dlsu faculty manual 2008

Faculty Manual

Office of the PresidentDe La Salle University

Manila, Philippines2008

De La Salle UniversityManila, Philippines

Upon consultation with the members of the Ad Hoc Panel on the Revision of theFaculty Manual composed of administrators and faculty members and with theapproval of the Board of Trustees of De La Salle University, this Manual isherewith promulgated. This supersedes all other documents on facultyclassification, and norms for promotions and faculty benefits.

Brother Armin A. Luistro FSC President

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Faculty Administration

Ricardo M. Puno Br. Bernard Oca FSCPresident, Faculty Association Vice Chancellor for Lasallian Mission and

External Relations

Tereso S. Tullao, Jr. Julius B. MaridableRepresentative, Faculty Association Vice Chancellor for Academics

Roberto B. Raymundo Wyona C. PatalinghugBoard Member, Faculty Association Vice Chancellor for Research

Reuben V. Quiroga Agnes G. YuhicoBoard Member, Faculty Association Assistant Vice Chancellor for

Academic Services

Jose Tristan F. Reyes Myrna S. AustriaBoard Member, Faculty Association Dean, College of Business and Economics

Evelyn Lopez-Esparrago Rose Marie Salazar- ClemeñaBoard Member, Faculty Association Dean

College of Education

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Table of Contents

Message of the President

DLSU Vision and Mission Statement ......................................................... 9

Code of Ethics ................................................................................................. 10

General Statement on the Responsibilities andRights of DLSU Faculty .................................................................................. 11

1. Statement of Responsibilities ..................................................... 112. Statement of Rights ...................................................................... 11

Full-time Academic Faculty .......................................................................... 13

A. Employment Norms and Conditions .......................................... 13• General Functions ..................................................................... 13• Working Hours and Load ......................................................... 14

B. Ranks ............................................................................................. 20• Instructor .................................................................................... 20• Assistant Professor .................................................................. 22• Associate Professor ................................................................. 24• Full Professor ............................................................................ 26• Visiting Professor ...................................................................... 28• Professor Emeritus ................................................................... 28

C. Hiring Procedure ........................................................................... 29

D. Procedure for Promotion/Reclassification ................................. 31• Composition of Promotion/Reclassification Boards ............ 32• Functions of Promotion/Reclassification Boards .................. 33

E. Probation ....................................................................................... 33• Definition of Probation .............................................................. 33• Duration of Probation ................................................................ 33• Criteria for Renewal .................................................................. 34• Effectivity/Non-Renewal of Contract ........................................ 34

F. Permanency .................................................................................. 35• Definition of Permanency ......................................................... 35• Criteria for Permanency ............................................................ 35• Procedure for Permanency/Renewal of Probation ................ 36• Composition of Permanency Board ........................................ 36

G. Severance of Service of Permanent Faculty Members ............. 37

H. Retirement/Extension of Service of Full-timeFaculty Members ........................................................................... 38

I. University Fellows ......................................................................... 39

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J. Benefits .......................................................................................... 41• Benefits Mandated by Law ....................................................... 41• Health Care Plan ....................................................................... 41• Longevity .................................................................................... 41• Maternity and Paternity Benefits .............................................. 41• Leaves ........................................................................................ 42

Service Leave ......................................................................... 42Sabbatical Leave ................................................................... 43Study and/or Research Leave for Full-time Faculty ........... 43Business or Practice of Profession ..................................... 44Vacation or Rest ..................................................................... 44Sick Leave .............................................................................. 45Emergency Leave .................................................................. 45Military Service Leave ............................................................ 46Secondment or Special Detail Leave .................................. 46General Consideration on Leave of Absence ..................... 46

• Retirement ................................................................................. 47• Faculty Development ................................................................ 49• Research Incentive ................................................................... 49• Disability ..................................................................................... 50• Death .......................................................................................... 50• Parking Privileges ..................................................................... 51

Academic Service Faculty ............................................................................ 53

A. Employment Norms and Conditions .......................................... 53• General Classification by Unit Assignment ............................ 53• Classification by Employment Status ..................................... 53• Working Conditions .................................................................. 54

B. Academic Service Faculty Ranks ................................................ 56• Assistant Academic Service Faculty (for ITC) ......................... 56• Rank I (ASF I-1 to I-12) ............................................................. 58• Rank II (ASF II-1 to II-9) ............................................................. 59• Rank III (ASF III-1 to III-5) .......................................................... 63• Rank III (ASF III-6 to III-8) .......................................................... 65• Reclassification to Full-Time Academic Faculty .................... 66

C. Procedures for Hiring, Promotion, Permanency ....................... 66• Hiring .......................................................................................... 66• Promotion/Reclassification ...................................................... 67• Probation/Renewal of Contract ................................................ 69• Permanency/Service Review .................................................... 70

D. Severance of Service of Permanent ASFs .................................. 72

E. Retirement/Extension of Service ................................................. 73

F. Benefits .......................................................................................... 74• Benefits Mandated by Law ....................................................... 74• Healthcare Plan......................................................................... 74

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• Tuition Waiver Benefit for ASFs in ITC ..................................... 74• Longevity Benefit ....................................................................... 75• Maternity and Paternity Benefits .............................................. 75• Leaves ........................................................................................ 77• Retirement Benefits .................................................................. 85• ASF Development Benefits ...................................................... 87• ASF Development Incentive ..................................................... 88• Disability Benefits ..................................................................... 89• Death Benefits ........................................................................... 89• Parking Privileges ..................................................................... 90• Other benefits for ASFs in ITC ................................................. 90

Part-time Academic Faculty ......................................................................... 91

A. Working Condition ........................................................................ 91

B. Ranks ............................................................................................. 92• Teaching Track .......................................................................... 92

Assistant Lecturer ..................................................................... 92Lecturer ...................................................................................... 92Assistant Professorial Lecturer ............................................... 94Associate Professorial Lecturer .............................................. 96Professorial Lecturer ................................................................ 98

• Professional Track .................................................................... 100Professional Lecturer ............................................................... 100Senior Professional Lecturer ................................................... 101

C. Hiring Procedure ........................................................................... 103

D. Procedure for Reclassification .................................................... 104

E. Benefits .......................................................................................... 107• Benefits Mandated by Law ....................................................... 107• Service ........................................................................................ 107• Retirement ................................................................................. 107• Faculty Development ................................................................ 108• Death .......................................................................................... 108• Parking Privileges ..................................................................... 108

Appendices

A. Implementing Guidelines ............................................................ 109B. Grid for Hiring/Promotion/Reclassification

of Academic Faculty ...................................................................... 121C. Grid for Hiring/Promotion/Reclassification

of Academic Service Faculty ........................................................ 123D. Primer on Faculty Attendance ...................................................... 125E. Guidelines for the Dress Code of Faculty .................................. 131F. Appeals Committee ...................................................................... 133

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G. Table of Offenses and Sanctions ................................................ 134H. Procedures for Grievance ............................................................ 137I. Councils, Committees, Boards where Faculty

Associations is Represented ...................................................... 141J. DOLE Provisions for Voluntary Arbitration in Private

Educational Institutions ............................................................... 142K. CEAP Retirement Plan of De La Salle University ...................... 143L. Social Security System ................................................................. 154M. By-Laws of De La Salle University Faculty

Association, Inc. ............................................................................ 165N. Policies and Guidelines for the Prevention and

Investigation of Sexual Harassment Cases .............................. 178

Index

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LDe La Salle University

VISION AND MISSION STATEMENT

VISION

De La Salle University is an internationally recognized Catholicuniversity established by the Brothers of the Christian Schools in 1911.Inspired by the charism of St. John Baptist de La Salle, the Universityharmonizes faith and life with contemporary knowledge to nurture acommunity of distinguished and morally upright scholars who generateand propagate new knowledge for human development and socialtransformation. As a resource of Church and Nation, the institution endeavorsto form Lasallian Achievers for God and Country who will lead in building ajust, peaceful, stable and progressive Filipino nation.

MISSION

Guided by this Vision, the University will become a leading researchuniversity in Southeast Asia. With its corps of eminent faculty ably supportedby visionary leaders and technology-enabled professional services, theinstitution will offer excellent multidisciplinary programs and build acommunity of learners and scholars who value the pursuit of new knowledgewithin the perspective of Christian ideals and values. In an academicenvironment permeated by excellence and scholarship, the institution willtrain leaders, competent professionals, scholars, researchers andentrepreneurs, who will participate actively in improving the quality of life inPhilippine society.

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AL CODE OF ETHICS FOR DE LA SALLE UNIVERSITY FACULTY

1. They are intellectually honest.

2. They are active searchers of new knowledge and exercise critical self-discipline in using, extending, and transmitting knowledge.

3. They are objective and fair in their professional relations withcolleagues and treat them with respect.

4. They respect the free inquiry of colleagues and welcome objectivecriticism of their own work.

5. They respect their students as persons, i.e. under no circumstanceswill they exploit, harass, and discriminate against students.

6. They serve as intellectual guides and counselors to students and holdin str ictest conf idence any information received in studentconsultations/interviews except when doing so will serve legalprofessional purposes or is required by law.

7. They, together with other sectors of the academic community, work forthe achievement of the ultimate goals of the University.

8. They avoid conduct which runs counter to the moral standards of society.

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LGENERAL STATEMENT ON THE RESPONSIBILITIESAND RIGHTS OF DLSU FACULTY

A. Statement of Responsibilities

De La Salle University faculty members, consistent with the UniversityMission Statement of a Catholic educational institution, embody theLasallian spirit and are active propagators of this spirit, serving as aresource for Church and Nation.

In the pursuit of their endeavors and in the fulfillment of their responsibilities,the faculty members are expected to:

1. observe intellectual honesty in their search for, use, and transmissionof knowledge;

2. uphold and pursue legitimate inquiry and accept objective criticism oftheir work;

3. fulfill their roles as intellectual guides and counselors to students,treating them with due fairness and concern;

4. respect the beliefs of their colleagues and students;

5. adhere to the established and acceptable norms of behavior in theUniversity community, in particular, and society, in general; and

6. adhere to the mission statement and the values De La Salle Universitystands for — Christian, Catholic, Lasallian.

B. Statement of Rights

The University recognizes the rights of the faculty enumerated as follows:

1. The inherent right to enjoy academic freedom:

Faculty members have the right to enjoy academic freedom inaccordance with the Philippine Constitution and current jurisprudence.

Academic freedom of faculty is viewed as the right of the faculty memberto pursue his/her studies in his/her particular specialization andthereafter to make known or publish the result of his/her endeavorswithout fear that retribution would be visited on him/her in the eventthat his conclusions are found distasteful or objectionable to the powersthat be, whether in the political, economic, or academic establishments.

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AL It is the freedom of professionally qualified persons to inquire, discover,

publish and teach the truth as they see it in the field of their competence.It is subject to no control or authority except the control or authority ofthe rational methods by which truths or conclusions are sought andestablished in these disciplines.*

2. The right to be consulted and be heard in matters that affect the facultyindividually and collectively. The faculty has the right to effectiveparticipation in the process of decision making at all levels. They shallbe represented to the fullest extent possible in the various bodies thatformulate policies, subject to the existing by-laws and policies of suchbodies (Appendix I). Being heard includes assent or dissent withoutfear of any form of reprisal, sanction or harassment from colleaguesand administrators. After a decision is reached, pertinent informationshall be disseminated to the general faculty before policies are fullyimplemented.

In cases where a policy turns out to put additional burden on thefunctions that faculty perform, faculty members, through properchannels, may seek a review or repeal of the policy.

3. The right to participate in the determination of benefits, privileges andjust salaries commensurate to the qualifications of the faculty and thedemands imposed on them by the University (in accordance with Art.13, Sec. 3, Philippine Constitution).

4. The right to information that affects them, individually or collectively.Except in emergency situations, the University should ensure that priorto any decision, information should have been effectively disseminatedby different modes to faculty members in order to ensure theirinvolvement in decision-making.

In cases of decisions affecting the status of a faculty member, he/sheis entitled to a formal explanation of the grounds for such decisions.

5. The inherent right to organize among themselves (Art. III, Sec. 8,Philippine Constitution, Appendix O).

6. The right to academic and professional growth and development withinthe University as well as outside, provided that such activities do notinterfere with the efficient performance of the academic duties andfunctions of the faculty.

7. The right to seek redress of grievance.

* Garcia v. The Faculty Admission Committee, Loyola School of Theology, 68 SCRA 277, 283-284 (1975).

13FULL-TIME ACADEMIC FACULTY

A. EMPLOYMENT NORMS AND CONDITIONS

1. General Functions

Full-time academic teaching faculty members are those who are hiredon a full-time basis. They are expected to continually participate in theUniversity’s pursuance of its mission. In this regard they are to fullyconcentrate on the following interrelated functions relevant to thepositions they possess:

1.1 Teaching. Teaching, a primary activity in the University, isunderstood to mean the act of facilitating the acquisition ofknowledge and skills with confidence and direction, gearedtowards the development of the analytical and creative facultiesof students. Furthermore, the function of teaching includesspecific tasks, such as student consultation, academic advising,and all other initiatives that facilitate the process of learning.

In this connection, the faculty members shall determine courserequirements for their classes and evaluate and grade theperformance of their students in accordance with departmentalpolicies on course content and grading system. The facultymembers have the sole prerogative to give the grade for eachstudent, and change of grade may be effected only with theconsent and actual submission of the faculty member of theChange of Grade form.

Teachers shall be deemed persons in authority in the dischargeof lawful duties and responsibilities, and shall therefore beaccorded due respect and protection.*

1.2 Research. Research, the other primary activity of the University,reflects the level of disciplinal specialization attained by theindividual and the entire academic faculty. De La Salle Universityfaculty members continually explore areas of inquiry throughvarious forms of research. These forms include basic/appliedresearch, mater ials development, papers for local andinternational conferences, articles, monographs, books forpublication, research/seminar papers for graduate studies,feasibility studies, creative works and other research outputrelated to external professional activities (e.g., consultancies,etc.).

Moreover, the research of full-time academic faculty shouldaddress the requirements of the discipline and the thrusts ofthe University.

* Education Act of 1982 (Batas Pambansa 232).

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1.3 Academic Development and Professional Growth. Full-timeacademic faculty members continuously develop their knowledgeand skills within the discipline to which they belong. TheUniversity shall ensure that they are given support in pursuinggraduate studies and in participating in conferences/seminarsand training programs to fulfill the abovementioned expectationin accordance with the provisions of the existing FacultyDevelopment Program.

The University also recognizes the reality that faculty membershave to engage in other professional activities similarly meantto upgrade their skills and knowledge within their respectivefields. In this regard, the University allows, within agreed-uponnorms and University policies, the involvement of facultymembers in discipline-related consultancies or projects beyondthe confines of the academic community.

1.4 University and Community Service. As an extension of theiracademic functions, ful l-t ime academic faculty membersparticipate in various councils/committees/ boards that program/plan/implement curricular and co-curricular activities, andengage in peer evaluation and academic advising upon request.

Full-time academic faculty members participate in communityservice either in University-sponsored community extensionprojects or in their own community/sectoral/professionalorganizations, in government/non-government, and internationalorganizations. Participation of faculty members in these activitiesis regarded as part of their professional and personalcommitment to the academic profession.

2. Working Hours and Load

2.1 Full-time academic faculty shall devote forty (40) hours a weekin academic work that include any or all of the functionsmentioned above. Twenty-five (25) hours of the total numbershall be devoted to activities within the University which shallinclude twelve (12) hours of teaching and/or research, two anda half (2 1/2) hours of student consultation for every three (3)units of teaching and academic advising, committee work, and/or task assignment described in 1.3 (Academic Development)and 1.4 (University and Community Service).

The remaining fifteen (15) hours can be devoted to additionalactivities in residence (thesis advising, community building, andclass preparat ion) and/or other approved act iv i t ies notnecessari ly in residence (graduate studies, consultancy,research projects, community service, at most eight (8) hoursfor class preparation, provided it is part of the remaining 15hours, and other approved activities).

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For faculty members with administrative deloading, an equivalentof seven (7) hours of residency is required for every three (3)-unit deloading.

Faculty members are required to submit the residency formindicating the distribution of their weekly forty-hour workload forapproval.

In addition, they are expected to report for duty during the weekpreceding the first school day of the schoolyear, for as manydays as required but not exceeding five (5) working days.

2.2 The regular teaching load of full-time academic faculty is twelve(12) units every trimester preferably spread throughout the week.

2.2.1 Full-time academic teaching faculty members with therank of Associate Professor and up are required to teachin both undergraduate and graduate courses everyschoolyear.

2.2.2 In except ional cases, the summer load may beconsidered part of a faculty member’s regular load in aregular term.

2.2.3 Teaching assignments are prepared by the DepartmentChair (or equivalent person) in consultation with thefaculty member concerned and in accordance with theexisting policies on teaching assignments and loads.The tentative load shall be given two (2) weeks beforethe termination of the preceding trimester to afford thefaculty members t ime for preparation. Loads aredeemed final unless disapproved by the Dean. In casesof non-agreement between the Department Chair andthe Dean, the Vice Chancellor for Academics andResearch (or equivalent administrator) mediates andrenders a decision, which is final and not subject toappeal.

2.3 The load of faculty members who teach laboratory, drafting, andother similar subjects shall be based on two (2) lecture hoursfor every three (3) hours of the class schedule.

2.4 The teaching load of full-time teaching faculty members may bereduced by the Vice Chancellor for Academics and Research forthe following reasons:

2.4.1 A research project duly approved by the CollegeResearch Council or commissioned by the University,upon the recommendat ion of the Dean and inconsultation with the Department Chair.

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2.4.2 Other reasons which the Vice Chancellor for Academicsand Research, in consultation with the Dean and theDepartment Chair, may deem worthy.

2.5 Full-time faculty members assigned as Chairs/ Directors/Coordinators shall be deloaded and/or given an honorarium bythe Chancellor in consultation with the Dean. The honorarium/deloading shall be based on the size of the unit/departmentdefined by the following:

2.5.1 number of curricular programs offered (major, minor,graduate, and service course);

2.5.2 for departments: average course offerings (units) perterm in the preceding year;

2.5.3 number of faculty members/persons under supervision.

For departments or units with academic professional centersor external linkages deloading/honorarium may be assigned bythe Chancellor in consultation with the Dean.

In extremely meritorious cases, guided by the criteria forassignment of overload to regular faculty, the Dean may approveadditional units of overload for a Chair/Director/Coordinator, butin no case may the total load exceed sixteen (16) units. Totalload includes teaching and non-teaching (research andadministrative) assignments.

A chair may opt to delegate his/her duties, functions andresponsibilities as indicated in the Chairs’ Manual.

2.6 To give faculty members more time for class preparations andfor research and study, load assignments shall be limited tothree (3) preparations. Laboratory classes constitute one (1)preparation in departments where such classes are consideredseparate from the lecture subject.

Any load in excess of three (3) class preparations requiresconsultation between the Department Chair and the facultymember concerned and the decision is subject to the approvalof the Dean.

2.6.1 As a general rule, assigning of an additional preparationin excess of three (3) preparations is discouraged. Incase a fourth preparation cannot be avoided, thefollowing criteria will apply:

2.6.1.1 the faculty member has taught at least three(3) of the four (4) subjects in the regular loadin two (2) preceding consecutive trimesters;

2.6.1.2 the additional class preparation is related tothe faculty member’s field of specialization;

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2.6.1.3 the subject that requires addit ionalpreparation is not offered regularly; and

2.6.1.4 the fourth preparation is a regular class.

2.6.2 Faculty members assigned loads in excess of the limitfor class preparations shall be given a differential payamounting to one-third (1/3) of the hourly overload paycomputed for the duration of the service rendered.

If the fourth preparation is a special graduate class, thepremium is a flat rate unless the faculty serves for lessthan a term in which case the premium shall becomputed proportionately to the duration of the service.

As a general rule, a fifth preparation is not allowed.However, in extremely meritorious or emergency cases,this may be allowed upon approval of the Vice Chancellorfor Academics and Research, e.g. substitution due tofaculty leaving in the middle of the term and there is aneed to immediately assign a substitute . A premiumwill be given.

2.6.3 In identifying the class for which the premium should bepaid for additional class preparation, the Chair shouldsingle out the subject least taught by the faculty member.

Equivalent courses needing only one preparation shouldbe treated as such and identified by departmentsconcerned.

2.7 Activities of Faculty Outside the University

2.7.1 Outside activities that may be considered part of theresidency hours include the following:

2.7.1.1 limited practice of a profession (includingteaching under a consortium program or inuniversities with which De La Salle Universityhas a memorandum of agreement);

2.7.1.2 management of a pr ivate enterprise, i fdiscipline-related;

2.7.1.3 outside consultancy;

2.7.1.4 special detail to government or to non-governmental institutions (educational andnon-educational) with which the Universityhas a memorandum of agreement; and

2.7.1.5 research and other projects under theauspices of other institutions and agencies

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(discipline-related research done for privatebusiness enterprises).

These activities require prior authorization from theChancellor upon endorsement by the Dean and the headof the unit concerned.

Teaching in another inst i tut ion, including otherinstitutions within De La Salle Philippines, is not allowedunless with official permission from the Chancellor.

Teaching of review classes may be allowed providedthe classes are not in the areas where the Universityoffers review classes. Approval/permission of theChancellor for this purpose shall be applied for, throughproper channels.

2.7.2 Approved outside consultancy, special detai l togovernment and off-campus research shall form part ofthe regular workload subject to approval based on thefollowing:

2.7.2.1 The faculty member retains the regularteaching load, and provides the requirednumber of student consultation hours.

2.7.2.2 The activities shall not exceed ten (10) hoursof the regular work schedule of forty (40)hours required of all full-t ime academicfaculty members.

2.7.2.3 The activities are not contrary to the interestsof the University.

2.7.2.4 The faculty member shall not carry anyoverload.

2.8 Graduate Studies

Reduction in working hours for graduate studies shall beequivalent to two (2) times the number of units enrolled inprovided the total does not exceed twelve (12) hours, of whichthree (3) hours must be in residence. Faculty members writingtheir thesis/dissertation shall be granted a reduction in teachingand workload based on the provisions on faculty development.

Anyone carrying a graduate study load of six (6) units or morewill not be allowed to do consultancy or carry an overload.

2.9 Based on need, the University may assign overload to a full-time faculty member taking into consideration the followingfactors:

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2.9.1 Teaching performance.

2.9.2 Compliance with school regulations and policies onattendance, submission of grades, course syllabi, andother requirements related to teaching.

2.9.3 Length of service at De La Salle University.The overload should not conflict with other duties (i.e.,administrative assignment, membership in Department,College, University committees).

2.10 As a general rule, faculty may not have more than four (4) unitsoverload and two special classes.

2.11 Remuneration for teaching overload is one and one-tenth (11/10) times the hourly overload rates. Overload pay rates arebased on faculty rank regardless of which College or unitassigns the overload.

2.12 Graduate courses are given one and one-sixth (1 1/6) times asmuch credit as that of undergraduate courses provided thenumber of students meets the minimum class size. If theminimum class size is not met, the graduate course shall beconsidered a special class.

A three (3)-unit graduate class with eighty-five percent (85%) ofminimum class size shall be given two (2)-unit credit on thefollowing conditions:

a) the subject is on track,b) the subject is offered once in a school year,c) all students have paid their fees,d) the class will meet regularly, ande)no premium as graduate class will be given.

Assignment of graduate courses shall be subject to rules existingin the different colleges.

2.13 The load of full-time faculty members may be reduced by one-half (1/2) i.e., the faculty member goes on half load, subject tothe approval of the Chancellor. Reduction of full-time load willinvolve a corresponding adjustment in matters pertaining to pay,length of service and benefits.

2.14 Full-time faculty members are paid on the 10th and 25th of everymonth.

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B. FULL-TIME ACADEMIC FACULTY RANKS

The following classification of ranks applies to full-time academic faculty:

General Considerations

Reclassification is the upward movement of a non-permanentfaculty member.

Rank promotion is the change in rank of permanent facultymember. There are two (2) ways of obtaining rank promotion:

a. upon obtaining the appropriate graduate degree when allrequirements for entry into a rank are met and the degreemerely completes the entry requirements. In such case, theresidency requirement is waived.

Step promotion subsequent to rank promotion will notrequire the minimum one-year residency if the graduatedegree obtained is a doctorate and the rest of therequirements have been met.

b. upon completion of the research/publication requirementsthat will merely complete the entry requirements into a rank;hence, in such case, when the appropriate degree haspreviously been obtained and the publication and residencyrequirements have been complied with.

Step promotion is the upward movement of a permanent facultymember within a rank upon meeting the residency, research/publications and other non-residency requirements.

A faculty member who obtains an appropriate degree to completethe minimum entry requirements into the next higher rank shallbe reclassified/promoted accordingly. After rank promotion/reclassification, the faculty member may be subsequently givena step promotion/reclassification if the residency and non-teaching requirements for such are met.

1. Instructor

1.1 Minimum Entry Requirements

Appointment to this rank requires a bachelor’s degree and atleast one (1) year of teaching experience and a professionallicense for faculty members in departments offering programswhere licensure is required. For those with additional teachingand/or professional experience, the Hiring Board may be guidedby the grid (Appendix B) for the purpose of determining theequivalent of teaching experience/professional experience.

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Professional or relevant experience and/or managerialexperience outside the applicant’s field of specialization maybe accorded half the weight assigned to teaching experience.

Applicant should demonstrate research potential in the disciplineor related discipline as evidenced by scholarly outputs.

1.2 Hiring

1.2.1 Criteria for Hiring

1.2.1.1 Effective teaching performance.

1.2.1.2 The applicant should demonstrate researchpotent ial in the discipl ine or relateddiscipline.

1.2.1.3 Participation in off-campus professionalorganizations.

1.2.1.4 Graduate school credi ts earned in thediscipline or related areas.

1.2.1.5 Values and att i tudes ref lect ing theUniversity’s Mission Statement.

1.3 Promotion/Reclassification

1.3.1 Minimum Residency Requirements

Full-time faculty members who have at had least one(1) year of residence within their present rank/ level maybe promoted/reclassified based on the general andspecific criteria for promotion/reclassification.

1.3.2 Criteria for Promotion/Reclassification

1.3.2.1 Effective teaching performance* as evaluatedby students, peers, the Chair, and, i fnecessary, the Dean, using comparative andlongitudinal data.

1.3.2.2 An applicant should demonstrate researchpotential in the discipline or related disciplineas evidenced by any of the fol lowing:seminar papers for graduate courses,development of instructional materials forsubjects taught, publication in journals, and

*In case the numerical rating is not conclusive, the Dean’s evaluation will be used.Please refer to Implementing Guidelines, item 6.1, p. 119.

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part ic ipat ion in Universi ty or Col lege-sponsored research projects (refer toSection 4 of the Implementing Guidelines,pp. 111-118).

1.3.2.3 Involvement in College and Departmentalact iv i t ies, committees and programs.Additional involvement in service-oriented off-campus organizat ions and in relevantCollege or University activities shall similarlybe given credit as indicat ive of act ivecommunity service.


1.3.2.5 Compliance with school regulations andadministrative requirements for attendance,punctuality, and deadline for grades asevidenced by official records.

1.3.2.6 Graduate school credi ts earned in thediscipline or related areas.*


2. Assistant Professor


Appointment to this rank requires the completion of a master’sdegree and a minimum of two (2) years of competent teachingin the tertiary level.

For Assistant Professor, a master’s degree is a necessary butnot a sufficient requirement for entry into the rank. The numberof years of experience and the scholarly outputs required foreach step of the rank should be met. Please refer to Section 4 ofthe Implementing Guidelines, pp. 111-118.

For Mechanical Engineering passing the second professionallicensure exam (beyond the regular board exam) is consideredequivalent to a master’s degree. For those with additionalteaching and/or professional experience, the Hiring Board shallbase its recommendation on the grid found in Appendix B.

Completion of a specialized degree [Bachelor of Laws (LLB) orits equivalent (e.g. Juris Doctor), Bachelor of Sacred Theology(STB), Licentiate in Canon Law (JCL), Licentiate in Sacred

*At least 3 units every Academic Year.

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Theology (STL), Doctor of Medicine (MD)] may be consideredequivalent to a master’s degree when applicable to the area towhich the faculty member belongs.

Work or research experience directly related to the discipline ofthe Department recruiting the applicant shall carry the sameweight as teaching experience in determining faculty rank.Managerial experience outside the faculty member’s field ofspecialization may be accorded half the weight assigned toteaching experience.

2.2 Hiring



2.2.1.2 Competent research in the discipline or in arelated discipline as indicated by scholarlyoutputs (refer to Sect ion 4 of theImplementing Guidelines, pp. 111-118).

Supporting documents are needed.


2.2.1.4 Graduate school credits earned or enrollmentor residency in a doctoral program in thediscipline or related areas.*

2.2.1.5 Values and att i tudes ref lect ing theUniversity’s Mission Statement


2.3.1 Minimum Residency Requirement

Full-time faculty members who have had at least one(1) year of residence within their present rank may bepromoted/reclassi f ied based on the cr i ter ia forpromotion/reclassification.


2.3.2.1 Effect ive teaching performance**asevaluated by students, peers, the Chair, andif necessary, the Dean, using comparativeand longitudinal data.

*At least 3 units every Academic Year.**In case the numerical rating is not conclusive, the Dean’s evaluation will be used. Please refer to Implementing Guidelines, item 6.1, p. 119.

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2.3.2.2 Competent research in the discipline or in arelated discipline as indicated by scholarlyoutputs (refer to Section 4 of the ImplementingGuidelines, pp. 111-118).


2.3.2.3 Involvement in College and Departmentalact iv i t ies, committees and programs.Additional involvements in University activitiesshall similarly be credited as indicative ofactive community service.


2.3.2.5 Compliance with school regulations andadministrative requirements for attendance,punctuality, and deadline for grades, asevidenced by official records.

2.3.2.6 Graduate school credits earned or enrollmentor residency in a doctoral program in thediscipline or related areas.*


3. Associate Professor


Appointment to this rank requires all of the following:

3.1.1 Possession of a doctoral degree in the discipline or ina relevant area as determined by the needs of thedepartment. Possession of a doctorate is a necessarybut not sufficient requirement for entry into the rank.

Fellowship in Medicine, Doctor of Jurisprudence andMaster of Laws (LLM)** satisfy the degree requirementfor entry to the rank of Associate Professor. From therank of Associate Professor 5 to Full Professor, the entryrequirement is Doctor of Juridical Science.

3.1.2 At least two (2) years of competent teaching on thetertiary level. In case the minimum number of years .ofteaching is not met, the faculty member may be hiredas a Visi t ing Professor unt i l he/she meets saidrequirement.

*At least 3 units within the Academic Year.**LLM will only qualify a faculty up to Associate Professor 4.

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3.1.3 Substantial scholarly contributions in one’s field ofspecialization as evidenced by research studies,completed commissioned research projects, creativeworks, and publications in reputable journals or a book(refer to item 4.1.7 of the Implementing Guidelines, p.113).


3.1.4 Active membership in professional, community, andgovernmental or non-governmental organizations.

3.2 Hiring



3.2.1.2 Competent research in the discipline orrelated discipline as indicated by scholarlyoutputs (refer to Section 4 of the ImplementingGuidelines, pp. 111-118).

3.2.1.3 Participation in off-campus professionalorganizations. Membership or leadership inprofessional, socio-civic, non- governmental,and people’s organizations is required as afactor in community service.




Full-time faculty members who have had at least one(1) year of residence within their present rank may bepromoted/reclassi f ied based on the cr i ter ia forpromotion/reclassification.


3.3.2.1 Effective teaching performance* as evaluatedby students, peers, Chair, and if necessary,the Dean, using comparative and longitudinaldata.

3.3.2.2 Competent research in the discipline orrelated discipline as indicated by scholarly

*In case the numerical rating is not conclusive, the Dean’s evaluation will be used. Please refer to Implementing Guidelines, item 6.1, p. 119.

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outputs (refer to Section 4 of the ImplementingGuidelines, pp. 111-118).


3.3.2.3 Participation in off-campus professionalorganizations. Membership or leadership inprofessional, socio-civic, non-governmental,and people’s organizations is required as afactor in community service.

3.3.2.4 Significant service to the University measuredthrough the faculty member’s involvement inCol lege and Universi ty counci ls andcommittees.



4. Full Professor*


Only permanent faculty members can be granted the rank of FullProfessor. Promotion or reclassification to this rank requiresthe fulfillment of all of the following:

4.1.1 A relevant doctoral degree as determined by theDepartment.

4.1.2 Substantial scholarly publications in one’s field ofspecialization, including a single-authorship book orits equivalent or creative works.


4.1.3 Recognition in the form of an award, grant, or fellowship,by a reputable and recognized national/ internationalorganization for one’s outstanding contribution to thefield of specialization.

4.1.4 Significant service to the academic community and/oractive membership and involvement in the University,community, professional, national, or internationalorganizations.

*The part-time rank of Professorial Lecturer does not correspond to a full-time FullProfessor rank if and when the faculty member is elevated to full-time status.

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4.2 Hiring

An applicant may be hired to Full Professor rank with permanentstatus provided the following conditions are met:

4.2.1 The faculty member submits a portfolio of his/her mostimportant scholarly publications within the last fifteen(15) years, at least one (1) term prior to hiring.

4.2.2 An evaluation panel of three (3) Full Professors who areexperts and have published extensively in the facultymember’s field of specialization shall be convened. Atleast one of the three experts should come from areputable university outside of De La Salle Philippines.Each member of the evaluation panel will be asked to(a) prepare a written evaluation of the quality of thepubl icat ions of the facul ty member, (b) assesssignificance of the scholarly contributions of the facultymember relative to the contributions of other importantactive scholars in the field, and (c) rank the facultymember compared to the other leading important activescholars in the field.

4.2.3 Leadership or significant participation in the academiccommunity or national/ international conferences,programs, and organizations.

4.2.4 The Hiring Board will consider the evaluation panel’srecommendations and appoint the faculty member tothe Full Professor rank only if there is an unequivocallypositive assessment of the quality of the publications,and if the faculty member is assessed as being amongthe top five (5) scholars in the field of study.

4.3 Promotions/Reclassification


Full-time faculty members who have had at least one(1) year of residence within their present rank may bepromoted/reclassi f ied based on the cr i ter ia forpromotion/ reclassification.

4.3.2 Criteria for Promotion/ Reclassification

4.3.2.1 Effective teaching performance* as evaluatedby students, peers, the Chair, and i fnecessary, the Dean, using comparative andlongitudinal data.

*In case the numerical rating is not conclusive, the Dean’s evaluation will be used.Please refer to Implementing Guidelines, item 6.1, p. 119.

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4.3.2.2 Substantial research in the discipline orrelated discipline as indicated by scholarlyoutputs (refer to Section 4 of the ImplementingGuidelines, pp. 115-118).

4.3.2.3 Leadership or significant participation inDepartment, College, University, community,or nat ional/ internat ional conferences,programs, organizations.



5. Visiting Professor

In exceptionally meritorious cases, the University may hire the servicesof a Visiting Professor in areas where such services are needed on acontractual basis. Remuneration (which corresponds to a rank) shallbe determined by the Vice Chancellor for Academics and Research inconsultation with the Hiring Board.

6. Professor Emeritus

In recognition of their excellent and distinguished contribution toacademe, retired faculty members with the rank of Full Professor maybe conferred the title of Professor Emeritus for life if they satisfy allthree (3) of the following conditions:

6.1 at least fifteen (15) years of service to the University;

6.2 marked distinction as a productive scholar, artist, or scientist,as evidenced by completed research, creative works, orpublications duly evaluated by peers; and

6.3 recognition as an effective and dedicated teacher in the Lasalliantradition.

A special committee will be responsible for screening nominations forappointment to this rank. The committee shall be composed of thefollowing:

Chancellor,Head of the Society of Fellows,Dean of the College to which the nominee belongs,Chair of the Department concerned,Faculty Association President,DLSAA Representat ive who has been a student of the

recommendee,

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A luminary in the discipline to be recommended by the departmentto which the nominee belongs,

A Professor Emeritus who is still actively involved in Universitymatters.

Any Department can nominate a retired faculty member for the emeritusprofessorship.

The committee shall submit its recommendation to the Chancellor forhis/her final approval.

Professor Emeritus may be detailed, with her/his consent, to any or allof the following:

a) ongoing or continuing University/College projects or programs,b) special activities or projects in the various University offices, and,c) teaching.

They shall also enjoy similar research privileges as regular academicfaculty members.

Honoraria for activities or assignments of Professor Emeriti will bebased on the recommendation of the Special Committee subject tothe approval of the Chancellor.

C. HIRING PROCEDURE

1. All applications with the accompanying documents are screened bythe Chair.

2. The Chair, based on consultations with the Department faculty, submitshis/her recommendation to the Dean with the following: applicationform/letter (except for luminaries), biodata, photocopy of transcript ofrecords, and three (3) references.

Where appl icable, the evaluat ion of the appl icant ’s teachingdemonstration shall also be submitted.

3. If the Dean finds the applicant acceptable, he/she recommends theapplicant to the Vice Chancellor for Academics and Research forclearance.

4. If the application is favorably considered, the Vice Chancellor forAcademics and Research gives notice to the Dean for convening theHiring Board.

5. The Hiring Board deliberates on the application and recommends arank to the Chancellor with clearance from the Vice Chancellor forAcademics and Research.

6. Incoming full-time academic faculty members are required to undergoand pass a medical examination at the expense of the University.

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7. The Chancel lor makes the appointment in wri t ing upon therecommendation of the Hiring Board with clearance from the ViceChancellor for Academics and Research. The contract signed by thefaculty member becomes binding only upon signing by the Chancelloror his/her duly authorized representative.

8. For hiring of a Full Professor, refer to item 4.2, p. 27.

9. Composition of the Hiring Board

9.1 For Instructor to Assistant Professor

Dean of the College concerned, as presiding officerChair of the DepartmentFaculty representative from the Department selected by the

Department facultyFaculty Association representative appointed by the President

of the Faculty Association

9.2 For Associate Professor

Vice Chancellor for Academics and ResearchDean of the College concernedDepartment ChairTwo (2) senior faculty representatives with the rank of Associate

Professor preferably from the same Department to whichthe candidate belongs. If this arrangement is not possible,the Dean in consultation with the Department Chair selectsrepresentatives with the same aforementioned rank fromthe College.

One (1) representative from the Department of the recommendeewhose rank need not be the same as the recommendedrank but who is senior in terms of residence

Faculty Association representative appointed by the Presidentof the Faculty Association

10. Functions of the Hiring Board

10.1 Veri f ies/evaluates that support ing documents, includingscholarly outputs, research and creative works, publications andother evidence used in determining the hiree’s rank are in place.

10.2 Verifies/evaluates that titles of aforementioned documents withthe corresponding dates of completion/decision sheet signedby the Board, specifying which titles have been used for eachstep of the rank.

10.3 Deliberates on the candidate’s qualifications to determine therank.

10.4 Recommends approval of hiring with appropriate rank to theChancellor.

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D. PROCEDURE FOR PROMOTION/RECLASSIFICATION

1. At the end of his/her year of service/residency, the faculty membershal l submit an updated biodata indicat ing his/her academicperformance and activities since his/her last promotion/reclassificationas well as whether he/she is up for promotion/reclassification.

2. The head of the Department/unit, in consultation with the membersof the Department/unit, reviews the performance of the faculty memberbeing considered for promotion/ reclassification.

Based on the review, the head of the Department/unit recommendsthe faculty member for promotion/reclassification after ascertainingthat the candidate has satisfied the minimum residency required.

In cases where the Chair does not recommend a faculty member forpromotion/reclassification, any other senior faculty member, withAssociate or Full Professor rank from the same department, mayrecommend the faculty member or he/she may nominate himself/herself by writing to the dean if his/her rank is lower than AssociateProfessor 5, or to the Vice Chancellor for Academics and Research ifhis/her rank is higher than Associate Professor 4.

I t is general ly the immediate superior or his/her designatedrepresentative who recommends the head of the Department/unit forpromotion/reclassification in consultation with the members of theDepartment/Unit.

3. The head of the Department/unit prepares the list of recommendeesfor promotion/reclassification. Recommendations should be submittedto the proper office one (1) week before the start of the term when thepromotion/reclassification is supposed to apply. Recommendationswill be considered only when supported by necessary documents.

4. Upon receiving the recommendations, the administrator given thefunction shall convene the Promotion/Reclassification Board.

5. Members of the Promotion/Reclassification Board are given reasonabletime to study the recommendations and supporting documents.

6. Boards meet separately and make the necessary recommendations.

7. No member of the Promotion/Reclassification Board shall have two(2) designations.

No candidate for promotion/reclassification may sit on his/her owndeliberating Board. His/her place will be taken over by a duly designatedrepresentative.

8. The candidate has the option to appear before the Board prior to itsdeliberation on the recommendation.

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9. Decisions of the Board are generally by consensus. However, ifconsensus cannot be reached despite a lengthy discussion, decisionshall be made by secret voting.

10. The presiding officer of the Promotion/Reclassification Board preparesthe decision sheet in accordance with the recommendation of theBoard.

11. The faculty member concerned is informed by the Chair (or theimmediate superior) of the recommendation of the Board within two(2) working days from the time the decision was made. In case of anunfavorable decision, the faculty member may appeal his/her case(refer to Appendix F).

12. The decision sheet in its original form is submitted to the Chancellorfor his/her approval. He/She informs the faculty member concerned ofthe decision in writing. A copy of the Board’s decision sheet is attachedto the Chancellor’s letter.

13. Composition of the Promotion/Reclassification Board

13.1 For Instructors/Assistant Professors

Dean of the College concerned, as presiding officerDepartment ChairFaculty representative or alternate elected by the Department’s

facultyFaculty Association representative appointed by the President


13.2 For Associate Professors 1-4

Dean of the College concernedDepartment ChairTwo (2) senior faculty representatives with the rank of Associate


One (1) representat ive from the Department of therecommendee whose rank need not be the same as therecommended rank but who is senior in terms of residence


13.3 For Associate Professors 5-7

Vice Chancellor for Academics and ResearchDean of the College concerned

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Department ChairTwo (2) senior faculty representatives with the rank of Associate

Professor preferably from the same Department to whichthe candidate belongs. If this arrangement is not possible,the Dean in consultation with the Department Chair selectsrepresentatives with the same aforementioned rank fromthe College

One (1) representative from the Department of the recommendeewhose rank need not be the same as the recommendedrank but who is senior in terms of residence


13.4 For Full Professors

Vice Chancellor for Academics and ResearchDean of the College concernedDepartment ChairThree (3) senior faculty representatives with the rank of Full

Professor preferably from the same College chosen by theVice Chancellor for Academics and Research in consultationwith the Dean and the Department Chair


14. Functions of the Promotion/Reclassification Board

14.1 Evaluates the documents of the candidate for promotion/reclassification based on the criteria stipulated for the rankconcerned.

14.2 Deliberates on the merits of the recommendation.

14.3 Recommends the candidate for promotion/ reclassification tothe rank.

E. PROBATION

1. Definition of Probation

A probationary faculty member is one who has been appointed for full-time work and on whom permanent status has not yet been conferredby the University.

2. Duration of Probation

The initial period of appointment for full-time faculty is one (1) trimester.Unless the faculty member is informed in writing of non-renewal thirty(30) days before the start of the next term, the appointment isautomatically extended up to the end of the third (3rd) trimester ofservice. Subsequent renewals will be on an annual basis.

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The maximum probationary period is for nine (9) consecutivetrimesters. However, probationary faculty members who have compliedwith the requirements for permanency may be made permanent afterthree (3) consecutive trimesters of probation. Prior service ofprobationary faculty members who have returned from graduatestudies/special training duly approved by the University shall beconsidered part of the probationary period and may therefore beemployed to abbreviate the probationary period.

3. Criteria for Renewal

3.1 Effective teaching performance* as evaluated by students, peersand the Chair.

3.2 Values and attitudes reflecting the University Mission Statement,such as the sense of cooperativeness and responsibility andvisibility in the academic community.

3.3 Completion of the appropriate degree in the discipline or in arelated discipline of the department, when required by thedepartment/unit concerned and explicitly expressed in the Boarddecision sheet and in the Chancellor’s letter.

3.4 Compl iance with school regulat ions and administrat iverequirements for attendance, punctuality, and deadline forgrades, among other factors.

3.5 Research capability as demonstrated by scholarly outputs/publications (Refer to Implementing Guidelines in Section 4.1.2in Appendix A, p. 111).

3.6 Active participation and membership in Department, College,and University committees and activities.

3.7 Good health as attested to by the medical officer/testing agencydesignated by DLSU.

The above criteria are minimum requirements and a college may comeup with higher standards within the disciplines within the college.**

4. Effectivity/Non-Renewal of Contract

4.1 A faculty member on probation is expected to:

4.1.1 consider the period of his/her employment as strictlytemporary, the said period to end on the expiry date ofthe contract, in which case the employer-employeerelat ionship shal l automatical ly be consideredterminated; and

*In case the numerical rating is not conclusive, the Dean’s evaluation will be used. Please refer to Implementing Guidelines, item 6.1, p. 119.**The additional college criteria must be disclosed to the faculty applicant at the start of his/her probation.

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4.1.2 finish the term of his/her appointment, unless theUniversi ty decides otherwise, in which case theUniversity pays him/her all the emoluments called forunder his/her contract. If, however, the terminationbefore expiry is for cause, the emolumentscorresponding to the unserved portion of the contractshall not be paid.

4.2 A faculty member on probation will be notified of non-renewal ofhis/her contract at least thirty (30) days before the expiration ofhis/her current contract.

5. Members of the Renewal Board

Dean/Head of division as presiding officerHead of UnitSenior faculty member selected by colleagues from the same

Department/unit in a meeting called for such purposeFaculty Association representative appointed by the President of the

Faculty Association

F. PERMANENCY

1. Definition of Permanency

A permanent faculty member is one who has met the criteria forpermanency as confirmed by the Permanency Board, and with whomthe Chancellor of the University has signed a contract for permanency.

The service of a permanent faculty member may be terminated only forjust cause and after due process.

2. Criteria for Permanency

2.1 Effective teaching performance* as evaluated by students, peersand the Chair.

2.2 Values and attitudes reflecting the University Mission Statement,such as sense of cooperativeness and responsibility andvisibility in the academic community.

2.3 Completion of a doctoral degree in the discipline or in a relateddiscipline of the department for faculty members in the collegesof Educat ion, Liberal Arts (except the Department ofCommunication), and Science.

Completion of a master’s degree and enrolment in a doctoralprogram in the discipline or in a related discipline of thedepartment for those hired with bachelor’s degree in theColleges of Business and Economics, Computer Studies,


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Engineering, and the Department of Communication of theCollege of Liberal Arts.

2.4 Compliance with school regulat ions and administrat iverequirements for attendance, punctuality, and deadlines forgrades, among other factors.

2.5 Demonstrated research capability.

2.6 At least one (1) publ ished scholar ly output during theprobationary period. This may include any published scholarlyoutput previously credited for promotion.

2.7 Active participation and membership in Department, College,and University committees and activities.

2.8 Good health as attested to by a medical doctor/testing agencydesignated by DLSU.

3. Procedure for Permanency/Renewal of Probation

3 .1 Before the end of the probationary period, the head of theDepartment/unit in consultation with the members of theDepartment/unit shall review the performance of the facultymember concerned. The head of the Department/unit makes arecommendation to the Permanency Board/Renewal Board.

3.2 The Vice Chancellor for Academics and Research convenes thePermanency/Renewal Board to consider the Department/unit’srecommendation.

3.4 The Permanency Board/Renewal Board evaluates the facultymember’s performance and recommends permanent status,renewal of probation, or non-renewal of contract.

3.4 The faculty member concerned is informed by the Chair (or theimmediate superior) of the recommendation of the Board withintwo (2) working days from the time the decision was made.

3.5 The Chancellor issues a contract to the faculty member whohas been recommended for permanency/renewal by thePermanency/Renewal Board.

4. Composition of the Permanency Board

Vice Chancellor for Academics and ResearchDean/Head of DivisionHead of UnitSenior faculty member selected by colleagues from the same

Department/unit in a meeting called for such purposeFaculty Association representative appointed by the President of the

Faculty Association

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G. SEVERANCE OF SERVICE OF PERMANENT FACULTY MEMBERS

1. Severance of service of a permanent full-time faculty member can onlybe for just cause. Such a faculty member cannot be dismissed withoutdue process.

Due process means, among other things, that the faculty membershall be notified in writing of the charges against him/her and shallhave the opportunity to:

1.1 appear alone or with other persons to advise or assist him/her,before a Service Review Board that is convened for the purposeof deciding on the case of severance of permanent facultymembers;

1.2 know the nature and source of evidence against him/her andpresent evidence on his/her own behalf; and

1.3 confront and/or cross-examine the witness(es) against him/her.

A Service Review Board shall be convened to hear the case.

The decision of the Service Review Board becomes implementableimmediately by the University upon confirmation by the Chancellor.

2. Pending resolution by the Service Review Board, a faculty memberwho is charged with a major offense may be suspended from office inaccordance with the provisions of the Labor Code and relatedregulations.

3. A permanent faculty member who disagrees with the Service ReviewBoard on its decision shall have the right to appeal to the ArbitrationBoard (see Appendix J), whose decision shall be final.

4. Voluntary Severance of Service of Faculty Members

A full-time faculty member shall not discontinue his/her service in theUniversity during the term. A full-time faculty member who decides tosever relations with the University on his/her own accord must give theadministration prior notice of at least one (1) month before the end ofa term/schoolyear when he/she intends to leave.

In fairness to the University, if a full-time faculty member foresees thathe/she will not be available for an academic year or term, he/she shouldsubmit his/her resignation effective at least one (1) month before thebeginning of an academic year or term, so that necessary adjustmentscan be made with regard to scheduling and the appointment of otherfaculty members.

This requirement may be waived only for serious reasons and with theexpressed consent of the University.

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5. Composition of the Service Review Board

Vice Chancellor for Academics and ResearchDean/Head of divisionHead of UnitSenior faculty member selected by colleagues from the same

Department/unit in a meeting called for such purposePresident of the Faculty Association or his duly representative

H. RETIREMENT/EXTENSION OF SERVICE OF FULL-TIME FACULTY MEMBERS

1. Early retirement can be availed of by a full-time faculty member who isat least fifty (50) years old and who has rendered at least twenty (20)years of service. Early retirement shall be with the approval of theUniversity.

2. The age for mandatory retirement is sixty (60). A Service ExtensionBoard will be convened to review the faculty member’s case before he/she reaches the age of sixty (60). His/her full-time services may beextended until he/she reaches the age of sixty-five (65). The service ofthe faculty member at age sixty-five (65) may be extended subject tothe review of the Service Extension Board on an annual basis, until he/she reaches the age of seventy (70).

3. The head of the Department/unit, in consultation with members of theDepartment/ unit, reviews the performance of the faculty memberconcerned based on the criteria mentioned hereinafter.During the hearing for extension, the head of the unit shall provide themembers of the Board with a copy of the faculty member’s summarydata sheet together with the recommendation of the Department/unithead.

4. Physical health, productivity in research and publications, needs ofthe Department/unit, teaching performance and completion of graduatestudies, where applicable, are major factors for consideration.

The faculty member’s sense of cooperativeness and responsibility,visibility in the academic community, and University community serviceare additional considerations for extension of service.

5. The faculty member concerned is informed by the Chair (or theimmediate superior) of the recommendation of the Board within two(2) working days from the time the decision was made.

6. In special cases, if the Service Extension Board does not recommendextension of the full-time services of a faculty member beyond sixty(60) years of age, the Vice Chancellor for Academics and Researchmay recommend a non-renewable extension of not more than two (2)years.

7. A faculty member not recommended for extension may appeal his/hercase to the Chancellor.

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8. The composition of the Service Extension Board is as follows:

Vice Chancellor for Academics and Research,Dean of the college concerned,Chair/Director/Coordinator,Senior faculty member (based on rank) selected by colleagues from

the same unit in a meeting called for such purpose by the Chair,President of the Faculty Association.

I. UNIVERSITY FELLOWS

1. Definition of University Fellow

University Fellows are those who have been conferred the honor inrecognition of their distinguished teaching, research, and publicationsin their field of study and their meritorious service to the University.

2. Criteria for Fellowship

2.1 At least the rank of Associate Professor and at least five (5)years of cumulative service in that rank

2.2 Teaching, research, and/or professional excellence and leadership

3. Procedure for Conferment of Fellowship

3.1 Any permanent full-time faculty member with the rank of AssistantProfessor or higher may nominate a faculty member to be aFellow. The candidate may be asked to present necessarydocuments to support the nomination.

3.2 The Society of Fellows meets to consider the nominations. Amajority vote is needed among the Fellows present in order forany nomination to be forwarded to the Fellowship Board.

3.3 The Fellowship Board meets to consider the nominations. Amajority vote is needed for a candidate to become a UniversityFellow.

3.4 The Chancellor issues a letter confirming the award.

3.5 The Fellow will be presented to the academic community duringthe Faculty Recognition ceremonies.

4. Composition of the Fellowship Board

Chancellor (ex-officio, non-voting member)Head of the Society of FellowsOne fellow from each College except the College to which the Head of

the Society of Fellows belongsThe Dean of the College to which the candidate belongs, as a non-

voting resource person

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5. Benefits of a University Fellow

5.1 Upon conferment of this honor, a Fellow receives the equivalentof one (1) month’s basic salary which is added to his/her retirementfund as part of the employer’s contribution. Upon retirement, theFellow receives the accumulated interest earnings of this amountplus one (1) month of his/her latest salary.

5.2 A Fellow is given priority to teach subjects in his/her area ofspecialization.

5.3 In case of the phase-out of the Department to which he/shebelongs, a Fellow has the priority to be relocated in anotherDepartment where he/she can teach his/her specialization orits related fields.

In case he/she cannot be relocated, he/she will be entitled toseparation pay equivalent to one month’s salary for every year ofservice.

5.4 The University will honor a Fellow upon his/her retirement with asymbol of appreciation for his/her services to the University.

6. Duties and Responsibilities of a University Fellow

6.1 Serves as an exemplary model of the academic profession

6.2 Conducts himself/herself according to the highest norms ofprofessionalism

6.3 Is active in University functions

6.4 Involves himself/herself in peer evaluation

6.5 Wears the symbol of University Fellows

6.6 Distinguishes himself/herself as a researcher with consistentscholarly research output

6.7 Performs other functions as may be determined by the Societyof Fellows

7. Severance of Service of a University Fellow/Loss of Fellowship

Severance of Service of a University Fellow from the University shall begoverned by the same rules as those for permanent full-time facultymembers.

The Society of Fellows may opt to delist any member who does notfulfill the duties and responsibilities of a University Fellow.

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J. BENEFITS

1. Benefits Mandated by Law. Members of the faculty are covered by allbenefits specifically mandated by Philippine laws.

2. Health Care Plan. They participate in a health-care plan agreed uponwith the Faculty Association.

3. Longevity Benefits

Full-time academic faculty members with the appropriate number ofyears of service are entitled to the following longevity pay:

10 to less than 15 years: one-month basic salary15 to less than 20 years: one-and-a-half-month basic salary20 to less than 25 years: two-month basic salary25 to less than 30 years: two-and-a-half-month basic salary30 to less than 35 years: three-month basic salary35 or more years: three-and-a-half-month basic salary

If a faculty member goes on leave without pay during the year, his/herlongevity pay for that year is pro-rated.

For full-time faculty members, the cut-off date for determining thenumber of years of service is May 31 of every calendar year. Longevitybenefits (pay over and above the thirteenth month salary) will be givenon April 15 of every year.

For full-time faculty members who started teaching in the University ona part-time basis, or who, in the interim, served on a part-time basis,the following service equivalents will be observed:

A teaching load of thirty-six (36) units/year will be given anequivalence of one (1) year of service; and

A teaching load of less than thirty-six (36) units/year will beconsidered a fraction of a year, where the fraction is determinedby dividing the total units of load for the year by thirty-six (36).

4. Maternity and Paternity Benefits

4.1 Maternity Benefits

The University provides maternity leave benefits in accordancewith law. In cases where the law is silent or the benefit to bederived from it is less, the provisions contained in this Manualshall apply.

For the first two (2) children, a permanent faculty member willreceive her full basic salary during her maternity leave minusSocial Security System (SSS) benefits which are given directlyto the faculty member concerned.

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Female faculty members who have been in the service for atleast one (1) year but are not yet permanent, and thosepermanent having their third or fourth child, shall receive theirfull basic salary during the maternity leave minus:

- the amount due from SSS in maternity benefit, and- the substitute’s pay (overload or part-t ime rate); the

University shall bear the differential should the substitute’spay exceed that of the faculty member’s maternity leave pay.Upon expiration of the legal duration of sixty (60) days fornormal delivery, and seventy-eight (78) days for delivery bycaesarian section, the faculty member must report for work.The Chair, in consultat ion with the facul ty memberconcerned, assigns the substitute.

The maternity leave filed after the 4 th child shall not disruptcontinuity of service.

4.2 Paternity Benefits

Every married male faculty member shall be entitled to a paternityleave of seven (7) days with full pay for the first four (4) deliveriesof the legit imate spouse with whom he is cohabit ing, inaccordance with Sec. 2, RA No. 8187. The faculty member shallnotify his Chair of the expected date of delivery of his legitimatespouse and a substitute shall be assigned to take over hisclasses during his absence.

5. Leaves

5.1 Service Leave

A permanent full-time academic faculty member who hasrendered four (4) years, as fully notified by the Office of the ViceChancellor for Academics and Research, of continuous full-timeservice may avail of service leave with full pay for one (1) term.

A faculty member qualified to go on service leave should applyin writing for such leave at least one (1) term before the intendedleave.

The required continuous service for the subsequent leave shallbe counted from the actual date of return.

In cases where a service leave applied for in writing is deferreddue to scheduling difficulties, years of continuous service forthe next service leave should include the period of deferment.

Service leaves are non-cumulative and can only be deferred once.

Faculty members who go on service leave should render at least

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one (1) trimester of service upon their return.

5.2 Sabbatical Leave

A permanent faculty member with the rank of at least AssistantProfessor who has rendered a minimum of seven (7) years ofcontinuous service is entitled to a sabbatical leave. A facultymember is to engage in research. In addition, he/she may alsoengage in other act iv i t ies such as post doctoral work,professional practice* and/or extension service approved bythe University. The sabbatical plan should be submitted by thefaculty member applying for sabbatical leave at least one (1)term before the intended leave to the College Research Council(CRC) for endorsement to the Vice Chancellor for Academicsand Research for approval. A faculty member may work on andcomplete his/her sabbatical research project during the seven(7) years prior to his/her sabbatical leave, but without anydeloading and provided said project has not been used for anyother purpose.

The required continuous service for the subsequent leave shallbe counted from the date of return. In cases where the sabbaticalleave applied for in writing is deferred due to schedulingdifficulties, years of continuous service for the next leave shallinclude the period of deferment.The grantee must fulfill the following upon return:

- Submit a written report of the research output to the CRC forreview and evaluation;

- Render at least one (1) year of service upon return.

Sabbatical leaves cover a period of one (1) year and merit fullpay.

5.3 Study and/or Research Leave

5.3.1 Endorsed or Sponsored by the University

5.3.1.1 A full-time faculty member who applies forstudy leave may carry a full salary dependingon the memorandum of agreement governingthe scholarship. The duration of the leave willdepend on the requirements of the degree/research program and the availability of suchprogram in the Philippines. For a master’sprogram this leave should not exceed two(2) years; for a doctoral program, four (4)years. However, this leave may be granted aone-year extension subject to the provisionsof the Faculty Development Program.

*on the job professional enrichment approved by the University

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5.3.1.2 While a study leave endorsed or sponsoredby the Universi ty is not considered adisruption of service and is credited towardsyears of service for retirement purposes, it isnot credited towards years of service forservice/sabbatical leave, promotion, andlongevity benefits.

5.3.2 Study/Training Not Sponsored by the University

5.3.2.1 A full-time faculty member who obtains localor foreign scholarships may or may not carryhis/her salary depending on arrangementsmade with the Vice Chancellor for Academicsand Research or on the memorandum ofagreement governing the scholarship grant.

5.3.2.2 While a study leave of this nature is notconsidered a disruption of service and iscredited for retirement purposes, it is notcredited towards years of service for service/sabbatical leave, promotion, and longevitybenefits.

5.3.3 Study and/or Research Work for Personal Reasons

A permanent faculty member may apply for this leave forreasons of professional growth. This leave has a normalduration of one (1) year subject to extension and meritsno pay. This leave will disrupt continuity of service. TheChancellor has the discretion to extend this leave.

5.4 Business or Practice of Profession

A permanent faculty member who has served for five (5) yearsmay apply for this leave for reasons of personal business,practice of profession, or professional growth. Leaves in thiscategory are for a maximum period of one (1) calendar year, arenon-renewable, and are without pay. Such leaves will disruptcontinuity of service.

5.5 Vacation or Rest

A permanent faculty member may apply for a vacation leave forreasons of poor health for a duration of one (1) term, renewablefor a maximum of two (2) more terms, upon certification of theUniversity physician. This leave is without pay. The facultymember should not work for the duration of this leave. This leavewill not disrupt continuity of service (service/sabbatical leave)but it will not be credited towards computation of years of servicefor longevity/retirement.

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5.6 Sick Leave

A full-time permanent faculty member who is:

• confined in a hospital, or• physically unable to leave the house, or• sick as certified by a medical doctor and confirmed by the

University physician on a visit, and is therefore unable toteach/work, is entitled to full basic salary of up to one (1)month. During the second and third months of a prolongedsickness, the difference between a faculty member’s regularbasic salary and that of the substitute’s overload/part-timerate will be paid to the faculty member. Should the substitute’spay exceed that of the faculty, the differential would beshouldered by the University.

Beginning with the fourth month, he/she shall be consideredautomatically on leave without pay until he/she fully recovers.Any sick leave beyond three (3) months will not be creditedtowards years of service (service/sabbatical leave) but willnot disrupt cont inui ty of service towards longevi ty andretirement.

At the end of any prolonged sick leave, a faculty member shouldpresent a certification given and/or endorsed by the Universityphysician attesting to his/her full recovery.

The aforementioned benefit is non-cumulative and may beenjoyed only once during an academic year.

A full-time non-permanent faculty member who has served theUniversity for at least one (1) year and who contracts a prolongedillness as defined above, shall be entitled to full pay for one (1)calendar month. Inability to return to service after said periodshall be a cause for an immediate review of his/her contract bythe Permanency/Service Review Board.

5.7 Emergency Leave

Emergency leave with pay for not more than five (5) workingdays shall be granted to any member of the faculty directly affectedby such contingencies as:

• death, or serious accident/il lness of a member of theimmediate family (including parents, only for this purpose).Serious illness is to be determined by a physician; and

• natural and man-made calamities such as fire, earthquake,lahar flows and other consequences of volcanic eruptionsand the like.

For permanent faculty members, such leave may, in exceptional

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and feasible cases, be extended to one (1) term. Although suchextension shall merit no pay, and will not be credited towardsyears of service for service/sabbatical leave, promotion, longevity,and retirement purposes, it will not constitute a disruption in thecontinuity of service.

5.8 Military Service Leave

Military service leave shall be granted members of the facultywho may be called in accordance with the National Defense Actor any other law for trainee instruction, or for regular active dutytraining in any recognized branch of the Philippine Armed Forces.

5.9 Secondment or Special Detail Leave

University faculty members may be detailed by secondment toschools within De La Salle Philippines or may be on specialdetail to a government agency subject to the approval of theChancellor.

Secondment or special detail to De La Salle Philippines’ schooland to any government agency is for one (1) calendar year,renewable on a yearly basis.

This leave merits no pay but does not disrupt continuity of serviceand is counted for promotion, longevity, and retirement purposes.

5.10 General Considerations on Leaves of Absence

5.10.1 Any leave of absence should be taken to coincide withthe academic calendar.

5.10.2 A facul ty member shal l not secure employmentelsewhere while on leave, except leaves under 5.4(Business or Practice of Profession).

5.10.3 Permanent faculty members granted a leave areassured of retaining their faculty rank, though notnecessarily their appointive positions in the University.They have the option to continue payment of thecontributions to SSS, PAG-IBIG and Philhealth but theywill also have to pay the University’s share.

5.10.4 Only leaves of absence with pay, except leaves under5.8 (Military Service Leave) and 5.9 (Secondment orSpecial Detail Leave) may be counted towards yearsof service for promotion, longevity, and retirementpurposes, and service and sabbatical leaves.

5.10.5 A faculty member may avail of a leave of absence underthe aforementioned st ipulat ions. The type andconditions of a leave are determined by the head of theunit and the faculty member concerned. The leave takes

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effect after it is approved in writing by the Vice Chancellorfor Academics for Research upon the recommendationof the Dean/head of the unit. Should the Vice Chancellorfor Academics and Research disapprove the leave, thefaculty member may appeal the case to the Chancellor.

5.10.6 As part of his/her contract, a faculty member who is onan approved leave of absence is expected to rendercorresponding years of service upon his/her return. Ifhe/she fails to render such service, he/she shall beasked to repay all salaries and benefits received duringsuch leave. In this case, the University may withholdany or all benefits accruing to the faculty memberconcerned.

5.10.7 A faculty member who goes on leave without officialapproval is considered resigned.

5.10.8 A faculty member who is leaving for abroad should applyfor the intended leave to the Vice Chancellor forAcademics and Research through the Dean thirty (30)days before the effectivity of said leave. A formal replyfrom the Vice Chancellor for Academics and Researchshould be furnished within seven (7) days afterapplication. The requirement of 30 days notice will notapply for sick leave, emergency leave, and attendanceto conferences and official meetings abroad.

5.10.9 Faculty members on approved leave of absence shouldwrite the Vice Chancellor for Academics and Research,copy furnished the Dean about their intention to return,forty-five (45) calendar days before the end of their leave;otherwise they are considered resigned.

The advance notice is required to give the Universityenough time to see to it that the faculty memberconcerned will have an assignment upon his/her return.

6. Retirement Benefits

6.1 The University retirement benefits consist of the following plans:

University’s Faculty ReferenceNumbersContributions% % of Notes Below

Plan A (CEAP) 4 2 #1Plan B 2 2 #2Plan C 4 0 #3Plan D 3 2 #4

#1. Faculty members are entitled to Plan A in accordance with thepolicies of the CEAP Retirement Plan. (See Appendix K)

#2. Faculty members are entitled to Plan B for which they contribute

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two percent (2%) of their monthly basic salary inclusive of thecontribution to PAGIBIG. The University commits itself to matchingthe faculty member’s contribution (2% of basic monthly salaryminus the contribution to PAGIBIG). The total Universitycontributions go to a retirement fund governed by policies similarto those of the old CEAP Retirement Plan effective prior to October1989.

#3. Plan C applies to faculty members who are not enjoying tuitionwaivers for their children. The total contribution will be added tothe University’s Retirement Fund. Although part of the University’sRetirement Plan, this contribution will be credited to the facultymember concerned; hence, he/she may withdraw thiscontribution, together with all interest, when he/she leaves theUniversity.

When a faculty member enjoying tution waiver benefit stopsavailing of this benefit he/she is automatically entitled to Plan C.

#4. Full-time faculty members who have opted for Plan B may opt toparticipate in Plan D whereby they commit themselves to savingtwo percent (2%) of their basic salary while the Universitymatches this with three percent (3%) contribution. The totalcontr ibution wil l be added to the University’s addit ionalRetirement Fund Plan and will also be governed by rules similarto those of the old CEAP Retirement Fund effective prior toOctober 1989.

Addendum regarding the old CEAP Retirement Plan:

Plans B, C, and D will follow the old CEAP provisions effectiveprior to October 1989 and other policies that may bestipulated by the Retirement Board.

6.2 For the purpose of computing retirement benefits, a facultymember who has served the University for at least thirty (30)years shall be deemed promoted 2 full step upon retirement. Afaculty member who has served the University at least 20 yearsbut less than 30 years shall be deemed promoted 1 full step.

6.3 Retirement benefit shall be computed based on twenty-six and17 hundredth days (26.17) effective academic year 2008-2009.

6.4 Retirement benefits due the retiring faculty member will be givento him/her on one of the following conditions:

6.4.1 At the mandatory age of 60, when service is notextended.

6.4.2 At the age of 62, when service is extended for two (2)years upon the recommendation of the Vice Chancellorfor Academics and Research.

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6.4.3 At the age of 65, when service is extended for five (5)years upon the recommendat ion of the ServiceExtension Board.

6.4.4 Upon early retirement (age 50 with 20 years of service).

6.5 Privileges of Retired Faculty Members

6.5.1 They have permanent employee identification cards.

6.5.2 They may avail of the services of the University clinic,counseling, library (room use only), gymnasium/sports,and computer facil it ies (email account only), anddiscounts for purchases at the bookstore and thecanteens.

6.5.3 They receive, upon request, publ icat ions of theUniversity, which are furnished to the faculty generally.

6.5.4 They are invited to University activities (colloquia,concerts, programs, sportsfests, etc.) and receivediscounts on tickets where applicable.

7. Faculty Development Benefits

7.1 Tuition discount for graduate studies and other grants areprovided under the Faculty Development Program of theUniversity.

7.2 The University Committee on Faculty Development, composedof the Vice Chancellor for Academics and Research as presidingofficer, a Deans’ Representative, the Faculty AssociationPresident, an Academic Service Faculty Representative - all votingmembers - shall formulate the general guidelines for facultydevelopment and review the guidelines of the College FacultyDevelopment Committees. The other College Deans andCollege Faculty Representatives shall be regular non-votingmembers of the Committee.

7.3 The College Faculty Development Committee, using the generalguidelines as basis, formulates specific guidelines for eachCollege. This Committee is composed of the Dean as presidingofficer, Department representatives, and a Faculty AssociationRepresentative.

7.4 All policies enunciated and benefits decided on by the UniversityFaculty Development Committee shall be an integral part of theFaculty Manual.

8. Research Incentive

8.1 Permanent faculty members with the rank of at least Assistant

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Professor who have served for five (5) cumulative years willreceive a research incentive equal to one hundred percent(100%) of their monthly salary for any paper or creative work inline with one’s area of specialization, appearing in a publicationwith an ISBN or an ISSN within the academic year. In somecases, a review of the articles with ISBN or an ISSN can beconsidered. The research incentive shall be equivalent to onlyseventy-five percent (75%) of the monthly salary for publishableresearch completed within the academic year, or for a research-based paper delivered in a public forum.

8.2 Professorial and academic chairholders also qualify for thebenefit by submitting a paper over and above that required bythe chair they hold.

8.3 Research papers or creative works should be endorsed by theDepartment Chair to the College Research Committee (CRC).The CRC deliberates on them and submits the qualified papersto the Vice Chancellor for Academics and Research for approvalof the incentive award.

8.4 For contracted projects, there should be a paper over and abovethe requirements of the project.

8.5 Research that qualified for the incentive during the previous yearmay qualify for the current academic year provided the data areupdated.

8.6 Joint research/papers shall be treated as single ones, with themembers of the research team deciding among themselveswho shall be the recipient of the incentive and its concomitantbenefits. Credit for joint research/papers will be determined bythe respective College Research Committees.

9. Disability Benefits

In addition to the benefits for long term sickness and total permanentdisability in accordance with the SSS Law, the following benefits aregiven subject to qualifications herein stated:

Permanent faculty members with at least three (3) years of servicewho are permanently disabled will receive a lump sum consisting ofthe latest monthly salary times the number of years of service, providedthe amount of disability benefits shall not be less than PhP50,000, normore than PhP300,000, and provided the faculty member at the timeof disability is not eligible for early retirement benefits under the CEAPPlan. If he/she is so entitled, the faculty member is entitled to whicheveramount is higher.

10. Death Benefits

When a full-time academic faculty member who is a member of the

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DLSU Faculty Association dies, members of the Faculty Associationwill contribute the equivalent of one (1) hour overload or part-time pay.The University will give an amount equivalent to one-and-a-half (1.5)times the total contribution of the faculty.

A permanent faculty member who reaches retirement age and whohas been a member of the Faculty Association for fifteen (15) yearsmay continue membership in the Faculty Association and will continueto qualify for the death benefits stated above.

A faculty member who is entitled to retirement benefits at the time ofhis/her death shall be granted both retirement and death benefits.

A full-time faculty member who dies and who has served the Universityfor ten (10) years prior to death is entitled to a 100% tuition waiver forone (1) child, for a regular collegiate program in the University. A facultymember who has served the University for 20 years prior to death isentitled to a 100% tuition waiver for 2 children, for a regular collegiateprogram in the University.

A retired faculty member who dies and who has served the Universityfor at least twenty (20) years is entitled to a 100% tuition waiver for two(2) children for a regular collegiate program in the University.

11. Parking Privileges

Parking spaces are designated for University Fellows, Full Professors,and administrators (Vice-Deans up). Parking slots on campus,including an additional 10 slots at the 6th Floor of the Enrique RazonSports Building, is extended to members of the Faculty Association,subject to rules and procedures in determining parking space, whichmay be reviewed annually.

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53ACADEMIC SERVICE FACULTY

A. EMPLOYMENT NORMS AND CONDITIONS

1. General Classification by Unit Assignment

Academic Service Faculty (ASF), the equivalent of the academic non-teaching personnel as defined by BP 232, are faculty members whoare primarily engaged by the University for the practice of theirprofession directly supportive of teaching or in support of academicprograms. They are expected to participate in the University’spursuance of its mission by fully concentrating on their specific inter-related functions as stated in their job descriptions provided by theUniversity unit to which they are assigned. Among the University unitswhich require the services of these faculty members are the following:

• Admissions Offices• Engineering and Science Laboratories• External Linkages Office• Human Resource Development Office• Institutional Testing and Evaluation Office• Information Technology Center• Library• Marketing Communication Office• Social Development Research Center• Scholarship and Financial Assistance Office• Student Personnel Services• Other units that perform academic services

2. Classification by Employment Status

Employment status refers to the nature of an ASF member ’sappointment, which may be Contractual, Probationary, or Permanent.

2.1 Depending on the needs of the University units enumeratedabove, Contractual ASFs may be hired on a contractual or projectbasis. The functions, duties and obligations, including honorariafor such positions shall be decided by the Vice Chancellor forAcademics and Research in consultation with the administratorsconcerned.

2.2 A Probationary ASF member is one who has been appointed forfull-time work and on whom permanent status has not yet beenconferred. An ASF member on probation will be notified of thenon-renewal of his/her contract at least thirty (30) days beforethe expiration of his/her current contract.

2.2.1 Duration of Probation

The initial period of appointment for a Probationary ASFmember is one (1) trimester. Unless the ASF member

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is informed of non-renewal thirty (30) days before thestart of the next term, the appointment is automaticallyextended up to the end of the third (3rd) trimester ofservice. Subsequent renewals will be on an annualbasis.

The maximum probat ionary per iod is nine (9)consecutive trimesters. However, Probationary ASFswho have compl ied with the requirements forpermanency may be made permanent after three (3)consecutive trimesters of probation. Prior service ofProbationary ASF members who have returned fromstudy leaves may be considered part of the probationaryperiod, and they may therefore be employed toabbreviate the probationary period.

2.2.2 Effectivity/Non-renewal of Contract

A Probationary ASF is expected to:

2.2.2.1 consider the period of his/her employmentas strictly temporary, the said period to endon the expiry date of the contract, in whichcase the employer-employee relationshipshal l automatical ly be consideredterminated; and

2.2.2.2 finish the term of his/her appointment, unlessthe University decides otherwise, in whichcase the University pays him/her all theemoluments called for under his/her contract.If, however, the termination before the expirydate is for cause, the emolumentscorresponding to the unserved portion of thecontract shall not be paid.

2.3 A Permanent ASF member is one who has met the criteria forpermanency as confirmed by the Permanency Board, and withwhom the Chancellor of the University has signed a contract forpermanency. The service of a permanent ASF member may beterminated only for just cause and after due process.

3. Working Conditions

In addition to the general functions of ASF members as stated in thejob descriptions provided by the respective University units to whichthey are assigned, they:

3.1 shall devote forty (40) hours of professional service a week tothe University during each of the three (3) trimesters of the schoolyear.

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553.2 render service between trimesters to ensure continuity ofoperations. They do not render service on non-working holidaysand during the Christmas break.

3.3 enjoy a vacation leave every year depending on the number ofyears of continuous service, upon arrangement with theirimmediate supervisor who endorses it to the Dean/Director forthe eventual approval of the Vice Chancellor for Academics andResearch. Their vacation leave entitlement is specified underBenefits, p. 83.

3.4 may be assigned to administrative positions by the Universityas part of their forty (40) hours of professional service a week forwhich they shall be given honoraria. The amount of honorariumshall be based on: (1) the size of the unit/department; (2) thenumber of programs/projects undertaken; (3) the number ofpersons under supervis ion; (4) the nature of task orresponsibility; and (5) the office’s/unit’s significant contributionto the university.

3.5 may teach at De La Salle University a maximum of one (1) three-hour course per term as part of their professional growth, subjectto the approval of the unit head concerned. The actual teachinghours shall be conducted within their forty (40) hours-a-weekschedule and shall NOT merit extra compensation.

3.6 may engage in consultancies approved/endorsed/ sponsoredby the University. They may also engage in teaching within theUniversity’s consortium program with the approval of theChancellor, provided:

3.6.1 they are permanent members of the faculty;

3.6.2 they have received an effective performance evaluation;

3.6.3 these outside activities have the approval of the head ofthe unit and the Dean/Director concerned, and do notexceed eight (8) hours per week of the regular workschedule; and

3.6.4 they are not currently enjoying other reductions in workinghours.

3.7 shall be given time off for training, seminars, or workshops uponthe approval of the Vice Chancellor for Academics and Researchin consultation with the Associate Vice Chancellor concerned orhis/her equivalent and/or head of the unit concerned. TheUniversity shall secure every affordable opportunity to promotethe academic and professional growth of the Academic ServiceFaculty by providing time, funds, and other means of support toenable them to pursue their continuing education and trainingin their respective fields or profession, subject to the provisions

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in the Faculty Development Program and the requirements ofthe effective delivery of services. Reduction in working hours formasteral studies shall be equivalent to one and one-half (1.5)times the number of units enrolled in, provided the total numberdoes not exceed nine (9) hours.

B. ACADEMIC SERVICE FACULTY RANKS

A common faculty ranking scheme shall govern all Academic Service Facultymembers. A general set of minimum entry requirements is provided foreach of the ranks. Specific entry requirements may vary, however, dependingon the needs of each unit.

The following classification of ranks applies to full-time Academic ServiceFaculty:

1. Assistant Academic Service Faculty (AASF) I-1 to I-10

-for Information Technology Center only


Appointment to this rank requires a relevant bachelor’s degreeand one (1) year work experience relevant to the position. Anappl icant with a relevant bachelor’s degree but withoutexperience may be hired as a Contractual AASF member.

1.2 Hiring


1.2.1.1 Competence in the performance ofprofessional funct ions as attested byprevious employer.

1.2.1.2 Self-development and professional growthas evidenced by attendance in at least one(1) seminar or workshop relevant to his/herarea of expertise or discipline, and which hasbeen echoed in any forum.

1.2.1.3 Professional involvement as evidenced byact ive part ic ipat ion in professionalassociations, or organizations related to his/her position.


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Reclassification is the upward movement of a non-permanentAASF member.

Step promotion is the upward movement of a permanent AASFmember within the rank upon meeting the residency and allnon-residency requirements.

1.3.1 Minimum Residency Requirements for Promotion/Reclassification

Full-time AASF members who have at least one (1) yearof residency in their present rank and succeeding levelsmay be promoted/ reclassified based on the criteria forpromotion/reclassification.


1.3.2.1 Competence in the performance ofprofessional functions as attested to by thehead of the unit concerned and evidenced byan effective performance rating of 4.0 bystudents/staff, peers and supervisors.

The basis for the performance rating of ASFsregardless of rank applied for shall cover his/her performance for the last three years.

1.3.3.2 Self-development and professional growthas evidenced by attendance in at least one(1) seminar or workshop relevant to his/herarea of expertise or discipline, and which hasbeen echoed in any forum.

1.3.2.3 Contr ibut ion to the development/improvement of existing programs/materials/instrumentations towards more effectiveoffice systems and procedures.

1.3.2.4 Professional involvement as evidenced byact ive part ic ipat ion in professionalassociations, or organizations related to his/her position.

1.3.2.5 Compliance with school regulations andadministrative requirements for attendance,punctuality, and deadline for submission ofreports as evidenced by official records.

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1.3.1.6 Involvement in Community/ Col lege/Department/Unit activities/projects


2. ASF Ranks I-1 to I-12


Appointment to this rank requires a relevant bachelor’s degreeand one (1) year work experience relevant to the position. Anappl icant with a relevant bachelor’s degree but withoutexperience may be hired as a Contractual Academic ServiceFaculty (ASF) member.

2.2 Hiring


2.2.1.1 Competence in the performance ofprofessional or administrative functions asattested by previous employer.

2.2.1.2 Self-development and professional growthas evidenced by attendance in at least one(1) seminar or workshop relevant to his/herarea of expertise or discipline.

2.2.1.3 Professional involvement as evidenced byact ive part ic ipat ion in professionalassociations, or organizations related to his/her position




Full-time ASF members who have had at least one (1)year of residency in their present rank and succeedinglevels may be promoted/reclassified based on thecriteria for promotion/reclassification.


2.3.2.1 Specialized training or graduate units* inthe discipline or related area.

* At least 3 units within the Academic Year

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592.3.2.2. Competence in the performance ofprofessional or administrative functions asattested to by the head of the unit concernedand evidenced by an effective performancerating of at least 4.0 by students/staff, peers,and supervisors.

2.3.2.3 Contr ibut ion to the development/moreeffective office systems and procedures.

2.3.2.4 Involvement in Community/Col lege/Department/Unit activities/projects.

2.3.2.5 Compliance with school regulations andadministrative requirements for attendance,punctuality, and deadline for submission ofreports as evidenced by official records

2.3.2.6 Self-development and professional growthas evidenced by attendance in at least one(1) seminar or workshop relevant to his/herarea of expertise or discipline

2.3.2.7 Professional involvement as evidenced byact ive part ic ipat ion in professionalassociations, or organizations related to his/her position


3. ASF Ranks II-1 to II-9


Appointment to this rank requires the completion of a relevantmaster’s degree, and whenever applicable, an appropriatelicense, in addition to a minimum of two (2) years of professionalpractice in the University, or five (5) years of professional practiceand/or relevant experience gained from the academe, industry,and government or non-government service-or ientedorganizations.

3.2 Hiring

3.2.1 Criteria for Hiring to ASF Ranks II-1 to II-7

3.2.1.1 Competence in the performance ofprofessional or administrat ive work asattested by previous employer.

3.2.1.2 Development of new program(s) or materialsthat contribute to the efficient and effective

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del ivery of services to the academiccommunity.

3.2.1.3 Continued self-development and professionalgrowth as evidenced by attendance in at leasttwo (2) seminars, training programs orworkshops relevant to his/her area ofexpertise or discipline.

3.2.1.4 Professional involvement as evidenced byactive participation in relevant professionalorganizations.

3.2.1.5 Values and att i tudes ref lect ing theUniversity’s Mission Statement such as theability to relate harmoniously with others.



A minimum of one (1) year residency in the present rankis required for promotion/reclassification based on thecriteria for promotion/ reclassification.

3.3.2 Criteria for Promotion/Reclassification to ASF Ranks II-1 to II-7

3.3.2.1 Competence in the performance ofprofessional or administrat ive work asattested to by the head of the unit concernedand as evidenced by an effective performancerating of at least 4.0 by students/staff, peers,supervisors, and, if necessary, the Dean orVice-Dean, whenever applicable.

3.3.2.2 Development of new program(s) or materialsthat contribute to the efficient and effectivedel ivery of services to the academiccommunity

3.3.2.3 Continued self-development and professionalgrowth as evidenced by attendance in at leasttwo (2) seminars, training programs orworkshops relevant to his/her area ofexpertise or discipline

3.3.2.4 Professional involvement as evidenced byactive participation in relevant professionalorganizations

3.3.2.5 Involvement in community, College, Depart-ment activities, committees, programs, etc.

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613.3.2.6 Compliance with school regulations and

administrative requirements for attendance,punctuality, and deadline for reports asevidenced by official records

3.3.2.7 Values and att i tudes ref lect ing theUniversity’s Mission Statement such as theability to relate harmoniously with others

3.4 Criteria for Hiring to Ranks II-8 to II-9

3.4.1 Competence in the performance ofprofessional or administrat ive work asattested by previous employer.

3.4.2 Development of new program(s) or materialsthat contribute to the efficient and effectivedel ivery of services to the academiccommunity.

3.4.3 Cont inued sel f-development andprofessional growth as evidenced byattendance in at least two (2) seminars,training programs or workshops relevant tohis/her area of expertise or discipline.

3.4.4 Professional involvement as evidenced byactive participation in relevant professionalorganizations.

3.4.5 Values and att i tudes ref lect ing theUniversity’s Mission Statement such as theability to relate harmoniously with others.

3.4.6 Evidence of managerial or mentoring skillsto train faculty within the unit or departmentis recognized as a significant factor forevaluating professional competence.

3.4.7 Evidence of significant contributions in one’sfield of specialization such as programsdeveloped for the unit in line with one’sposition in the unit, and at least one (1) paperpresented/delivered by the ASF memberconcerned as plenary speaker in relevantnational conventions/ conferences or paperpresented in a concurrent/parallel sessionin an international conference or publishedin relevant national journals.

3.4.8 Act ive leadership in relevant nat ional

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professional organizations or significantcontribution in community- based IT-relatedprojects/programs.

3.4.9 Specialized training of at least forty (40) hoursin one’s field or discipline.

3.5.1 Criteria for Promotion/Reclassification to Ranks II-8 toII-9

3.5.1 Competence in the performance ofprofessional or administrat ive work asattested to by the head of the unit concernedand as evidenced by an effective performancerating of at least 4.0 by students/staff, peers,supervisors, and, if necessary, the Dean orVice-Dean, whenever applicable.

3.5.2 Development of new program(s) or materialsthat contribute to the efficient and effectivedel ivery of services to the academiccommunity.

3.5.3 Cont inued sel f-development andprofessional growth as evidenced byattendance in at least two (2) seminars,training programs or workshops relevant tohis/her area of expertise or discipline.

3.5.4 Professional involvement as evidenced byactive participation in relevant professionalorganizations

3.5.5 Involvement in community, Col lege,Department activities, committees, programs,etc.

3.5.6 Compliance with school regulations andadministrative requirements for attendance,punctuality, and deadline for reports asevidenced by official records.

3.5.7 Values and att i tudes ref lect ing theUniversity’s Mission Statement such as theability to relate harmoniously with others.

3.5.8 Evidence of managerial or mentoring skillsto train faculty within the unit or departmentis recognized as a significant factor forevaluating professional competence.

3.5.9 Evidence of significant contributions in one’sfield of specialization such as programs

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63developed for the unit in line with one’sposition in the unit, and at least one (1) paperpresented/delivered by the ASF memberconcerned as plenary speaker in relevantnational conventions/ conferences or paperpresented in a concurrent/parallel sessionin an international conference or publishedin relevant national journals.

3.5.10 Act ive leadership in relevant nat ionalprofessional organizations or significantcontribution in community-based IT-relatedprojects/programs.

3.5.11 Specialized training of at least forty (40) hoursin one’s field or discipline.

4. ASF Ranks III-1 to III-5*

4.1 Minimum Entry** Requirements

Appointment to this rank requires all of the following:

4.1.1 possession of a master’s degree in one’s field ofspecialization;

4.1.2 professional license, whenever applicable;

4.1.3 at least six (6) years of excellent professional experiencein an administrative position (at least Director/UnitHead) or ten (10) years of practice in the sameprofession in the University;

4.1.4 evidence of significant contributions in one’s field ofspecialization such as programs developed for the unitin line with one’s position in the unit, and at least one(1) paper presented/delivered by the ASF memberconcerned as plenary speaker in relevant nationalconventions/conferences or paper presented in aconcurrent/paral lel session in an internat ionalconference;

4.1.5 active leadership in relevant national professionalorganization or significant contribution in community-based IT-related projects/programs;

4.1.6 specialized training of at least forty (40) hours in one’sfield or discipline.

* No one gets hired as ASF III. Refer to ASF grid, Appendix C.** Entry for ASF III means promotion to the rank.

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Full-time ASF members who have had at least one (1)year of residence in their present rank may be promoted/reclassif ied based on the cri ter ia for promotion/reclassification.

4.2.2 Criteria for Promotion/Reclassification to ASF Ranks III-1 to III-5

4.2.2.1 Consistent, competent, and effect iveprofessional performance of administrativefunctions as attested to by an evaluationrating of at least 4.0 by students/staff, peers,supervisors ( i .e., Director, Deans/Vice-Deans, Coordinators).

4.2.2.2 Expertise as evidenced by professionalinvolvement in di f ferent Universi tyassignments, or consultancies, accreditationwork, and other outreach activities.

4.2.2.3 Professional leadership as evidenced byact ive involvement in Community/Department/Col lege/Unit programs oractivities, or in relevant national professionalorganizations.

4.2.2.4 For every step, at least two (2) scholarlypapers/lectures presented or delivered innat ional conferences/convent ions, orpubl ished in nat ional journals, whichcontribute to the knowledge capital of one’sprofession, or programs/mater ials/instrumentations developed towards animproved service delivery or effective systemsand procedures of the unit.

4.2.2.5 Compliance with school regulations andadministrative requirements for attendance,punctuality, and deadline for reports asevidenced by official records.

4.2.2.6 High level of cont inuing professionaldevelopment as evidenced by attendance inat least two (2) seminars/conferences,training courses, or workshops (local orforeign) relevant to his/her position.


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655. ASF Ranks III-6 to III-8



Full-time ASF members who have had at least one (1)year of residence in their present rank may be promoted/reclassif ied based on the cri ter ia for promotion/reclassification.

5.1.2 Criteria for Promotion/Reclassification to ASF Ranks III-6 to III-8

5.1.2.1 Consistent, competent, and effect iveprofessional performance of administrativefunctions as attested to by an evaluationrating of at least 4.0 by students/staff, peers,supervisors ( i .e., Director, Deans/Vice-Deans, Coordinators.

5.1.2.2 Expertise as evidenced by professionalinvolvement in di f ferent Universi tyassignments, or consultancies, accreditationwork, and other outreach activities.

5.1.2.3 Professional leadership as evidenced byact ive involvement in Community/Department/Col lege/Unit programs oractivities, or in relevant national professionalorganizations.

5.1.2.4 For every step, at least three (3) scholarlypapers/lectures presented or delivered innat ional conferences/convent ions, orpubl ished in nat ional journals, whichcontribute to the knowledge capital of one’sprofession, or programs/mater ials/instrumentations developed towards animproved service delivery or effective systemsand procedures of the unit.

5.1.2.5 Compliance with school regulations andadministrative requirements for attendance,punctuality, and deadline for reports asevidenced by official records.

5.1.2.6 High level of cont inuing professionaldevelopment as evidenced by attendance inat least two (2) seminars/conferences,training courses, or workshops (local orforeign) relevant to his/her position.

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6. Reclassification to Full-Time Academic Faculty

Upon the recommendation of the Department Chair concerned, inconsultation with the Dean of the College and upon the endorsementof the Dean or Director of the unit, an ASF member who meets thenecessary qualifications and has shown proficiency in teaching andresearch, may be reclassified to full-time academic faculty status.

C. PROCEDURES FOR HIRING, PROMOTION, PERMANENCY

1. HIRING

1.1 Composition of the Hiring Board

Dean/Head of the unit/AVC or the equivalent as the presidingofficer

Vice-DeanDirector/Coordinator of the UnitSenior ASF selected by colleagues from the same unitFaculty Association representative, preferably from the same

unit, appointed by the President of the Faculty Association

1.2 Functions of the Hiring Board

1.2.1 Ensures that supporting documents of the candidatefor hiring are in place

1.2.2 Del iberates on the candidate’s qual i f icat ions todetermine rank

1.2.3 Recommends approval of hiring with appropriate rankto the Chancellor

1.3 Procedure for Hiring ASF Members

1.3.1 All applications are screened by the head of the unittogether with at least one (1) senior ASF memberselected by colleagues from the same unit.

1.3.2 The head of the unit recommends the applicant to theVice Chancellor for Academics and Research submittingthe required documents: application form, bio-data,photocopy of the transcript of records, and three (3)references.

1.3.3 If the application is favorably considered, the ViceChancellor for Academics and Research gives notice tothe Dean/Head of the Unit or the equivalent forconvening the Hiring Board.

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671.3.4 The Hiring Board deliberates on the application andrecommends the applicant’s probationary rank/level tothe Chancellor with clearance from the Vice Chancellorfor Academics and Research.

1.3.5 The incoming ASF member is required to undergo andpass a medical examination at the expense of theUniversity.

1.3.6 The Chancellor makes the appointment in writing uponthe recommendation of the Hiring Board and withclearance from the Vice Chancellor for Academics andResearch.

1.3.7 The contract signed by the incoming ASF membersbecomes binding only upon signing by the Chancelloror his/her duly authorized representative.

2. PROMOTION/RECLASSIFICATION

2.1 Composition of the Promotion/Reclassification Board

2.1.1 For AASF I-1 to I-10 to 1-12 and ASF II-1 to II-6

Dean/Head of the Unit/AVC or the equivalent as thepresiding officer

Director/Coordinator of the UnitSenior ASF selected by colleagues from the same unitFaculty Association representative, preferably from the

same unit, appointed by the President of the FacultyAssociation

2.1.2 For ASF II-7 and up

Vice Chancellor for Academics and Research as thepresiding officer

Dean/Head of the Unit/AVC or the equivalent as thepresiding officer

Director/Coordinator of the UnitSenior ASF selected by colleagues from the same unitFaculty Association representative, preferably from the

same unit, appointed by the President of the FacultyAssociation

2.2 Functions of the Promotion/Reclassification Board

2.2.1 Evaluates the supporting documents of the candidatefor promotion/reclassification based on the criteriastipulated for the rank concerned.

2.2.2 Deliberates on the merits of the recommendations.

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2.2.3 Recommends the candidate for promotion/reclassification to the appropriate rank

2.3 Procedure for Promotion/Reclassification of ASFs

2.3.1 At the end of each service/residency, the ASF membersshall submit an updated bio-data indicating his/heracademic performance and activities since his/her lastpromotion/reclassification as well as whether he/sheis up for promotion/ reclassification.

2.3.2 The head of the uni t /department concerned, inconsultation with the members of the unit/department,reviews the performance of the ASF member beingconsidered for promotion/reclassification.

Based on the review, the head of the unit/departmentrecommends the candidate(s) for promotion/reclassification after ascertaining that the minimumresidency requirements of the candidate(s) are met.

In cases where the head of the unit/department doesnot recommend the ASF member for promotion/reclassification, the latter may nominate himself/herselfby writing to the Vice Chancellor for Academics andResearch.

It is general ly the immediate superior or his/herdesignated representative who recommends the headof the unit/department for promotion/reclassification inconsultation with the members of the unit/department.

2.3.3 The head of the unit/department submits the list ofcandidates for promotion/reclassification one (1) weekbefore the start of the term when the promotion/reclassi f icat ion is supposed to apply.Recommendations wi l l be considered only whensupported by necessary documents.

2.3.4 Upon receiving the recommendations, the administratorwho is given the function shall convene the Promotion/Reclassification Board.

2.3.5 Members of the Promotion/Reclassification Board aregiven reasonable time to study the recommendationand the supporting documents.

2.3.6 Boards meet separately and make the necessaryrecommendations.

2.3.7 No member of the Promotion/Reclassification Boardshall have two (2) designations. No candidate may sit

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69in his/her own deliberating Board. His/her place shallbe taken over by a duly designated representative.

2.3.8 The candidate has the option to appear before the Boardprior to its deliberation on his/her recommendation/nomination.

2.3.9 Decisions of the Board are generally reached byconsensus. However, if consensus cannot be reacheddespite a lengthy discussion, decision shall be madeby secret voting.

2.3.10 The Presiding Officer of the Promotion/ ReclassificationBoard prepares the decision sheet in accordance withthe recommendation of the Board.

2.3.11 The ASF member concerned is informed by theimmediate superior of the recommendation of the Boardwithin two (2) working days from the time the decisionwas made. In case of an unfavorable decision, thefaculty member may appeal his/her case (refer toAppendix F).

2.3.12 The decision sheet in its original form is submitted tothe Chancellor for his/her approval. He/she informs theASF member concerned of the decision in writing. Acopy of the Board’s decision is at tached to theChancellor’s letter of approval.

3. PROBATION/RENEWAL OF CONTRACT

3.1 For Definition of Probation, refer to item 2.2, p.53.

3.2 For Duration of Probation, refer to item 2.2.1, p. 53.

3.3 Criteria for Renewal

3.3.1 Effective performance* as evaluated by students, peersand the Chair/Unit Head.

3.3.2 Values and attitudes reflecting the University MissionStatement, such as sense of cooperativeness andresponsibility, and visibility in the academic community.

3.3.3 Completion of the appropriate degree in the disciplineor in a related discipline of the department/unit, whenrequired by the department/unit concerned and explicitlyexpressed in the Board decision sheet and in theChancellor’s letter.

* In case the numerical rating is not conclusive, the Dean’s evaluation will be used. Please refer to Implementing Guidelines, item 6.1, p. 119.

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3.3.4 Compliance with school regulations and administrativerequirements for attendance, punctuality, and deadlinefor grades, among other factors.

3.3.5 Research capability as demonstrated by scholarlyoutputs/publications.

3.3.6 Active participation and membership in Department,College/Unit and University committees and activities.

3.3.7 Good health as attested to by the medical officer/testingagency designated by the DLSU.

The above criteria are minimum requirements and a college/unit may come upwith higher standards within the disciplines under the college/unit.*

3.4 Composition of the Renewal Board

Dean/Associate Vice Chancellor/Head of the unit or theequivalent as the presiding officer

Vice-DeanChair/Director/Coordinator of the UnitSenior ASF selected by colleagues from the same unitFaculty Association representative, preferably from the same


3.5 For Effectivity/Non-renewal of Contract, refer to item 2.2.2, p.54.

4. PERMANENCY

4.1 Composition of the Permanency Board

Vice Chancellor for Academics and Research as the presidingofficer

Dean/Head of the College/divisionChair/Director/Coordinator of the UnitSenior ASF selected by colleagues from the same unitFaculty Association representative, preferably from the same


4.2 Criteria for Permanency

4.2.1 Completion of the appropriate degree or its equivalentas specified in the Implementing Guidelines, AppendixA.

4.2.2 Competence in the performance of professional oradministrative work as attested to by the head of theunit concerned and as evidenced by effect ive

*The additional college criteria must be disclosed to the faculty applicant at the start of his/her probation.

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71performance ratings evaluated by students/staff, peers,supervisors, and, if necessary, the Dean or Vice-Deanwhenever appl icable, using comparat ive andlongitudinal data.

4.2.3 Values and attitudes reflecting the University MissionStatement, such as sense of cooperativeness andresponsibility, and visibility in the academic community.

4.2.4 Academic and/or professional development asspecified in the Implementing Guidelines.

4.2.5 Good attendance, punctuality, and prompt delivery ofservices and submission of reports to the head of theunit.

4.2.6 Academic/community service through participation andinvolvement in unit, college, and University committeesand activities.

4.2.7 Active participation and membership in professionalorganizations.

4.2.8 Good health as attested to by a medical doctor/testingagency designated by the University.

4.3 Procedure for Permanency/Renewal of Probation

4.3.1 Before the end of the probationary period, the head ofthe Department/Unit in consultation with the membersof the Department/unit shall review the performance ofthe faculty member concerned. The head of theDepartment/unit makes a recommendation to thePermanency Board/Renewal Board.

4.3.2 The Vice Chancellor for Academics and Research/Dean/Unit Head convenes the Permanency/Renewal Boardto consider the Department’s/unit’s recommendation.

4.3.3 The Permanency Board/Renewal Board evaluates thefaculty member’s performance and recommendspermanent status, renewal of probation, or non-renewalof contract.

4.3.4 The faculty member concerned is informed by the Chair(or the immediate superior) of the recommendation ofthe Board within two (2) working days from the time thedecision was made.

4.3.5 The Chancellor issues a contract to the faculty memberwho has been recommended for permanency/renewalby the Permanency Board.

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D. SEVERANCE OF SERVICE OF PERMANENT ACADEMIC SERVICE FACULTYMEMBERS

1. Composition of the Service Review Board

Vice Chancellor for Academics and Research as the presiding officerDean/Head of the College/divisionChair/Director/Coordinator of the UnitSenior ASF selected by colleagues from the same unitFaculty Association representative, preferably from the same unit,

appointed by the President of the Faculty Association

2. Severance of service of a permanent ASF member can only be for justcause. Such a faculty member cannot be dismissed without dueprocess.

Due process means, among other things, that the ASF member shallbe notified in writing of the charges against him/her and shall have theopportunity to:

2.1 appear alone or with other persons to advise or assist him/herbefore a Service Review Board;

2.2 know the nature and source of evidence against him/her andpresent evidence on his/her own behalf; and

2.3 confront and/or cross-examine the witness(es) against him/her.

The decision of the Service Review Board becomes implementableupon confirmation by the Chancellor.

3. Pending resolution by the Service Review Board, an ASF member whois charged with a major offense may be suspended from office inaccordance with the provisions of the Labor Code and relatedregulations.

A permanent ASF member who disagrees with the Service ReviewBoard on its decision shall have the right to appeal to the ArbitrationBoard (see Appendix J) whose decision shall be final.

4. Voluntary Severance of Academic Service Faculty Members

A full-time ASF member shall not discontinue his/her service in theUniversity during the academic year or term. A full-time ASF memberwho decides to sever relations with the University on his/her own accordmust give the administration prior notice of at least one (1) monthbefore the end of a term/academic year when he/she intends to leave.

In fairness to the University, if a full-time ASF member foresees thathe/she will not be available for a academic year or term, he/she shouldsubmit his resignation effective at least one (1) month before thebeginning of the academic year or term, so that necessary adjustments

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73can be made with regard to scheduling and the appointment of otherASF members.

This requirement may be waived only for serious reasons and with theexpressed consent of the University.

E. RETIREMENT/EXTENSION OF ACADEMIC SERVICE FACULTY MEMBERS

1. Early retirement can be availed of by a full-time ASF member who is atleast fifty (50) years old and who has rendered at least twenty (20)years of service. Early retirement shall be with the approval of theUniversity. This provision applies to ASF members in all units includingthose in ITC who were hired effective Academic Year 2005-2006.

For full-time ASF members in ITC who were hired prior to AcademicYear 2005-2006, optional retirement can be availed of after twenty (20)years of service.

2. The age for mandatory retirement is sixty (60). A Service ExtensionBoard will be convened to review the ASF member’s case before he/she reaches the age of sixty (60). His/her full-time services may beextended until he/she reaches the age of sixty-five (65). The service ofthe ASF member at age sixty-five (65) may be extended subject to thereview of the Service Extension Board on an annual basis, until he/shereaches the age of seventy (70).

3. The head of the Department/unit, in consultation with the members ofthe Department/unit, reviews the performance of the ASF memberconcerned based on the criteria mentioned hereinafter.

4. During the hearing for extension, the head of the unit shall provide themembers of the Board with a copy of the ASF member’s summary datasheet together with the recommendation of the Department/Unit.

5. Physical health, needs of the Department/unit, performance, andcompletion of graduate studies, where applicable, are major factorsfor consideration.

The ASF member ’s sense of cooperativeness and responsibility,visibility in the academic community, and University community serviceare additional considerations for extension of service.

6. The ASF member concerned is informed by the immediate superior ofthe decision of the Board within two (2) working days from the time thedecision was made.

7. In special cases, if the Service Extension Board does not recommendthe extension of the full-time service of an ASF member beyond sixty(60) years of age, the Vice Chancellor for Academics and Researchmay recommend a non-renewable extension of not more than two (2)years.

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8. The composition of the Service Extension Board is as follows:

Vice Chancellor for Academics and ResearchHead of the College/divisionChair/Director/CoordinatorSenior ASF member (based on rank) selected by colleagues from the

same unit in a meeting called for such purpose by the Chair/HeadPresident of the Faculty Association

9. An ASF member not recommended for extension may appeal his/hercase to the Chancellor.

F. BENEFITS*

1. Benefits Mandated By Law. ASF members are covered by all benefitsspecifically mandated by Philippine laws.

2. Health Care Plan. They participate in a health-care plan agreed uponwith the Faculty Association.

3. Tuition Waiver Benefit. ASF members in Information Technology Centerwho were hired prior to AY 2005-2006 will continue to enjoy this benefitin accordance with their AY 2004-2005 Faculty Manual:

Children of ASF members in ITC who were in active service before May1987 are entitled to a tuition waiver plan at De La Salle University; DeLa Salle-College of St. Benilde; La Salle Green Hills; and De La Salle-Santiago Zobel School, provided that said children pass the entrancerequirements and that said ASF members are in active Universityservice while enjoying the benefit.

This benefit is limited to two (2) children per family in any givenacademic year, the parents determining which children to enroll forsaid benefit.

Students in the elementary school are entitled to a 100% tuition waiver;students in high school, a 50% tuition waiver; and students in theregular collegiate programs, a 100% tuition waiver.

Those who qualified for this benefit under the Faculty Manual of 1981will continue to qualify and enjoy it under that plan; those who qualifyunder the Faculty Manual of 1984 will fall under the 1987 plan.

ASF members in ITC who qualified for tuition waiver benefit as of May26, 1987 continue to qualify and may enjoy such benefit for their childrenin the future. If, however, their full-time service with the University issevered and they are subsequently rehired, they will no longer qualifyfor this benefit.

* ASFs in ITC who were hired prior to SY 2005-2006 opted to retain their benefits as provided in their AY 2004-2005 Faculty Manual.

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75An ASF member in ITC who retires or dies, and who has served theUniversity for ten (10) to twenty (20) years prior to retirement or deathand was qualified for free tuition, is entitled to a one hundred percent(100%) tuition waiver for one (1) child for a regular collegiate programat the University.

After retirement or death, an ASF member in ITC who has served theUniversity for more than twenty (20) years is entitled to a 100% tuitionwaiver for two (2) children for regular collegiate programs at theUniversity.

Children of ASF members in ITC who are not entitled to tuition waiverbenefit may apply for a Scholarship Program at the Student FinancialAssistance Office.

4. Longevity Benefits

Full-time ASF members with the appropriate number of years of serviceare entitled to the following longevity pay:

10 to less than 15 years: one-month basic salary15 to less than 20 years: one-and-a-half month basic salary20 to less than 25 years: two-month basic salary25 to less than 30 years: two-and-a-half month basic salary30 to less than 35 years: three-month basic salary35 years or more: three-and-a-half month basic salary

If an ASF member goes on leave without pay during the year, his/herlongevity pay for that year is pro-rated.

For full-time ASF members, the cut-off date for determining the numberof years of service is May 31 of every academic year. Longevity benefits(pay over and above the thirteenth month salary) will be given on April15 of every year.

For ASF members who started as part-time academic faculty in theUniversity, or who, in the interim, served on a part-time basis, thefollowing service equivalents will be observed:

teaching assignments of less than thirty-six (36) units/year willbe a fraction of a year, where the fraction is determined by dividingthe total units of load for the year by thirty-six (36).

5. Maternity and Paternity Benefits

5.1 The University provides maternity leave benefits in accordancewith law. In cases where the law is silent or the benefit to bederived from it is less, the provisions contained in the Manualshall apply.

5.1.1 For female ASF members in all units including those inITC who were hired effective academic year 2005-2006

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5.1.1.1 For the first two (2) children, a permanentASF member will receive her full basic salaryduring her maternity leave minus SocialSecurity System (SSS) benefits which aregiven directly to the ASF member concerned.

5.1.1.2 Female ASF members who have been in theservice for at least one (1) year but are not yetpermanent, and those permanent having theirthird or fourth child, shall receive their fullbasic salary during the maternity leaveminus:

- the amount due from SSS in maternitybenefits, and

- the substitute’s pay (overload or part-time rate); the University shall bear thedifferential should the substitute’s payexceed that of the ASF member ’smaternity leave pay.

5.1.2 For female ASF members in ITC who were hired prior toAcademic Year 2005-2006

5.1.2.1 For the first four (4) deliveries, includingmiscarriages, a permanent ASF member orone who has been in the service for morethan three (3) years but not yet permanent,will receive her full basic salary during thematernity leave minus SSS benefits, whichare given direct ly to the ASF memberconcerned.

5.1.2.2 Female ASF members in ITC who have beenin the service for at least one (1) year but arenot yet permanent, shall receive their fullbasic salary during the maternity leave,minus:

- the amount due from SSS in maternitybenefits, and

- the substitute’s pay (overload) or part-time rate); the University shall bear thedifferential should the substitute’s payexceed that of the ASF member ’smaternity leave pay.

Upon expiration of the legal duration of sixty (60) days for normaldelivery, and seventy-eight (78) days for delivery by caesareansection, the ASF member concerned must report for work.

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775.2 Every married male ASF member shall be entitled to a paternityleave of seven (7) days with full pay for the first four (4) deliveriesof the legitimate spouse with whom he is cohabiting , inaccordance with Sec. 2, RA No. 8187. The ASF member shallnotify his unit head of the expected date of delivery of hislegitimate spouse and a substitute shall be assigned to takeover his work during his absence.

6. Leaves

6.1 Service Leave

6.1.1 For all ASF members including those in ITC who werehired effective Academic Year 2005-2006

A permanent ASF member who has rendered three (3)consecutive years of service starting April 1, 1992,qualifies for a service leave of twenty (20) working days.

Service leaves are intended as respite after three (3)years of continuous service to give the ASF memberadequate time for study or professional development.The required continuous service for the subsequentleave shall be counted from the actual date of return.

In cases where a service leave applied for in writing isdeferred due to schedul ing di f f icul t ies, years ofcontinuous service for the next service leave shouldinclude the period of deferment.

Service leaves are non-cumulative and can only bedeferred once.

ASF members who go on service leave should renderat least one (1) month of service upon their return.

6.1.2 For ASF members in ITC who were hired prior toAcademic Year 2005-2006

A permanent ASF member who has rendered three (3)consecutive years of service starting April 1, 1992,qualifies for a service leave of eighteen (18) workingdays. Service leaves merit full pay and are credited forpromotion, longevity and retirement. A maximum of five(5) cumulative days leave without pay [within three (3)years] will not disrupt continuity of service for purposesof counting eligibility for service leave.

Service leaves are intended as respite after three (3)years of continuous service.

An ASF member qualified for service leave should applyin writing for such leave at least one (1) month beforethe intended leave.

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The required continuous service for the subsequentleave shall be counted from the actual date of return.

In cases where a service leave applied for in writing isdeferred due to schedul ing di f f icul t ies, years ofcontinuous service for the next service leave shouldinclude the period of deferment.

Service leaves are non-cumulative and can only bedeferred once.

I f an ASF member who has rendered three (3)continuous years of service applies for a study leave,those three (3) years will be counted for service leave.

An ASF member who goes on service leave shouldrender service that is equivalent to the number of daysof service leave taken upon his/her return.

Service paybacks for study and service leaves shall beseparately rendered.

6.2 Study and/or Research Leave

6.2.1 Endorsed or Sponsored by the University

6.2.1.1 For ASF members in all units including thosein ITC who were hired effective Academic Year2005-2006

A full-time ASF member who applies for astudy leave may carry a full salary dependingon the memorandum of agreement governingthe scholarship. The duration of the leave willdepend on the requirements of the degree/research program and the availability of suchprogram in the Philippines. For a master’sprogram, this leave should not exceed two(2) years.

While a study leave endorsed or sponsoredby the Universi ty is not considered adisruption of service and is credited towardsyears of service for retirement purposes, it isnot credited towards years of service forservice leave, promotion, and longevitybenefits.

6.2.1.2 For ASF members in ITC who were hired priorto Academic Year 2005-2006

An ASF member who applies for study leavemay carry a full salary depending on the

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79memorandum of agreement governing thescholarship. The duration of the leave willdepend on the requirements of the degree/research program and the availability of suchprogram in the Philippines. For a master’sprogram, this leave should not exceed three(3) years; for a doctoral program, not morethan four (4) years. However, this leave maybe granted a one (1) year extension subjectto the provisions of the Faculty DevelopmentProgram.

A study and/or research leave with pay iscredited towards years of service forretirement purposes and longevity benefits.It is credited for promotion if the field of studyor research work is related to the department;however, output shall be required. Leaves ofthis nature are not credited for service leave.A study leave of up to nine (9) months (eitherthree [3] months with full pay or six [6] monthswith half pay or a maximum of nine [9] with 1/3 pay) will not disrupt continuity of service.

6.2.2 Study/Training Not Sponsored by the University

6.2.2.1 For ASF members in all units including thosein ITC who were hired effective Academic Year2005-2006

A full-time ASF member who obtains local orforeign scholarships may or may not carryhis/her salary depending on arrangementsmade with the Vice Chancellor for Academicsand Research or on the memorandum ofagreement governing the scholarship grant.

While study leave of this nature is notconsidered a disruption of service and iscredited for retirement purposes, it is notcredited towards years of service for serviceleave, promotion, and longevity benefits.

6.2.2.2 For ASF members in ITC who were hired priorto Academic Year 2005-2006

An ASF member who obtains local or foreignscholarships may or may not carry his/hersalary depending on arrangements madewith the Chancellor or on the memorandumof agreement. For a master’s program, thisleave should not exceed three (3) years; for adoctoral program, not more than four (4)

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years. However, this leave may be granted aone (1) year extension, subject to theprovisions of the Faculty DevelopmentProgram.

A study and/or research leave without pay iscredited towards years of service forpromotion and longevity benefits providedthat the field of study or research work isrelated to the department. However, forpromotion, output shall be required. Leavesof this nature are not credited for serviceleave.

It is also credited for retirement, but only ifthe ASF member continues to pay his/her andthe Universi ty ’s shares of monthlycontributions to the retirement plan duringthe said period (subject to CEAP policy).

6.2.3 Study and/ or Research Work for Personal Reasons

A permanent ASF member may apply for this leave forreasons of professional growth. This leave has a normalduration of one (1) year subject to extension and meritsno pay. This leave will disrupt continuity of service. TheChancellor has the discretion to extend this leave. Thisprovision does not apply to ASF members in ITC whowere hired prior to Academic Year 2005-2006.

6.3 Personal Leave – only for ASF members in ITC with permanentstatus prior to Academic Year 2005-2006

A permanent ASF member who has served for five (5) years mayapply for this leave for personal reasons. Leaves in this categoryare for a maximum period of six (6) months and without pay.Leaves of this nature are not credited for promotion, longevity,and service leave. It is credited for retirement only if the facultymember continues to pay his/her and the University’s shares ofmonthly contributions to the retirement plan during this period(subject to CEAP policy).

6.4 Business or Practice of Profession

6.4.1 For ASF members in all units including those in ITCwho were hired effective Academic Year 2005-2006

A permanent ASF member who has served for five (5)years may apply for this leave for reasons of personalbusiness, practice of profession, or professionalgrowth.

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81Leaves in this category are for a maximum period ofone (1) calendar year, non-renewable, and without pay.Such leaves will disrupt continuity of service.

6.4.2 For ASF members in ITC who were hired prior toAcademic Year 2005-2006

A permanent faculty member who has served for five(5) years may apply for this leave to engage inprofessional-technical or managerial practice. Leavesin this category are for a maximum period of one (1)year and without pay. The period while on leave iscredited for promotion if it is related to the department;however, output shall be required. Leaves of this natureare not credited for longevity and service leave. It iscredited for retirement only if the ASF member continuesto pay his/her and the University’s shares of monthlycontributions to the retirement plan during this period(subject to CEAP policy).

6.5 Vacation or Rest

A permanent ASF member may apply for a vacation leave forreasons of poor health for a duration of one term, renewable fora maximum of two (2) more terms, upon certification of theUniversity physician. This leave is without pay. The ASF membershould not work for the duration of this leave.

For ASF members in all units including those in ITC who werehired effective Academic Year 2005-2006, this leave will notdisrupt continuity of service but will not be credited towards yearsof service.

For ASF members in ITC who were hired prior to Academic Year2005-2006, this leave is not credited for promotion, longevityand service leave. It is credited for retirement only if the ASFmember continues to pay his/her and the University’s shares ofmonthly contributions to the retirement plan during this period(subject to CEAP policy).

6.6 Sick Leave

A full-time permanent ASF member who is:

• confined in a hospital, or• physically unable to leave the house, or• sick as certified by a medical doctor and confirmed by the

University physician on a visit, and is therefore unable towork is entitled to full basic salary of up to one (1) calendarmonth. During the second and third months of a prolongedsickness, the difference between an ASF member’s regularbasic salary and that of the substitute’s pay will be paid to

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the ASF member. Should the substitute’s pay exceed that ofthe ASF member, the differential would be shouldered bythe University.

Beginning with the fourth month, ASF members in all unitsincluding those in ITC who were hired effective AcademicYear 2005-2006 shall be considered automatically on leavewithout pay until they fully recover. Any sick leave beyondthree (3) months will not be credited towards years ofservice.

Likewise, beginning with the fourth month, ASF members inITC who were hired prior to Academic Year 2005-2006 shallbe considered automatically on leave without pay until theyfully recover. Any sick leave beyond three (3) months will notbe credited for promotion, longevity, and service leave. It iscredited for retirement only if the faculty member continuesto pay his/her and the University’s shares of monthlycontributions to the retirement plan during this period(subject to CEAP policy).

At the end of any prolonged sick leave, an ASF membershould present a certification given and/or endorsed by theUniversity physician attesting to his/her full recovery.

The aforementioned benefit is non-cumulative and may beenjoyed only once during an academic year.

A full-time non-permanent ASF member who has served theUniversity for at least one (1) year and who contracts aprolonged illness as defined above, shall be entitled to fullpay for one (1) calendar month. Inability to return to serviceafter said period shall be a cause for an immediate reviewof his/her contract by the Permanency Board.

Aside from the aforementioned leave, an ASF member inITC who was hired prior to Academic Year 2005-2006 andwho has rendered one (1) year of service is entitled to amaximum of fifteen (15) days of sick leave. Unused sickleaves not exceeding ten (10) days can be converted to cash,and will be distributed at the end of the academic year.

6.7 Emergency Leave

Emergency leave with pay for not more than five (5) workingdays shall be granted any member of the ASF directly affected bysuch contingencies as:

• death or serious accident/il lness of a member of theimmediate family*. Serious illness is to be determined by aphysician.

* Immediate family includes parents of the faculty member only for the purpose of emergency leaves as described above. This does not apply to ASFs in ITC who were hired prior to Academic Year 2005-2006.

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83 • natural and man-made calamities such as fire, earthquake,lahar flows and other consequences of volcanic eruptions,tidal wave, tsunami and the like.

For permanent ASF members, such leave may, in exceptionaland feasible cases, be extended to one (1) term.

- For ASF members in all units including those in ITC whowere hired effective Academic Year 2005-2006, suchextension shall merit no pay, and will not be credited towardsyears of service for promotion, longevity, and retirementpurposes; it will not constitute a disruption in service.

- For ASF members in ITC who were hired prior to AcademicYear 2005-2006, such extension merits no pay, and will notbe credited towards years of service for promotion, longevity,and service leave. It is credited for retirement only if thefaculty member continues to pay his/her and the University’sshares of monthly contributions to the retirement plan duringthis period (subject to CEAP policy).

6.8 Military Service Leave

Military service leave shall be granted members of the ASF whomay be called in accordance with the National Defense Act orany other law for trainee instruction, or for regular active dutytraining in any recognized branch of the Philippine Armed Forces.

6.9 Secondment or Special Detail Leave

University ASF members may be detailed by secondment toschools within the De La Salle Philippines or may be on specialdetail to a government agency.

Secondment or special detail to De la Salle Philippines’ Schooland to any government agency is for one (1) calendar year,renewable on a yearly basis.

For ASF members in all units including those in ITC who werehired effective Academic Year 2005-2006, this leave merits nopay but does not disrupt continuity of service and is counted forpromotion, longevity, and retirement purposes.

For ASF members in ITC who were hired prior to academic year2005-2006, this leave merits no pay and is counted forpromotion (with output requirement), longevity, and retirementpurposes. Leaves of this nature are not credited for service leave.

6.10 Vacation Leave

6.10.1 ASF members in all units including those in ITC whowere hired effective Academic Year 2005-2006:

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1 to 4 years of service : 19 working days5 to 9 years of service: 20 working days10 years and above: 21 working days

A vacation leave may only be deferred upon writtenrequest of the administration due to exigencies of theservice. In case of deferment, the remaining unusedvacation leaves shall be added to the following academicyear’s vacation leave. The schedule of availment shallbe subject to the approval of the Unit Head. In no casemay the administration request for two (2) successivedeferments.

6.10.2 ASF members in ITC who were hired prior to theAcademic Year 2005-2006, and who have rendered (1)year of service, are entitled to a maximum of eighteen(18) days of vacation leave.If the ASF member is hired in the middle of the previousacademic year, his/her vacation leave for the succeedingacademic year is pro-rated from the maximum, i.e.,computed from 1.5 vacation leave days per month.

Unused vacation leaves not exceeding ten (10) dayscan be carried over to the succeeding academic yearbut should be used up within six (6) months; otherwise,they will be forfeited.

6.11 General Considerations on Leaves of Absence

6.11.1 Any leave of absence should be taken to coincide withthe academic calendar.

6.11.2 An ASF member shal l not secure employmentelsewhere while on leave, except leaves under F.6.4(Business or Practice of Profession).

6.11.3 Permanent ASF members granted a leave are assuredof retaining their faculty rank, though not necessarilytheir appointive positions in the University. They havethe option to continue payment of the contributions toSSS, Healthcare, PAGIBIG and retirement plans, but theywill also have to pay the University’s share.

6.11.4 Only leaves of absence with pay, except leaves underF.6.8 (Military Service Leave) and F.6.9 (Secondment orSpecial Detail Leave) may be counted towards years ofservice for promotion, longevity, and ret i rementpurposes.

6.11.5 An ASF member may avail of a leave of absence underthe aforementioned stipulations, after approval by theVice Chancellor for Academics and Research upon the

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85recommendation of the Dean/head of the unit. A formalreply from the Vice Chancellor for Academics andResearch specifying the type and conditions of leave isnecessary for such leave to take effect.

6.11.6 An ASF member on approved leave who, as part of his/her contract, is expected to render corresponding yearsof service upon his/her return, and who fails to rendersuch service, shall be asked to repay all salaries andbenefits received during such leave. The University maywithhold any and all benefits accruing to the ASFmember concerned up to the amount of the requiredpayment.

6.11.7 An ASF member who goes on leave without approval isconsidered resigned.

6.11.8 An ASF member who is leaving for abroad (except forsick and emergency leaves) should apply for theintended leave to the VCA through the Dean/ head of theunit thirty (30) days before the effectivity of said leave. Aformal reply from the Vice Chancellor for Academicsand Research should be furnished within seven (7)days after application.

6.11.9 ASF members on approved leave should write to informthe VCA of their intention to return, at least forty-five (45)calendar days before the end of their leave; otherwisethey are considered resigned.

The advance notice is required to give the Universityenough time to see to it that the ASF member concernedwill have an assignment upon his/her return.


7.1 The University retirement benefits consist of the following plans:

University’s ASF Member’s NotesContribution (%) Contribution(%)

Plan A(CEAP) 4 1 #1Plan B 2 2 #2Plan C 4 0 #3Plan D 3 2 #4

#1 ASF members are entitled to Plan A in accordance with thepolicies of the CEAP Retirement Plan. (See Appendix K)

#2 ASF members are entitled to Plan B, for which they contributetwo percent (2%) of their basic salary, inclusive of thecontribution to PAGIBIG. The University commits itself to

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matching the ASF member’s contribution (2% of basicmonthly salary minus the contribution to PAGIBIG). The totalcontributions go to a retirement fund governed by policiessimilar to those of the old CEAP retirement plan effectiveprior to October 1989.

#3 Plan C applies to ASF members who are not enjoying tuitionwaivers for their children. The total contribution will be addedto the University’s Retirement Fund. Although part of theUniversity’s Retirement Plan, this contribution will becredited to the ASF member concerned; hence, he/she maywithdraw this contribution, together with all interest, whenhe/she leaves the University.

When an ASF member enjoying tuition waiver benefits stopsavailing of such, he/she automatically is entitled to Plan C.

#4 Full-time ASF members who have opted for Plan B maychoose to participate in Plan D whereby they committhemselves to saving two percent (2%) of their basic salarywhile the University matches this with a three percent (3%)contribution. The total contribution will be added to theUniversity’s additional Retirement Fund Plan and will alsobe governed by rules similar to those of the old CEAPRetirement Fund effective prior to October 1989.

Addendum regarding the old CEAP Retirement Plan: PlanB, C, and D will follow the old CEAP provisions effectiveprior to October 1989 and other policies that may bestipulated by the Retirement Board.

7.2 Computation of Retirement Benefits

7.2.1 For the purpose of computing retirement benefits, anASF member who has served the University for at leastthirty (30) years shall be deemed promoted two (2) fullsteps upon retirement. An ASF who has served theUniversity at least twenty (20) years but less than thirty(20) years but less than 30 years shall be deemedpromoted one (1) full-step upon retirement. With regardto ASF members in ITC, this provision applies only tothose hired effective Academic Year 2005-2006.

7.2.2 Retirement benefits of ASF members including those inITC who were hired effective Academic Year 2005-2006shal l be computed based on twenty-six and 17hundredth days (26.17).

For ASF members in ITC who were employed prior toAcademic Year 2005-2006, the retirement benefits shallbe computed based on what is mandated by law.

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877.3 Retirement benefits due the retiring ASF member will be givenhim/her on one of the following conditions:

7.3.1 at the mandatory age of 60, when service is notextended;

7.3.2 at the age of 62, when service is extended for two (2)years upon the recommendation of the Vice Chancellorfor Academics and Research;

7.3.3 at the age of 65, when service is extended for five (5)years upon the recommendat ion of the ServiceExtension Board;

7.3.4 upon early retirement (age 50 with 20 years of service).

7.4 Privileges of Retired ASF Members

7.4.1 They have permanent employee identification cards.

7.4.2 They enjoy University clinic, counseling, library (roomuse only), gymnasium/sports, and computer facilities(email account only), and discounts for purchases atthe bookstore and the canteens.

7.4.3 They receive, upon request, publ icat ions of theUniversity, which are generally furnished to the ASFmember.

7.4.4 They are invited to University activities (colloquia,concerts, programs, sportsfests, etc.) and receivediscounts on tickets where applicable.

8. Academic Service Faculty Development Benefits

8.1 Tuition discount for graduate studies in the master’s degreeprogram, scholarship and other grants are provided under theFaculty Development Program of the University.

ASF members in the doctoral level who have been granted thisprivilege prior to Academic Year 2002-2003 shall continue toenjoy such privilege.

8.2 The Academic Service Faculty Development Committee,composed of the Vice Chancellor for Academics and Researchas presiding officer, a Deans’ representative, the FacultyAssociation President, an ASF Representative, and the AssociateVice Chancellor for Academic Services- and University Registrar- all voting membersshall formulate the general guidelines forthe development program of ASF. At least five (5) heads of units/departments to be selected from among themselves will beregular non-vot ing members of the ASF DevelopmentCommittee.

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8.3 All policies enunciated, and benefits decided, by the ASFDevelopment Committee shall be an integral part of the FacultyManual.

8.4 An ASF member in ITC with permanent status prior to AcademicYear 2005-2006 and who has rendered eight (8) or ninth (9)years of service is entitled to 75% of the monthly basic salary,which shall be given on his/her the anniversary date ofemployment.

9. ASF Development Incentive*

9.1 For permanent ASF members in all units including those in ITCwho were hired effective Academic Year 2005-2006

9.1.1 ASF members who have served for five (5) cumulativeyears with at least a rank of ASF II-1 will receive an ASFDevelopment Incentive equal to one hundred percent(100%) of their monthly salary for projects completedand published in a national/international journal withinthe school year.

9.1.2 The ASF development incentive shall only be seventyfive percent (75%) of the monthly salary for any of thefollowing publishable projects completed within theacademic year:

9.1.2.1 instructional program material, handbook/workbook/ manual, or instrumentat ion/technical design that contributes to theefficient delivery of services to the academiccommunity or ef fect ive systems andprocedures of the unit.

9.1.2.2 paper presented at a colloquium, seminar,conference, workshop, or training course thatcontributes to the knowledge capital of theacademic community and society.

9.1.2.3 case study, feasibility study/concept papers,project development study, evaluat ion/assessment study, validation study and thelike, that contributes to the development ofinnovative program(s), or the improvementof existing program(s) of the unit

9.2 A permanent ASF member in ITC who was hired prior to AcademicYear 2005-2006 and has served for five (5) cumulative years ofservice, with the rank of at least ASF II-1, and with a master’sdegree, will receive a research allowance equal to seventy-five

* For ASFs in ITC who were hired prior to Academic Year 2005-2006, this is called research incentive.

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89percent (75%) of their monthly salary for a publishable researchcompleted within the academic year or a research-based paperdelivered in a public forum within the academic year. This doesnot apply to those who are on leave without pay for the entireacademic year.

9.3 For contracted projects, there should be a paper over and abovethe requirement of the project.

9.4 Projects that qualified for the incentive during the previousacademic year may qualify for the current academic year providedthe data are updated.

9.5 Joint projects/papers shall be treated as single ones, with themembers of the project team deciding among themselves whoshall be the recipient of the ASF development incentive and itsconcomitant benefits.

9.6 Endorsement will be made by the head of the unit/departmentconcerned in consultation with the Associate Vice Chancellorconcerned, who submits his/her recommendation to the Vice-Chancellor for Academics.

9.7 The incentive allowance shall be given on May 15 of every year.

10. Disability Benefits

In addition to the benefits for long-term sickness and total permanentdisability in accordance with the SSS Law, the following benefits aregiven subject to qualifications herein stated:

Permanent ASF members with at least three (3) years of service whoare permanently disabled will receive a lump sum consisting of thelatest monthly salary times the years of service, provided the amountof disability benefits shall not be less than PhP50,000 nor more thanPhP300,000, and provided the ASF member at the time of disability isnot eligible for early retirement benefits under the CEAP Plan. If he/she is so entitled, the ASF member is entitled to whichever amount ishigher.

11. Death Benefits

11.1 For ASF members in all units including those in ITC who werehired effective Academic Year 2005-2006

When an ASF member who is a member of the DLSU FacultyAssociation dies, members of the Faculty Association willcontribute the equivalent of one (1) hour overload or part-timepay. The University will give an amount equivalent to one-and-a-half (1.5) times the total contribution of the faculty.A permanent ASF member who reaches retirement age and whohas served for fifteen (15) years may continue membership in

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the Faculty Association and will continue to qualify for the deathbenefits stated above.

A faculty member who is entitled to retirement benefits at thetime of his/her death shall be granted both retirement and deathbenefits.

11.2 For ASF members in ITC who were hired prior to Academic Year2005-2006

When an ASF member in ITC dies, ASFs in ITC will contributethe equivalent of two (2) hours overload/part-time pay. TheUniversity will give an amount equivalent to two (2) times thetotal contribution of the ASF members in ITC.


Parking spaces are designated for administrators (Vice-Deans up),Full Professors, and University Fellows. Parking in free slots oncampus is extended to members of the Faculty Association, subject torules and procedures in determining space, which may be reviewedannually.

13. Other Benefits for ASF Members in ITC Who Were Employed Prior toAcademic Year 2005-2006

13.1 Meal and Transportation Allowance

The University shall grant each ASF member, who is requestedto render service beyond residency hours, meal andtransportation allowance of three hundred pesos (PhP300) forevery four (4) hours rendered [minimum of four (4) hours but notexceeding eight (8) hours].

13.2 Business Cards

The University shall provide one (1) set of business cards everytwo (2) years to each ASF member.

13.3 Clothing Allowance

The University shall grant each ASF member a yearly clothingallowance subject to availability of funds.

13.4 Publication Incentive

The University shall grant each ful l-t ime ASF member apublication incentive of thirty thousand pesos (Php30,000) forinternationally published research work. To qualify for thisincentive, the research paper must be published in an ISI journalor its equivalent in business.

91PART-TIME ACADEMIC FACULTY

Part-time academic faculty members are those contracted on a trimestral basisto teach the number of hours assigned, based on the needs of the Department.

A. WORKING CONDITIONS

1. The usual load for part-time academic faculty is six (6) units. This loadmay be increased if the faculty member meets the following criteria:

1.1 Effective teaching performance* as evaluated by students, peers,the Department Chair, and whenever applicable, the Dean.

1.2 Reasonable compl iance with school regulat ions andadministrative requirements for attendance, punctuality, anddeadline for grades, among other factors.

1.3 Length of service in De La Salle University.

1.4 Active participation in Department, College and Universityactivities.

2. The maximum teaching load of a part-timer is twelve (12) units. Inexceptionally meritorious cases, the load of a part-timer may beincreased to fifteen (15) units provided the fifteen-unit load is inclusiveof tutorials, thesis mentoring, and practicum assignments, and hasthe approval of the Dean.

3. Faculty members should be informed of their tentative teaching loadtwo (2) weeks before the start of each trimester. Changes in scheduleshould be communicated to the faculty member concerned twenty-four (24) hours before the start of classes.

4. The load of faculty members who teach laboratory courses, typing,drafting, and other similar subjects is based on two (2) lecture hoursfor every three (3) hours of the class schedule.

5. Part-time faculty members are encouraged to do research, engage ingraduate studies, work for professional growth, and contribute toUniversity and community service. The University shall provide theappropriate mechanisms to support part-time academic facultymembers in pursuing such initiatives subject to the provisions of theFaculty Development Program.

6. Part-time academic faculty members are required to provide aminimum of fifteen (15) minutes of student consultation per hour forlecture classes and ten (10) minutes per hour for laboratory classes.


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7. Contract of part-time faculty members expire at the end of everytrimester. The renewal of their contracts shall be recommended by theChair in consultation with the Department faculty based on the criteriawhich may include but not limited to Section A1 under WorkingCondition.

As a rule, person who are 70 years old shall not be contracted to teachpart time.

Part-time faculty members are expected to serve the entire term forwhich they have been contracted. Any violation of the contract will bemet with sanctions.

8. Part-time faculty members are paid bi-weekly for the equivalent offourteen (14) weeks per trimester. Compensation is computed bymultiplying the number of equivalent lecture hours a week by the rateper lecture hour and the equivalent number of weeks.

9. Part-time faculty loads shall be covered by guidelines for assignmentof overload, additional preparation and graduate studies courseassignments. However, the provisions on payment of premiums donot apply.

B. PART-TIME ACADEMIC FACULTY RANKS

1. The Teaching Track is composed primarily of academics havingteaching appointments in other universities and also teaching in DeLa Salle University.

1.1 Assistant Lecturer

A faculty member appointed to this rank must have a bachelor’sdegree.

1.2 Lecturer*

1.2.1 Minimum Entry Requirements

Appointment to the rank of Lecturer requires abachelor’s degree and at least one (1) year of teachingexperience and a professional l icense for facultymembers in departments offering programs wherel icensure is requ i red. For those with addit ionalteaching and/or professional experience, the HiringBoard shall be guided by the grid found in the Manual(see Appendix B).

Professional or research experience directly relevantand related to the Department to which the applicantbelongs shall carry the same weight as tertiary-level

*The part-time rank of Lecturer does not correspond to a full-time faculty member’s rank if and when the faculty member is elevated to full-time status.

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93teaching experience in determining faculty rank.Professional and/or managerial experience outside theapplicant’s field of specialization may be accorded halfthe weight assigned to teaching experience.

1.2.2 Hiring

1.2.2.1 Criteria for Hiring

1.2.2.1.1 Graduate school credits earnedin the discipline or related areas

1.2.2.1.2 Values and attitudes reflecting theUniversity’s Mission Statement

1.2.3 Reclassification

1.2.3.1 Minimum Residency Requirement

Part-time faculty members who have taughta minimum of twenty-four (24) units and three(30) tr imesters cumulat ive may bereclassi f ied based on the cr i ter ia forreclassification.

1.2.3.2 Criteria for Reclassification/ Promotion

1.2.3.2.1 Effective teaching performance*as evaluated by students, peers,the Chair, and, if necessary, theDean, using comparative andlongitudinal data.

1.2.3.2.2 Involvement in Departmentactivities, committees, programs.Additional involvement in off-campus organizations and inCollege or University activitiesshall similarly be given credit asindicative of active communityservice.

1.2.3.2.3 Compliance with schoolregulations and administrativerequirements for attendance,punctuality, and deadline forgrades, as evidenced by officialrecords.


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1.2.3.2.4 Graduate schools credits*earned in the discipl ine orspecialized training in relatedareas.

1.2.3.2.5 Values and attitudes reflectingthe Universi ty ’s MissionStatement.

1.3 Assistant Professorial Lecturer**


Appointment to this rank requires the completion of amaster’s degree and a minimum of two (2) years ofcompetent teaching experience on the tertiary level. ForMechanical Engineering passing the secondprofessional licensure examination (beyond the regularboard exam) is also considered equivalent to a master’sdegree.

Completion of a specialized degree [Bachelor of Laws(LLB), Bachelor of Sacred Theology (STB), Bachelor ofCanon Law (JCB), Bachelor of Sacred Scripture (SSB),Doctor of Medicine (MD)] may be considered equivalentto a master’s degree when applicable to the area towhich the faculty member belongs.

Work or research experience directly related to thediscipline of the Department to which the applicantbelongs shall carry the same weight as teachingexperience in determining faculty rank. Managerialexperience outside the faculty member’s f ield ofspecialization may be accorded half the weight assignedto teaching experience.

1.3.2 Hiring


1.3.2.1.1 Competent research in thediscipline or related disciplineas indicated by scholarly outputs(refer to Sect ion 4 of theImplementing Guidelines, pp.111-118).

*At least 3 units within the Academic Year.**The part-time rank of Assistant Professorial Lecturer does not correspond to a full- time Assistant Professor rank if and when the faculty member is elevated to full-time status.

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95Support ing documents areneeded.

1.3.2.1.2 Part ic ipat ion in of f-campusprofessional organizations.

1.3.2.1.3 Graduate school credits earnedor enrolment or residency in adoctoral program in thediscipline or related areas.




Assistant Professorial Lecturers who havetaught a minimum of twenty-four (24) unitsand three (3) trimesters cumulative may bereclassi f ied based on the cr i ter ia forreclassification.

1.3.3.2 Criteria for Reclassification


1.3.3.2.2 Competent research in thediscipline or related disciplineas indicated by scholarly outputs(refer to Sect ion 4 of theImplementing Guidelines, pp.111-118).

Support ing documents areneeded.

1.3.3.2.3 Involvement in Department/College activities, committees,programs. Additional involvementin University activities shal ls imi lar ly be credited as

*In case the numerical rating is not conclusive, the Dean’s evaluation will be used. Pleaserefer to Implementing Guidelines, Item 6.1, p. 119.

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indicative of active communityservice.

1.3.3.2.4 Part ic ipat ion in of f-campusprofessional organizations.


1.3.3.2.6 Graduate school credi tsearned* or enrolment orresidency in a doctoral programin the discipline or related areas.


1.4 Associate Professorial Lecturer**


1.4.1.1 Possession of a doctoral degree in thediscipline or in a relevant area as determinedby the needs of the department.

1.4.1.2 At least five (5) years of competent teachingon the tertiary level and/or seven (7) years ofoutstanding managerial and professionalexperience as an equivalent of the minimumteaching experience.

1.4.1.3 Substantial scholarly contributions in one’sf ield of special izat ion as evidenced byresearch studies, completed commissionedprojects, creative works, and publications inreputable journals or in book form (refer toitem 4.1.7 of the Implementing Guidelines,p. 113).


*At least 3 units within the Academic Year.**The part-time rank of Associate Professorial Lecturer does not correspond to a full- time Associate Professor rank if and when the faculty member is elevated to full-time status.

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971.4.1.4 Membership or leadership in professional,community, and governmental or non-governmental organizat ions are alsoconsidered indicators of one’s professionalcompetence.



Associate Professorial Lecturers who havetaught a minimum of twenty-four (24) unitsand three (3) trimesters cumulative may bereclassi f ied based on the cr i ter ia forreclassification.



1.4.2.2.2 Competent research in thediscipline or related disciplineas indicated by scholar lyoutputs (refer to Section 4 of theImplementing Guidelines, pp.113-118).

Support ing documents areneeded.

1.4.2.2.3 Involvement in Col lege andUniversity activities, committees,programs.

1.4.2.2.4 Part ic ipat ion in of f-campusprofessional organizat ions.Membership or leadership inprofessional, socio-civic, non-governmental , and people’sorganizations is recognized asa factor in evaluating communityservice.

1.4.2.2.5 Compliance with schoolregulations and administrativerequirements for attendance,


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punctuality, and deadline forgrades, as evidenced by officialrecords.

1.4.2.2.6 For reclassification to this rank,signi f icant service to theUniversity measured through thefaculty member’s involvement inCollege and University councilsand committees is an additionalentry criterion.

1.4.2.2.7 Graduate school credits earnedin the discipline or related areas.


1.5 Professorial Lecturer*


Appointment to this rank requires the fulfillment of all ofthe following:

1.5.1.1 A relevant doctoral degree, as determined bythe department

1.5.1.2 Substantial scholarly publication in one’sfield of specialization, including a single-authorship book or its equivalent or creativeworks.


1.5.1.3 Recognition in the form of an award, grant, orfellowship by a reputable and recognizedoutstanding contr ibut ion to the f ield ofspecialization.

1.5.1.4 Signif icant service to the academiccommunity and/or active membership andinvolvement in Universi ty, community,professional, nat ional, or internat ionalorganizations.

*The part-time rank of Professorial Lecturer does not correspond to a full-time Full Professor rank if and when the faculty member is elevated to full-time status.

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991.5.2 Hiring


1.5.2.1.1 Graduate school credits earnedin the discipline or specializedtraining in related areas.




Professorial Lecturers who have taught aminimum of twenty four (24) units and three(3) trimesters cumulative may be reclassifiedbased on the criteria for reclassification.


1.5.3.2.1 Effective teaching performance*as evaluated by students, peers,the Chair, and, if necessary, theDean using comparative andlongitudinal data.

1.5.3.2.2 Substantial research outputs inthe discipl ine or relateddiscipl ine as indicated byscholar ly outputs (refer toSection 4 of the ImplementingGuidelines, pp. 111-113).

1.5.3.2.3 Leadership or s igni f icantpart icipat ion in Department,College, University, communityor national/international conferen-ces, programs, organizations.



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1.5.3.2.5 Graduate school credits earnedin the discipline or specializedtraining in related areas.


2. Professional Track


2.1 This track is composed of professionals who practice in industryas full-time consultants and teach part-time in DLSU-Manila,hence bringing in the perspective of the industry and meetingthe Universi ty ’s need to keep the students abreast ofdevelopments outside the academe. This track provides theUniversity valuable inputs arising from their experience, stature,connection, among others.

2.2 This track is limited to departments requiring professionaldegrees like those of the College of Business and Economics,College of Engineering, College of Computer Studies and theCommunication Arts Department of the College of Liberal Arts,and in highly meritorious cases, in departments other than theaforementioned.

2.3 Likewise, this is l imited to individuals with establ ishedprofessional accomplishments with national/ internationalreputation in their respective fields (refer to Section C.1, p.103).

2.4 Ranks within the Professional Track

2.4.1 Professional Lecturer

2.4.1.1 Entry to this rank requires any of the following:

a. National recognition through awardsreceived from a national professionalorganization

b. Position of at least an undersecretary inthe national government or its equivalentfor at least five years, a Judge in aRegional Trial Court, or any similar rank

c. Position of at least a partner of a firmwith an impressive client list or projectsundertaken. The client list or projectsundertaken must have a national scopeor character, e.g., the largest companies.

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1012.4.1.2 Hiring

2.4.1.2.1 Criteria for Hiring

a. Professional accomplishments

b. Values and attitudes reflectingthe University’s Mission Statement

2.4.1.3 Reclassification

2.4.1.3.1 Minimum Residency Requirement

Professional Lecturers who havetaught a minimum of twenty four(24) units and three (3) trimesterscumulative may be reclassifiedbased on the cr i ter ia forreclassification.

2.4.1.3.2 Criteria for Reclassification

a. Effective teaching performance.*

b. Professional accomplishments.

c. Compliance with schoolregulations and administrativerequirements for attendance,punctuality, and deadline forgrades, as evidenced byofficial records.

d. Values and attitudes reflectingthe Universi ty ’s MissionStatement.

2.4.2 Senior Professional Lecturer

2.4.2.1 Entry to this rank requires any of thefollowing:

2.4.2.1.1 Internat iona l recogn i t ionthrough awards received froman international professionalorganization.

2.4.2.1.2 Position of a secretary in thenat ional government or i tsequivalent, for at least three


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years, a justice of the Court ofAppeals, Sandiganbayan, and theCourt of Tax Appeals, a supremecourt justice, or any similar rank.

2.4.2.1.3 Position of at least a partner of afirm with an impressive client listor projects undertaken.

The list of projects or retainers ofthe firm will be requested. Theclient list or projects undertakenmust have an international scopeor character.

2.4.2.1.4 Posit ion of at least a Vice-President of an Information andTechnology company, for theCollege of Computer Studies.

2.4.2.1.5 Posit ion of at least a creativedirector or an equivalent positionwho is a winner of nat ionalaward(s), for the Department ofCommunication and winner ofARAW, AGORA and ANVIL award(s)for the Marketing Department.

2.4.2.2 Hiring

2.4.2.2.1 Criteria for Hiring

a. Professional accomplishments

b. Values and attitudes reflectingthe University’s Mission Statement

2.4.2.3 Reclassification

2.4.2.3.1 Minimum Residency Requirement

Professional Lecturers who havetaught a minimum of twenty four(24) units and three (3) trimesterscumulative may be reclassifiedbased on the cr i ter ia forreclassification.

2.4.2.3.2 Criteria for Reclassification

a. Effective teaching performance.*

*In case the numerical rating is not conclusive, the Dean’s evaluation will be used. Pleaserefer to Implementing Guidelines, item 6.1, p. 119.

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103b. Professional accomplishments.

c. Compliance with schoolregulations and administrativerequirements for attendance,punctuality, and deadline forgrades, as evidenced byofficial records.

d. Values and attitudes reflectingthe Universi ty ’s MissionStatement.

C. HIRING PROCEDURE

1. All documents relating to the applicant/recommendee are screenedby the Chair.

For Professional Lecturers and Senior Professional Lecturers, a shortlist of the top practitioners in the specific area is prepared with externalconsultants. A candidate for hiring should come from the short list, orshould have accomplishments and reputations comparable to thosein the short list.

2. The Chair, based on his/her consultation with the Department faculty,submits his/her recommendation to the Dean with the following: bio-data, photocopy of transcript of records, and references.

3. If the Dean finds the recommendation acceptable, he/she endorses itto the Vice-President for Academics and Research for clearance.

4. If the recommendation is favorably considered, the Vice Chancellor forAcademics and Research gives notice to the Dean for convening theHiring Board.

5. Composition of the Hiring Board

5.1 For Assistant Lecturer/Lecturer/Assistant Professorial Lecturer/Associate Professorial Lecturer/Professorial Lecturer

Dean of the College concerned as presiding officerChair of the DepartmentFaculty representative from the Department selected by the

Department facultyFaculty Association representative appointed by the President


5.2 For Professional Lecturer/ Senior Professional Lecturer

Vice Chancellor for Academics and Research as presiding officerDean of the College concernedChair of the Department

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Faculty representative from the Department selected by theDepartment faculty


6. The Hir ing Board del iberates on the recommendat ion andrecommends a rank to the Chancellor with clearance from the ViceChancellor for Academics and Research.

7. The Chancel lor makes the appointment in wri t ing upon therecommendation of the Hiring Board. The contract signed by the facultymember becomes binding only upon signing by the Chancellor or his/her duly authorized representative.

8. Functions of the Hiring Board

8.1 Ensures that supporting documents, including scholarly outputs,research and creative works, publications and other evidenceused in determining the hiree’s rank are in place.

8.2 Ensures that titles of aforementioned documents with thecorresponding dates of completion/publication are likewiselisted in the Hiring Board decision sheet signed by the Board,specifying which titles were used for each step of the rank.

8.3 Deliberates on the candidate’s qualifications to determine therank.

8.4 Recommends approval of hiring with appropriate rank to theChancellor

D. PROCEDURE FOR RECLASSIFICATION

1. At the end of his/her service/residency, the faculty member shall submitan updated bio-data indicating his/her academic performance andactivities since his/her last reclassification as well as whether he/sheis up for reclassification.

2. The head of the Department/Unit, in consultation with the members ofthe Department/Unit, reviews the performance of the faculty memberbeing considered for reclassification.

Based on the review, the head of the Department/Unit recommendsthe faculty member for reclassification after ascertaining that thecandidate has satisfied the minimum residency required.

In cases where the Chair does not recommend a faculty member forreclassification, any other senior faculty member, with Associate orFull Professor rank from the same department, may recommend thefaculty member, or he/she may nominate himself/herself by writing tothe dean if his/her rank is lower than Associate Professorial Lecturer5, or to the Vice Chancellor for Academics and Research if his/her rankis higher than Associate Professorial Lecturer 4.

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105I t is general ly the immediate superior or his/her designatedrepresentative who recommends the head of the Department/Unit forreclassification in consultation with the members of the Department/Unit.

3. The head of the Department/Unit prepares the list of recommendeesfor reclassification. Recommendations should be submitted to theproper office one (1) week before the start of the term when thereclassification is supposed to apply. Recommendations will beconsidered only when supported by necessary documents.

4. Upon receiving the recommendations, the administrator given thefunction shall convene the Reclassification Board.

5. Members of the Reclassification Board are given reasonable time tostudy the recommendation and supporting documents.

6. Boards meet separately and make the necessary recommendations.

7. No member of the Reclassi f icat ion Board shal l have two (2)designations.

No candidate for reclassification may sit in his/her own deliberatingBoard. His/her place will be taken over a duly designated representative.

8. The candidate has the option to appear before the Board before itdeliberates on the recommendation.

9. Decisions of the Board are generally reached by consensus. However,if consensus cannot be reached despite a lengthy discussion, decisionshall be made by secret voting.

10. The presiding officer of the Reclassification Board prepares thedecision sheet in accordance with the recommendation of the Board.

11. The faculty member concerned is informed by the Chair or theimmediate superior of the recommendation of the Board within two(2) working days from the time the decision has been made. In case ofan unfavorable decision, the faculty may appeal his/her case. Pleaserefer to Appendix F.

12. The decision sheet in its original form is submitted through the ViceChancellor for Academics and Research to the Chancellor for his/herapproval. The Chancellor informs the faculty member concerned ofthe decision in writing. A copy of the Board’s decision sheet is attachedto the Chancellor’s letter.

13. Composition of the Reclassification Board

13.1 For Assistant Lecturer/Lecturer/Assistant Professorial Lecturer

Dean of the College concerned as presiding officerDepartment Chair

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Faculty representative or alternate elected by the Department’sFaculty


13.2 For Associate Professorial Lecturers 1-4

Dean of the College concerned as presiding officerDepartment ChairTwo (2) senior faculty representatives with the rank of Associate


Faculty representative or alternate selected by the Departmentfaculty

Faculty Association representative appointed by the Presidentof the Faculty Association.

13.3 For Associate Professorial Lecturers 5-7

Vice Chancellor for Academics and ResearchDean of the College concernedDepartment ChairTwo (2) senior faculty representatives with the rank of Associate

Professor preferably from the same Department to whichthe candidate belongs. If this arrangement is not possible,the Dean in consultation with the Department Chair selectsrepresentatives with the same aforementioned rank fromthe College

One representative from the Department of the recommendeewhose rank may not be the same as the recommendedrank but is senior in terms of residence


13.4 For Professorial Lecturers/Professional Lecturers/ SeniorProfessional Lecturers

Vice Chancellor for Academics and ResearchDean of the College concernedDepartment ChairThree (3) senior faculty representatives with the rank of Full

Professor preferably from within the same Col legeappointed by the Vice Chancellor for Academics andResearch in consultation with the Dean and the DepartmentChair

Faculty Association Representative appointed by the Presidentof the Faculty Association

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10714. Functions of the Reclassification Board

14.1 Evaluates the documents of the candidate for reclassificationbased on the criteria stipulated for the rank concerned.

14.2 Deliberates on the merits of the recommendation.

14.3 Recommends the candidate for reclassification to the appropriaterank.

E. BENEFITS

1. Benefits Mandated by Law. Members of the faculty are covered by allbenefits specifically mandated by Philippine laws.

2. Service Benefits

If a part-timer has been with the University for at least thirty (30)trimesters and has already taught at least two hundred seventy (270)units, he/she will receive a service pay equivalent to six percent (6%)of his/her annual pay. A continuous break of more than nine (9)trimesters requires a new counting of terms/units of service.


Part-time faculty members may participate in the following retirementplans:

3.1 Plan A, in accordance with the policies of CEAP.

3.2 A part-time faculty member is entitled to Plan B, for which he/shecontributes two percent (2%) of his/her monthly salary, inclusiveof his/her contribution to PAGIBIG. The University commits itselfto matching the faculty member’s contribution (i.e. 2% of basicmonthly salary minus the contribution to PAGIBIG). The totalcontributions go to a retirement fund governed by policies similarto those of the old CEAP Retirement Plan effective prior to October1989.

3.3 Plan C applies to faculty members who are not enjoying tuitionwaivers for their children. The total contribution of four percent(4%) of a part-timer’s monthly salary will be added to theUniversity’s Retirement Fund. This contribution, although partof the University’s Retirement Fund, will be credited to the facultymember concerned; hence, he/she may withdraw thiscontribution, together with all interest, when he/she leaves theUniversity.

3.4 Retirement benefits due the retiring part-time faculty memberwill be given him/her at age 60.

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4. Faculty Development Benefits

4.1 Tuition discount for graduate studies and other grants areprovided under the Faculty Development Program of theUniversity.

4.2 The University Committee on Faculty Development - composedof the Vice Chancellor for Academics and Research as presidingofficer, a Deans’ Representative, the Faculty AssociationPresident and an Academic Service Faculty Representative asvoting members - shall formulate the general guidelines forfaculty development and review the guidelines of the CollegeFaculty Development Committees. The other College Deansand College Faculty Representatives shall be regular non-votingmembers of the committee.

4.3 The College Faculty Development Committee, using the generalguidelines as basis, formulates specific guidelines for itsCollege. This committee is composed of the Dean, as presidingofficer, Department representatives, and a Faculty Associationrepresentative.

4.4 All pol icies enunciated and benefits decided on, by thecommittee shall be an integral part of the Faculty Manual.

5. Death Benefits

When a part-time faculty member who is also a member of the FacultyAssociation dies, members of the Association will contribute theequivalent of one-hour overload or part-time pay.


Parking spaces on campus are designated for University Fellows, FullProfessors and administrators (Vice-Deans up). Parking privilege onfree slots on campus is extended to members of the Faculty Association,subject to rules and procedures in determining parking space, whichmay be reviewed annually.

109

Appendix A

Implementing Guidelines

1. Relating to Service Leave and Loads

1.1 Service/sabbatical leaves will be included as actual servicerendered for promotion purposes.

1.2 Half-time service with half pay will be given half credit forpromotion, longevity, and service purposes.

1.3 The years of service of faculty members on probation who haveleft the University for further studies or research and havecompleted a graduate degree or research will be restored bymanagement if rehired.

1.4 The contract of the College of Science, College of Liberal Artsand College of Education faculty member who does not finish adoctoral degree after three (3) years of probation will be allowedto expire. Such a faculty member will not be considered forrehiring as a full-timer unless the doctoral degree is completed.

In the Colleges of Business and Economics, Engineering,Computer Studies and in the Department of Communication ofthe College of Liberal Arts, the contract of a faculty member whodoes not finish a master’s degree and who is not enrolled in thedoctoral program (refer to item 2.3, p.35) after three (3) years ofprobation will be allowed to expire. Such a faculty member willnot be considered for rehiring as a full-timer unless the master’sdegree is completed.

1.5 The maximum probationary period shall be nine (9) consecutivetrimesters of full-time service.

1.6 As an exceptional case, a teaching load in a summer term maybe considered part of a faculty member’s regular load in thesubsequent trimester only when he/she is requested by theadministration to forego his/her summer vacation because noone else could handle such teaching load.

2. Relating to Faculty Development

2.1 All deloading contracted as loans for study purposes may bepaid back as overload without pay.

2.2 Contracts of faculty members on probationary status who goon leave for more than three (3) months for study/researchpurposes will be considered expired. The University reservesthe option to rehire them upon the completion of their studies/research.

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2.3 Faculty members who have to go abroad for studies shouldarrange their schedules to conform with the University’sacademic calendar, i.e., leave after the term and return to workat the start of a term.

2.4 Faculty members who go on leave within a term for study/research purposes are expected to teach before and/or after theleave.

2.5 Any extension of the approved period of leave must be with theexpressed written approval of the Chancellor.

2.6 For foreign grants, the role of the University in obtaining thegrant should be considered. As such, the following classificationshould be observed:

2.6.1 If the role of the school is material to the facultymember’s getting the grant (i.e., the faculty member isthe institutional nominee/recipient of a loan from theUniversity/recipient of salary or honorarium during theleave), the faculty member should be bound by a servicecontract.

2.6.2 If a faculty member is attending a conference on apersonal invitation (not through the school), there willbe no need for a service contract.

2.6.3 If the research grant involves the submission of aresearch output, acceptance of such output by thesponsor of the grant fulfills the requirement of the grant;as such, the faculty member is no longer bound by aseparate service contract.

2.6.4 Other cases, if any, will be governed by policies of theFaculty Development Program.

3. Relating to Leaves and Breaks in Service

3.1 Years of continuous service required for service and sabbaticalleaves should immediately precede the term when the leave isapplied for.

3.2 A break in service of more than one (1) term due to circumstancesbeyond the control of the faculty member concerned, e.g., accidentor prolonged illness, while not credited towards years of service,does not disrupt the service of the faculty member as long asthe leave is officially approved.

3.3 Faculty members on service leave must not teach or mentorexcept for graduate theses.

1113.4 Academic Service Faculty who availed of a service leave duringone summer break may avail of a subsequent service leaveduring the summer break of the third schoolyear following theirlast service leave.

3.5 A faculty member who went on leave for at least three (3)months, e.g., dissertation writ ing, study/training, serviceleave, cannot go on leave (except sabbatical) again on thesame schoolyear.

4. Relating to Hiring and Promotion/Reclassification

4.1 Definition of Terms

4.1.1 The term RANKS refers to Instructor, AssistantProfessor, Associate Professor, and Full Professor. Thedifferent levels within each rank are called STEPS.

4.1.2 SCHOLARLY OUTPUT means disseminated workcontributing to the knowledge capital of the academiccommunity and society. Departments may definescholarly outputs in accordance with the researchrequirements in the discipline but meeting the minimumrequirements stipulated in the Manual. These includebut are not limited to:

4.1.2.1 A published seminar paper, review article,instruct ional project mater ial /manual,taxonomic col lect ion, technical design,software, etc.

4.1.2.2 Unpubl ished work but presented in aseminar, colloquium, symposium, conference,workshop, or an output subjected to anevaluation/testing (e.g., manual) as the casemay be.

4.1.2.3 Creat ive works in the Humanit ies(Communication Arts, Literature, FilipinoDepartments) such as, but not limited, toshort stories, collection of poems, novels,films, screenplays. For Marketing Department,award winning advert isements (ARAW,AGORA, ANVIL) are qualified.

4.1.2.4 Professionally accepted solutions manual foran internationally-circulated textbook (forMath, Chemistry and Physics only) wherethere are no existing solutions manuals.

4.1.2.5 Legal briefs done by Commercial Law facultymembers which shal l be considered to

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support promotion up to the AssistantProfessor 4 level.

4.1.2.6 Project designs done by Civil Engineeringfaculty members.

4.1.3 MAJOR RESEARCH will be determined through the followingcriteria: nature, scope, impact, quality and acceptability tothe discipline and the role of the research in new programs/projects.

Major research project which has been disseminatedrefers only to research that has been commissioned/contracted by an external agency. Such research cannot bepublished because it is owned by the external agency. Itshall not refer to other research that can otherwise bepublishable.

4.1.4 PUBLICATION means either PUBLISHED or IN PRESS. Thismust be supported by a letter from the Journal’s Editor-in-Chief or Publisher stating the acceptance of the paper forpubl icat ion, not merely submit ted for considerat ion forpublication nor accepted for publication with revision.

Promotion to the Full Professor rank, any of the following isconsidered major accomplishment that is equivalent to agraduate degree: Nobel prize, induction into the NAST, nationalscientist (not young scientist), national artist and Magsaysayawards.

4.1.5 JOINT RESEARCH and CREATIVE WORK refer to facultyresearch publication done jointly by a team/group i.e., withforeign/local co-workers or collaborators; with other in-housemembers and/or student mentees, which may be used byany au thor /p roponent fo r purposes o f p romot ion /reclassification.

For a publication co-authored with in-house faculty and/orstudent mentees, the contributions of all authors are valuableand necessary.

However, to assist the Promotion Board in evaluating the jointresearch, internal or external, the Promotions Board mayrequest a specification of the contribution (signed by all theauthors) of the author/proponent, for the same paper may beused by any one of the authors for promotion at DLSU. Thecontribution is not only in terms of pages written but primarilyin terms of conceptualization, development, and analysis ofthe work.

4.1.6 For recommendations to the rank of Associate Professor 5 andhigher, an external evaluation of scholarly output is required.

113Five evaluators will be named by the department chair inconsultation with the recommendee and the senior facultymembers within the department; two of these will be chosen bythe Office of the Vice Chancellor for Academics and Research.However, if the scholarly output is a refereed publication, anexternal evaluation will not be necessary.

4.1.7 SUBSTANTIAL CONTRIBUTIONS refer to a set of scholarlyoutputs and research activit ies. In particular, substantialscholarly contributions refer to a combination of at least anyfive distinct scholarly outputs published in the past 15 yearsfrom any of the following categories of scholarly outputs:

• publications in national or international journals,• books or monographs,• reports of commissioned or contracted research,• papers presented in national or international conferences,• other major scholarly or creative works, and• patented work.

Scholarly outputs not counted in previous promotions, and arein excess of those required for promotion/reclassification, wouldst i l l be considered as val id support ing documents forconsideration in future promotion/reclassification within a fifteenyear period from the date of publication.

4.1.8 Dissertation-based scholarly outputs may be counted for furtherpromotions up to the rank of Associate Professor 4.

4.1.9 A patent is equivalent to an ISI journal publication.

4.2 Specific Guidelines for Part-Time Faculty

4.2.1 Research/Publication Requirements for entry into the followingranks:

4.2.1.1 Lecturer 1 to Lecturer 6

no research output

4.2.1.2 Lecturer 7 to Assistant Professorial Lecturer 4:

one (1) scholarly output

or

creative work published in a reputable national/international publication

4.2.1.3 Assistant Professorial Lecturer 5 to AssociateProfessorial Lecturer 4:

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two (2) published scholarly outputs

or

two (2) creative works published in areputable national/international publication

or

one (1) national or international refereed publication

or

one (1) completed major research project which hasbeen disseminated (see section 4.1.3 for definition)

4.2.1.4 Associate Professorial Lecturer 5 to ProfessorialLecturer 5:

three (3) published scholarly outputs which shouldinclude one (1) published in a refereed and abstractedjournal or chapter in an international refereed book orrefereed monograph

or

three (3) creative works published in reputable national/international publications, at least one of which mustbe supported by a portfolio of critical works and materialswritten on it.

or

one (1) professionally acceptable single authorshipbook (not a textbook) evaluated by referees

or

two (2) completed major research projects whichhave been d isseminated (see sect ion 4.1.3 fordefinition)

4.2.1.5 Professorial Lecturer 6 to 10:


or

one (1) professional ly acceptable book- lengthpublication or its equivalent, published or accepted forinternational publication, supported by a portfolio of

115critical works (e.g., reviews, graduate theses anddissertations) and materials written on it (e.g., exhibitionor festival catalogues, detailed report of the creativeprocess of the applicant, etc.)

or

two (2) published scholarly outputs in refereed andabstracted journals/publications

or

chapter in an international refereed book or a refereedmonograph

4.2.1.6 Requirement for entry to Professorial Lecturer (on anylevel)

one (1) major creat ive work, book length singleauthorship, published or accepted for national orinternational publication, supported by a portfolio ofcritical works and materials written on it

or

one (1) professionally acceptable single authorshippublished book (not a text book) that has been refereed

or

two (2) refereed and abstracted publ icat ions ininternational journals

4.2.1.7 Quality and combinations of the above research/publication requirements shall be decided by the Board;reactors’ papers are not acceptable.

4.3 Specific Guidelines for Full-Time Faculty Member

4.3.1 Research/Publication Requirements for entry into the followingranks:

4.3.1.1 Instructor 2 to Instructor 6

one (1) scholarly output or creative work

4.3.1.2 Instructor 7 to Assistant Professor 4:

one (1) final copy of defended thesis

or

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one (1) published scholarly output*

or

one (1) creative work published in a reputable national/international publication

4.3.1.3 Assistant Professor 5 to Associate Professor 4:

two (2) published scholarly outputs

or

two (2) creative works published in a reputable national/international publication

or

one (1) national or international refereed publication

or

one (1) completed major research project which hasbeen disseminated (see section 4.1.3 for definition)

or

one (1) published scholarly output and one (1) creativework published in a reputable national/internationalpubl icat ion in the discipl ines of humanit ies,communication arts, literature and marketing

4.3.1.4 Associate Professor 5 to Full Professor 5:

three (3) published scholarly outputs which shouldinclude one (1) published in a refereed and abstractedjournal or chapter in an internationally refereed book ora refereed monograph

or

three (3) creative works published in reputable national/international publications, at least one (1) of which mustbe supported by a portfolio of critical works and materialswritten on it.

or


*Can be one (1) research-based consultancy project

117or

two (2) completed major research projects which havebeen disseminated (see section 4.1.3 for definition)

or

two (2) published outputs in refereed and abstractedjournals/publication

or

a completed major research project (see Section 4.1.3)and 1 published output in refereed and abstractedjournals/ publication

4.2.1.5 Full Professor 6 to 10:


or

one (1) professional ly acceptable book lengthpublication or its equivalent, published or accepted forinternational publication, supported by a portfolio ofcritical works (e.g., reviews, graduate theses anddissertations) and materials written on it (e.g., exhibitionor festival catalogues, detailed report of the creativeprocess of the applicant, etc.)

or

two (2) published scholarly outputs in refereed andabstracted journals/publications

or

chapter in an internationally refereed book or a refereedmonograph

4.2.1.6 Requirement for entry to Full Professor (on any level)

one (1) major creat ive work, book length singleauthorship, published or accepted for national orinternational publication, supported by a portfolio ofcritical works and materials written on it

or

one (1) professionally acceptable single authorshippublished book (not a text book) that has been refereed

or

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two (2) refereed and abstracted publ icat ions ininternational journals

5. Graduate degrees required for permanency of ASF and theequivalent requirement for some units:

Office

Admissions, ITEO,SFA Planning

HumanResourcesDevelopment

MarketingCommunication

InformationTechnology Centerexcept AASF

Library

EngineeringLaboratory

COS Laboratory- Biology, Mathematics, Physics

- Chemistry

Academic Degree

MA/MS in Guidance &Counseling, Psychology,Measurement &Evaluation or otherrelated field

MA/MS in PsychologyGuidance &Counseling,IndustrialPsychology, HumanResource Management,OrganizationalPsychologyMA/MS in relevant field

MA/MS in CommunicationJournalism, PublicRelations or other relatedfields

MS Computer Science,MS ECE, MS EE andother graduate degreesrelated to the ASF’s areaof specialization

MA/MS in Library Science

MS in related field

MS Biology/Physics orany related fields:computer science,electronics, etc.

MS

Professional Development

Diploma in Human ResourceDevelopment/Management orDiploma in OrganizationalDevelopment plus twelve (12)units or foundation courses atthe graduate level

Completion of academicrequirements (except thesis)for master’s degree; passingthe Board Exam for those withengineering degrees that requirelicensure exam and ninety-six(96) hours of specializedtraining and/or maximum ofthree (3) certifications in IT-related training programs

Completion of academic unitsfor master’s degree (withoutthesis) and licensure forlibrarians

Board Exam passed, i.e.,registered mechanicalengineer, associate electricalengineer, electronics andcommunications engineer,chemical engineer, civilengineer, and at least two (2)special training programs of atleast 40 hours.

Licensure exam and any two(2)of the following combinations:- special training (at least 40 hours)- diploma in any of the relevant vocational courses

119Office

Student PersonnelServices, AcademicLinkage Office,Registrar’s Office

COSCA

Office of the Career andCounseling Services

Academic Degree

MA/MS in a relevant field

MA/MS in SocialWork,CommunityDevelopment,Sociology,Anthropology,Psychology,Political Science;Environmental Science

MA/MS in Guidance &Counseling, Psychology

Professional Development

- 30 units of graduate courses- development of manuals related to the field (e.g. software, manuals for instrumentation, trouble shooting, etc.)

Diploma in Human ResourceDevelopment/Management, orDiploma in OrganizationalDevelopment plus twelve (12)units or foundation courses atthe graduate level

The monitoring of daily attendance of an ASF is the responsibility of theUnit Head concerned. Each ASF will log in and out using a form for thispurpose.

ASFs in the Information Technology Center record their time-in andtime-out via the ITC Attendance Monitoring System.

At the end of each month, a summary signed by the ASF andcountersigned for veracity by the Unit Head will be submitted to theVice-President of Academics and Research Office.

6. Other Guidelines:

6.1 Effective teaching performance is indicated by a minimumcomposite evaluation of 4.0 derived from the student evaluationwith a weight of 50% and peer and Chair’s evaluation with aweight of 50%. The students’ evaluation shall be based on theweighted average of the evaluations since last promotion of thefaculty member.

6.2 The thirteenth (13th) month pay is always based on the basicsalary and whatever additional remuneration covered by theLabor Code.

6.3 Relating to attendance:

6.3.1 A trimester during which a faculty member incurs anunmade-up absence shal l not be counted ascompl iance with the residency requirement forpromotion.

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the made-up absences must not exceed 5% of the totalfaculty contact hours per trimester. However, made upabsences beyond the 5% limit shall not be used asbasis for denying promotion provided they are forjustifiable reasons. In all cases, a letter must be sent tothe Vice Chancellor for Academics and Research toexplain the absence within a week upon return fromleave.

6.3.3 Absences due to attendance in meetings/conferenceshave to be official and should have prior approval inwriting by the University. A verbal approval will not meritan excuse.

6.3.4 Classroom teaching takes precedence over otheracademic related activities. For example, a facultymember’s missing a class cannot be excused whenhe/she sits in a thesis or dissertation defense.

6.3.5 A faculty member’s absence due to his/her consultancywork cannot be excused.

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Appendix B

Grid for Hiring/Promotion/Reclassificationof Academic Faculty

Guidelines:

1. All applications should be supported by accompanying documentsdetailing the applicant’s academic profile as follows:

1.1 degrees earned (with official transcript of records and diploma);

1.2 professional experience with detailed account of years ofteaching and/or related/relevant professional/researchexperience (proof of employment may be required of applicantsas requested);

1.3 list of researches articles, publications, academic/creative worksdone (copies of such should be made avai lable to theDepartment and the Hiring Board);

1.4 other academic/professional qualif ications (e.g., trainingprograms attended, grants/awards received, etc.); and

1.5 list of professional and character references.

2. Teaching experience is required of all ranks. Work experience directlyrelated to the Department for which one applies may be given thesame credit as teaching experience.* Teaching on the elementaryand secondary levels is given 1/4 and 1/3 equivalence of tertiary-levelteaching, respectively. Employment experience relevant to thediscipline for which one is recommended may be assigned theequivalent of one (1) year of teaching for every two (2) years of relevantpractice.

3. The grid for hiring is a guide for considering years of experience indetermining the rank/level. The final determination of the rank/levelalso considers relevant entry requirements such as academic degree,scholarly outputs, etc.

* Directly related work experience refers to the applicant’s putting into practice asubstantive aspect of training received within the discipline. Such practice includesthose of: (1) professional contractor for Civil Engineering; (2) Media practitioner forcommunication, (3) Sales or account executive for Business Management; (4) practiceof profession for Accounting/auditing/finance work for Certified Public Accountants,and the like. The Hiring Board determines whether the applicant’s previous employmentrecord deserves being classified as related (1:1) or relevant (2:1).

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Level

Years of tertiary Years of Years of Years of relevantteaching or directly elementary secondary experience whichrelated experience teaching teaching may be given

equivalence

1 1 4 3 22 2 8 6 43 3 12 9 64 4 16 12 85 5 20 15 106 6 24 18 127 7 28 21 148 8 32 24 16

For Assistant Professor (Master’s degree required)*

Level

Years of tertiary Years of Years of Years of relevantteaching or directly elementary secondary experience whichrelated experience teaching teaching may be given

equivalence

1 2 8 6 42 3 12 9 63 4 16 12 84 5 20 15 105 6 24 18 126 7 28 21 147 8 32 24 16

For Associate Professor (Doctorate required)*

Level

Years of tertiary Years of Years of relevantteaching or directly secondary experience whichrelated experience teaching may be given

equivalence

1 2 15 102 3 18 123 4 21 144 5 24 165 6 27 186 7 30 207 8 33 22

For Full Professor (Doctorate required)*- Only permanent faculty members can be granted the rank of Full Professor

LevelYears of tertiary Years of relevant

teaching or directly related experienceexperience

1 3 142 4 163 5 184 6 205 7 226 8 247 9 268 10 289 11 3010 12 32

* Guide for recommendation to the level indicated.

For Instructor (Bachelor’s degree required)*

123Appendix C

Grid for Hiring/Promotion/Reclassificationof Academic Service Faculty

Guidelines:

1. All applications should be accompanied by supporting documentsdetailing the applicant’s profile, such as:

1.1 official transcript of records and diplomas evidencing degreesearned;

1.2 resumé of professional experience complete with job description(proof of employment may be required);

1.3 certificates of attendance at training programs, awards/grantsreceived, and similar proofs for other academic/professionalqualifications;

1.4 copies of articles, monographs, books and other publishedwritings;

1.5 list of professional and character references.

2. Professional practice is defined as work experience through whichthe applicant has put into practice a substantive aspect of the educationand/or training received in the chosen field or profession, and/or whichis directly related to the job requirement of the unit/department forwhich he/she has applied (e.g., library experience for faculty librarians,guidance/counseling practice for guidance counselors, etc.)

3. Relevant experience refers to employment experience relevant to theprofession for which the applicant is recommended, which may beassigned an equivalent of one (1) year of professional practice forevery two (2) years of relevant experience, i.e. a 1:2 ratio as applied inthe case of ASF-I, or one (1) year of professional practice for everythree (3) years of relevant experience, a 1:3 ratio as in the case of ASF-II.

4. After evaluating the applicant’s previous employment record, the HiringBoard determines which should be considered actual practice of theprofession and which may be deemed years of relevant experience.

5. The grid for hiring is a guide for considering years of experience indetermining the rank/level. The final determination of the rank/level isalso based on relevant entry requirements such as academic degree,etc.

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Appendix C (continued)

Grid to determine Hiring/Promotion/Reclassification/Rankfor Academic Service Faculty

Rank/Level Degree Years of Professional PracticeDLSU Non-DLSU Relevant

I 1 Bachelor’s 0 1 22 1 2 33 2 3 44 3 4 65 4 5 86 5 6 107 6 7 128 7 8 149 8 9 16

10 9 10 1811 10 11 2012 11 12 22

II 1 Master’s + professional 2 4 5licenses, wheneverapplicable

2 3 6 73 4 8 94 5 10 115 6 12 136 7 14 157 8 16 178 9 17 199 10 18 21

III 1 At least six (6) years of 5 8 10excellent professional experiencein an administrative position(Director/Unit Head) in addition tofour (4) years of practice in the sameprofession in DLSU.

2 6 9 123 7 10 144 8 11 165 9 12 18

125

Appendix D

Primer on Faculty Attendance

(The Council of Deans has approved this Primer on Faculty Attendance originallyon 17 October 2002 and its revisions on 09 February 2005, 18 January 2006,and 11 April 2006.)

1. How is an “absence” defined?

It is considered an “absence” when the faculty member does not meetthe class on its official class time, except in the following cases:

1.1 “Official business” (See item no. 7);1.2 Changes in time/venue (See item no. 17); and1.3 Other activities mandated by the university.

2. Is a permanent change of official scheduled class time allowed?

No. A permanent change of official scheduled class time is not allowed.Students enroll in courses/sections based on the schedule posted bythe University relative to their other classes and activities.

To change the schedule permanent ly would not only createinconveniences for the students, but would also defeat the purpose ofhaving students choose their schedule.

3. What are “hybrid” classes?

A “hybrid” class is one where the delivery of instruction may be througha combination of classroom and online class sessions. A class maybe considered as hybrid, subject to the following conditions:

3.1 The course/section has been designated as hybrid (eg. A91,C91) during enrollment;

3.2 The course will be conducted by a ASIST-certified faculty member;3.3 The online sessions will be conducted using Integrated Virtual

Learning Environment (IVLE);3.4 At least half of the total number of hours for the term will be used

for classroom sessions;3.5 The schedule of on-line class sessions is specified in the

course syllabus and submitted to the Office of the UniversityRegistrar within the first week of the term;

3.6 No online sessions will be scheduled and/or conducted withinthe first two (20 weeks of the term;

4. Can on-line class sessions be conducted in lieu of classroommeetings?

On-line class sessions may be conducted only under the followingconditions:

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course syllabus submitted to the Office of the Assistant ViceChancellor for Academic Services and University Registrar withinthe first week of the term (See item no. 3);

4.2 For non-hybrid classes, on the dates indicated in the FacultyAttendance Form as “alternative class” (See item no. 14)

5. How is “tardy” defined? What is the effect of a “tardy?”

A faculty member is considered “tardy” when he/she is not in classafter five (5) minutes from the start of the official scheduled class time.

If the faculty member is not in class within the first third fraction of thescheduled class time, it is considered an “absence.” A “tardy” needsno form and no make-up.

6. What is a “make-up?” Which “absence” needs to be made up?

A “make-up” is intended to offset lost class hours due to “absence” inorder to attain the required number of class hours.

All “absences” need to be made up. Reasons such as “officialbusiness,” “sickness,” and the like only serve as information to theChair.

“Official business,” while not recorded as an absence, needs to bemade up (See item no. 7).

7. What is the effect of an “absence” due to “official business?”

An “official business” means that the faculty member will be presentinga paper in a conference or representing the University in a meeting,and other related activities with prior approval as “Official Business”by the Chair, the Dean and the VCA.

This is not recorded as an “absence” but needs to be made-up inorder to attain the required number of class hours. “Official business”not made up will be recorded as an absence at the end of the term.

8. When is it considered “early dismissal?” What is the effect of an“early dismissal?”

Classes are expected to start and end on time. Any early dismissal isreported and recorded as such.

An “early dismissal” needs no make-up. Corollary to this, late dismissalis not allowed since such may result in conflicts with the availability ofthe room for the next class and/or with the schedule of other classes ofthe students.

1279. What is the effect of a report of “vacant room,” “substitute,” or“seatwork?”

A “vacant room” means that both the faculty and the students were notin the room. This has the effect of an “absence.”

“Substitute” means that the faculty member inside the classroom isnot the official faculty member assigned to the class. No make-up isneeded. It serves only to inform the Chair.

However, under our academic policies, only faculty members qualifiedto teach the subject matter will be allowed to act as substitutes.

Thus, the presence of a “substitute” is recorded if there is priorapproval from the Chair and communicated to the Office of the AssistantVice Chancellor for Academic Services and University Registrar throughthe Faculty Attendance Form at least one (1) day before the scheduledsubstitution (See item nos. 10 and 19 to 23).

“Seatwork” means that the faculty member is not present, but thestudents are in the classroom performing class work. No make-up isneeded.

10. How can I inform the Office of the Associate Vice Chancellor forAcademic Services and University Registrar in advance about mysubstitute for such unforeseeable cases as sickness?

In unforeseeable cases such as sickness, the faculty member neednot assign a substitute to watch over the class. The absence resultingfrom these cases may be made up at another date. However, when asubstitute is assigned, the faculty member is still marked “absent”based on the rules on substitution.

The faculty member may still inform the Office of the University Registrarabout the substitution and have the absence cancelled by submittinga late Faculty Attendance Form (See item nos. 19 to 23). As this is alate submission of the form, the signature of the Dean is required.

11. If I know that I will be absent on a particular date and I scheduled amake-up class and submit the form one day before the date ofabsence, will I still be marked absent?

Yes. An “absence” means that the faculty did not meet the class on itsofficial scheduled class time. After the make-up class is conducted,however, the report will show both the absence and the make-up, withthese two incidents offsetting each other in the report.

12. If I know that I will be absent on a particular date and I scheduled aclass in advance and submit the form one day before the advancedclass, will I still be marked absent?

Yes. Even if the class that was scheduled in advance had alreadytaken place, still the class was not met on its official scheduled class

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time. The report will, however, show both the absence and the make-up, with these two incidents offsetting each other in the report.

13. Can a planned or anticipated absence with corresponding schedulefor make-up (or advanced class) be treated merely as a change inclass schedule?

No. As the faculty member did not meet the class on its officialscheduled class time, it should be reported as an “absence.” Themake-up or advance class will offset the absence in the report.

14. What may be considered as “alternative classes?”

Only the following activities may be considered as “alternative classes:”

14.1 Film showing14.2 Symposium/talk14.3 Independent study14.4 Research break14.5 Library work14.6 Online session (for non-hybrid classes, see item no. 4)

Only a total of six (6) class hours may be devoted to activities consideredas alternative.

15. Can seminars, field trips, excursions or other activities held formore than the regular number of hours per meeting be counted forseveral class meetings?

No. All seminars, field trips, excursions and other activities are deemedas alternative classes and should be reported as such to the Office ofthe University Registrar through the Faculty Attendance Form.

Such activities are considered as one class meeting, provided that theduration of the activity is at least equivalent to the regular number ofhours of one meeting.

16. How many hours or meetings is a departmental exam equivalent to?

Departmental exams held outside class hours are not counted as partof the required class hours. As such, departmental exams may notreplace any class meeting.

17. In what cases can “change of time” and “change of room” be usedas reasons? What is the effect of these?

The “change of time” and “change of room” can be used when thechange is within the class day.

Even if the class was not met on its official scheduled class time,“change of time” and “change of room” will not be recorded as an“absence.”

12918. What do I need to do if I have to transfer my class to another venue?

This is what is termed as an “emergency room transfer.” This meansthat the class cannot proceed at the regular venue because of anunforeseen problem such as non-functioning air-conditioning unit, etc.

To inform the Faculty Attendance Checker, please indicate the followinginformation on the blackboard inside the classroom:

DATE / TIMESUBJECT / SECTION / FACULTYNEW VENUE

This is not considered an “absence” if the faculty member meets hisclass in the indicated venue.

19. What is the pink form?

What is known as the pink form is the Faculty Attendance Form (FormNo. F-01) used by the faculty member to inform the Office of the AssistantVice Chancellor for Academic Services and University Registrar ofdeviations from the official scheduled class time. The Faculty AttendanceForm may be accomplished from www.dlsu.edu.ph/offices/registrar/faculty_attendance.asp

20. When is the Faculty Attendance Form required?

The Faculty Attendance Form is required in the following cases:

20.1 If the faculty member will conduct a make up class;20.2 If the faculty member will conduct a class in advance;20.3 If the faculty member will have an alternative class (on-campus);20.4 If the faculty member will have a field trip (off-campus alternative

class);20.5 If the faculty member will have a substitute in foreseeable cases;20.6 If the faculty member will change class time temporarily;20.7 If the faculty member will change venue (whether temporarily or

permanently); and20.8 Other cases where the Office of the University Registrar has no

official knowledge of deviations from the official scheduled classtime.

21. Why is there a need for a one-day advanced notice for the form?

A one-day notice means that the Faculty Attendance Form is receivedat the Office of the University Registrar (Front Desk) at least one daybefore the cases mentioned in No. 20 are implemented/conducted.

The notice is necessary so that the Office of the University Registrarcan dispatch its Faculty Attendance Checkers accordingly.

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While the Faculty Attendance Form is for approval at the Chair’s level,it only serves as a source of information at the Office of the AssistantVice Chancellor for Academic Services and University Registrar.

22. When is the Faculty Attendance Form not accepted at the Office ofthe University Registrar?

The Faculty Attendance Form is not accepted in the following cases:

22.1 If the signatures of the faculty member and the Chair are notpresent; and

22.2 If the signature of approval of the Dean is not present in cases oflate forms

23. Why is the signature of the Dean required on a late form?

The signature of the Dean is required for a late form because it is nolonger a regular transaction. As such, it requires a higher approvingauthority. The Office of the Associate Vice Chancellor for AcademicServices and University Registrar is not tasked to determine the validityof the reasons for late submission. Only the Dean, who is the caretakerof the College, may approve or disapprove late forms, which are ineffect, requests for consideration.

24. Is the Notice of Faculty Absence final?

No. The faculty member is given an opportunity to correct the report ofthe Faculty Attendance Checker.

This can be done by writing the comments on the notice and sendingit back to the Office of the Associate Vice Chancellor for AcademicServices and University Registrar within five (5) working days fromreceipt of notice.

The faculty member should be able to receive the Notice of Absenceone (1) working day after the supposed absence.

25. Where can discrepancies regarding faculty attendance checkingbe reported?

Send your comments thru email to: [email protected]

131Appendix E

Guidelines for the Dress Code of Faculty

While on University premises, faculty members are given the privilege to dressaccording to their individual tastes but are requested to adhere to theconventions of professional grooming. The following are generally consideredinappropriate:

TOPS halter and backless shirts/blouses without vests/boleros/jacketsshirts and blouses with plunging necklinessee-through shirts/blousesspaghetti straps without vests/boleros/jacketstube tops without vests/bolerossleeveless tops with large and loose armholeshanging shirts/blouses (exposing the midriff and/or belly button)undershirts (with or without sleeves)collarless t-shirts (for the men)sleeveless tops (for the men)

BOTTOMS bicycle and athletic shortsregular and Bermuda shortsleggingsskintight jeanspants with holesmini skirts (more than 2" above the knee while standing)

DRESSES see-through dresseshalter/backless dressesdresses with plunging necklinesshort dresses (higher than mid-thigh while standing and sitting)spaghetti straps on dresses worn without vests/bolerosdresses with peek-a-boos (holes on critical parts of the body)

FOOTWEAR slippersflip flopsbeach sandalsslip-ons (e.g. Birkenstock)

OTHERS sun glasseshats and caps worn inside the offices and classrooms

Other Guidelines

1. Ethnic attire is allowed provided it complies with the aboveguidelines.

2. Formal attire : for the men –coat and tails or a suit or a formal Barong Tagalog

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for the women –gown or a suit or formal women’s equivalent of the Barong Tagalog

3. Semi-formal attire :for the men –long sleeved shirt with tie (with or without a blazer)

for the women –dress (with jacket or blazer)

4. Informal attire :for the men –long sleeved shirt

for the women –dress

5. Casual attire : for men and –jeans or informal pants ladies

133Appendix F

Appeals Committee

A faculty member may appeal an unfavorable decision of the Promotion/Reclassification Board that deliberated on his/her case on any one of thefollowing grounds:

a) He/she did not have the chance to explain or clarify an issue that wasraised against him/her.

b) He/she believes that there was prejudice/bias in rendering the decisionon his/her case as he/she has documented evidence that thepromotion/reclassification of a faculty member in a similar situationwas acted upon favorably.

c) Some information that can significantly influence the decision to thefaculty member’s favor was not made available or was not consideredduring the deliberations of the board.

The phrase, “not made available”, means that the material(s)containing such information was already submitted by the faculty withinthe lead time but was not considered during the deliberations.

d) There is ambiguity in the interpretation of the provision of the FacultyManual. The resolution of the appeal needs clarification on the properinterpretation of the Technical Panel.

The faculty may file an appeal within five (5) working days from the time he/sheis informed of the decision of the Promotion/Reclassification Board by his/herChair/Unit Head.

The letter of appeal should clearly indicate that the faculty member was properlyappraised of the points and issues raised during the deliberations on his/hercase and that based on consultation with the Chair and the FA President, he/she believes there is ground to make an appeal. It should be addressed to thehead of the appropriate Appeals Committee noted by the Chair and the FAPresident.

Composition of the Appeals Committee

a) Presiding officer: A De La Salle University administrator whose positionis immediately higher than the presiding officer of the board whosedecision is being appealed by the faculty member concerned

b) All members of the original board whose decision is being appealed

c) Additional senior faculty member acceptable to the faculty-appellant

d) Additional Faculty Association representative acceptable to the faculty-appellant

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Appendix G

Table of Offenses and Sanctions

Without prejudice to the provisions of the Labor Code, and related laws/regulations, a faculty member who commits any of the following non-exclusiveoffenses may be disciplined in accordance with the Table set forth hereunderafter due investigation and establishment of guilt according to proper procedure.

Please refer to Appendix N, p.172, for the Policies and Guidelines for thePrevention and Investigation of Sexual Harassment.

Legend

1. Warning2. Reprimand3. Suspension (the duration* of which shall depend on the gravity of the

offense)4. Termination for cause (subject to legal action)

OFFENSES OCCURRENCE AND PENALTY1st 2nd 3rd 4th

1. Non-performance of anyof the prescribed functions andcontractual obligations such asthe following, among others:

1.1 tardiness from class without 1 2 3 4justification apart from sickness,beyond 10% of class meetingsof the faculty during the trimester

1.2 unjustified failure to submit grades 1 2 3 3and other required documentsaccording to deadlines

1.3 neglect to make up for classes missed 1 2 3 4

1.4 absence for at least a week without 2 3 4prior notice or arrangement with andapproval by the Chair and/or Deanexcept for emergencies

2. Inflicting bodily injury on a faculty 3 4member or administrative personnel ora student within the University

3. Making malicious, obscene or 2 3 4libelous statements about the person ofany member of the academic community

*For the sake of the students, the suspension should not be less than one (1) term.

135OFFENSES OCCURRENCE AND PENALTY1st 2nd 3rd 4th

4. Disorderly behavior or promoting or 2 3 4participating in gambling during class oroffice hours

5. Misuse of University name, property, or 2 3 4equipment for personal and/or commercialpurposes

6. Grave public scandal* 3 4

7. Unauthorized and unjustified possession 3 4of final examination questions

8. Plagiarism/violation of intellectual 3 4property rights

9. Illegal possession of drugs or deadly 3 4weapons on campus

10. Public actions tending to discredit or 3 4bring to dispute the name of the University

11. For full-timers, teaching in another 4school, including review schools,without permission and/or workingfull-time in another institution

12. Tampering with official or faculty 4grading records

13. Changing of a grade of a student in 4consideration of some remunerationor favor

14. Final conviction by a court of law of 4a crime involving moral turpitude**

15. Negligence in taking precautionary 3 4measures to ensure safety ofmembers of the academiccommunity

16. Violation of the dress code 1 2 3 3

* Scandal is shame, dishonor, infamy, disgrace, or discredit as a result of involvement in a wrongful, criminal, and other similar acts.** Moral turpitude is an act of baseness, vileness, or depravity in the private duties which a man owes his fellowmen or to society in general, contrary to the accepted and customary rule and right and duty between man and woman or conduct contrary to justice, honesty, modesty or good morals. (from Supreme Court’s definition of moral turpitude)

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OFFENSES OCCURRENCE AND PENALTY1st 2nd 3rd 4th

17. Use of cellular phones during classes,exams, thesis defense, and otherofficial class functions

1st 3 offenses 14th offense 25th offense 26th offense 3

18. Insubordination (defined as willful disregard ofa faculty member of an instruction by a chair orother administrator provided it is not in violationof existing University policy)*

19. Non-provision of syllabus within the 1 2 3 4first two (2) weeks of classes.

20. Non-compliance with residencyrequirements in terms of the 1 2 3 4number of workinghours and load.

21. Tardiness for ASFs in ITC5th offense 110th offense 215th offense 3+1year

probation**

N.B. The Table of Offenses is meant as a guide, but does not preclude the imposition ofhigher penalties depending on the gravity of the actual offense and circumstances in itscommission.

* Sanction will depend on the gravity of the offense as defined in the case of PNOC-EDC v. Frederick V. Abella, [G.R. No. 153904. January 17, 2005.]:

Insubordination or willful disobedience by an employee, to constitute a just cause forterminating his/her employment, the orders, regulations, or instructions of the employeror representative must be:

1. reasonable and lawful;2. sufficiently known to the employee; and3. in connection with the duties which the employee has been engaged to discharge.

** Repeated offenses during the probation would mean service review and possible termination.

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* Decisions are inclusive of the sanctions stipulated by the committee concerned. In cases of grievances involving the Dean or Vice Chancellors, the appeal should be directed to the President and Chancellor. In case where the offense merited a sanction of suspension or termination as decided by the committee concerned, the Service Review Board will be convened as provided in p. 71.

Appendix H

Procedures for Grievance


Grievances against any member of a Christian academic community are bestsettled through sincere dialogue and discussion. It is only as a last resort thatone must take formal procedures to settle grievance.

Communication is absolutely necessary if members of the academic communityare to interact satisfactorily. Those affected should not wait for a crisis situationto develop before attempting to settle the matter amicably.

Only when a grievance is expressed in writing and duly signed by the aggrievedparty does it become a formal complaint requiring a formal procedure forresolution.

The normal procedure is for the complainant to send a written communication,two weeks after a dialogue between the parties is unresolved to the Dean/Head of the Unit or VCAR. The Dean/Head of the Unit* or Vice Chancellor forAcademics and Research, where applicable, then tries to settle the grievanceamicably within the unit concerned. If amicable settlement fails then the Dean/Head of the Unit or Vice Chancellor convenes a Grievance Committee whichdecides on the matter at issue.

Ordinarily, a formal complaint should be filed three months after the grievableoffense.

A. Complaint of a Faculty Member against Students

The faculty member submits a formal complaint with the DisciplineOffice for appropriate action, copy furnished the Dean of the College towhich the student belongs.

B. Complaint of a Faculty Member against a Member of the Co-Academic Personnel (CAP)/Administrative Service Personnel (ASP).

The faculty member f i les a formal complaint with the HumanResources Development Office (for CAP respondents) or with the Officeof the Vice Chancellor for Administration (for ASP respondents) forappropriate action, copy furnished the Dean/immediate superior ofthe CAP/ASP.

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1. A conflict between two faculty members of the same department shouldbe settled within the Department. The faculty member sends a writtencommunication to his/her Department Chair. The Chair of theDepartment concerned tries to settle the case amicably through ameeting with the respondent and complainant present. Should thedecision be unacceptable to any party concerned, the complaint maybe elevated to the Dean of the College concerned.

The Dean shall convene a grievance committee composed of thefollowing:

Dean of the College as ChairChair of the Department concernedTwo (2) Senior Faculty Representatives acceptable to the

complainant and respondentFaculty Association Representative appointed by the President


2. A conflict involving faculty members belonging to two differentDepartments in the same College should be settled within the College.The complaining faculty member sends a written communication tothe Dean of the College concerned who tries to settle the issueamicably. Should the need arise, the case may be reviewed anddecided on by a committee consisting of:

The College Dean as ChairThe Chairs of the Departments concernedFaculty Member acceptable to complainant and respondentFaculty Association Representative from the same College

appointed by the President of the Faculty Association

3. A conflict involving faculty members belonging to two different Colleges,should be settled amicably through the intercession of the Deansconcerned. The complaining faculty member sends a wri t tencommunication to his/her Dean who tries to resolve the matter amicablythrough a meeting with complainant, respondent, and his/her CollegeDean present. Should the need arise, the dean of either respondent orcomplainant may refer the matter to the Vice Chancellor for Academicsand Research who may convene a committee consisting of:

A Dean from another college acting as Chair, appointed by theVice Chancellor for Academics

The Deans of Colleges of the complainant and the respondentA Faculty Member acceptable to complainant and respondentFaculty Association Representative appointed by the President


139D. Complaint of a Faculty Member Against a Department Chair

1. The faculty member sends a written communication to the Dean, whotries to settle the issue amicably. Should the decision be unacceptableto any party concerned, the Dean shall convene a Grievance Committeecomposed of the following:

The Dean as ChairAnother Chair from the College appointed by the DeanTwo Faculty Members acceptable to complainant and respondentFaculty Association Representative appointed by the President


E. Complaint of a Faculty Member against a Dean and Vice Dean

The faculty member sends a written communication to the Vice Chancellorfor Academics and Research. The Vice Chancellor for Academics andResearch may constitute a grievance committee to decide on the matterwhich will be composed of the following:

Vice Chancellor for Academics and Research as ChairpersonAnother Dean appointed by the VCARTwo senior Faculty Members acceptable to complainant and respondentA senior faculty representative appointed by the President of the Faculty

Association

F. Complaint against a Vice Chancellor and Associate Vice Chancellor

The complainant sends a written communication to the President of theUniversity. If unresolved, the matter may be brought to the attention of theBoard of Trustees through its Chair. The decision of the Board of Trusteesis final.

G. Complaint against a Chancellor

The complainant sends a written communication to the President. Ifunresolved, the matter may be brought to the attention of the Board ofTrustees through its Chair.

H. Complaint against the University President

The complainant sends a written communication to the Chairperson of theBoard of Trustees.

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Once a decision is reached by the Grievance Committee, its Chair, within three(3) working days, shall inform in writing all parties concerned of the Committee’sdecision. The decision shall be considered final and executory unless appealedin writing to the Chancellor* within three (3) working days from the time it istransmitted to all concerned parties. The Chancellor shall, within four (4)working days from the receipt of the appeal, constitute a Grievance ReviewBoard to be composed of the following:

Chancellor as ChairA Dean/another Vice Chancellor appointed by the ChancellorA member of the Society of Fellows, selected by the Fellows, preferably

from the College(s) where the grievance originatedA Senior Faculty Member from the College acceptable to both complainant

and respondentPresident of the Faculty Association or his/her designated representative

The Grievance Review Board shall deliberate on the case and render a decisionwhich shall be considered final and executory by all parties concerned.

* In cases of grievances involving the Dean, the appeal should be directed to the President and Chancellor.

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Appendix I

Councils, Committees, BoardsWhere Faculty Association

is Represented

1. Bookstore Committee2. Canteen Committee3. Chairs’ Forum (FA representative is observer)4. College Councils5. Council of Chairs6. Discipline Board7. Faculty Development Committee8. Health Care Committee9. Hiring/Renewal Boards10. Honors and Awards Committee11. Intellectual Property Rights Committee12. Permanency Boards13. Physical Facilities Committee14. Promotion/Reclassification Boards15. Security Committee16. Service Extension Boards17. Student Handbook Committee18. University Library Committee29. University Week Committee20. VCAR Council21. VCAd Council22. VCLMER Council23. Other Ad Hoc Committees discussing matters directly affecting faculty

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Appendix J

Department of Labor and Employment,Manila

Policy Instructions

To : All ConcernedSubject : Voluntary Arbitration in Private Educational Institutions

In view of the unique characteristics and peculiar problems and work situationobtained in private educational institutions in relation to the resolution of labordisputes and to help insure expeditious settlement of such disputes, thefollowing rules are hereby issued for the guidance of all concerned.

I. In institutions where no grievance machinery exists, the same shall beimmediately established by agreement of labor, and management, ifthere is a union, or unilaterally by management, if no union exists,after consultations with the employees.

II. Voluntary arbitration shall be used to settle disputes involvinginterpretat ions and appl icat ions and administrat ive rules andregulations, provisions of existing collective agreements, laws andregulations and such other disputes which labor and managementagree to submit to voluntary arbitration.

Labor and management may choose either a single arbitration or panelof arbitrators.

III. In case the parties fail to agree to submit any disputes to voluntaryarbitration, dispute shall be settled by existing government machineriesand under existing laws and regulations.

This issuance shall take effect immediately.

Done in the City of Manila this 7th day of June, 1977.

(Sgd.) Amado D. InciongActing Secretary

In view of the above policy instruction, the Arbitration Board was constituted bythe President of the University on November 3, 1977. After consultation with theFaculty Association, the following members have been asked to constitute theArbitration Board as of June 1, 1994:

1. Chairman, who is a member of the Integrated Bar of the Philippines2. One faculty representative and an alternate3. One administration representative and an alternate.

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Appendix K

CEAP Retirement Plan*

Nature of Plan

1. What is the CEAP Retirement Plan?

It is a plan established to provide retirement benefits for the qualifiedemployees of the member institutions of (a) the CEAP memberschools and CEAP Secretariat and Retirement Office and (b) otherCathol ic inst i tut ions which are subsequently accepted by theRetirement Commission.

2. What other institutions may be accepted as Participating Employers inthe Plan?

Any Catholic school or institution may be accepted, provided that saidCatholic school or institution becomes CEAP-accredited within 12months from the date of acceptance in the Plan and that in the opinionof the Commission, sufficient proof exists to show that the applicantintends and has the capacity, financial and otherwise, to continue itsparticipation in the Plan indefinitely, and provided further that itsacceptance will not prejudice the tax exemption of the Plan.

3. Is the CEAP Retirement Plan qualified under BIR regulations?

Yes, and as such, Participating Employers and Members of the Planare entitled to the following privileges:

a) All school contributions to the Fund are deductible from theschool’s taxable income, if any.

b) The income of the retirement fund is exempt from tax.c) The benefit payments from the fund to the teacher recipient are

exempt from tax.

Membership

1. Who are qualified to become Members in the Plan?

All regular employees of the Participating Employers, includingprobationary employees but excluding part-time, casual and temporaryemployees, whose ages are less than 60 years shall automaticallybecome members of the Plan. Membership shall commence on thefirst day of the month coincident with or next following the date onwhich the above requirements are met.

*This is the CEAP Retirement Plan as of 1969. Inquiries regarding this may be referred tothe Controller.

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employee still qualify to become a member in the Plan?

The CEAP Retirement Plan does not cover part-time employees. Theoriginal Plan considered as members “regular” employees of aParticipating Employer. The latest amended Plan categorically statesthat “part-time” employees are excluded.

In view of this provision in the Plan, a part-time employee can not be amember of the Plan. A full-time employee who changes his/her statusto a part-time employee may be considered as one who has resignedas a full-time employee and applied for employment and was hired aspart-time employee. By that voluntary change of status from full-time topart-time, the employee loses even the tenure he had as a full-timeemployee. Another consequence is that he can no longer be considereda member of the CEAP Retirement Plan and therefore must be paidwhatever benefits he is entitled to under Sec. 3 Art. XI of the Plan.

3. What is meant by continuous service?

Continuous service means the uninterrupted service as determinedby the Participating Employer’s personnel records. Leaves of absenceapproved by the Participating Employer with or without pay and schoolvacation shall not constitute an interruption of service, but only periodsof compensated service shall be used in computing benefits underthe Plan.

4. If a member resigns after having been admitted into the Plan and isafterwards re-employed by the same Participating Employer, will hebe treated as a new member?

Yes, except when it concerns portability of benefits.

5. What is meant by portability of benefits?

It is a feature of the Retirement Plan wherein the credit earned by amember from his Participating Employer who has rendered less than10 years of continuous service is carried to his new ParticipatingEmployer and the length of service in both wil l be taken intoconsideration in determining his total years of continuous service forpurpose of Section 3, Article XI only but not for purpose of computinghis retirement benefits. Furthermore, the following requirements mustbe met:

• He must first secure the approval of the Participating Employerwhose service he is leaving,

• He must notify in writing the Chairman of the CEAP RetirementCommission of his decision; and

• He must be employed by another Participating Employer withina period of one (1) year following the effective date of hisresignation.

145However, if upon resignation or separation, the Member has alreadyrendered at least ten (10) years of continuous service with aParticipating Employer or with two or more successive ParticipatingEmployers, he shall be paid the proportion of the amount standing tohis credit, as provided in Section 3, Article XI.

Beneficiaries

1. Who can be nominated as beneficiaries?

Any Member shall upon joining the Fund, forthwith nominate in writingin such forms, as shall be described by the Retirement Commission(CEAP-RB Forms No.1 and 8), a person or persons to receive theamount which may be due him in case of his death from among thoseenumerated hereunder in the order specified.

• Legitimate spouse and children• Parents• Brothers and sisters• His estate or any other person or entity

However, single or unmarried members may indicate any beneficiarynot necessarily following the order provided by the law on intestatesuccession.

2. If a member fails to nominate any beneficiary, who shall receive thebenefits due him in the event of his death?

If at the death of a member there shall exist no valid nomination by himof a beneficiary, he shall be conclusively presumed to have appointed,as his beneficiary or beneficiaries, the person or persons in the first ofthe following classes then surviving:

a) Legitimate spouse and childrenb) Parentsc) Brothers and sistersd) His estate.

3. If the beneficiary is a minor or under any disability at the time of deathof the member, to whom shall the benefits be given?

In case the beneficiary is a minor or is under any disability to give alegal discharge for payment of the benefits, the benefits shall be paidto the duly appointed judicial guardian and in behalf of the minor orperson under disability, except that where the beneficiary is a minorand the benefits due him amount to P50, 000.00 or less, payment maybe made to his legal guardian, in accordance with Article 225 of theFamily Code of the Philippines.

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1. Are the Members required to contribute to the CEAP Retirement Fund?

The CEAP Retirement Plan is basically non-contributory. No membershall be required to make any contribution to the Fund. However, priorto his retirement, a member may, at his option, elect to contributemonthly to the Trust Fund an amount equal to 1% but not more than4% of his current monthly salary, provided that the option, onceexercised, will serve as a continuing authority for the ParticipatingEmployer to deduct every month thereafter the corresponding amountfrom his salary and to remit the same to the Trustee. The contributionshall be subject to the provisions of the Plan and shall not be subjectto withdrawal unless for a cause provided herein.

2. How does a Member apply for voluntary contribution?

A member who wishes to contribute voluntarily to the Fund should fillout CEAP-RB Form No. 10 which will serve as a continuing authorityfor the Participating Employer to deduct every month the indicatedpercentage of salary as voluntary contribution and to remit the same tothe Trustee.

3. How much should a Participating Employer contribute to the Fund inbehalf of its covered employees?

Starting from the date of acceptance into the plan, each ParticipatingEmployer is required to contribute to the Fund the following amounts:

• Past service-5% of each member’s average monthly salary forthe 12-month period immediately preceding the date ofacceptance of the Participating Employer in the Plan multipliedby the number of months of past service. It may be paid into theFund either in lump sum or in equal monthly installments over aperiod of 10 years or over a period up to the member’s normalretirement date, whichever is the shorter period.

• Future service- 4% of each member’s current monthly salary,effective SY 1994-1995

On a voluntary basis, Participating Employers which can afford tocontribute more to the Trust Fund may further increase their futureservice contributions provided that every percentage increase in theParticipating Employer’s contributions may be matched by theemployee as forced savings.

4. What is meant by Future Service?

Future service shall mean periods of covered employment on or afterJuly 1, 1968 or after the acceptance of Participating Employer for whichcontributions are paid in accordance with Section 2, Article VI.

1475. What is meant by Past Service?

Past service shall mean that continuous service of a member to theParticipating Employer from the date the member met the requirementsfor membership in the Retirement Plan to the date of acceptance of theParticipating Employer in the Plan.

Administration

1. How is the Plan administered?

A Retirement Commission composed of not less than 12 personsappointed by the CEAP National Board shall administer the Plan. Allquestions relating to the operation and administration of the Fund,except those strictly pertaining to its investments, shall be resolved bythe Commission. This includes but is not limited to the power tointerpret, construe and administer the Plan to determine the rights ofmembers and their beneficiaries to the Fund, and all such powersnecessary or useful in the discharge of its duties. The Commissionmay seek the advice of counsel and may appoint an independentaccountant to audit the Fund, with professional fees and expenses tobe charged to the Fund.

2. What is the role of the Retirement Commission’s InvestmentCommittee?

The investment committee anchors its investment philosophy on thebelief that it has a fiduciary responsibility to the Participating Employersand members of the Plan to exercise prudence and conservatism inthe management of theirs funds. It also believes that superior returnscan only be achieved over the long-term by gaining a thoroughunderstanding of the myriad and constantly changing factors effectingthe investment markets and by the active part icipation in themanagement of the Fund’s portfolio.

3. Who has been appointed as Trustee of the CEAP Retirement Fund?

Metrobank is the appointed Trustee of the CEAP Retirement Fund.

4. What is the role of the Trustee?

The Trustee receives, invests and re-invests the contributions fromthe Participating Employers and voluntary contributions from themembers and releases payments of benefits due to the retired/separated individual members and beneficiaries of the Plan.

5. What is the role of KPMG-F.F.Miravite, Inc.?

KPMG-F.F.Miravite, Inc., consulting actuaries, is in charge of backroomoperations of the Fund, handles record-keeping, computation ofretirement benefits, consolidation of f inancial statements and

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preparation of the Participating Employer’s and individual members’Statement of Participants’ Equities and individual statements of accountrespectively.

The Actuary can be contacted/reached at this address:

KPMG-Feliciano F. Miravite, Inc.Consulting Actuaries12th Floor, LV Locsin Building6752 Ayala corner Makati Avenue1226 Makati, Metro ManilaTel. Nos. 892-0681 and 892-0682Fax No. 892-0684

6. How are the members informed of the standing to their credit at acertain date?

As soon as practicable after the beginning of each year, KPMG-F.F.Miravite, Inc. shall prepare and furnish to each member and theParticipating Employer a written statement or statements of:

• All earnings of the Fund during the prior fiscal year;• The value of the Fund as of December 31 of the prior year; and• The status of the respective members’ accounts as of December

31 of the prior year.

Retirement Dates

1. When can a Member retire from the service of a Participating Employer?

A member may retire on early, normal, or late/deferred retirement date.

2. What is the normal retirement date?

For faculty or academic members, the normal retirement date of amember shall be the last day of the semester during which he attainsage sixty (60) or, if he reaches age 60 outside of a semester, his actualbirthday.

For other members, the normal retirement date shall be the day hereaches age 60.

3. What is the optional or early retirement date?

For faculty or academic members, with the consent of the ParticipatingEmployer, a member may retire at an early retirement date which maybe the last day of the semester after he has rendered twenty (20) yearsof continuous service or if the last day of his 20th year of service fallsoutside of a semester, on the said last day itself.

For other members, the early retirement date, with the consent of theParticipating Employer, may be the day the member has completed

149twenty (20) years of continuous service to the Participating employer.4. What is the deferred/late retirement date?

Under exceptional circumstances and upon the request of theParticipating Employer, a member may be asked to continue activeservice after his normal retirement date but in no case to exceed age65. Contributions to the Plan with respect to such member shallcontinue until his actual retirement from the Plan.

Payment of Benefits

1. What is the benefit scheme of the Plan?

The retirement benefits payable under the Retirement Plan shall becomputed based on the total amount standing to the credit of themember in the books of the Trust Fund consisting of his owncontributions and income earned, if any, and the contributions of hisParticipating Employer in his favor plus the income earned respectivelycredited thereto determined as of the last valuation date.

2. What are the benefits of a member upon reaching early and normalretirement date?

A member who reaches his normal retirement date or who elects toretire upon reaching his early retirement date shall be entitled to andshall be paid the whole amount standing to his credit at retirement.

If the early or normal retirement benefits to be received by the memberfrom contributions made by his Participating Employer in his favorshall be less than what is required by law as a lump sum retirementbenefit, his Participating Employer shall pay the difference.

Retirement benefits under the Labor Code, as amended by R.A. 7641are exempt from income tax.

3. Is a member entitled to any benefits under the Plan upon separationprior to retirement?

A member who is separated from his Participating Employer prior toretirement due to resignation or for any reasons other than dismissalfor cause attributable to the fault of the member, shall be entitled a) tothe return of his total contributions plus the income accrued thereonunder the Trust Fund, if any, and b) to a specified proportion of the totalcontribution of his Participating Employer in his favor plus the incomecredited thereto under the Trust fund computed in accordance with hislength of membership in the Plan as follows:

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Continuous Service Under the Trust Fund

Below 10 years NoneAfter 10 years 50%

11 yeas 55%12 years 60%13 years 65%14 years 70%15 years 75%16 years 80%17 years 85%18 years 90%19 years 95%20 years or over 100%

4. In case of separation prior to retirement, how is the member’s length ofmembership in the Plan/tenure of service reckoned?

The tenure of service of a member shall be reckoned from actual dateof hire with the Participating Employer. Leaves of absence without payshall not be considered as an interruption of continuous service, butthe period during which the member is on leave without pay shall notbe considered as part of his years of service.

5. What is the procedure for the payment of retirement/separationbenefits?

Application for the payment of retirement/separation benefits must bemade in writing in the form (CEAP-RB Form No 9) and mannerprescribed by the Commission and must be filed by the member withthe Retirement Office duly endorsed by the authorized signatory of hisParticipating Employer at least 30 days in advance of the date of actualretirement, resignation or separation.

The Retirement Commission shall be the sole judge of the sufficiencyof the information submitted, the application and the interpretation ofthe Plan and the entitlement to and the amount of the benefits. Thedecision of the Commission shall be final and binding upon all parties.

6. Is involuntary separation qualified as to the length of service and ageof the official or employee?

No. Amounts received by reason of involuntary separation remainsexempt from tax even if the official or employee at the time of separationhad less than 10 years of service and is below 50 years in age.

Thus, it is generally only those who voluntarily resign after 10 years ofservice who will be taxed on their separation benefits prior to retirement.Those who are separated due to sickness, redundancy or retrenchmentto avoid serious business losses or the installation of labor-savingdevices will still be entitled to tax-exemption of their separation benefits

151under the Labor Code. Moreover, the member shall be entitled to 100%of the amount standing to his credit regardless of such member’slength of service, or the amount due him under the law, whichever ishigher.

7. How are the benefits paid to a separating or retiring member?

The benefits payable to a member may either be paid to him or hisbeneficiary/beneficiaries directly in lump sum.

8. What other benefits aside from separation/retirement benefits arepayable under the Plan?

• Death Benefit – In case of death of a member, 100% of theamount standing to his credit under the books of the Trust Fundplus the proceeds of his additional death benefit under the Planshall be paid to his beneficiary of beneficiaries, or in theirabsence to the persons referred to in Section 2, Article Vregardless of such deceased member’s length of service withhis Participating Employer. The Participating Employer shouldfile with the Retirement Office in behalf of the deceased memberCEAP-RB Form No. 11 – Application for Death Benefit withsupporting documents to expedite processing of same.

The amount of additional death benefit is equivalent to one (1)year salary based on the member’s latest salary but shall notexceed P150,000.00. However, employees of ParticipatingEmployers which have failed to remit the contributions for a totalof twelve (12) months shall not be entitled to this additionaldeath benefit and the Participating Employer shall pay thebeneficiary of the deceased employee an amount equivalent tothis additional death benefit. In any case, where the Plan paysthis death benefit, the unpaid contributions of the ParticipatingEmployer for the deceased employee shall be deducted fromthe death benefit, without prejudice to the beneficiaries claimingfrom the Participating Employer these unpaid contributionsdeducted from the death benefit.

• Disability Benefit – A member who is separated from hisParticipating Employer for reason of permanent total incapacityor disability shall be entitled to 100% of the amount standing tohis credit from the Trust Fund regardless of such member’slength of service, or the amount due him under the law, whicheveris higher. The determination of permanent total incapacity ordisability shall be made by the doctor to be designated by theParticipating Employer, and his judgment shall be final.

9. Will a member who is dismissed by his Participating Employer forcause be entitled to any part of the Fund?

A member who is dismissed by his Participating Employer for causeattributable to his fault shall not be entitled to any part of the Fund

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except his own contributions with the particular income accrued thereon.

10. Are the contributions in favor of a separated or resigned memberreturned to the Participating Employer?

If a member separates or resigns from his Participating Employer withless than 10 years of continuous service, the amount standing to hiscredit shall be retained in the Trust Fund and such credit classified asforfeitures shall be used by the Participating Employer to reduce itssubsequent contributions to the Fund.

Similarly, if a member separates or resigns from his ParticipatingEmployer with more than 10 years but less than 20 years of continuousservice, the portion of the amount standing to the credit of the resignedor separated member which is not paid to him by virtue of the limitationsof the vesting provisions of the Plan, classified as forfeitures, shall beused by the Part icipating Employer to reduce i ts subsequentcontributions to the Fund.

Termination of Participation

1. Can a Participating Employer withdraw its membership in the Plan?

For adverse factors beyond its control, a Participating Employer maywithdraw at any time from its participation in the Plan by serving writtennotice and submission of Board Resolution with the RetirementCommission of its intention to withdraw. The withdrawal shall becomeeffective fifteen (15) days after the acceptance thereof by the RetirementCommission.

Under no circumstances whatsoever shall such withdrawal permit thereturn to the Participating Employer of any portion of the contributionsmade by it to the Fund, nor allow any part of the assets of the Fund tobe used for, or diverted to purposes other than the exclusive benefit ofthe members of the withdrawing Participating employer or theirbeneficiaries.

2. In the case of voluntary withdrawal, do the contributions revert to theParticipating Employer?

No. After providing for any administrative expenses and other charges,the amounts standing to the credit of its employees who are membersof the Plan shall be allocated and distributed among said members.

However, should the Participating Employer withdraw from the Planwith the intention of setting up its own retirement plan or segregatingits own retirement fund, the amounts standing to the credit of itsemployees shall be transferred to its duly appointed Trustee.

3. Does a member have any claim on the amounts standing to his creditin the Plan?

No member of the Plan shall have any claim upon the amounts

153standing to his credit in the Plan other than in accordance with therules of the Plan. Specifically, he shall have no right of alienation orassignment of any sum standing to his credit, nor shall it be liable foror subject to any obligation or liability of such member except asotherwise provided by law or this Plan.

If a member alienates, assigns cedes, pledges or charges the wholepart of his interests under the Plan or any part thereof without writtenconsent of the Participating Employer, or if any member shall beadjudged insolvent by a competent court, he shall forfeit all his rightsand interests under the Plan.

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Appendix L

Social Security System*

A. Sickness Benefits

Daily cash allowance paid to a member for the number of days a memberis unable to work due to sickness or injury.

1. Qualifications:

a) Member is unable to work due to sickness or injury;b) He is confined either in a hospital or at home for at least 4 days;c) He has paid 3 monthly contributions within the 12-month period

immediately before the semester of sickness;d) He has notified his employer regarding his sickness;e) He has used up all current company sick leaves with pay.

2. Amount of Benefits:

The daily cash allowance is equivalent to 90% of the member’s averagedaily salary credit.

3. Maximum Period of Entitlement:

120 days in one calendar year but not exceeding 240 days on accountof the same confinement.

4. Rules of Notification:

a) Notification should be made within 5 days from the start ofsickness or injury:

1. To employer - if member is employed and another 5 daysfrom employer to the SSS.

2. To SSS - if member is unemployed or self-employed. Failureto observe the Rule on Notification will be a ground for thereduction or denial of the claim.

b) Notification is not necessary if:

1. His confinement is in a hospital; or2. He became sick or was injured while working or within the

company premises.

*As of May 2007.

1555. Manner of Payment and Reimbursement:

a) For employed members - the daily sickness allowance isadvanced by the employer every regular payday. The amountlegally advanced by the employer will be reimbursed by theSSS.

b) For unemployed/self-employed members - the benefits will bepaid by the SSS directly to the member.

6. Forms Needed:

For employed member -a) SSS Form CLD- 9N (Sickness Notification)

For the employer –a) SSS Form B-304 (Sickness Benefit Reimbursement Application)

For the unemployed/self-employed/voluntary member -a) SSS Form CLD- 9A (Sickness Benefit Application Form for

unemployed/self-employed/voluntary membersb) SSS Form B-304 (Reimbursement Claim for Employers)c) SSS Form MMD-102 (Medical Certificate)

Other documents for unemployed members• Certification from last employer showing the effective date of

separation from employment or notice of the company’s closure/strike or certi f ication from the Department of Labor andEmployment that the employee or employer has a pending laborcase.

• Certification that no advance payment was granted, if the date ofseparation from employment is within the confinement periodbeing applied for.

Presentation of the SS Digitized ID/SSS Form E-6 (acknowledgmentstub) with 2 valid IDs, one of which with the recent photo. To ensurereceipt of benefits by members, authorized company representativeswho file sickness benefit claims shall present members’ SS digitizedID or E-6 (acknowledgment stub) with 2 valid IDs (at least one withphoto). This requirement is in addition to the presentation by thecompany representative’s own SS digitized ID and blue card.

7. When to File:

The sickness claim of an unemployed/self-employed member orsickness claim for reimbursement of the employer must be filed withinone (1) year from the last day of confinement. For hospital confinement,the claim must be filed within one year from the date of discharge.Failure to file the claim within this prescribed period is ground fordenial of the claim.

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For the employed member – claims may be filed at the nearest SSS office.However, the medical evaluation and processing will be done at the branchwhere employer and employee records are based.For the unemployed/voluntary/self-employed member – claims may be filed atthe SSS Office nearest the member’s residence. However, processing will bedone at the branch where the record is based.

B. Maternity Benefits

Daily cash allowance granted to a female member who was unable towork due to childbirth or miscarriage.

1. Qualifications:

a. Member has paid at least three monthly contributions within the 12-month period immediately preceding the semester of herchildbirth or miscarriage.

b. She has given the required notification of her pregnancy through heremployer if employed, or to the SSS if separated, voluntary orself-employed member.

A voluntary or self-employed member is entitled to this benefit providedthe qualifying conditions are met.

2. Amount of Benefit:

The maternity benefit is equivalent to 100% of the member’s averagedaily salary credit multiplied by 60 days for normal delivery ormiscarriage or 78 days for caesarian section delivery.

3. Computation of Maternity Benefit

a) Exclude the semester of contingency (delivery or miscarriage).A semester refers to two consecutive quarters ending in thequarter of contingency.A quarter refers to three consecutive months ending March, June,September or December.

b) Count 12 months backwards start ing from the monthimmediately before the semester of contingency.

c) Identify the six highest monthly salary credits within the 12-month period.

d) Add the six highest monthly salary credits to get the total monthlysalary credit.

e) Divide the total monthly salary credit by 180 days to get theaverage daily salary credit. This is equivalent to the daily maternityallowance.

f) Multiply the daily maternity allowance by 60 days (for normaldelivery or miscarriage) or 78 days (for caesarian delivery (to get

157the total amount of maternity benefit.

3. Limitations:

a) Payment will be paid only for the first four (4) complete deliveriesor miscarriages starting May 24, 1997 when the Social SecurityAct of 1997 (RA 8282) took effect.

b) Payment of the maternity benefit will be a bar to the recovery ofsickness benefit for the same 60 or 78 days compensableperiod for the same contingency.

4. Rule on Notification:

As soon as a member’s pregnancy is confirmed, she must immediatelyinform her employer of such pregnancy and the probable date of herchild birth at least 60 days from the date of conception. She mustaccomplish SSS FORM MAT-1 (Maternity Notification Form) andsubmit with the proof of pregnancy to her employer. The employermust in turn notify the SSS through the submission of the maternitynotification form and proof of pregnancy immediately after the receiptof the notification from the employee member.

Failure to observe the rule on notification may result to the denial of thematernity claim.

5. Manner of Payment and Reimbursement:

The benefit is advanced by the employer to the qualified employee infull, within 30 days from the date of filing of the maternity leaveapplication. , the first to be made upon receipt of the maternity leaveapplication and the second not later than 30 days after payment of thefirst installment.

Upon receipt of satisfactory proof of such payment, the SSS willreimburse the employer after the contingency for the amount ofmaternity benefit legally advanced to the employee.

It the member gives birth or suffers an abortion/miscarriage but therequired contributions were not remitted by the employer, or the SSSwas not notified of her pregnancy by the employer, the benefits that themember would have been entitled to shall be paid by the employer.

For unemployed/self-employed members – the amount of benefit ispaid directly to them by the SSS.

6. Forms Needed:

a. SSS Form MAT-1 (Maternity Notification) duly stamped andreceived by SSS;

b. SSS Form MAT-2 (Maternity Reimbursement);

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c. Other documents:* Normal Delivery - certified true or authenticated copy of duly

registered birth certificate. In case the child dies or is astillborn, duly registered death or fetal death certificate.

* Caesarian delivery – certified or authenticated copy of dulyregistered birth certificate and certified true copy of operatingroom record/surgical memorandum.

* Miscarriage or abortion – pregnancy test report before andafter abortion or ultrasound report, obstetrical history statingthe number of pregnancy including hydatidiform mole to becertified by attending physician, histopathological report.

* SSS digitized ID or E-6 acknowledgment stub with two validIDs, one of which with recent photo.

* To ensure receipt of benefits by members, the authorizedcompany representative who files maternity benefit claimsshall present the member’s SSS digit ized ID or E-6acknowledgment stub with two valid IDs (at least one withphoto). This requirement is in addition to the presentationby the company representative of his own SSS digitized IDand blue card.

7. Where to File:

Maternity benefit forms are filed at the SSS branch where the employerand employee records are based.

C. Disability Benefits

Cash benefits paid to a member who becomes permanently disabled.Disability is defined as any “restriction or lack (resulting from impairment)of ability to perform an activity in the manner or within the range considerednormal for a human being.”

1. Qualifications

A member who suffers partial or total permanent disability with at leastone monthly contribution paid to the SSS prior to the semester ofcontingency.

2. Partial permanent disabilities

A complete and permanent loss or use of any of the following bodyparts:

one thumb one big toeone index finger one handone middle finger one armone ring finger one footone little finger one leghearing of one ear one earhearing of both ears both earssight of one eye

1593. Total Permanent Disabilities

The following fall under total permanent disability:

complete loss of sight of both eyes;loss of two limbs at or above the ankles or wristpermanent complete paralysis of two limbs;brain injury resulting to incurable imbecility or insanity; andsuch cases as determined and approved the SSS

4. Types of Benefits

1. Monthly Pension

Monthly Pension – A cash benefit paid to a disabled memberwho has paid at least 36 monthly contributions to the SSS priorto the semester or disability.

a) The monthly pension of a permanent total disabi l i typensioner is for life but will either be suspended, if thepensioner recovers f rom his disabi l i ty, resumesemployment or fails to present himself for the annualphysical examination upon notice of the SSS. If due todisability, the pensioner is unable to report to SSS formedical examination, a domiciliary service from the SSSphysician at any of the branch offices can be requested.

b) The monthly pension wil l be based on the member’snumber of paid contributions and the years of membershipprior to the semester of contingency.

c) The lowest monthly pension is P1,000 for members withless than 10 credited years of service (CYS); P1,200 with atleast 10 CYS and P2,400 with at least 20 CYS.

d) A member who suffers from permanent total disability willreceive monthly pension for life. Monthly pension shall besuspended if member recovers from his total permanentdisability; if he resumes employment; and if he fails to reportfor the annual physical examination upon notice by SSS. Ifdue to his disability, the pensioner is unable to report toSSS for medical examination, domiciliary services by theSSS physician may be requested at any of the branch offices.

e. A member who suffers from permanent partial disability shallreceive his monthly pension for the duration of a certainnumber of months assessed based on the degree of hisdisability. If the member’s condition due to same illness/injury deteriorated resulting to progression of his disablingmanifestations, he is entitled to additional disability benefit.The basis for the benefit shall be the remaining percentage

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of disability which is computed by deducting the percentageof disabi l i ty granted in the previous claim from thepercentage of disability in the current claim.

f. Payment of monthly pension is paid thru the bank nearestthe member’s residence and where he chooses to receivehis pension benefits under the “Mag-impok sa Bangko”program. This became mandatory effective September 1,1993.

A member must open a single savings account and must submitto the SSS his savings account number and a photocopy of hispassbook upon filing of his application. The original copy of thepassbook must be presented for authentication purposes.

Upon approval of the claim, the SSS will mail a notice-voucherto the claimant when to withdraw the benefit from the bank.

2. Lump Sum

a. The lump sum amount is granted to those who have notpaid the required 36 monthly contributions.

The monthly pension is also given in a lump sum if durationof pension is payable for less than 12 months.

b. For a permanent total disability, the lump sum benefit isequivalent to the monthly pension times the number ofmonthly contributions paid to the SSS or twelve (12) monthstimes the monthly pension, whichever is higher.

c. For permanent partial disability, the lump sum is equivalentto the monthly pension times the number of monthlycontributions times the percentage of disability in relationto the whole body or the monthly pension times 12 times thepercentage of disability whichever is higher.

3. Other Benefits

a. Supplemental allowance of Php500 for both total or partialdisability pensioner.

b. Total disability pensioners and their legal dependents priorto the effectivity of RA 7875 on March 4, 1995 are entitled tohospitalization benefits under Philhealth.

c. Total disabled pensioners upon the effectivity of RA 7875 onMarch 4, 1995 and thereafter, are no longer covered exceptwhen they have accumulated one hundred twenty (120)Medicare monthly contributions and have reached the ageof sixty (60).

d. Dependent’s Pension - This is granted to each of the five

161dependent children of a permanent total disability pensionerbeginning with the youngest and without substitution,equivalent to 10% of the monthly pension or Php250,whichever is higher. Legitimate, legitimated or legallyadopted ones will be given preference. This pension will besuspended if the dependent child reaches age 21, getsmarried, gets employed or dies. Dependent’s pension maybe granted for life to children who are over 21 years old,provided, they are incapacitated and incapable of self-support due to physical or mental disabil i ty which iscongenital or acquired during minority.

4. Limitation of Pension

Member’s and dependent’s pension will be suspended uponthe reemployment or resumption of self-employment or therecovery of the disabled member from permanent total disabilityor failure to present himself/herself for examination at least oncea year upon notice by SSS.

When the total disability pensioner dies, the primary beneficiariesas of the date of disability, shall be entitled to 100% of the monthlypension and the dependents to the dependent’s pension. In theabsence of primary beneficiaries, the secondary beneficiarieswill be entitled to a lump sum benefit equivalent to the totalmonthly pensions corresponding to the balance of the five-yearguaranteed period excluding the dependent’s pension.

Upon the retirement or death of a partial disability pensioner,the monthly pension will be stopped.

5. Prescriptive Period of Filing a Claim

Filing of disability benefit claim should be ten (10) years fromthe date of occurrence of disability.

6. Forms Needed:

a. SSS Form DDR-1 (Disability Claim Application);b. SSS Form MMD-102 (Medical Certificate);c. Other documents that may be required to support the

disability claim such as clinical and laboratory tests results;x-ray; and hospital records.

d. SSS digitized ID or E-6 (acknowledgment stub) with twovalid IDs, one of which with recent photo.

7. Where to File:

Application forms for disability benefit can be filed at any of theSSS branches or representative offices nearest the member’sresidence.

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Cash benefits paid to a member who can no longer work due to old age.

1. Qualification

A member who is 60 years old, separated from employment or ceasedto be self-employed, and has paid at least 120 monthly contributionsprior to the semester of retirement.

A member who is 65 years old whether employed or not and has paidat least 120 monthly contributions prior to the semester of retirement.

2. Types of Benefits

a. Monthly Pension

1) Monthly Pension – A lifetime cash benefit paid to a retireewho has paid at least 120 contributions to the SSS prior tothe semester of retirement.

Monthly pension depends on the member’s paidcontributions, including the credited years of service (CYS)and the number of dependent minor children but not toexceed five. The amount of monthly pension will be thehighest of:

a. the sum of Php300 plus 20 per cent of the averagemonthly salary credit plus two per cent of the averagemonthly salary credit for each credited years of service(CYS) in excess of 10 years; or

b. 40 per cent of the average monthly salary credit; or

c. Php1,200 provided that the credited years of service(CYS) is less than 20; Php2,400, if the CYS is 20 ormore. The monthly pension is paid for not less than 60months.

2. Dependent’s Pension – This is granted to each of the fivedependent children of an old-age pensioner beginning withthe youngest and without substitution, equivalent to 10% ofthe monthly pension. The pension will be suspended if thedependent chi ld reaches age 21, gets marr ied, getemployed, or dies. However, the dependent’s pension isgranted for life to children who are over 21 years old, providedthey are incapacitated and incapable of self-support due tophysical or mental disability which is congenital or acquiredduring minority.

b. Lump Sum Amount -This is granted to a member who has not

163paid the required 120 monthly contributions. It is equal to thetotal contributions paid by the member and by the employerincluding interest.

3. Retirement Benefit Option

The retiree may receive the first 18 monthly pension in lump sumdiscounted at a preferential rate of interest determined by the SSS.The option should be exercised upon filing of the first retirement claim.The regular monthly pension will be received on the 19th month andevery month thereafter.

4. Forms Needed

a. SSS Form DDR-1 (Retirement Claim Application);b. DDR Savings Account Form;c. Certificate of Separation from last employer (for member less than

65 years old);d. Passbook/ATM card (if Pension);e. Certified true copies of birth or baptismal certificate of dependent

children (duly certified by the Local Civil Registrar or ParishPriest, respectively);

f. Certification of cessation of business or practice of profession(for self-employed less than 65 years old);

g. Marriage certificate (if with dependent children) duly certified bythe Local Civil Registrar;

h. Proofs of filiation for illegitimate dependent children; andi. SSS digitized ID or E-6 (acknowledgment stub) with two valid

ID’s, one of which with photo.

5. Where to File:

Application forms for retirement benefits are filed at any SSS branch orrepresentative office.

E. Death Benefit

Cash benefits either in monthly pension or lump sum paid to thebeneficiaries of a deceased member.

1. Types of Benefits:

a. Monthly Pension

1) Monthly Pension - This is granted only to the primarybeneficiaries - legitimate and dependent spouse andminor children - of a deceased member who has paid 36months of contribution prior to the semester of death.

2) Dependent’s Pension - This is granted to each of the fivedependent children of a deceased member beginning withthe youngest and without substitution. The pension will besuspended if the dependent child reaches age 21, gets

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married, gets employed or dies.b. Lump Sum Amount - This benefit is granted to:

1) Primary beneficiaries of a deceased member who has paidless than 36 months of contributions prior to the semesterof death; or

2) In the absence of primary beneficiaries, to the secondarybeneficiaries - dependent parents, illegitimate children andgrandchildren, or in the absence of the foregoing, to anyother person designated by the member, regardless ofthe number of contributions paid.

c. Funeral Grant Benefit of P20,000.

This benefit is payable to the beneficiaries or to any personwho actually shouldered the burial expenses of the deceasedmember or pensioner.

2. Forms Needed:

For Death Claim:

a. SSS DDR-1 (Death Claim Application)b. Filer’s Affidavitc. DDR Savings Account Formd. Passbook/ATM card (for pension)e. Report of Death (if cause of death is work-connected)f. SSS Form CLD 1.3A (Affidavit for Death Claim, if claimant is a

secondary beneficiary, if claimant is a legal heir )g. Photo of filer and valid IDsh. If married, marriage certificate of the deceased and birth

certificates of minor children (duly certified by the Local CivilRegistrar)

i. If single, the deceased member’s birth certificate and marriagecertificate of the parents (duly certified by the Local Civil Registrar)

For Funeral Claim:a. SSS Form BPN-103 – (Claim for Funeral Benefit)b. Death Certificate duly certified by the Local Civil Registrarc. Receipt of payment issued by the funeral parlord. Affidavit of funeral expenses, if did not render the services of a

funeral parlore. Report of Death (if cause of death is work-connected)f. Photo of filer and valid IDs.

Original or certified true copies of the supporting documents shouldbe presented during the filing of the claim.

3. Where to File:

Application forms for death benefits are filed with the Medical Department,SSS Building, Quezon City or any SSS Regional/Provincial Office.

165

Appendix M

By-Laws of De La Salle UniversityFaculty Association, Inc.

(Formerly De La Salle College Faculty Association)as amended on March 26, 1992

Article I - Membership

Section 1. Eligibility for Membership.

The following shall be eligible for membership in the Association:

1. Those who teach whether on a full-time or part-time basis at De LaSalle University.

2. Those employed as professional librarians, researchers, laboratoryinstructors, and guidance counselors at the University.

Section 2. Kinds of Membership.

Membership is of two kinds: ACTIVE and INACTIVE

1. Active members are those mentioned in Art. I, SEC. 1, (1) and (2) unlessotherwise disqualified by other provisions of these By-Laws. They areobliged to attend meetings, they have the right to vote, and to participatein the deliberations and activities of the Association. They are eligibleto any office of the Association subject to possessing the qualificationstherefor. In addition, they have the right to be represented by theAssociation in seeking redress or pursuing legitimate claims.

2. Inactive members are:

a) those who hold the following posts: President of the University,Vice Presidents, Assistants to the Vice Presidents, Deans andAssociate Deans of the Colleges, Chairman of the DisciplineCommittee, Dean of Student Affairs and such others as thegeneral membership may determine in the interest of theAssociation (as amended on March 26, 1992);

b) members of the Association on leave for one year or more fromthe University provided they pay their dues;

c) inactive members shall not enjoy any of the rights and privilegesof participation of the “active members”, except their right to berepresented by the Association in seeking redress or pursuinglegitimate claims as regular faculty members of the University(as amended on March 26, 1992).

Inactive members automatically revert to active status upon

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termination of their administrative term or leave of absence.Section 3. Dues and Commencement of Membership

1. Active members of the Association shall pay a trimestral membershipdue the amount of which shall be determined by the GeneralMembership.

2. Inactive members shall pay trimestral dues the amount of which shallbe one-half of that paid by active members.

3. Applications for membership shall be acted upon by the MembershipCommittee, and membership shall begin on the date of the writtennotice of approval of the application.

ARTICLE II- OFFICERS OF THE ASSOCIATION

Section 1. The Officers. The following shall be elected to constitute the ExecutiveBoard:

1. The President, Vice President, Secretary, Treasurer, Auditor and PublicRelations Officer.

2. Nine (9) Board Members.

Section 2. Term of Office. The officers and Board Members of the Associationshall hold office for a period of one (1) year from the first day of May until theirsuccessors shall have been duly elected and qualified; provided that theyremain members of the Association in good standing.

Section 3. Filing of Vacancy. Any vacancy in the Executive Board, except removalor expiration of term, shall be filled by the Executive Board constituting a quorumby appointing any qualified member(s) recommended by the college/sector towhich the former representative belonged, to serve the unexpired term of thepredecessor.

Section 4. Eligibility for Membership in the Executive Board. No member ofthe Association shall be eligible for election or appointment to the ExecutiveBoard unless he/she possesses the qualifications (cf. Art. VII, Sec. 1). Theimmediate past president of the Association shall be an ex-officio non-votingmember of the succeeding Executive Board.

Section 5. Impeachment. A member of the Executive Board after having beenproven guilty of gross violation(s) of the provisions of the Articles of Incorporationand By-Laws shall be expelled from the Board by a two-third vote of the ExecutiveBoard.

ARTICLE III-QUALIFICATIONS, DUTIES AND POWERSOF THE OFFICERS

Section 1. The Officers.

A. Qualification of the President and of the other Members of the Board.

167No member shall be eligible for election to any office of the Associationunless he/she possesses all the qualifications for membership in theExecutive Board.

B. Duties and Powers of the President.

The President who is the director of the Association shall be the ExecutiveOfficer of the Association and he shall have the following duties and powers:

1. He/She shall act as the presiding officer of the Executive Board and ofthe General Membership meetings.

2. Appoint all chairpersons of Standing Committees of the Associationwith the concurrence of a majority of the members of the ExecutiveBoard.

3. Implement all resolutions of the Executive Board.

4. Direct and supervise the program of activities of the Association with aview of attaining its stated objectives, either through the existingcommittees or those that may hereafter be created

5. Approve vouchers covering applications or expenditures of Associationfunds before payment or disbursement is made by the Treasurer.

6. Call special meetings of the Association or the Executive Boardwhenever he/she deems it necessary or upon written request of atleast 30% of the general membership or a majority of the members ofthe Executive Board.

7. Represent the Association, or cause it to be represented before anyother Association, institution or entity whether public or private.

8. Create Ad Hoc Committees with the concurrence of the majority of theExecutive Board.

9. Prepare and publish an annual report to the General Membership.

Section 2. The Vice President

The Vice-President shall perform the following duties and functions:

1. He/She shall exercise the functions of President in the event the latteris absent or incapacitated if qualified.

2. He/She shall perform such other functions and duties as the ExecutiveBoard or the President may delegate to him/her.

Section 3. The Secretary.

The Secretary who is a citizen and a resident of the Philippines shall perform

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the following duties and functions:

1. Record the proceedings of the Board and the General Membershipmeetings and furnish all the members of the Association certifiedMinutes of such proceedings.

2. Act as custodian of al l the records, books, documents, andcommunications of the Association.

3. Document all projects and activities of the Association.

4. Render such reports and perform such other duties as are incidentalto his/her office or are properly required by the Executive Board.

Section 4. The Treasurer.

The Treasurer shall perform the following duties and functions:

1. Have custody of all moneys, securities, and other valuable assets ofthe Association, and issue receipts for the same when proper or calledfor.

2. Collect, receive, and issue receipts for all money, funds, fines, andcontributions to the Association.

3. Disburse budgeted funds of the Association with the approval of thePresident.

4. Make sure that all disbursements and payments made by him/her areaccompanied by the necessary receipts/documents.

5. Keep regular books of accounts and render such reports thereon asmay be required by the general membership, and/or Executive Board.The rendering of such account shall be made:

a) At least once a year at the close of the Association’s fiscal year.

b) At such other times as may be required by a resolution of themajority of the members of the Association.

c) Prior to vacating his/her office or dissolution of the Associationfor any cause.

d) He/She shall post a bond as fixed by the Board.

Section 5. The Auditor.

The auditor shall perform the following functions:

1. Audit, verify, and examine all financial accounts of the Association.

2. Review the entries in the Books of Account of the Association and shallrender a report of his/her audit as may be required by the Executive

169Board and/or General Membership.Section 6. The Public Relations Officer.

The Public Relations Officer shall perform the following duties and functions:

1. Assume the Editor-in-Chief position of the official publication of theAssociation (as amended on March 26, 1992).

2. Be in charge of matters involving public relations of the Association.

3. Issue press releases to on-campus and off-campus publications.

4. Disseminate useful information to the General Membership and theUniversity Community through postings, mimeographed sheets, andother means.

ARTICLE IV- POWERS OF THE EXECUTIVE BOARD

Section 1. Powers and Functions.

The Executive Board shall have the following powers and functions:

1. Exercise all the powers, conduct all the business, and hold and controlall properties of the Association, subject only to existing laws, and By-Laws of the Association, and the formal decisions of the members ingeneral membership meetings.

2. Make rules and regulations consistent with the Articles of Incorporationand By-Laws of the Association and enforce adherence thereto.

3. Approve the creation of Ad-Hoc Committees as well as their functions.

4. Hire and discharge its own staff.

5. Retain and/or engage the services of a legal counsel.

6. Determine programs of action pursuant to the declared objectives ofthe Association.

7. Determine the frequency and the dates of the general meetings.

8. Determine the proportionate representation in the Executive Boardof the different colleges/sectors based on the number of activemembers in the Association.

9. Investigate cases of unprofessional conduct of members and imposeappropriate sanctions of suspension or expulsion from the Associationwithout prejudice to whatever action administration may take.

10. To constitute an ad-hoc committee to settle any dispute regarding theinterpretation of any provision in the Articles of Incorporation and By-Laws of the Association, and its decision will be final (as amended on

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March 26, 1992).11. Exercise such powers and functions as are incidental to the purposes

of the Association.

ARTICLE V- MEETINGS OF THE EXECUTIVE BOARD

Section 1. Frequency

1. The Executive Board, without need of formal notice, shall hold regularmeetings at least once a month on dates, time and place to bedetermined by the Board.

2. Special meetings may be convened by the President at any time upontwo days written notice, with announced agenda, unless in his/heropinion an emergency exists as to warrant the calling of an immediatemeeting without notice.

Section 2. Quorum and Votes

1. A majority of the entire membership of the Executive Board shallconstitute a quorum for the transaction of business in a special orregular meeting, and a majority of the quorum shall suffice for thepassage of a resolution or the making of a decision.

2. No proxies shall be allowed in either regular or special meetings ofthe Executive Board.

Section 3. Minutes of Board Meetings.

The Secretary shall within one week after the meeting provide the GeneralMembership with Minutes of the Board meeting signed by him/her and noted bythe President.

ARTICLE VI- THE GENERAL MEMBERSHIP

Section 1. Composition.

The General Membership of the Association shall be composed of all activemembers as defined under ARTICLE I, Secs. 1 and 2 hereof.

Section 2. Meetings.

There shall be one General Membership meeting per trimester. The agendafor said meetings shall be drawn up by the President from proposals by theBoard or from suggestions supported by at least 20 signatures from themembership.

Section 3. Notice.

All the members shall be notified in writing at least one (1) week before aGeneral Membership meeting. The notice shall be accompanied with the agendaand all other pertinent materials.

171Section 4. Quorum and Votes Required; Proxies.

1. A simple majority of all the members personally or represented byproxy shall constitute a quorum to do business either in a GeneralMembership or special meeting and a majority thereof shall suffice topass a resolution, or make a decision unless otherwise provided bylaw.

2. Once a quorum is ascertained at the start of a meeting, said quorumshall prevail to the end of the meeting even in the event of departuresorwalkouts, and the majority of those remaining shall suffice to transactbusiness.

3. Proxies shall be in writing accomplished in duplicate and shall be oftwo kinds, namely: general proxy, which shall be for the quorum aswell as for voting according to the discretion of the proxy-holder, andspecial proxy, which shall be for the quorum as well as for casting avote as directed by the proxy-giver on a given item of business.

4. No member shall hold more than five (5) proxies and he/she shall filethe originals thereof before the meeting is called to order.

5. The annual meeting of General Membership shall be held on the lastweek of March at the principal office.

Section 5. Powers and Functions of the General Membership.

The General Membership shall have the following powers and functions:

1. Elect members of the Executive Board.

2. Receive the annual report of the President.

3. Propose and adopt measures for implementation by the ExecutiveBoard.

4. Upon a petition signed by 30% of the members, call upon the Presidentto convene a special meeting for the purpose of acting upon a specifiedagenda.

5. Approve amendments to the Articles of Incorporation and By-Laws.

ARTICLE VII-QUALIFICATION OF A CANDIDATEFOR THE BOARD AND ELECTION

Section 1. Qualifications.

To qualify for membership in the Executive Board, a nominee must have:

1. been an active member of the Association for three (3) years immediately

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preceding his election to the Executive Board; and

2. attended in person or by proxy at least two (2) consecutive generalmembership meetings immediately prior to his/her nomination (asamended on March 26, 1992).

Section 2. Election.

1. Nomination

a) Any active member of the Association may nominate any othermember of his/her college/sector whom he/she deems qualified.

b) Nominations shall be screened by the Committee on Electionswhich will then announce the official candidates not later thanone week before election.

2. Election to the Executive Board and Executive Board Officers

a) Election of members of the Executive Board shall be by theGeneral Membership but each college/sector shall be entitledto a proportionate number of seats in the Board in accordancewith Art. IV, Sec. 1, #8 of this By-Laws.

b) The Execut ive Board members shal l e lect f rom amongthemselves the officers of the Board.

3. Campaign Period

The campaign period for all candidates to the Executive Board shallcommence on the day of the official announcement of candidates andshall end on the day prior to the elections. Any form of campaign orpart isan act iv i ty outside of this period shal l be a ground fordisqualification (as amended on March 26, 1992).

4. Election Period

The voting shall take place within the last week of March on the date ofexpiration of the term of the incumbent officers. It shall be conductedby secret ballot under the responsibility of the Committee on Elections.Candidates are prohibited from staying within the polling place, exceptto cast their ballots (as amended on March 26, 1992).

5. Canvassing of Votes

The Committee on Elections shall canvass the votes immediately afterthe closing of the polls. They shall officially proclaim the winningcandidates immediately after the canvass (as amended on March 26,1992).

173ARTICLE VIII - STANDING COMMITTEES

Section 1. Standing Committees.

The Association shall maintain the following University Standing Committees:

Committee on Information and Membership RelationsCommittee on ElectionsCommittee on Faculty WelfareCommittee on Special Projects and Campus AffairsCommittee on Education and National Issues(as amended on March 26, 1992)

Section 2. College Standing Committees.

The Association shall maintain faculty welfare committees within the variouscolleges and sector (as amended on March 26, 1992).

Other University Standing Committees are empowered to form its college andsectoral sub-committees when necessary (as amended on March 26, 1992).

Section 3. Composition.

1. University Standing Committees

Each University Standing Committee shall consist of a minimum ofseven (7) members. The Chair of the Committee shall be appointedfrom among the members of the Executive Board. The other membersshall be chosen among the General Membership proportionallyrepresentative of the different colleges and sectors (as amended onMar. 26, 1992).

2. College and Sectoral Faculty Welfare Committee

Each college and sectoral committee shall be composed of a minimumof seven (7) members. The coordinator of the committee shall beappointed from among the college or sectoral representatives to theBoard. All college representatives shall automatically be members ofthe committee. The other members of the committee shall be chosenfrom among the General Membership of the college or sectorproportionally representative of the various departments or units withinthe college or sector (as amended on Mar. 26, 1992).

Section 4. Coordination.

1. University Standing Committees

Each Standing Committee shall coordinate through their respectiveChairs with the Vice-President of the Association. Reports of thecommittee’s programs and activities shall be submitted periodicallyto the Vice-President for dissemination to the Executive Board (as

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amended on Mar. 26, 1992).

2. College and Sectoral Faculty Welfare Committees

The Coordinators of the colleges and sectoral Faculty WelfareCommittees shall be under the direct supervision of the Chair of theUniversity Standing Committee on Faculty Welfare. The UniversityStanding Committee shall meet on a regular basis with representationfrom the various college and sectoral faculty welfare committees (asamended on Mar. 26, 1992).

Section 5. Duties and Functions.

1. Committee on Information and Membership Relations

The Committee on Information and Membership Relations shall havethe following duties and functions:

a) Receive and process applications for membership and makerecommendation thereon to the President.

b) Maintain an up-to date list of active and inactive members of theAssociation

c) Disseminate the activities and programs of the Associationthrough the official publication of the Association (as amendedon March 26, 1992).

d) Perform such other functions as the Executive Board or theGeneral Membership may require.

2. Committee on Elections

The Committee on Elections shall have the following duties andfunctions:

a) Draw up rules and regulations governing the elections consistentwith the existing laws and the Articles of Incorporation and By-Laws of the Association.

b) Determine the eligibility of nominees and announce the officialcandidates.

c) Adopt all necessary measures for the successful conduct of theelections.

d) Count the votes immediately after the closing of the polls.

e) Officially proclaim the winning candidates immediately after thecounting.

f) Decide on all matters directly connected with the elections such

175as fraud, protests, etc.

g) Perform such other functions related to elections as theExecutive Board or the General Membership may require.

3. Committee on Faculty Welfare

The Committee on Faculty Welfare shall have the following duties andfunctions:

a) Conduct research on various aspects of employment, e.g.salaries, benefits, terms of employment, etc. for purpose ofimproving the welfare of the members of the Association.

b) Assist the negotiating panel of the Association in the preparationof all necessary papers, documents and materials for improvingconditions of employment, faculty benefits, etc.

c) Investigate and, whenever possible, settle disputes and/orcomplaints where a members(s) of the Association is involved(as amended on Mar. 26, 1992).

d) Assist an Associat ion member in the presentat ion andsettlement of any complaint against administration subject topertinent provisions of the existing Faculty Manual (as amendedon Mar. 26, 1992).

4. Committee on Special Projects and Campus Affairs

The Committee on Special Projects and Campus Affairs shall have thefollowing duties and functions:

a) Conduct surveys on the various needs and concerns of the facultymembers regarding programs/activities related to personal,social, cultural and physical fitness issues (as amended onMar. 26, 1992).

b) Plan and organize programs and activities that address theseexpressed needs and concerns.

c) Coordinate with existing faculty cultural groups, sports/physicalfitness experts, and/or outside resources in planning andorganizing these programs and activities (as amended on Mar.26, 1992).

d) Coordinate with college/sectoral representatives in promotingparticipation in these campus affairs (as amended on Mar. 26,1992).

e) Perform such other functions as the Executive Board or theGeneral Membership may require.

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The Committee on Education and National Issues shall have thefollowing duties and functions:

a) Plan and organize symposia, fora, debates, etc. concerningeducation and contemporary national issues.

b) Organize the official participation of the Association in off-campusmass actions, marches and demonstrations with the approvalof the Executive Board.

c) Perform such other functions as the Executive Board or theGeneral Membership may require.

ARTICLE IX - APPEALS

Section 1. Decision of Committees. Decisions of any Standing and/or Ad HocCommittees are appealable in writing to the Executive Board.

Section 2. Decisions on Appeals by the Executive Board.

1. Appeals may be heard either by the Executive Board sitting en banc, orby a division thereof. A division shall be constituted by not less thanthree (3) Executive Board members.

2. A decision by a division of the Executive Board may be appealed to theExecutive Board sitting en banc.

Section 3. Appeal to the General Membership. Any member may appeal to theGeneral Membership any decision of the Executive Board.

ARTICLE X-FINANCE

Section 1. Payment of Dues. The members of the Association shall each pay atrimestral membership fee to be determined by the General Membership.

Section 2. Funds for Specific Purposes. No sum of money allocated by theGeneral Membership for a specific purpose may be diverted to another purpose.If the purpose becomes unrealizable, the money so allocated shall betransferred to the general funds of the Association.

Section 3. President’s Representation Expenses. The President shall beallocated a sum, the amount of which shall be determined by the ExecutiveBoard, for the purpose of meeting his/her representation expenses.

Section 4. Disbursement. For routine and ordinary operation of the Association,money may be disbursed from the general fund by the Treasurer and approvedby the President. However, outside of any approved budget i tem, nodisbursement of more than one thousand pesos (P1,000.00) at any one timeshall be made without the approval of the Executive Board.

177Section 5. Fiscal Year. The Association’s fiscal year starts on June 1 and endson May 31 of the following year.

ARTICLE XI - AMENDMENT

Section 1. Amendments to these By-Laws may be proposed by a majorityof the Executive Board and by a majority of the General Membership but noproposed amendment shall take effect unless approved by the Securities andExchange Commission.

ARTICLE XII-EFFECTIVITY

Section 1. After ratification by a simple majority of all active members present,either in person or by proxy and by a majority of the Board, in a GeneralMembership meeting called for the purpose, these By-Laws shall take effectupon approval of the Securities and Exchange Commission.

ADOPTED this 18th day of September, 1985, in Manila, Philippines, by theaffirmative majority votes of the undersigned members of the De La SalleCollege Faculty Association, Inc.

AMENDED this 26th day of March, 1992, in Manila, Philippines, by the affirmativemajority votes of the undersigned members of the De La Salle University FacultyAssociation, Inc.

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Appendix N

Policies and Guidelines for the Preventionand Investigation of Sexual Harassment Cases

1. Committee on Decorum

Pursuant to Section 4 (b) of the Anti-Sexual Act 1995, a Committee onDecorum and Investigation is created and permanently constituted,hereinafter called the Committee.

1.1 Principal Function

The Committee shall conduct meetings and orientation sessions withofficers and employees, instructors, teachers, professors, trainers,coaches, t rainees or students to increase awareness andunderstanding of sexual harassment as penalized by law; take stepsto prevent incidents of sexual harassment; and initiate and conductinvestigations of violations of the Anti-Sexual Harassment Act of 1995in general, and any of the prohibited acts defined in these implementingpolicies and guidelines, in particular.

1.2 Composition

The Committee shall be composed of the following:

1.2.1 The Vice Chancellor for Academics and Research as chair,1.2.2 The Faculty Association President representing the faculty,1.2.3 The President of the Student Council representing the students,

and1.2.4 The President of the Employee’s Association representing the

staff.

The Committee shall report to the Chancellor.

1.3 Specific Powers and Functions

1.3.1 Conducts meetings and consultations with sectors of theacademic community.

1.3.2 Promulgates rules or guidelines as may be necessary for theeffective implementation of the Anti-Sexual Harassment Act of1995.

1.3.3 Undertakes act iv i t ies in information disseminat ion,consciousness-raising and over-all better appreciation by theacademic community of the issues relat ing to sexualharassment.

1791.3.4 Constitutes the proper sub-committee for the investigation and

hearing of a sexual harassment case.

1.3.5 Exercises other powers as may be necessary to effectuate theAct.

1.4 Jurisdiction

The Committee shall have jurisdiction over all (a) employees, whetherregular or probationary; (b) faculty, whether full-time or part-time; (c) allother employees who have subsisting and executory employmentcontracts with the University, verbal or written or on a trimestral oryearly basis; and (d) all students.

2. Sub-committee to Hear and Investigate Sexual Harassment Cases

Upon receipt of a complaint alleging sexual harassment committed by anyperson over which it has jurisdiction, the Committee shall constitute an adhoc sub-committee to investigate, hear and decide the case, hereinaftercalled the Sub-Committee.

2.1 Composition

The Sub-Committee shall be composed of at least three membersdesignated by the Committee in accordance with implementingguidelines.

2.2 Powers and Functions

2.2.1 Investigates, hears and decides sexual harassment cases forwhich it was constituted.

2.2.2 Issues subpoena and other necessary writs and processes forthe effective, efficient, objective, impartial and expedientdisposition of cases.

2.2.3 Makes factual and administrat ive f indings, renders thecorresponding decision, and imposes the appropriate penaltyin accordance with these policies and guidelines.

2.2.4 Exercise other powers necessary to effectuate the Anti-SexualHarassment Act of 1995.

3. Types of Offenses

3.1 Forms of Prohibited Acts

3.1.1 Physical assault of a sexual nature, such as but not limited to:

3.1.1.1 rape, sexual battery, molestation, or attempts to committhese assaults; and

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AL 3.1.1.2 intentional physical conduct which is sexual in nature,

such as touching, pinching, patting, grabbing, brushingagainst the victim’s body, or poking the victim’s body.

3.1.2 Unwanted sexual advances, propositions or other sexualcomments, such as but not limited to:

3.1.2.1 sexually-oriented gestures, noises, remarks, jokes, orcomments about a person’s sexual i ty or sexualexperiences directed at or made in the presence of thecomplainant who indicates or has indicated in any waythat such conduct in his or her presence is unwelcome;

3.1.2.2 preferential treatment or promise of preferentialtreatment to the complainant for submitting to sexualconduct, including soliciting or attempting to solicit anyemployee to engage in sexual activity for compensationor reward; and

3.1.2.3 subjecting or threats of subjecting, the complainant tounwelcome sexual attention or conduct or intentionallymaking performance of the complainant’s task moredifficult because of that complainant’s sex.

3.1.3 Retaliation for sexual harassment complaints, such as but notlimited to:

3.1.3.1 disciplining, changing work assignments of, providinginaccurate work information to, or refusing to cooperateor discuss work or school matters with the complainantbecause he or she has complained about or resistedharassment, discrimination or retaliation; and

3.1.3.2 intentionally pressuring, falsely denying, lying about orotherwise covering up or attempting to cover up conductsuch as that described in any item above.

3.1.4 Other acts:

3.1.4.1 The above is not to be construed as an all inclusive listof prohibited acts under these policies and guidelines.

3.1.4.2 Sexual harassment is unlawful and hurts allmembers of the academic community. Sexually-oriented acts or sex-based conduct has no legitimatepurpose in an educational institution. Accordingly,anyone who engages in such conduct should be andwill be made to bear full responsibility for such unlawfulconduct.

1814. Procedures

4.1 Complaint

4.1.1 A formal charge or complaint in writing under oath shall be filedwith the chair of the Committee by the aggrieved party or by anyperson having direct knowledge of the commission of the actaccused of. The aggrieved party (the victim) shall be the principalwitness.

The complaint shall be in writing and under oath. It shall containthe following information:

4.1.1.1 the filed name of the person or persons against whomthe complaint is filed; and

4.1.1.2 a narration of the pertinent facts and circumstances ofthe case.

The complaint shall be signed by the complainant and sworn to.

4.1.2 The respondent shall be notified by the Committee in writing ofthe complaint filed against him or her with a copy of the complaintattached at least five (5) days prior to the scheduled hearing.

4.2 Answer

4.2.1 Respondent shall be required to answer the complaint in writingunder oath within three days from receipt of the complaint.

4.2.2 Failure of the respondent to file and answer withinthe prescribedperiod shall be deemed an admission of the principal actcomplained of.

4.3 Notice of Hearing

Upon receipt of the answer or should respondent fail to file and answerthe complaint, the case shall be scheduled for hearing and thecorresponding notice of hearing shall be issued to the parties by theSub-Committee. If the victim of sexual harassment is a student, theparents or guardian shall also be sent a copy of the notice.

The issuance of a notice of hearing shall be mandatory.

4.4 Hearing

On the day of the hearing, the procedure shall be as follows:

4.4.1 In sexual harassment cases, the appearance of counsel maybe allowed. However, it shall be the responsibility of the partiesto see to it that their lawyers have the time to attend to the case,

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shall adhere strictly to the rules, and shall not cause unnecessarydelay of the proceedings. In any event, the Chair of the Sub-Committee shall exercise complete control of the proceedingsat all stages. He or she shall use every and all reasonable meansto ascertain the facts in each case speedily and objectivelywithout regard to the technicalities of law or procedure, all in theinterest of fair play.

4.4.2 Should the complainant fail to appear on the scheduled initialhearing, despite notice, the case shall be dismissed. On theother hand, should the respondent fail to appear for the initialhearing after due notice and without sufficient cause, this shallbe placed on record and the hearing shall proceed ex-partewithout prejudice to the respondent’s appearance in subsequenthearings.

4.4.3 Evidence (testimonial or documentary) shall be limited to theallegation in the written complaint or answer.

4.4.4 Witnesses shall testify under oath.

4.4.5 The Chair may rule on the exclusion of other witnesses when awitness for the same party testifies, and shall be allowed reentryonly when their respective turns come. He or she shall likewisehave the power to rule on the admissibility of evidence presented,or testimony given.

4.4.6 The hearing shall be completely under the control of the Chair ofthe Sub-Committee. He or she shall conduct the examination ofthe complainant and his or her witnesses as well as those ofthe respondent and his or her witnesses. Other members of theSub- committee may only ask clarificatory questions.

4.4.7 The respondent may be represented by counsel but only for thepurpose of seeing to it that due process is observed. He or shecannot, however, ask questions. If parents of the parties arepresented during the hearing, they shall be there only asobservers.

4.4.8 A record of the entire proceedings shall be taken in stenographicnotes properly transcribed and filed in the records of the case.The proceedings may likewise be taped-recorded by the Board,and shall likewise be filed immediately with the Chair, who shalltake custody of all the records of the proceedings. The partiesmay be furnished copies of the transcript of stenographic notesand/or tape recording upon request but only after paying areasonable fee.

4.5 Decision

4.5.1 The duty of the Sub-Committee shall be to find and establishfacts which shall be its basis to render a decision in the manner

183provided.

4.5.2 A majority vote of the Sub-Committee shall be sufficient to passa judgment in a case. But if the penalty imposed is dismissal, aunanimous vote shall be necessary. It shall be the duty of allmembers of the Sub-Committee to cast their votes. Noabstentions shall be allowed.

4.5.3 The Sub-Committee shall render a decision within five daysfrom the date of the last hearing. The decision shall be in writingstating the reasons for its decision. Copies of the decision shallimmediately be furnished to all parties, to the Committee and tothe Chancellor. A copy of the decision together with a copy of thecomplaint shall be filed in and form part of the records of therespondent in the University.

4.5.4 Any party not satisfied with the decision rendered may file amotion for reconsideration with the Office of the Chancellorstating the grounds therefor, within five days from receipt of thedecision.Only one motion for reconsideration will be allowedand entertained. The decision of the Sub-Committee shallimmediately become final and executory if neither party asks fora reconsideration of its decision within the prescribed period.

4.6 Sanctions

Sanctions shall be determined according to the gravity of the offense.

4.6.1 The penalties imposable in cases of proven sexual harassmentare:

4.6.1.1 Severe reprimand.

4.6.1.2 Suspension without pay, with prejudice to subsequentpromotion, reclassification and permanency.

4.6.1.3 Dismissal from the University.

4.6.2 Any person’s first proven offense of assault or threat of assault,including assault of a sexual nature, shall result in dismissal.The commission of acts other than assault may result, if thecircumstances warrant so, in non-disciplinary oral counselingupon alleged first offense, written warning, suspension ordischarge upon the first proven offense, depending upon thenature and severity of the misconduct, and suspension ordischarge upon the second proven offense, depending on thenature and severity of the misconduct.

Alleged retaliation against a sexual harassment complainantwill result in non-disciplinary oral counseling. Any form of provenretaliation will result in suspension or discharge upon the firstproven offense, depending upon the nature and severity of theretaliatory acts, and discharge upon the second proven offense.

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AL 4.6.3 In cases where the imposable penalty appears harsh or

incongruent to the offense or the circumstances attending thecommission of the offense thereof, the Sub-Committee shallnonetheless mete out the proper penalty under these rules. TheSub-Committee, in these cases, may however, recommend tothe Chancellor that such an imposed penalty be commuted orreduced.

4.7 Appeal

4.7.1 The party aggrieved by the decision of the Sub-committee mayfile an appeal to the Chancellor through the Committee withinfive working days from receipt of the decision.

4.7.2 A perfected appeal of the decision shall not stay the execution ofthe sanction meted out by the decision. However, in case ofreversal of the decision on appeal, execution of the sanctionshall not in any way prejudice the respondent.

4.7.3 Upon a lapse of five working days from receipt of the decision bythe respondent, in the absence of a perfected appeal withinsuch period, the decision of the Sub-committee shall beimmediately executory, final, and unappealable.

4.7.4 The Chancellor shall decide the appeal within five working daysfrom receipt of the records or submission of the last requiredpleading, if any, or upon lapse of the period therefor. Suchdecision shall be immediately executory, final, and unappealable.

4.8 Resort to the Courts

4.8.1 All complainants, respondents, and witnesses, upon submissionto the jurisdiction of the Committee, shall be bound to respectthe proceedings therein and wait for final termination thereof,including appeal proceedings, before resorting to the courts.

4.8.2 In recognition of the primary jurisdiction of the University overthem, the complainants, respondents, and witnesses shall bebound to respect and abide by the procedures and policies ofthe Committee herein as well as any other rules heretoforepromulgated and duly published, and shall, thus, refrain fromhampering, interrupting or frustrating, willfully or otherwise, saidproceedings or any incidents thereof, by obtaining anyappropriate writ or process from the courts.

4.8.3 Nothing shall be interpreted, construed or deemed to diminish

185the rights of the parties under the law.

4.9 Malicious Prosecution

4.9.1 While the University is totally committed to safeguarding therights of all members of the academic community against sexualharassment, it is likewise the policy of the University to protectthe same members from any mal ic ious accusat ion andprosecution involving alleged acts of sexual harassment whichmay, however, be, in fact, baseless and even non-existent.

4.9.2 While recognizing that sexual harassment involves the use ofpower and ascendancy by a superior against a subordinate, itmust be conceded that the threat to accuse and prosecuteanother involving al leged sexual harassment is also aninstrument to wield power over another.

4.9.3 To deter malicious, vindictive, or baseless accusation andprosecution by one against another involving alleged acts ofsexual harassment:

4.9.3.1 The University shall require that all pleadings filed withthe Sub-Committee be under oath and duly notarized.

4.9.3.2 The University shall endeavor to place the complainant,respondent, and witnesses under oath whenever askedto testify before the Sub-Committee.

4.9.3.3 The Sub-Committee shall, as far as practicable, observethe demeanor of the complainant, respondent, andwitnesses as an indication of their own credibility aswell as the credibility of their claims and testimonies.

4.9.3.4 The Committee shall accordingly publish these policiesand guidelines for the information and guidance of theentire academic community.

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187

A

Academic Faculty Ranks, part-time, 92Assistant Lecturer, 92Lecturer, 92Assistant Professorial Lecturer,

94Associate Professorial Lecturer,

96Professorial Lecturer, 98Professional Track, 100

academic freedom, 11Academic Service Faculty Ranks, 56

Assistant Academic ServiceFaculty (AASF) I-1 to I-10, 56

Rank I (ASF I-1 to I-12), 58Rank II (ASF II-1 to II-9), 59Rank III (ASF III-1 to III-5), 63Rank III (ASF III-6 to III-8), 65

Assistant Academic Service Faculty(AASF) I-1 to I-10, 56minimum entry requirements, 56hiring, 56promotion/reclassification, 57

Assistant Lecturer, 92Assistant Professor, 22

minimum entry requirements, 22hiring, 23promotion or reclassification, 23

Assistant Professorial Lecturer, 94minimum entry requirements, 94hiring, 94reclassification, 95

Associate Professor, 24minimum entry requirements, 24hiring, 25promotion or reclassification, 25,

26Associate Professorial Lecturer, 96

minimum entry requirements, 96reclassification, 97

B

benefits, 12, 41, 72, 107Academic Service Faculty Rank,

74-90Full-Time Academic Faculty, 41-51

INDEX

Part-Time Academic FacultyRank, 107-108

C

code of ethics, 10community service, 14consultancy, 17, 18contract, renewal of, 34

criteria, 34effectivity/non renewal, 34, 35board members, 35

F

faculty, responsibility of, 11faculty, rights of, 11Full Professor, 26Full-Time Academic Faculty, reclassification

to, 66Full-time Academic Faculty, 13, 14, 15,

16, 17Instructor, 20Assistant Professor, 22Associate Professor, 24Full Professor, 26Visiting Professor, 28Professor Emeritus, 28

G

government, special detail to, 17, 18graduate studies, 18, 19

H

harassment, 12hiring procedure, 29, 66, 103

Assistant Academic ServiceFaculty (AASF) I-1 to I-10, 56

Assistant Professor, 23Associate Professor, 25Assistant Professorial Lecturer,

94Full Professor, 27Lecturer, 92Professional Lecturer, 100Professorial Lecturer, 98

188FA

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AL Rank I (ASF I-1 to I-12), 58

Rank II (ASF II-1 to II-9), 60Senior Professional Lecturer, 101Visiting Professor, 28

I

intellectual guides, 10intellectual honesty, 11Lecturer, 92

minimum entry requirements, 92hiring, 93reclassification, 93

load assignments, 16

M

mission, 9

N

non-government, special detail to, 17,18

P

permanency, 35, 69, 70define, 35criteria, 35procedure, 36board members/composition, 36

privileges, 12probation/renewal of contract, 33, 68

define, 33duration, 33criteria for renewal, 34effectivity/non renewal, 34, 35

renewal board members, 35profession, limited practice of, 17professional growth, 12professional relations, 10Professional Track, 100

Professional Lecturer, 100Senior Professional Lecturer, 101

Professional Lecturerentry requirements, 100hiring, 101reclassification, 101

Professor Emeritus, 28promotion or reclassification, 31, 66,

67

procedure, 31, 32, 33Assistant Academic Service

Faculty (AASF) I-1 to I-10, 56Assistant Proffesor, 24Associate Professor, 24, 25Full Professor, 26Rank I (ASF I-1 to I-12), 56Rank II (ASF II-1 to II-9), 61, 62Rank III (ASF III-1 to III-5), 64Rank III (ASF III-6 to III-8), 65

promotion, rank, 20promotion, step, 20, 21

R

Rank I (ASF I-1 to I-12), 58minimum entry requirements, 58hiring, 58promotion/reclassification, 58

Rank II (ASF II-1 to II-9)minimum entry requirements, 59hiring, 59promotion/reclassification, 60

Rank III (ASF III-1 to III-5)minimum entry requirements, 63promotion/reclassification, 64

Rank III (ASF III-6 to III-8) promotion/reclassification, 65reclassification, procedure for, 104,

105, 106research, 9, 13, 17, 18retirement or extension of service, 38,

73, 85, 107

S

scholars, 9Senior Professional Lecturer

entry requirements, 101hiring, 102reclassification, 102

U

University Fellow, 39 definition, 39 criteria, 39 procedure for conferment, 39 fellowship board, 39 benefits, 40

duties and responsibilities, 40severance of service , 40

189

university service, 14

V

vision, 9Visiting Professor

hiring, 28

W

working conditions, 91working hours, 14

dlsu faculty manual 2008

Documents

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faculty benefits

faculty manualoffice

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assistant professor

mission statement

statement of responsibilities

general statement