't
have a faculty regent who supposed to represent the faculty members' interest in the governing board. Consistently speaking, most
of the SUCs if not all have no representative in the Bids and Awards Committee (BAC) even as an observer. This representation is
supposed to be a balancing scheme of the association on the cross-cutting measures of the institution on their procurement process.
Despite the problems of faculty members in SUCs, it is worth to mention that faculty associations in the MIMAROPA Region never
experienced to exercise their right to concerted actions. Normally, there were no big problems which arise in violation of the
associations' right. Problems that arise between the associations and SUCs management were resolved peacefully.
Respondents’ assessments on the Practices of Faculty Association in the Advancement of Employees’ Economic Welfare
Compensation. Figure 9 shows the respondents' assessments on the practices of faculty associations in the advancement of
employees' economic welfare in terms of compensation. Data shows that faculty associations were very satisfactory in ensuring the
lawful payment of salary and wages with the highest weighted mean of 3.87. On the other hand, faculty associations were just
satisfactory in ensuring additional compensation for additional designation aside from teaching workload having the lowest
weighted mean of 3.30. Additional compensation rated was rated low or satisfactory in this area. This is a common perception of
FA members – respondents for it was observed that extra designation in the areas of extension, research, and accreditation in every
college or departments of SUCs have no additional compensation or even de-loading. It has been a practice in SUCs in the region
that exerted services during accreditations were converted to leave credits. It has also been observed by the researchers that there is
no uniform computation in the leave credit conversion as to the service of the faculty during accreditation or in preparing documents
for the said evaluation.
The Faculty Association of OMSC was excellent as assessed by the respondents with the highest weighted mean of 4.44 while RSU
assessment was just satisfactory. The overall weighted mean of 3.61 implies that faculty association practices in the advancement of
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n 1. Organizational Right
2. Security of tenure
3. Right against any form of discrimination
4. Right to participate in decision making
5. Redress of grievances
Overall Weighted Mean
International Journal of Advance Study and Research Work (2581-5997)/ Volume 3/Issue 4/April 2020
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employees' economic welfare in terms of compensation were very satisfactory. The compensation of government employee’s work
is their main economic source through salary. The lawful salary was observed in SUCs in the region as provided in the
implementation of the NBC 461 or better known as the "Prescribe Rules and Regulations Governing the Implementation of the
Revised Compensation and Position Classification Plan for Faculty Positions in SUC’s, Higher Education Institutions and Technical
Education Institutions”.
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 9 Assessment of the Respondents on the Practices of Faculty Association in the Advancement of Employees’ Economic Welfare in Terms of Compensation
Bonuses. It can be gleaned in Figure 10 the data provided by respondents on FA practices in the advancement of employees'
economic welfare in terms of bonuses. It can be noticed that faculty associations in the Region were very satisfactory in ensuring
the midyear and year-end bonus with an almost the same weighted mean of 4.22 and 4.21. While ensuring birthday bonus or cash
gift and income-generating incentives were rated fair and have the least weighted mean of 2.15 and 2.48 respectively. It was most
likely to happen because there was no data provided for the IGP incentive. Based on the focus group discussions conducted, many of
the faculty association do not have an effort to include the provision of a just sharing of the institution's income to their members in
the collective negotiation agreement. Others don't even know how much the institutions gain from the income-generating project. In
this sense, it shows that their institutions were not transparent enough to let faculty members know their financial status.
The Marinduque State College faculty association was very satisfactory as assessed by their faculty members in ensuring their
bonuses with the highest weighted mean of 3.75. Meanwhile, the Romblon State University Faculty Association was rated fair with
the lowest rating of 2.56. There were several years that the Romblon State University never received the Performance-Based Bonus
(PBB), Collective Negotiation Agreement (CNA) cash incentive, and the Income Generating Project (IGP) cash Incentive. Focus
group discussions with the key informants of Romblon State University show that CNA incentives were denied from their members
because there was no recognized negotiating unit. Their association was not even recognized to have a sit in their governing board
which supposed to lobby such incentives. Key Informant 19 argued that the faculty association should play an important role in
negotiating the IGP. He posits that it should be included in their collective negotiation agreement. The role of the administration
was also identified as a factor in the provision of the IGP. He further suggests that there should be an approved IGP manual for the
systematic sharing of the institution's income. The overall weighted mean of 3.24 signifies that faculty associations were satisfactory
in the advancement of employees’ economic welfare in terms of bonuses.
The Cash incentive management through its measures correlates employees' performance as Kassim, Anyanwu, and Anvuche
(2017) argued. In the study conducted by Miranda (2018), it found out that the IGP incentives were designed to give benefits to the
SUCs as well as their employees. It gives bigger income to everyone in the organization by way of bigger incentives, hence it helps
in improving their economic conditions. The additional income could also ease the burden of the SUC for its multifarious
expenditures to carry out its programs or functions. The income that will be generated is of great importance to the agency to help
augment the meager resources the SUC has. The Philippine government along with the NBC 572 implementation of the
Compensation and Position Classification System (CPCS) provides the procedural guidelines for the mid-year bonus, Productivity
Enhancement Incentive (PEI) and the Performance-Based Bonus (PBB).
0.00
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1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
ME
AN
1. The lawful salary and wages.
2. Lawful computation of holiday pay.
3. Overload pay.
4. Ensures allowances.
5. Travel allowance.
6. Representation allowance.
7. Additional compensation for designation.
8. Clothing allowance.
Overall Weighted Mean
International Journal of Advance Study and Research Work (2581-5997)/ Volume 3/Issue 4/April 2020
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Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 10 Assessment of the Respondents on the Practices of Faculty Association in the Advancement of Employees’ Economic Welfare in terms of Bonuses
Loans and Other Sources of Budget. Data in Figure 11 revealed the assessment of respondents on the practices of Faculty
association in the advancement of employees' economic welfare in terms of loans. It is worth mentioning that faculty associations
were very satisfied that they secure other sources of the budget such as GSIS loan got the highest weighted mean of 3.66 described
as very satisfactory. While faculty associations in the region were just satisfactory that they ensure other sources of members' budget
through institutional loans, faculty association's cooperative, local banks, and other financial institutions with the least weighted
mean of 3.21 and 3.28 respectively. Normally the other sources of budget employees come from the GSIS, PAGIBIG, and local
bank are managed by the administration through their Finance Department and defined by the CSC as non - negotiable items. It has
been one of the problems of faculty members as they have difficulties in their access to their records. In this manner, FA may
include their CNA on how union and management could provide a smooth system in the access of the records of contributions of its
member as well as deductions. On the other hand, institutional loans through its cooperative or with the association's cooperative
could provide an additional source of income or emergency budget for faculty members. As Zengele (2014) has stated that for
union's engagement in economic support for their working-class members, most of the union organized their cooperatives to have
their members gain an additional source of income in the form of dividends from investments or contributions.
The OMSC got the highest assessment with a weighted mean of 4.00 as very satisfactory while RSU, MINSCAT, PSU, and WPU
were assessed by respondents as satisfactory with a weighted mean of 2.88. 3.38, 3.10, 3.28 respectively. Based on the researchers’
observations, institutional cooperative or faculty associations' cooperative in these institutions were weak which supposed to provide
additional or emergency budget for their faculty members. The overall weighted mean of 3.44 implies that the faculty associations
were very satisfactory in the advancement of employees' economic welfare in terms of the loan and other sources of budget.
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 11 Assessment of the Respondents on the Practices of Faculty Association in the Advancement of Employees’ Economic Welfare in terms of Loans
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. Mid-year bonus
2. Year-end bonus
3. PBB
4. PEI
5. CNA cash incentives
6. Anniversary bonus
7. Birthday bonus (cash gift)
8. Income Generating Project Incentives
Overall Weighted Mean
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. GSIS loan
2. Institutional loan
3. FA Cooperative
4. Pag-IBIG
5. Local banks/financial institutions
Overall Weighted Mean
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Summary of the Assessments of Respondents on the Practices of the Faculty Associations in the Advancement of Economic
Welfare
The summary of the assessment of respondents in Figure 12 shows that faculty associations were very satisfactory in securing the
compensation of their faculty members. On the other hand, faculty associations' practices were just satisfactory in the securing
bonuses of their members. The average mean of 3.41 was an indication that faculty associations' practices were just satisfactory in
the advancement of their members' economic welfare.
The ratings on the compensation can be best explained that faculty members' compensations in state universities and colleges were
based on the lawful implementation of the Presidential Decree 985 of 1985 or the positions classification and compensation scheme
of faculty members in-state colleges universities, which was further strengthened by the National Budget Circular (NBC) 461that
provided guidelines for the qualifications for every corresponding academic rank.
The Faculty associations in the MIMAROPA Region were assessed as satisfactory. FGDs and interviews show that there was only
one (1) SUC in the region that received the Performance Base Bonus (PBB). There were also SUCs in the region that don't have a
collective negotiation agreement (CNA) cash incentives. It was also consistently observed that all of the SUCs in the region don't
have incentives from the income-generating project (IGP). Institutional cooperatives and cooperatives ran by faculty associations in
the MIMAROPA Region were still weak. These cooperatives were supposed to give additional or emergency sources of the budget
for members.
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 12 Summary of the Assessments of Respondents on the Practices of the Faculty Associations in the Advancement of Economic Welfare
Respondents’ Assessments on the Practices of Faculty Association in the Improvement of Work Terms and Conditions
Workplace Condition. As shown in Figure 13, faculty associations in the MIMAROPA region were very satisfactory in securing a
safe and peaceful working environment with the highest weighted mean of 3.65. On the other hand, satisfactory ratings were given
by the respondents as indications that faculty association was satisfactory in bargaining recreational facilities for employees,
employees lounge, and union office with the weighted mean of 3.08, 2.84, and 2.96 respectively. It can also be observed that the
OMSC faculty association has the highest assessment with a weighted mean of 3.93 described as very satisfactory. Meanwhile, the
RSU Faculty Association has the least weighted mean of 2.90 described as satisfactory. The overall weighted mean of 3.34 indicates
that the faculty association was just satisfactory in the improvement of the terms and conditions in the workplace.
During the conduct of data gathering with the state universities and colleges in the MIMAROPA region, it was observed that only
the Palawan State University (PSU) has a union office. Union offices were important for the associations where they can transact
business, or their members could reach out to their office about the organizational concern. During the conduct of in-depth
interviews, faculty unions and associations in the National Capital Region such as the Unyon ng mga Guro sa PUP (UGPUP), the
Rizal Technological University Faculty Club and the EARIST Faculty Union transact their organizational business in the office.
The provision of the Faculty Association's office in the NCR was reflected in their Collective Negotiation Agreement (CNA). On
this matter, faculty associations in the MIMAROPA Region could also include the provision of their offices together with the
provisions of recreational facilities and employees' lounge in their CNA. Executive Order No. 180 has determined these items as
negotiable items.
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. Compensation
2. Bonuses
3. Loans
Overall Weighted Mean
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Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 13 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Work Terms and Conditions in terms of Workplace
Condition
Workload. It was shown in Figure 14 the assessments of respondents on the practices of faculty associations in the MIMAROPA
Region in the improvement of employees’ work terms and conditions in terms of workload. It can be gleaned from the Figure
showing the combined assessments of respondents, that the highest rating having a weighted mean of 3.55 was an indication that
faculty associations in the region were very satisfactory in ensuring the de-loading of studying faculty members. On the other hand,
faculty association was just satisfactory on ensuring the justified rest hour per day, justified number of teaching preparations,
justified number of students per session, and the overload hours/units with a weighted means of 3.30, 3.30, 3.27 and 3.38
respectively.
It can also be observed that aside from the faculty associations of Occidental Mindoro State College and Marinduque State College
which were rated as very satisfactory, the rest of the institutions in the regions were assessed as satisfactory. The overall weighted
mean of 3.39 signifies that faculty associations in the MIMAROPA Region were satisfactory in the improvement of working terms
and conditions of employees as to workload. It was a common problem in SUCs in the region that faculty members have an average
student of 40 – 50 per session as indicated in Table 3. Based on the group discussions that were conducted in many SUCs in the
region, having several students of more than the standard of 25 – 35 students per classroom is due to the student population per
program. It is observed that because there were few enrollees per program (course) only a few sections or blocks were formed
which resulted in an oversized class. This problem was also because some of the faculty members were obliged to have more than
four subject preparations which were higher than the institutional standards. This analysis was the same as the result in the study
conducted by Dadulo et al. (2010), wherein they found - out that there were some problems in the conditions of teachers in the
Philippines. They concluded that there were no uniform assignments of teaching load among them.
From the management side, as to the researchers’ interview, key informant 19 states that reducing the class size will demand
additional needs for classrooms and faculty members which could affect the funding of the SUCs in the region. As provided in EO
No. 180, the distribution of workload is part of negotiable items where faculty association can do something for the improvement of
their members' working conditions.
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. Well lighted workplace
2. Well ventilation
3. Chemical hazard-free Workplace
4. Safe/peaceful working environment
5. Potable water
6. Safe from noise pollution
7. Recreational facilities for employees
8. Employees lounge
9. Union office
Overall Weighted Mean
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Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 14 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Work Terms and Conditions in terms of Workload
Health Benefits. Data provided by the respondents on their assessment of the faculty association's practices in the advancement of
economic welfare in terms of health benefits as shown in Figure 15. It can be observed that faculty associations were very
satisfactory in securing the PhilHealth contributions (WM = 3.88) and in initiating contributions for medications of members (WM =
3.43). On the other hand, as assessed by respondents, faculty associations in the region were just satisfactory in bargaining medical
allowance (WM = 3.21), allocating budget for the medication of members’ family (WM = 3.07), conducting medical and health
counseling for members (WM = 3.14), and in bargaining institutional health services in the workplace (WM = 3.20).
Results on securing PhilHealth contribution might likely to happen because there is a standard manner of deduction from the
monthly salary of faculty members and were facilitated by the SUCs' administration office. PhilHealth only covers the government
aid in the hospitalization of government employees, and it is declared in the CSC primer that addition hospitalization (confined
patient) is not a negotiable item of the CNA, the faculty association could bargain to their respective SUC management the provision
of an annual check-up or an institutional aid for outpatients as stated in EO No. 180, Rule XII, Section 2, Paragraph K.
The lower ratings on the allocation for the medication of the member’s family might be a result of the low contributions of members
for sick aid and medication as indicated in Table 1. During the conduct of data gathering across SUCs in the Region, it was
observed that there was no other health aid provided for faculty members aside from the PhilHealth and contributions of members
for the health and medical aid for the members and their families. As to the benchmark in the universities and colleges in NCR such
as the Polytechnic University of the Philippines, there was a clear provision of health incentives based on their CNA.
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 15 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Employees’ Work Terms and Condition in Terms of Health
Benefit
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. The faculty association ensures the observance
of regular teaching load
2. Justified rest hour per day
3. Lawful rest days
4. Justified number of teaching Preparations
5. Justified number of students per session
6. Overload hours/units
7. Unloading/de-loading for employees with other
designation
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. Securing the Phil Health contribution.
2. Bargains medical allowance.
3. Initiate contribution to the medication of
members.
4. Allocating budget for the medication of
members family
5. Conducting medical/ health counseling for
members
6. Bargaining institutional health services in the
workplace
Overall Weighted Mean
International Journal of Advance Study and Research Work (2581-5997)/ Volume 3/Issue 4/April 2020
29
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Leave Benefits. In terms of the assessments of respondents on the faculty associations' practices in the advancement of employees'
welfare as to leave benefits, it was shown that faculty associations in the MIMAROPA Region were very satisfactory in ensuring the
implementation of maternal leave of their women members with the highest weighted mean of 3.97. On the other hand, the lowest
rating of 3.21 was an indication that faculty associations were just satisfactory in ensuring the birthday leave of their members.
Occidental Mindoro State College was assessed as excellent by the respondents with a weighted mean of 4.52 while Romblon State
University got the least rating of 3.41 described as very satisfactory. The overall weighted mean of 3.77 implies that faculty
associations in the region were very satisfactory in the improvement of work terms and conditions in terms of leave benefits.
Labor Code of the Philippines Title III, Chapter 1, Article 133 provides that every employer shall grant to any pregnant woman
employee who has rendered an accumulated service of at least six months for the last 12 months, maternity leave of at least two
weeks before the expected delivery date and another four weeks after normal delivery or abortion, with full pay based on her usual
or average weekly wages. Maternity leave enables women to balance the fulfillment of their maternal functions and the performance
of their work responsibilities. A longer period of maternity leave will also give women sufficient time to rest, recuperate, and regain
their full health. It provides an opportunity for every woman to exclusively breastfeed her baby for a longer period and develops
mother-infant bonding (Philippine Commission on Women).
Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 16 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Work Terms and Conditions in terms of Leave Benefits
Personal and Professional Development. As to the assessment of respondents on the practices of faculty associations in the
improvement of work terms and conditions in terms of professional and personal development, data shows that the highest rating
was an indication that faculty associations were very satisfied that they secure the equal chance in promotions of members. On the
other hand, they were rated satisfactory as indications that faculty associations bargain for the scholarship grant to study abroad
(WM=3.26), securing equal chance in training and seminar within the country (WM=3.38), bargains for retirement counseling
(WM=3.27), and in ensuring spiritual and moral counseling for their members (WM=3.23). The OMSC Faculty Association was
assessed as very satisfactory and got the highest rating (WM=4.15), while MINSCAT was assessed as just satisfactory and got the
lowest assessment with a weighted mean of 2.94. The overall weighted mean of 3.43 implies that faculty associations in the region
were very satisfactory in the improvement of work terms and conditions in terms of personal and professional development.
Promotions in state universities and colleges are governed by the standard set by the NBC 461 issued by the Department of Budget
and Management (1998), with the purpose to establish and prescribe rules and regulations in the implementation of the Revised
Compensation and Position Classification Plan for faculty positions in SUC's, Higher Education Institutions (HEI's) and Technical
Education Institutions (TEIs) per the modified Common Criteria for Evaluation (CCE) of faculty positions. It is worth mentioning
that SUCs in the region have programs in faculty development as to their policy on scholarship grants within or outside the
institution. But it was only very minimal those who availed this grant studying abroad.
It was observed that none among the SUCs in the region have spiritual moral, and retirement counseling for their faculty members.
Guidance counseling in SUCs was only categorized as student service. In this manner, it can be included in their CNA because as
stipulated in Rule XII par. l of the EO No. 180 that recreational, social, athletic, and cultural activities and facilities were part of
negotiable items.
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. Maternal Leave
2. Paternal Leave
3. Birthday Leave
4. Sick Leave
5. Study Leave
6. Lawful Computation of Leave Credits
7. Monetization of Leave Credits
Overall Weighted Mean
International Journal of Advance Study and Research Work (2581-5997)/ Volume 3/Issue 4/April 2020
30
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Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 17 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Work Terms and Conditions in Terms of Professional and
Personal Development
Summary of the Assessment of Respondents on the Practices of Faculty Associations in the Improvement of Work Terms
and Conditions
The summary data of the assessments on the practices of faculty associations in the improvement of work terms and conditions are
the following: It shows that faculty associations in the MIMAROPA Region were very satisfactory in ensuring the leave benefits
and in the professional and personal development with a weighted mean of 3.77 and 343 respectively. On the other hand, they were
assessed as satisfactory in ensuring the workplace condition, workload, and health benefits with a weighted mean of 3.34, 3.39, and
3.32 respectively. The Faculty Association of OMSC was assessed by their members as Excellent (WM=4.20), while Faculty
Associations of MSC (WM=3.58) and WPU (WM=3.43) were assessed as very satisfactory. On the other hand, MINSCAT
(WM=3.14), PSU (WM=3.22), and RSU (WM=3.13) were just satisfactory. The overall weighted mean of 3.45 implies that
practices of faculty associations in the MIMAROPA Region were very satisfactory in the improvement of employees' work terms
and conditions.
The rating of being just satisfactory of faculty associations in the workplace conditions was due to the indications that the provisions
of SUCs in the region for recreational facilities, employees' lounge, and union office were very minimal. The CNA was an effective
instrument of the faculty members in ensuring a safe and conducive workplace. Another highlighted problem observed based on the
focus group discussions and interviews conducted concerning work conditions of faculty associations in the region were on their
problem in the teaching load, teaching preparations, and the number of students they are handling per classroom.
There were also problems among faculty members in their workloads as to the number of subjects or units, number of subject
preparations, and the number of students per session which were beyond the standards set by their governing board and by the
Commission on Higher Education as well. The satisfactory ratings of faculty associations in the region can be interpreted because of
their weak practices in allocating budget for the medication of the members’ family, health counseling, and in bargaining
institutional health services in the workplace.
0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
1. FA secure the equal chance in promotion of
members
2. The FA ensures faculty development
unit/office
3. Bargains for the scholarship grant to study
within the institution
4. Scholarship grant to study outside the
institution (within the country)
5. Scholarship grant to study abroad
6. FA secures equal chance in training and
seminars within the institution
7. FA secures equal chance in training and
seminar within the country
International Journal of Advance Study and Research Work (2581-5997)/ Volume 3/Issue 4/April 2020
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Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)
Fig. 18 Summary of the Assessment of Respondents on the Practices of Faculty Associations in the Improvement of Work Terms and Conditions
Conclusion
Basing on the data gathered, it is safe to conclude that among the six (6) faculty associations in State Universities and Colleges in
the MIMAROPA region, five were registered and accredited except one which failed to renew their registration and accreditation.
Half of them have a registered Collective Negotiation Agreement (CNA). Faculty Associations were all affiliated to the non-
teaching association, which commonly in the formation of faculty and employee associations or FEA's. CNA is the most important
arm of faculty unions in protecting their rights and welfare, so the FA needs to have a registered negotiation process. A good CNA
can be a good instrument for peaceful resolution of the conflict between employees and management.
Only two of SUCs in the region have CNA cash incentives. The majority of faculty in the MIMAROPA Region have a regular load
of 21 as to their institutional policy but there were faculty members in the Region that have more than 21 units teaching load. The
majority of faculty have an average of 40 students. The number of teaching units was lessened to the faculty with the designation or
having an administrative function such as program chair (12-15), Deans and directors (6-9), and the vice presidents of SUC’s. It was
also a common practice among SUCs to deload 3 units on faculty members with approved research and Extension. Study leave was
given to faculty studying or finishing their studies. Except on one SUC which only gives a 1 year zero unit. It is worth to mention
that there is no health care provided in the faculty member except on the PhilHealth insurance of members. In terms of faculty
development, only two SUCs provide a monthly allowance for faculty members studying in their respective institutions, while only
one provides a tuition fee subsidy for faculty studying in their institution. Palawan State University (PSU) has the highest amount of
dissertation allowance for faculty studying outside their institution. Tuition fees of faculty with institutional grants were paid by their
respective SUCs. Some SUCs provides transportation allowance per semester.
Faculty Associations in the region were very satisfactory in the protection of employee's rights as to the member's right to
organization, the security of tenure, protection against any form of discrimination, representation in the governing board, and on the
redress of grievances. Also, FAs in the region were very satisfactory concerning the advancement of employee’s economic welfare
in terms of compensation, while only satisfactory in terms of bonuses, and loans, and other sources of budget.
Lastly, FAs in the MIMAROPA Region were satisfactory in the advancement of employee’s work terms and conditions in terms of
improving their workplace condition, workloads, health benefits, and concerning personal and professional development. On the
other hand, FAs were very satisfactory in terms of leave benefits.
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0.00
0.50
1.00
1.50
2.00
2.50
3.00
3.50
4.00
4.50
5.00
MSC MINSCAT OMSC PSU RSU WPU WM
Mea
n
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Overall Weighted Mean
International Journal of Advance Study and Research Work (2581-5997)/ Volume 3/Issue 4/April 2020
32
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