C. SELECTION POLICIES

ANALYSIS

1. Describe the institution's policies on faculty selection. (Or indicate where this information can be found.)

Faculty recruitment in the College of Nursing is performed primarily by the Dean, the Human Resource Department, the Vice President for Academic Affairs, and the President. Potential faculty submits the necessary documents/ requirements; while the Dean performs the necessary screening. These will be used as basis for hiring and ranking.

In general, the criteria for hiring include an evaluation of the teaching performance, research competency, and participation in professional organizations, educational attainment, values, and health.

Details of the hiring process are described in the Faculty Manual Chapter II Section 1 Policy, Section 2 Recruitment and Selection, and Section III Hiring (pages 7-9); Faculty Ranking Computation Sheet; Administrative Manual Chapter IV University Policies (pages 17-19).

2. Faculty selection gives due consideration to the following:

(E) a. Academic qualifications(E) b. Passing board examination where applicable(S) c. Professional experience(S) d. Competence in the field of specialization(E) e. Competence in communication(E) f. Teaching ability (L) g. Research output (S) h. Social awareness and concern(S) i. Personality/character(E) j. Health

Details of the faculty qualifications for selection are described in Exhibit II C-2 Folder 1 Faculty Profile Administration, Folder 2 Faculty Profile Full- Time, Folder 3 Faculty Profile Part- Time, and Folder 4 Faculty Profile Built- in.

3. The selection process is participated in by: (check)

(/) a. the president(/) b. the dean( ) c. department heads(X) d. area chairpersons(X) e. faculty members( ) f. others (specify)VPAA

The hiring procedure for faculty stated in the Faculty Manual Chapter II Section III Hiring (page 8 & 9) and Exhibit II C-2 Folder 2 Faculty Profile Full- Time and Folder 3 Faculty Profile Part- Time discusses the people involved in the hiring process.

4. The process of selection includes: (check)

(/) a. demonstration lessons(/) b. interview(/) c. confidential inquiries regarding

qualifications of applicant(/) d. others (specify) PASSED THE PSYCHOLOGICAL EXAM and

Medical Examinations

Details on the process of faculty selection are discussed in Faculty Manual, Chapter II Section 1 Policy (p.7), Section 2 Recruitment & Selection (pp.7-8), and Section 3 Hiring (pp.8-9).

Data supporting the selection process can be seen in Exhibit II C-2 Folder 2 Faculty Profile Full- Time and Folder 3 Faculty Profile Part- Time.

(/) 5. The contract clearly specifies the terms of appointment /employment. Please see Faculty Manual (p.10)

A hiring contract states the terms and conditions of hiring. These include acceptance of the provisions in the Faculty Manual and University policies. In addition, the contract also includes the agreed salary and its period of validity. A sample contract is shown in Exhibit II C-2 Folder 1 Faculty Profile Administration, Folder 2 Faculty Profile Full- Time, Folder 3 and Faculty Profile Part- Time. Furthermore, a faculty member is issued a copy of the manual upon hiring and every renewal of the

contract.

6. The final decision on appointment is made by The President.

As stated in the Faculty Manual Chapter 2 Section 3 Hiring (p.8) ,it is the policy of the University that only the President can officially hire/ employ or terminate the services of any type of employee whether temporary, probationary, or permanent with just cause.

Appointment to a teaching position is made by the President upon the recommendation of the Vice President for Academic Affairs and the Dean of the College. (Faculty Manual Chapter 2 Section 3 Appointment (pp. 9-10).

EVALUATION

(5) On the basis of the above analysis for C. Selection Policies, rate the policies and procedures for faculty selection.

COMMENTS

The criteria for hiring faculty are clearly stated in the Faculty Manual and the Administrative Manual Chapter V Policy Number HR-02 (Faculty Appointment & Promotion pp.60-63).

D. RANKING AND PROMOTION

ANALYSIS

1. Describe the ranking system used by the college. (Attach a copy or indicate where this can be found.)

Provisions for Faculty Classification and Ranking are discussed in Administrative Manual Policy Number ADM- 02(Faculty Classification and Ranking pp.24- 26). The policy ensures fair and equitable ranking of faculty members.

2. Describe the promotion system and the frequency of the promotion process. (Attach a copy or indicate where this can be found).

Administrative Manual Policy Number HR- 02 (Faculty Appointment and Promotion, pp. 60- 63) provides a comprehensive set of policies dealing with the relationship between the University and its faculty. It specifies the type of faculty appointment, regulations for faculty appointment and promotion in academic ranks. It also provides for the reassignment of faculty in case of reorganization of the University or changes in its scholarly direction and for discipline when a faculty member fails to meet prescribed standards of performance. This policy ensures that considerations of academic quality will be the basis for academic personnel decisions, and thus provides the foundation for academic excellence.

As stipulated in Administrative Manual Policy Number HR-02 (Faculty Appointment and Promotion 5.12; 5.14 pp. 62-63), there is no rigid schedule for promotion, although a minimum number of years in rank or at least one (1) year before promotion is ordinarily expected. Eligibility for promotion is open to all faculty members with regular or term appointments. Furthermore, a faculty member may be promoted to the next higher rank if the qualifications and experience requirements for that rank are met and the performance evaluations for the preceding two consecutive semesters are at least satisfactory.

3. The criteria for ranking and promotion include the following:

( ) a. Teaching ability( ) b. Research and publications( ) c. Special services to the college and/or department( ) d. Further educational attainment( ) e. Community involvement( ) f. Commitment to College's purposes and objectives( ) g. Periodic clinical skills training

The detailed criteria that serve as basis for promotion are stated in the Faculty Manual Chapter 2 Section 7 (Promotion, p. 12), Administrative Manual Policy Number ADM- 02 (Faculty Classification and Ranking, pp. 24-26), Administrative Manual Policy Number HR- 02 (5.10- 5.16 pp. 62-63), and Administrative Manual Policy Number HR- 03 (Faculty Performance Evaluation, pp. 64- 69. Evidences can be found in Exhibit II C-2 Faculty Profile Folder 2 Full- Time and Folder 3 Part- Time.

4. The following participate in the determination of ranks and promotions: (check)

( / ) a. Dean ( / ) b. Chairperson of department( / ) c. area chairpersons( ) d. Other faculty members( / ) e. Others (specify) President and VPAA

As stipulated in the Administrative Manual Policy Number HR- 02 (Faculty Appointment and Promotion 5.15, p. 63), final decisions on promotion and tenure are made by the President, but the primary responsibility for evaluating the faculty’s performance and qualification and experience to recommend promotion and tenure actions rests with the supervising Dean of the college. The Dean or designee in consultation with the faculty will normally initiate the faculty’s review for promotion and tenure. The faculty, however, always has the right to initiate the review even after the first semester of the academic year.

( ) 5. The length of the probationary period is adequate.

Administrative Manual Policy Number HR-02 (Faculty Appointment and Promotion 5.4, page 61) a faculty member on probationary full time appointment is entitled to consideration for permanency after serving for three (3) academic years at required workload. The maximum period of probationary service of a faculty member considered for permanent status is normally three (3) consecutive academic years. However, it does not prevent the granting of permanent status prior to the expiration of the maximum period of probationary service and neither does it prevent a decision to terminate an appointee’s probation prior to the end of the appointee’s maximum probationary service, if timely notice is given.

6. Describe the procedures for termination of employment.

In case of termination, a probationary appointment is notified not later than two months (60 days) before the end of the semester. Administrative Manual Policy Number HR-02 (Faculty Appointment and Promotion, page 62)

Procedures for termination of employment are discussed in Administrative Manual Policy Number ADM- 10 (Grievance Policy and Procedure, pages 47-50, and Faculty Manual Part 3 Chapter 1 University Code of Discipline (Section 3 Grievance Procedure, page 38- 49).

7. Describe the procedure followed in the dismissal of a faculty member, including due process.

No employee shall be denied due process, dismissed, suspended, demoted or sanctioned with disciplinary action without just, lawful and valid cause. Process of termination is stipulated in Administrative Manual Policy Number ADM- 10 (Grievance Policy and Procedure, pages 47-50), and Faculty Manual Part 3 Chapter 1 University Code of Discipline (Section 3 Grievance Procedure, page 38- 49).

EVALUATION

On the basis of the above analysis for D. Ranking and Promotion, rate the following:

( 5 ) a. Ranking system

( 4 ) b. Procedure for promotion

( 3 ) c. Termination procedure( 4 ) d. Dismissal procedure

COMMENTS

Provision for the ranking and promotion as well as the termination and dismissal procedure are moderately adequate.

E. TEACHING ASSIGNMENT

ANALYSIS

1. Describe the process of determining teaching assignments. (Or indicate where this information can be found.)

As stated in the Administrative Manual Policy No. HR-01 (Faculty Workload and Assignment p. 57), the Dean with the Program Director are responsible for assigning a faculty member’s teaching load, and assuring service contributions to the College of Nursing. However, final responsibility resides with the Dean.

Other details on Assignment of Subjects to Faculty Members are discussed in Faculty Manual Chapter 1 Section 1 (page 26).

2. Give the regular/normal teaching load for full-timers: 24 units/wk

However, the College of Nursing is given additional 6-9 units which can be considered as overload under Administrative Manual, Policy Number HR-01 (Faculty Workload and Assignment 5.8 p.58) and as supported by the Ched Memorandum Order #14 Series of 2009.

3. Give the number and % of:

NO. OF FACULTY Total Number of Units Taught

Percent

FULL-TIME 185 78%

PART-TIME 52 22%

NO. OF FACULTY WITH Total Number of Units Taught

Percent

Doctorate 30 13%

Master's 207 87%

Bachelor's 0

(S ) 4. The members of the faculty are given teaching assignments only in the field of their major or minor lines of specialization.

Members of the faculty are given teaching loads that are in line with their specialization. A list of faculty members together with their academic degrees and specialization can be seen in Loading (Academic) Exhibit II E-4.1 and Loading (RLE) Exhibit II E-4.1;and Exhibit II C-2 Faculty Profile Folder 2 Full- Time and Folder 3 Part- Time.

( ) 5. Class schedules are conducive to efficient teaching.

Administrative Manual Policy Number ADM- 01 (Class Scheduling and Room Assignment pages 21 to 23) presents the University’s standard on class hours, days, shifts and other related information that will guide administrators in scheduling classes.

This policy is primarily focused on scheduling of Lecture Classes which represents the bulk of room use and is common among colleges.

6. Encouragement and provision are made for extra class responsibilities:

(S ) a. committee work(E ) b. student consultation Consultation Logbook (E ) c. advisorship (S ) d. research Thesis Advising ( ) e. seminars

f. others (specify) Learning Assistance Sessions

Data supporting the existence and implementation of provision for extra class responsibilities can be seen in Exhibit II E.6-e Seminar and Exhibit II E.6-f Learning Assistance Session Forms.

EVALUATION

On the basis of the above analysis for E. Teaching Assignment, rate the following:

( ) a. System for assigning teaching load

( ) b. Scheduling

( ) c. Provision for extra class responsibilities

COMMENTS:

System for assigning teaching loads and assignments is moderately extensive and functioning well.

The Provision for extra class responsibilities are limited in extent but are functioning well.

F. RESEARCH AND COMMUNITY SERVICE

ANALYSIS

1. There is adequate support for research and publicationThe University supports research and publication.

Evidences: Student Monitoring Handbook (Memorandum of Agreement)( ) 2. Faculty members conduct research and publish products of

their research.Evidences: Student Monitoring Handbook (Memorandum of

Agreement)3. The faculty publishes a research journalPlease refer to Exhibit II F.3 Research Journal

4. Community involvement of faculty member is seen in:a. relating/ integrating community needs in subject matterb. researchc. participation in community projectsd. others (specify) _____________

Please refer to Exhibit II- F.4-c Community Extension Services

EVALUATION:On the basis of the above analysis for F. Research and

Community Service, rate the following:a. Research outputsb. Community involvement

COMMENTS

Provisions for Research and Community Service are limited but currently in the process of stenghtening and development.

G. PERFORMANCE EVALUATION

ANALYSIS

1. Teaching competence can be seen in:

a. Implementation of course objectives as given in syllabi

The University has made moves to fully integrate the learner- centered pedagogy and Nationalian guiding principles. As of this, the College syllabi follows the prescribed format of integrating

Please see: Exhibit II G.1-a Syllabus and Exhibit II G.1-a.1 Clinical Focus

b. Mastery of subject matter

Please see Administrative Manual Policy Number HR- 03 (Faculty Performance Evaluation pp-64-69) and Standard Performance Evaluation System of Faculty

c. Preparation for classes

Please refer to Standard Performance Evaluation System of Faculty supported by Exhibit II G.1-a Syllabus, Exhibit II G.1-a.1 Clinical Focus, and Administrative Manual Policy Number HR- 03 (Faculty Performance Evaluation pp-64-69).

d. Relevance of subject matter to current issues

Please see: Exhibit II G.1-d Learning Feedback Journal

Learning Feedback Journal presents the students’ self- evaluation and/ or detailed narration of their performance during the clinical exposure. It will serve as a guide for the students in assessing their strengths and weaknesses; capabilities and limitations; as well as in acquiring an extensive awareness relating the relevance of their knowledge, skills, attitude, values, and current issues to their subject matter and/ or clinical area of exposure.

e. Use of library resources

Please refer to Exhibit II G.1-e Library Records

f. Student evaluation

Please refer to Exhibit II G.1-b Teachers Performance Evaluation (Students’ Evaluation) and Exhibit II G.1-b.1 Clinical Exposure Evaluation Tool.

g. Professional involvement and updating

Please see Exhibit II G.1-g Faculty Development Programs (Continuing Training Programs)

h. Attitudes and values

Please see Exhibit II G.1-h Attendance/ Values/ Attitude Evaluation Tool

i. Compliance with administrative requirements

Administrative requirements like faculty attendance, faculty, and timely submission of grades can be seen through the Registrar’s records and are considered by the Dean and VPAA for rehiring and promotion.

Please refer to Administrative Manual Policy Number HR-03 (Faculty Performance Evaluation p.65), Exhibit Standard Performance Evaluation System for Faculty, and Exhibit II G.1-i Transmitted Grades per Academic Year.

EVALUATION

On the basis of the above analysis for G. Performance Evaluation, rate the following:

( ) a. Teaching Performance

( ) b. Attitudes and Values

( ) c. Compliance with Administrative requirements

COMMENTS

The performance appraisal of faculty is conducted every semester and is derived with the Standard Performance Evaluation System for Faculty (SPES- Faculty). This performance review and evaluation is discussed with the concerned faculty and shall be a basis for promotion, retention, and salary adjustment.

H. FACULTY DEVELOPMENT

ANALYSIS

1. Describe the Faculty Development Program over the last three years.

The College of Nursing based its Faculty Development Programs on the Five- Year Strategic Development Plan of the President’s Council

The National University College of Nursing Faculty Development Program is administered by the Dean. The University through the Office of the President and the Vice President for Academic Affairs helps in arranging for grants. Grants are normally limited to full- timers, typically for attendance at conferences, seminars, and workshops, study grants in terms of tuition waivers/ discounts, master and doctoral study grants, training grants, and funding for membership fees in professional organizations.

Please see Exhibit II H.1 Faculty Development Plan (Workshop) Folder 1 & 2, Exhibit II H.1.1 Budget, and Faculty Manual Chapter 3 Development Programs (Section 1 Faculty Development Program page 34).

2. The orientation program includes:

( ) a. an explanation and discussion of the school's mission statement and philosophy;

( ) b. an explanation of the overall policies of the institution.

The office of the Human Resource Department conducts the orientation program for new faculty members. The program introduces the distinct features of the Nationalian community as well as basic policies and procedures.

Please see Exhibit II H.2 Orientation Program

3. The Faculty Development Program is formulated/ implemented by _______DEAN__.

4. In-service training of faculty members takes the form of: ( ) a. seminars

Please see Exhibit II G.1-g Seminars, Exhibit II C.2 Folder 2 Faculty Profile Full- Time, and Folder 3 Part- Time

( ) b. workshops

Please see Exhibit II H.1 Folder 1 & 2 Faculty Development Plan (Workshop)

( ) c. colloquia

Please see Exhibit II H.4-c Colloquia

( ) d. clinical skills training

The full- time faculty members attend clinical training programs for enhancement of clinical skills and competencies towards the development of intellectual, personal, and professional growth.

Please see Exhibit II H.4-d Faculty Clinical Skills Enhancement.

(E ) 5. The institution supports faculty participation in seminars and workshops outside the school.

Please see Exhibit II G.1-g Faculty Development Program (Continuing Training Program)

6. There are grants available to the faculty for:

(E ) a. scholarships and fellowships

Some faculty members are able to take their master’s and/ or doctorate degrees under a scholarship program through the University.

Please see Exhibit II H.6-a.

(E ) b. research

( ) c. others publication

Please see Student Monitoring Handbook

(E ) 7. The institution encourages membership of faculty in professional organizations.

Please see Exhibit II C.2 Folder 1 Administration, Folder Full Time, Folder 3 Part Time

(E ) 8. Faculty and committee meetings are well attended.

Please see Exhibit II H.8 Minutes of the Meetings

(E ) 9. There is an item in the budget for faculty development.

Please refer to Exhibit II H.1.1 Budget

EVALUATION

On the basis of the above analysis for G. Faculty Development, rate the following:

(5 ) a. Orientation program

(5 ) b. In-service training

(4 ) c. Formal study opportunities

(5 ) d. Participation in professional organizations, seminars and meetings

(5 ) e. Institutional support

COMMENTS

There is an existing faculty development program. Faculty members are strongly encouraged and supported to pursue masteral

and doctoral degrees. There is no program however, to support faculty research.

I. FACULTY RELATIONSHIPS

ANALYSIS

With Fellow Faculty Members

( S ) 1. The faculty observe a Code of Ethics.

Faculty are expected to adhere to the Code of Ethics as stated in the Faculty Manual Chapter 5 (Code of Ethics pp. 24- 25.

( S ) 2. There is a faculty association.

NUTEA (National University Teachers- Employee Association)

3. The faculty association

( S ) a. provides for the personal and professional growth of its members

The faculty association organizes an activity that is focused on health and well- being of the faculty and staff such as Annual Summer Excursions.

( E ) b. promotes faculty welfare Issues and concerns within and among the faculty members are

being addressed through the initiative of the faculty association.

(S ) 4. There are interdisciplinary/intercollege faculty discussions.

Please refer to Exhibit II I.4 Departmental Meeting (Academic Council Meeting).

With Administration

1. The faculty are involved in

( E ) a. the formulation/revision of the institution's purposes and objectives

Please refer to Exhibit II I.4 Departmental Meeting (Academic Council Meeting).

( E ) b. policy-making

Please refer to Exhibit II I.4 Departmental Meeting (Academic Council Meeting).

( E ) 2. Academic committees include faculty members.

( S ) 3. Communication lines between administration and faculty are open.

The communication line between faculty and administration (President, VPAA, Dean) within each department is very open and perceived as a peer to peer dialogue rather than hierarchical, i.e. director to subordinate.

( S ) 4. The principle of academic freedom to which the institution subscribes is clear to the faculty.

( S ) 5. There is a provision for a grievance committee.

Faculty Manual Part 3 Chapter 1 (University Code of Discipline pp. 37- 48)and Administrative Manual Policy Number ADM- 01 (Grievance Policy and Procedure pp. 47- 50) discuss the procedure for grievance covering Faculty- Student, Faculty- Faculty, Faculty- Administrator conflicts. The section details the principle, policy statement, guidelines, procedure, due process, offenses and their corresponding sanctions.

( E ) 6. There are opportunities for faculty-administration dialogues.

There are general assemblies that serve as opportunites for faculty- administration dialogues.

Please see Exhibit II H.2 Orientation Program (Human

Resource Department)

With Students

( E ) 1. Faculty members are responsive to students' needs.

Please see Consultation Logbook, Schedule of Consultation Hours and Exhibit II I.2 Homeroom Meetings and Exhibit II I.4 Dialogue with the Dean.

( E ) 2. Faculty members are available for academic advising and consultation.

Each faculty is made available for students’ consultation. Schedule for consultation hours are posted in the bulletin board for students’ reference.

Homeroom meetings are also being conducted every end of each term to channel students’ issues and concerns and to provide opportunities for plausible solutions.

Please see Consultation Logbook, Schedule of Consultation Hours and Exhibit II I.2 Homeroom Meetings.

In addition, Administrative Manual Policy Number HR- 01 (Faculty Workload and Assignment 5.5 page 58) states that each full- time faculty member has a balance of 16 hours per week representing non- teaching hours that are spent in course and instructional preparation, student consultation, and advising, services involving academic and administrative committee meetings, and research.

( S ) 3. The faculty participate in co-curricular/extra- curricular activities.

Faculty participation in co and extra- curricular activities include student advising and mentoring; involvement in learning assistance sessions and research consultations; participation in Nurses Day, Students’ Christmas Party, University Day, Research Presentations, Educational Field Trips and Outreach Programs.

Please see Exhibit II H.4-c Colloquia, Exhibit II I.3 Faculty Relationship with the Students, Exhibit II E.6-d Learning Assistance Sessions.

( ) 4. The faculty respond positively to grievances expressed by students.

There is an assigned adviser for each year level. Each adviser conducts a homeroom meeting with the students every end of each term to address students’ issues and concerns. Faculty members are also made available for students’ advising during consultation hours.

Furthermore, all students are given the opportunity to have a dialogue with the Dean every midterm and final aside from the open- consultation privileges that they have.

Please see Exhibit II I.2 Homeroom Meetings and Exhibit II I.4 Dialogue with the Dean.

( S ) 5. There is an atmosphere of accessibility of faculty to students.

It is ensured to students that they have the opportunity to talk with the faculty face- to- face especially during consultation hours. Alternatively, various means of communication (cellular phone, e-mail, Facebook), ensure accessibility.

Please see Consultation Logbook, Schedule of Consultation Hours.

With the other sectors of the school community

( ) 1. Faculty members have healthy relationships with the non- academic personnel.

There is an atmosphere of cordiality, camaraderie, respect and appreciation between faculty and staff. Please refer to Exhibit II I.3 Pictures from Christmas Party, University Day, and Foundation Day.

( ) 2. Faculty members participate in school projects and services.

Faculty of the college participate in the mini- olympics, community outreach program (e.g health teachings, livelihood projects, cooking demonstrations, provisions of Ovi Trap for dengue prevention), medical missions and donation for various calamity victims.

Exhibit II I.2 Faculty Relationship With the other Sectors of the School Community

EVALUATION

On the basis of the above analysis for H. Faculty Relationships, rate the following:

( 5 ) a. relationships with fellow faculty members

( 5 ) b. relationships with administration

( 5 ) c. relationships with students

( 5 ) d. relationships with other sectors of the school community

COMMENTS

Faculty welfare and professional growth are addressed in the Faculty General Assembly and Academic Council Meetings where the Vice President for Academic Affairs meets with the faculty for any grievances, request for seminars, other benefits, and privileges.

Likewise, students are given the opportunities to channel their concerns and issues with the Dean and faculty members during homeroom meetings and Dialogue with the Dean.

Provisions for relationships with fellow faculty members, administration, students, are moderately extensive and functioning well. However, faculty relationship with other sectors of the school community is limited.

I. SALARIES AND FRINGE BENEFITSANALYSIS

1. Number of full-time faculty members who are paid:

PER MONTH FOR 10 MONTHS FOR 11 MONTHS FOR 12 MONTHS

BELOW P 8,000

8,001 – 10,000 N/A N/A 0

10,001 –12,000 0

12,001-14,000 0

14,001-16,000 0

16,001-18,000 0

18,001-20,000 0

20,001 and above

6

Note: Where faculty members are freely contributing their services (e.g. religious), the number of such faculty members and the value of their services in pesos should be given in a separate exhibit.

2. Number of full-time and part-time faculty members who are paid

RATE PER HOURLECTURE LABORATORY

FULL-TIME PART-TIME FULL-TIME PART-TIME

Php 250- 299 1

Php 300-350 5 3

Php 351-400 N/A

Php 401-450

Php 451- above

3. Describe the salary policy; e.g. payment per rank, period of payment for summer work, deductions, extra compensation for other assignments, etc.(Provide a copy of the salary scale and summer work deductions.)

The National University ensures accurate determination and prompt disbursement of salaries and wages. For salary policy, please see Faculty Manual Chapter 3 (Salary and Wage Administration pp.13-16).

4. Describe provisions for leaves (or attach copy as exhibit).

a. vacation leaveb. study leavec. sabbaticald. service leavee. sick leavef. others (specify)

Full- time faculty are entitled to various leaves as seen in Faculty Manual Chapter 4 (Faculty Benefits and Privileges pp. 17- 21) and Administrative Manual Policy Number Hr- 04 (Time and Attendance 5.11 page 72).

5. Describe the provisions for retirement and separation. Indicate the amount and terms of retirement/separation benefits.

As seen in the Faculty Manual Chapter 4 Faculty Benefits and Privileges, Section 2 Government Mandated Benefits (Retirement Benefits p. 18), the University shall pay regular faculty and employees a retirement cash benefit equivalent to 22.5 days per year of service computed on the employee’s last salary rate, provided that: a) they have served the University for at least five (5) continuous years on a full time basis; and b) they have reached sixty (60) years of age.

6. The faculty enjoy the following benefits:

( ) a. medical/hospital( ) b. maternity( ) c. tuition discounts for children( ) d. educational benefit ( ) e. others (specify) Longevity pay, Bereavement Benefit,

SSS benefits, PHILHEALTH Coverage, Pag- Ibig Fund Coverage, Employer’s Compensation Program, Government Mandated Benefits (Paternity Leave, 13 th

Month Pay, Retirement benefits),Sick Leave, Vacation Leave, Emergency Leave,and Medical Subsidy

Statutory benefits are provided by law to ensure that employees are protected and assisted in times of illness or disability, retirement or death. Faculty Benefits and Privileges are seen in the Faculty Manual Chapter 4 (Faculty Benefits and Privileges pp. 17- 23).

7. Recognition for meritorious service is given by means of

( ) a. awards

Recognitions are given to those faculty members who got the highest ranks in the Standard Performance Evaluation System (SPES).

Service Awards are also given to those employees who serves the University with dedication, commitmment and loyalty.

Please see Exhibit II J.7

( ) b. titles ( ) c. others (specify)

8. Attendance at conferences is supported by:

( ) a. allowed absences

Official Business Leave

( ) b. payment of fees

Please see Exhibit II H.1 Faculty Development Plan (Workshop) Folder 1 & 2, Exhibit II H.1.1 Budget, and Faculty

Manual Chapter 3 Development Programs (Section 1 Faculty Development Program page 34).

( ) c. others (specify)

EVALUATION

On the basis of the above analysis for I. Salaries and Fringe Benefits, rate the following:

( 5) a. Salaries

( 5) b. Fringe benefits

COMMENTS:

Provisions for Salaries are moderately extensive. Full- time faculty members enjoy discount privileges on tuition fees. Moreover, per hour rate has recently been increased.