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CHAPTER 1

SULTAN KUDARAT STATE UNIVERSITY (SKSU)

HISTORICAL BACKGROUND AND DEVELOPMENT

The Sultan Kudarat State University (SKSU) formerly Sultan

Kudarat Polytechnic State College (SKPSC) was established on

December 5, 1990, by virtue of a bill authored in Congress by

then Cong. Estanislao V. Valdez and sponsored in the Senate by then

Sen. Edgardo J. Angara. The bill became Republic Act 6973,

otherwise known as the Sultan Kudarat Polytechnic State College

(SKPSC) Charter, which merged five (5) previously DECS supervised

high schools in five (5) municipalities of the province, namely: the Sultan

Kudarat National High School in Isulan, the Lutayan National

Agricultural School in Lutayan, the Tacurong Municipal High School in

what is now Tacurong City, the Kalamansig Municipal High School in

Kalamansig and the Palimbang Municipal High School in Palimbang. Its

central site and main office is in SKSU – ACCESS, EJC Montilla,

Tacurong City. The institution started under the visionary and

dynamic leadership of its first and longest serving President, Dr.

Nelson T. Binag, who, later, also initiated the operation of extension

programs in the municipalities of Sen. Ninoy Aquino and

Bagumbayan in Sultan Kudarat and in Glan, Sarangani Province

through a Memorandum of Agreement with the Local Government Units

and Surallah in South Cotabato with Surallah National Agricultural

School.

Dr. Nelson T. Binag, the 1st President of SKPSC served for a

period of eighteen (18) years. His unique leadership brought SKPSC

to a milestone. Intensified faculty and staff development program,

numerous scholarship programs, trainings, conferences were attended

to by the college personnel in the local, national and international

levels. The strong impetus given by the administration to qualify its

personnel has gone through the roof. Statistically, it has produced a

number of Master’s and Doctor’s degree holders.

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Guided by its pragmatic policies, SKPSC continued to

offer programs and special courses that help totally develop locally

homegrown industries utilizing indigenous resources and raw materials

peculiar to the locality where the campuses are located. Agriculture

related courses are offered in the College of Agriculture located in

Lutayan while Fishery related courses are offered in the College of

Fisheries in Kalamansig, Sultan Kudarat. The Colleges of Arts and

Sciences, Bachelor of Science in Hotel and Restaurant Management,

Bachelor of Accounting Technology, Bachelor of Science in Criminology

and other Liberal and Science courses in Tacurong City campus,

drawing enrollees not only in the Province but also in the nearby cities

of Koronadal, General Santos and Davao. Engineering, Information

Science and Industrial Technology courses are offered in the College of

Engineering, Information Science and Industrial Technology in Isulan,

the capital town of the Province.

From the usual four year technical courses, a five year course

in Computer Engineering is also offered along with short term courses

in Driving, Building Wiring Construction, Automotive and Computer

Literacy among others. Palimbang, an extension campus of the College

of Teacher Education offers education programs while the newly

opened campuses in Bagumbayan and Senator Ninoy Aquino offer

academic as well as agriculture related courses. In the ACCESS, post

graduate studies in Management, Institutional Development and

Management, Agricultural Science and Technology and Diploma in

Teaching were offered while undergraduate courses in education were

offered in the College of Teacher Education. Pursuant to its Vision and

Mission, SKSU opened the College of Law and the College of Nursing.

The Laboratory High School exhibited its prowess in national and

even in international competitions, an evidence of quality and

excellence.

Significantly, the Sultan Kudarat State University had been

rated Level III A in the SUC leveling. Having subjected itself to

accreditation, SKSU was at par with other leading institutions in the

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country. The alliances and partnerships with international organizations

and institutions brought SKSU into the realm of the global world.

During the last three years of Dr. Binag’s term, he started

preparing for the institution ’s conversion into a University, but, did not

prosper. With the installation of the next President, Dr. Teresita L.

Cambel, whose values focused on Patriotism, Respect, Integrity,

Zeal, and Excellence (PRIZE), pursued the dream of Universityhood.

On January 18, 2010, on sponsorship by then Cong. Pax S.

Mangudadatu, Al Hadj and Cong. Arnulfo F. Go in Congress, as well

as, by Sen. Manuel A. Roxas, Sen. Edgardo J. Angara, Sen. Panfilo M.

Lacson and Sen. Juan Miguel F. Zubiri in the Senate, Republic Act No.

9966 was enacted converting what was then Sultan Kudarat

Polytechnic State College into what is now Sultan Kudarat State

University.

Dr. Rolando F. Hechanova, the 3rd President of SKSU took his

oath of office on August 12, 2014. Characterized by his deep sense of

commitment, dedication to public service, guided by the acronym

FATES (Fairness, Accountability, Transparency, Excellence and

Service), he was able to spur various developments and initiatives in

the university ranging from the infrastructures, promotions of faculty

through the implementation of NBC 461, Cycles 4 7, grant of

Collective Negotiation Agreement (CNA) incentives, more

accredited programs in the various colleges by the Accrediting Agency

of Chartered Colleges and Universities in the Philippines (AACCUP),

more Commission on Higher Education (CHED) compliant curricular

programs, increased passing percentage rate in the licensure

examination, strengthened the mandated functions of the University,

and more linkages in the national and international levels via research

and extension programs.

SKSU’s journey in history and its development is greatly

attested by the increase in student and personnel population, the

number of graduates it had produced from the numerous program

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offerings, the facilities and structures it had put in place, linkages and

partnerships it had forged with government and non-government

organizations and most importantly, its reputation as provider of quality

and affordable education.

To date, the SKSU administration, teaching and non-

teaching personnel and the student body never cease to work

tediously and cooperatively to reach the apex of its development.

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CHAPTER 2

SKSU VISION, MISSION, GOAL, OBJECTIVES,

CORE VALUES, AND GENERAL POLICY

Sec. 1. VISION

A trailblazer in arts, science and technology in the region.

Sec. 2. MISSION

The University shall primarily provide advanced instruction and

professional training in science and technology, agriculture, fisheries,

education and other relevant fields of study. It shall also undertake

research and extension services, and provide progressive leadership in

its areas of specialization.

Sec. 3. GOAL

To produce graduates with excellence and dignity in arts,

science and technology.

Sec. 4. OBJECTIVES

a. Enhance competency development, commitment,

professionalism, unity and true spirit of service for public

accountability, transparency and delivery of quality services;

b. Provide relevant programs and professional trainings that

will respond to the development needs of the region;

c. S t r e n g t h e n local, national, and international

collaborations, and forge partnerships for borderless

programs;

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d. De ve l op a research culture among faculty and students;

e. De ve l op and promote environmentally sound and market

driven knowledge and technology at par with international

standards;

f. Promote research based information and technologies for

sustainable development; and

g. Enhance resource generation and mobilization to sustain

financial viability of the university.

Sec. 5. THE CORE VALUES

Fairness

Accountability

Transparency

Excellence

Service

a. Fairness: Impartiality

1. To give equal or equitable chance to everybody.

2. To see, hear, and know all sides.

3. To implement participatory governance.

b. Accountability: Responsibility

1. To institute accountability in all levels.

2. To report accurately and timely through tri-media.

3. To reward good performers and sanction non-performers.

c. Transparency: Honesty

1. To ensure that all operations of the university will be made

transparent.

2. To be factual and cost effective.

3. To be truthful.

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4. To computerize processes that will streamline operations and

decision making and minimize red tape and bureaucratic

procedures.

d. Excellence: Quality

1. To be visionary and think outside the box.

2. To develop centers of excellence and development in different

disciplines.

3. To develop regional capabilities in R&D, Science and Technology.

4. To advocate stake ownerships not just stakeholdership to all constituents.

5. To seek for excellence and not stop at “good”.

e. Se r v i c e to God and People: God fearing

1. To lead by example and inspire constituents and be proud as

SKSUans.

2. To effect God centered governance.

3. To be fair, accountable, and transparent within and without.

Sec. 6. SKSU General Policy

The Sultan Kudarat State University is committed to produce

market-driven professionals in arts, science and technology, imbued

with its core values. Together, it will satisfy the needs of its clients in

adherence to the regulatory and statutory requirements through

continuous improvement of Quality Management System.

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CHAPTER 3

UNIVERSITY SEAL, LOGO, MASCOT, AND COLOR

Sec.1. The University Seal

The seal of the University is not only a mark of its legal and

public documents, communications, and publications, but more

importantly, a symbol of the institution, thus clarity in its elements must

be imposed. A seal does not only feature a distinctive object that would

make identification clear and easy. More than that, it signifies the

sentiments and aspirations that guide the institution and its constituents.

The outer and inner BLACK CIRCLES RIM of the seal

perfectly round line figure bears the name, SULTAN KUDARAT STATE

UNIVERSITY, and the year of its inception (1990) and denotes firmness

of character, completeness, and sturdiness of the SKSU family.

The outer and inner circles provide a perfect and strong

protection with black lines that shield the institution from harm and

destruction. These guard and defend the university from attack or injury

and indicate a condition of safety and security of its key officials, faculty

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and employees, students, parents, as well as, other stakeholders of the

campuses.

The Flame of the torch in embossed form from the initials

of Sultan Kudarat State University (SKSU) symbolizes light and energy

for the University, the campuses, its four fold functions, and its core

values. The SKSU community is unceasingly performing its four fold

functions to realize its vision, mission, goals, and objectives for the

growth and development, especially, in the Sultan Kudarat Province and

the country as a whole.

The TORCH symbolizes education which is the great equalizer

in life, providing knowledge and wisdom, values, skills, and talents

regardless of one’s status in life and could be handed down to the next

generation.

The Yellow Rays are the emissions of beams of light that

radiate from a bright and luminous object. The six (6) big rays depict the

five (5) original campuses as defined in R.A. 6973, and the

Administration Center and Central Educational Sites and Services

(ACCESS).

The Green Map of Mindanao indicates one of the three major

islands of the Philippines where SKSU is strategically located, and is

depicted as a silhouette behind the torch, flame, and rays.

The Light Blue Diamond represents the sky and the ocean to

mean that SKSU provides borderless and accessible education.

The Quadrangle represents the mandated functions of SKSU

namely: Instruction, Research, Extension and Resource Generation

identified by its color. It also provides an enduring and powerful

safeguard from poor performance and strong shield against corruption

in the University. Orange, for Instruction, resembles the highest esteem

and knowledge; Green, for Research, and the vastness of new

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generated knowledge and technology; Maroon, for Extension, denotes

deep concern and desire to reach out to the needy; and the Navy

Blue, for Resource Generation, means abundant blessings from

Almighty God.

The Angles of the quadrangle represent the vision, mission,

goals and objectives of the University based on its four fold functions.

The Green background signifies great hope and life for the

University to succeed with freshness and vigor. The Yellow hue

resembles ripe lemons or sunflowers that provide maturity, tolerance

and prosperity.

The White Prints of SKSU and Stars denote freedom, purity

and transparency.

The Book symbolizes wisdom.

Sec. 2. THE UNIVERSITY LOGO

The official logo of SKSU was approved by the SKPSC Board

of Trustees, through Board Resolution No. 62, s. 1992, in its 7th Board

Meeting on September 24, 1992 at the SKPSC Arts and Sciences Bldg.,

Tacurong, Sultan Kudarat.

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The logo of the SKPSC now Sultan Kudarat State University

depicts the Ball Figure which symbolizes the Sultan Kudarat State

University system as it rolls for its growth and development. The

Imaginary Curve portrays the well known Allah River that provides

water coming from the Daguma Range to quench the thirst of the sun

parched and drought stricken countryside. The finger like projections

in letters and V represent the five original campuses of the State

University i. e., Tacurong, Isulan, Lutayan, Kalamansig and Palimbang.

Letter V signifies the vision of the Sultan Kudarat State University. The

Imaginary Straight Line across the ball, crossing the center area,

connotes the Central Site and Administrative Center of the State

University at EJC Montilla, Tacurong City where it serves the

five campuses and the communities in the province, especially the

towns where the five campuses are located. It symbolically underlines

the SKSU Motto: "Service to God and Country." The four irregular

shapes with colors Green, Blue, Red, and Yellow represent the four

fold functions of SKSU namely: Instruction, Research, Extension, and

Resource Generation.

Sec. 3. THE INSTITUTIONAL MASCOT

The Deer, a clever toed, hoofed ruminant mammal of the family

Cervidae, characteristically bearing branched deciduous antlers (horns)

is the SKPSC now SKSU Institutional Mascot.

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Cervidae is one of the most handsome, graceful and beautiful

members of the animal kingdom. The Deer exemplifies beauty,

uniqueness, elegance, and wisdom. Most of all, the Cervidae (the Deer)

has very keen senses of sight, hearing, touch, smell and taste.

In view of these attributes and peculiarities of the Deer, the

SKPSC administration, faculty, facilitative staff and students would like

to be identified with this wonderful zoological creature, which they

consider as the one that brings luck to them and the Institution they

represent.

Sec. 4. THE UNIVERSITY COLOR

The color of the University is Mint Green which symbolizes the

verdant fields indicating healthy vegetation, and for the institution, it

indicates sustained growth and development.

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CHAPTER 4

THE FACULTY AND ITS QUALIFICATIONS

I. THE FACULTY

Sec. 1. The term faculty refers to one who is assigned to facilitate

teaching learning activities and who is designated to perform

administrative functions in addition to classroom works.

Sec. 1.1. Regular faculty members are those who have plantilla

items and whose appointments have been confirmed/approved

by the SKSU Board of Regents and attested by the Civil

Service Commission.

Sec. 1.2. Non-regular faculty members are those who may or

may not have plantilla items, whose term of service is for one

year or one semester only. Non-regular faculty members are

further classified as Temporary, Contract of Service, and

Part-time.

Sec. 1.2a. Temporary faculty members are those

who have plantilla items but whose term of office is

only for one year, and appointments have to be

attested by the Civil Service Commission.

Sec. 1.2b. Contract of Service (COS) faculty members

are those who have no plantilla items. They may carry

a minimum load of 21 units regardless of the number of

preparations and are required to report only during

their actual teaching hours and render two (2) hours

consultation per week.

Sec. 1.2c. Part-time faculty members are personnel

who are either occupying a regular plantilla position or

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job order status whose teaching services are rendered

after office hours.

Sec. 2. The Academic Rank of Faculty Members.

Sec. 2.1. Regular and non-regular temporary faculty members

may be ranked as:

University Professor

Professor (I VI)

Associate Professor (I V)

Assistant Professor (I IV)

Instructor (I III)

Sec. 2.2. Non-regular part-time faculty members may be ranked

as:

Contract of Service

Part-time Instructor/ Professor

Affiliate Professor Special Lecturer Exchange Professor

Visiting Professor

II. QUALIFICATION

Sec. 1. GENERAL PROVISIONS

Sec. 1.1. The qualifications of faculty members shall be in

accordance with the pertinent policies, rules and regulations

set by proper authorities.

Sec. 1.2 Faculty members shall be exempted from any civil

service examination as a requisite for appointment, except in

some Programs where passing the professional board

examination is a requirement for teaching professional courses.

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Sec. 2. ENTRANCE QUALIFICATIONS

Sec. 2.1. Entrance qualifications differ according to

requirements set per specific curricular programs.

Sec. 2.2. A minimum of a master’s degree with the specific

specialization, training, experience and desirable personality

traits shall be required of applicants in specific curricular

programs.

III. QUALIFICATION STANDARDS

Sec. 1. Hereunder are the minimum qualification standards for

appointment to faculty positions/ranks provided under MC

No.1,s.1997 and CSC MC No. 22, s. 2016:

INSTRUCTOR I III

Education : Master’s Degree in the area of specialization or its

allied/related fields

Experience : At least 1 year relevant experience

Training : At least 8 hours relevant training

Eligibility : None Required

RA 1080 (For courses requiring BAR or BOARD

eligibility)

ASSISTANT PROFESSOR I IV

Education : Master’s Degree in the area of specialization or its

allied/related fields

Experience : 2 years relevant experience

Training : 8 hours relevant training

Eligibility : None Required

RA 1080 (For courses requiring BAR or BOARD

eligibility)

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ASSOCIATE PROFESSOR III

Education : Master’s Degree in the area of specialization or its

allied/related fields

Experience : 2 years relevant experience

Training : 16 hours relevant training

Eligibility : None Required

RA 1080 (For courses requiring BAR or BOARD

eligibility)

ASSOCIATE PROFESSOR IV V

Education : Master’s Degree in the area of specialization or its

allied/related fields

Experience : 3 years relevant experience

Training : 16 hours relevant training

Eligibility : None Required

RA 1080 (For courses requiring BAR or BOARD

eligibility)

PROFESSOR I

Education : Relevant Master’s Degree

Experience : 4 years relevant experience

Training : 24 hours relevant training

Eligibility : None Required

RA 1080 (For courses requiring BAR or BOARD

eligibility)

PROFESSOR II - III

Education : Relevant Master’s Degree

Experience : 5 years relevant experience

Training : 32 hours relevant training

Eligibility : None Required

RA 1080 (For courses requiring BAR or BOARD

eligibility)

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PROFESSOR IV VI

Education : Relevant Doctorate Degree

Experience : 5 years relevant experience

Training : 32 hours relevant training

Eligibility : None Required

RA 1080 (For courses requiring BAR or BOARD

eligibility)

UNIVERSITY PROFESSORS

Education : Relevant Doctorate Degree

Experience : 5 years relevant experience

Training : 32 hours relevant training

Eligibility : None Required

RA 1080 (For courses requiring BAR or BOARD

eligibility)

*Allied or related fields or programs to Master’s degree shall be

determined from the relevant CMO’s on policies, standards and

guidelines for undergraduate or undergraduate programs.

Sec. 2. The National Budget Circular pertaining to the compensation

and position classification plan for faculty positions in SUCs shall

govern the compensation and classification of faculty positions in

SUCs.

Sec. 3. In the recruitment and promotion of faculty members in the

university, vertical articulation of the master’s degree with the

undergraduate degree should not be an issue. The point of

consideration is the master’s degree and not the undergraduate degree

of the candidate.

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CHAPTER 5

RECRUITMENT AND APPOINTMENT OF PERSONNEL

I. GENERAL PROVISIONS

Sec. 1. Opportunity for employment in the University shall be

opened to all qualified citizens of the Philippines. Positive efforts

shall be extended to attract the best qualified applicants, preferably

from among the outstanding graduates of the University to enter the

service.

Sec. 2. All appointments for employment in the University shall be

made strictly on the basis of merit and fitness, in accordance with

the policies, rules and procedures laid down in two (2) separate

Merit System and Promotion Plans promulgated by the University

for the faculty and the non-teaching personnel and, as far as

practicable, the qualification standards established by the Civil

Service Commission and such other evaluation criteria as may be

adopted by the University.

Sec. 3. The University shall see to it that the right Faculty is

placed to the appropriate position in consideration of the inherent

duties and responsibilities of the position.

Sec. 4. No religious inquiry shall be applied nor shall the religious

opinions or political and tribal affiliation of an applicant for

employment in the University.

Sec. 5. As far as practicable, vacant positions in the University

shall be filled up through chain promotions, thus, preference shall

be given to the qualified next in – rank employee, provided that

he/she undergoes the process and meets the entire requirement

for promotion as prescribed by applicable laws, rules and

regulations.

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Sec. 6. All personnel of the University shall be appointed by the

University President, subject to the confirmation of the Board of

Regents. The precise terms and conditions of every appointment

shall be stated in writing.

Sec.7. As required, the appointments of University personnel

shall be submitted to the Civil Service Commission for attestation.

II. T H E MERIT SYSTEM AND PROMOTION PLANS

Sec. 1. In order to adhere to the merit and fitness principle in the

recruitment, appointment and promotion of personnel, the

University shall, establish one (1) Merit System and Promotion

Plan for the faculty and facilitative staff in accordance with Civil

Service rules, laws and regulations.

Sec. 2. The said Merit System and Promotion Plans shall

define the composition of the Selection and Promotion Board

for both teaching and non-teaching employees of the

University, which shall assist the President in the judicious and

objective selection and promotion of employees.

III. RECRUITMENT, SELECTION AND APPOINTMENT

Sec. 1. General Policy on Recruitment and Appointment

The University, through its governing board has established its

own internal policies, procedures and guidelines for the

recruitment and appointment of faculty members which shall be

submitted to the CSC for attestation.

The established University policies and procedures on

recruitment and appointment of faculty shall be in accordance with

the policies, procedures, rules, regulations of the Civil Service

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Commission and other pertinent authorities, which include the

following:

1. Recruitment shall be open to those who meet the minimum

requirements prescribed for the rank;

2. Transferees from other state or local universities and colleges

may be admitted at their present faculty rank in the absence of

qualified faculty members in the University;

3. Publication of vacant position for faculty of the SUC shall

no longer be required pursuant to CSC MC No. 1, s. 2012 and

CSC Resolution 1101592 dated November 22, 2011 which took

effect December 29, 2011. However, the University is

encouraged to publish vacancies to select the most qualified

applicants;

4. If a faculty member is appointed as University President,

his/her plantilla position may be reserved as fallback position.

However, in instances where a faculty is designated as OIC

President, he/she retains his/her faculty rank; and

5. The status of appointment for the members of the faculty are the

following:

a. Permanent appointment shall be issued to a person who

meets the qualification standards established for the faculty

rank, and who shall have successfully completed the two

year probationary period.

b. Temporary appointment shall be issued to a person who has not

met the education, training or experience requirements of the

position to which he/she is being appointed not exceeding

one school year, and may be subject for reappointment if there

is no immediate, available qualified applicant.

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Appointees under temporary status do not have security of

tenure and may be separated from the service, with or without

cause. As such, they shall not be considered illegally

terminated; hence, not entitled to claim back wages and/or

salaries and reinstatement to their positions.

The employment or services of appointees under temporary

status may be terminated without necessarily being replaced

by another. Temporary appointees may also be replaced within

the twelve month period by a qualified applicant.

A 30-day written notice signed by the appointing authority shall

be given to the temporary appointee prior to the termination of

service/removal or replacement.

c. A contractual appointment may be issued to a faculty member

when the exigency of the service requires, subject to the

existing policies, rules and regulations. Such appointment is

for a limited period not to exceed one academic year. The

appointing authority shall indicate the inclusive period covered

by the appointment for crediting services.

d. A part-time appointment may be issued to a regular plantilla

position, either as permanent, if the requirements of the

position are met; or as temporary, if one of the requirements is

not met.

Part-time appointment to a regular plantilla position is different

from part-time teaching covered by a contract of service or a job

order. The former is submitted to the CSC as it involves

appointment to a regular plantilla position, only that the work is

part-time.

Service under a part-time appointment is government service

and forms part of the faculty member’s service record.

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Sec. 2. PROCEDURES

The University shall recruit and appoint its faculty in

accordance with the following procedures:

a. The University shall create a Faculty Recruitment Selection,

Placement and Promotion Board herein referred to as the

FRSPPB. This body shall assist the University President in

selecting applicants or candidates for recommendation to the

governing board, who shall confirm/approve the appointment

of faculty members to positions/ranks.

b. Th e members of the FRSPPB of the University are the following:

1. The Vice President for Academic Affairs as Chairperson;

2. The Dean/Director of the College/Unit where the

vacancy exists as a floating member;

3. The President of the CSC Accredited Faculty

Federation/Association in the University;

4. A senior ranking faculty member chosen by the University

President;

5. Chairperson of the department to which the appointee will

be assigned;

6. A ranking professor whose specialization is in line with the

nature of the teaching position to be filled and who shall

be chosen by the head of the college/department requiring

such expertise; and

7. The Human Resource Management (HRM) Officer as the

FRSPPB Secretary, who shall continuously make an

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inventory of all vacant positions and coordinate with the

department chairperson/head in determining qualified

insiders who may be considered for appointment. He/She

shall keep records of the proceedings of the Board and

maintain all records or documents, keeping them ready for

inspection and audit by the Civil Service Commission.

c. The FRSPPB shall observe transparency in all its activities and

decisions.

d. T h e HRMO shall list down qualified applicants aspiring for the

vacant position, either from within or outside the University.

e. T h e HRMO shall conduct preliminary evaluation of the

qualifications of all applicants. Those initially found qualified shall

undergo further assessment such as interview, psychological

examination, skills test, demonstration teaching and others deemed

necessary. After which, a selection line up shall be prepared as

basis for Background Investigation (BI) of the University

Committee created for the purpose.

f. The FRSPPB shall make a systematic assessment of the

competence, qualifications and BI results of candidates for

appointment to the corresponding level or position evaluate and

deliberate end banc the qualifications of those listed in the selection

line up.

g. The FRSPPB shall submit a comprehensive evaluation report of

all the candidates screened for appointment so that the appointing

authority will be guided in choosing the one who can efficiently

perform the duties and responsibilities of the position to be filled.

This evaluation report should not only specify whether the

candidates meet the qualification standards of the position but

should also include observations and comments on the candidates

competence and other qualifications that are important in the

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performance of the duties and responsibilities of the positions to be

filled. Likewise, information about the candidate’s preference of

assignment should be mentioned in the report.

The evaluation report should specify the top five ranking

candidates whose over all point scores are at par based on the

comparative assessment in terms or performance, education and

training, experience and outstanding accomplishments, and other

relevant criteria.

h. The Governing Board or the University President, as the case may

be, shall assess the merits of the FRSPPB’s evaluation report of

candidates screened for appointment and in the exercise of sound

discretion, select, in so far as practicable, from among the top five

ranking candidates deemed most qualified for appointment to the

vacant position.

The top five ranking candidates, however, should be limited to those

whose overall point scores are based on the comparative

assessment.

To determine candidates who are comparatively at par, the FRSPPB

shall set reasonable differences or gaps between point scores of

candidates for appointment.

However, existing Contract of Service or Job Order workers of the

university shall be given priority in the appointment (by the

university to) in the its vacant positions provided that these workers

meet the appropriate eligibility and other qualification requirements

for the position subject to existing Civil Service laws, rules and

regulations.

On the other hand, SKSU graduates who intend to apply in the

university are encouraged to pursue further studies in other

prestigious universities and colleges to avoid in breeding.

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i. The Governing Board or the University President, as the case

may be, shall issue the appointment in accordance with the

provisions of the approved University Merit System and submitted to

the CSC for attestation.

j. The HRMO shall post a notice announcing the appointment of the

faculty in three (3) conspicuous places in the University a day after

the issuance of the appointment for at least fifteen (15) days. The

date of posting should be indicated in the notice.

k. For upgrading of rank, the criteria and procedures for

evaluation provided in the National Budget Circular pertaining to

compensation and position classification plan for faculty positions in

the University shall be followed.

Sec. 3. PROMOTION

1. A faculty may be considered for promotion to a higher faculty

rank/sub rank on the basis of the NBC 461 official evaluation

result to include other requirements (education, training,

experience, competency, and initiatives) of the position,

including performance rating of at least Very Satisfactory during

the last two (2) rating periods.

2. The filing and pendency of an administrative case against a

faculty member shall not constitute a disqualification from

promotion.

3. Promotion within six (6) months prior to compulsory retirement

shall not be allowed except as otherwise provided by law.

4. Positions belonging to the closed career system are exempted

from the three salary grade limitation on promotion.

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5. A faculty member who is on local or foreign scholarship,

training, on grant, on maternity leave or on detailment

/secondment may be considered for promotion subject to

specific policies, rules and regulations of the University.

6. The performance ratings to be considered shall be two ratings

immediately prior to the scholarship or training grant or

maternity leave or detailment/secondment.

7. The effectivity date of promotional appointment including those

on detailment/secondment, shall be after the scholarship or

training grant or maternity leave or upon assumption to duty.

8. The effectivity date of the promotional appointment shall be

upon the approval and confirmation of the Board of Regents.

Sec. 4. SPECIFIC PROVISIONS

a. The HRMO or a duly authorized representative of the University

upon approval of the President/Governing Board shall cause

the publication and posting of all vacant positions or ranks

to be filled.

b. The FRSPPB shall evaluate the candidate’s credentials or

documents submitted to it by the HRMO of the University or its

duly authorized representative and submit a comprehensive

evaluation report of candidates screened for promotion to the

President/Governing Board.

c. A l l promotional appointments, including the

upgrading/reclassification of positions/ranks, shall be posted in

conspicuous places throughout the University to enable

aggrieved parties to file their protest within fifteen (15) days

from the date of notice of the

promotion/upgrading/reclassification.

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Sec. 5. CAREER DEVELOPMENT

General Policy

A faculty shall be promoted/advanced to higher faculty/sub rank

on the basis of the extent to which he/she meets the specific

requirements and/or standards as set forth in this document.

Basis for Promotion and Advancement

A. Common Criteria for Evaluation (CCE)

There shall be a quantitative evaluation of the educational

qualification, experience and length of service, and the professional

development, achievement, and honors of every faculty.

Educational Qualification

Experience and Professional Services

Professional Development and Honors

B. Qualitative Contribution for Evaluation (QCE)

This is a qualitative evaluation of a faculty in four functional areas:

b.1. Instruction

b.2. Research

b.3. Extension

b.4. Production

C. Candidates to the rank of full fledge professors shall undergo

accreditation as a requisite to promotion.

Sec. 5.1. The University shall develop a career and personnel

development program for faculty members which shall include

provisions on trainings, including foreign and local scholarships

and training grants, job rotation, counseling, mentoring and other

HRD interventions.

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The career and personnel development program shall form

part of the SUC Merit System.

Sec. 5.2. Human Resource Development Interventions – To

achieve the main objective of the university’s personnel

development program in bringing about highly educated

and professional faculty members, the following policies are

promulgated:

1. The university shall develop and implement a continuing

program of training and development for its faculty members.

2. The university shall encourage its faculty members to pursue

relevant local and foreign assisted training/scholarship grants,

attend seminars, conferences, workshops or related human

resource development courses.

3. Selection of participants in training programs shall be based on

actual needs for specialization and enhancement of

competence, taking into consideration organizational priorities.

4. Preferences shall be given to candidates with permanent

appointment.

5. The university may adopt other human resource development

interventions such as the following:

a. Counseling – entails a one on one close interaction between a

faculty member and a supervisor to jointly look at problems

besetting him/her performance and relationships with others. It

serves as a corrective approach in helping an employee

overcome his/her problem, which may be either personal or work

related.

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b. Mentoring – a mechanism that guides a faculty member to the

inner network of the university, which may assist him/her in

career advancement. It involves a manager’s investment on a

high potential faculty member, providing an objective

assessment of one’s strength and weaknesses and ensuring

opportunities to address them. This mechanism allows the

faculty member to clarify “ambiguous” expectations of the

university and facilitates career growth.

c. Job Rotation – the sequential or reciprocal movement of a

faculty member from one office to another or from one division to

another within the same university as a means for developing,

and enhancing his/her potentials in an organization by being

exposed to the various functions of the university.

The duration of the job rotation shall be within the period

prescribed by the university head but shall not exceed twelve

(12) months. However, if the services are extended beyond

12 months, the requisitioner shall communicate in writing to

the President on the extension of the concerned faculty.

Sec. 5.3. The University shall create a Faculty Training and

Development Committee (FTDC) to be composed of the Vice

President for Academic Affairs as Chair; Director for Learning and

Development as Vice Chair; Director for Instruction; President of

CSC accredited Faculty Association, or if there is no accredited

faculty association/union, representative chosen through general

election, as member; Department or Unit Heads where the field of

grant/scholarship/training occurs, as member, and the HRMO as

Secretary. The term of office shall be two (2) years. This Committee

shall formulate its own rules for approval by the President subject

to established CHED, CSC, and university policies. Its main

function shall be that of selecting and recommending those

who should attend specific programs conducted by the university

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or by government agencies or duly accredited non-governmental

organizations, local or foreign.

Each department/unit head shall determine the training

needs of his/her faculty members through Training Need Analysis

(TNA) in accordance with organizational priorities. He/She shall

submit annually to the President, through the FTDC, his/her plan

embodying the kind of training programs and the names of those

who shall attend such program.

The FTDC, through the HRMO, shall inform all faculty

members concerned about the study grants and scheduled

seminar/conferences or workshops and invite qualified faculty

members to avail of such program. Other functions of the

Committee are enumerated in Chapter 9 with respect to

scholarships, fellowships and training grants.

The participant or recipient of a training

grant/scholarship agreement, in accordance with existing rules

and regulations, shall submit a report on the prescribed form on the

training he/she has completed and furnish the HRMO a copy of the

training certificate he/she has received and report activities for entry

in his/her 201 Files. The trainee shall also be given the opportunity

to share with his/her colleagues what he/she has learned.

The trainee/s shall render an Echo Seminar/ Training to the

faculty members in line with the area/s of discipline they have

attended.

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CHAPTER 6

TERMS AND CONDITIONS OF EMPLOYMENT

I. WORKING HOURS

Faculty members, except those covered by special laws, shall

render forty (40) hours a week, exclusive of time for lunch. The forty

hours a week may include time for teaching, student consultation,

research, extension and production work, and other activities relevant

to teaching, e.g. preparation of lessons, checking of papers, etc., which

shall be left to the discretion of the Governing Board of the University.

Sec. 1. The University shall prescribe its own rules and regulations

governing working hours and attendance of its faculty members.

Sec. 2. It shall be the duty of the head of the unit in the University to

require all members of the faculty under him/her to strictly observe the

prescribed office hours, which may be apportioned to teaching hours

per week, student consultation per week, lesson preparation per week,

and research, extension and production services.

Sec. 3. The head of the unit may allow a member of the faculty to leave

the office during office hours not for official business, but to attend

social events/functions and/or wakes/internments, the same shall be

reflected in his/her daily time record and charge against his/her leave

credits or chargeable against his/her salary.

Sec. 4. The head of the unit in the University shall require a daily record

of attendance of all the faculty members under him/her to be kept in

proper form and registered on the biometric and other verifiable

recording system such as logbooks, attendance records, etc.

Sect. 5. When the interest of the public service so requires, the daily

hours of work of faculty members may be extended by the head of the

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University concerned, which extension shall be fixed in accordance with

the nature of the work, provided that work in excess of eight (8) hours

must be properly compensated.

Sec. 6. Part-time teaching may be allowed to a regular faculty member

outside office hours to a maximum of 6 units. In excess of 24 units, the

COS faculty may be allowed to render an overload to a maximum of

six (6) units as recommended by the Campus Director/Dean duly

approved by the higher authorities.

Sec. 7. Part-time teaching staff may not be required to use the

biometric. However, they shall be required to keep records of their

attendance in a logbook and accomplish CS Form 48 (DTR)

consistent with the entries in the logbook for accounting and auditing

requirements.

Sec. 8. The University shall establish a mechanism of accountability

with appropriate sanctions relative to part-timers covered by contract of

service/job order.

Sec. 9. The University may allow flexible working hours for its faculty

members so they can perform their four-fold functions of instruction,

research, extension services, and resource generation, provided that

the prescribed forty (40) hours of work per week is satisfied subject to

prior approval of the higher authorities.

Sec. 10. When the exigency of the service so requires, the University

President may authorize the extension of the daily working hours or

the rendering of overtime services, even during Saturdays, Sundays

and Legal Holidays, by any faculty member of the University with

additional compensation unless, otherwise, provided for by applicable

laws and regulations.

Sec. 11. Any deviation from the provisions of the preceding section

such as the flexible working hours shall be subjected to the

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approval of the University President taking into consideration the

applicable laws and regulations appertaining thereto.

Sec. 12. Full time faculty members shall render a minimum of forty (40)

hours a week which shall include the actual classroom instruction and

other teaching related activities such as lesson preparations, syllabi

preparations, and consultation.

Sec. 13. Full time faculty shall render a normal workload of 18

hours with 2 or more preparations and 21 hours with only 1

preparation for actual classroom instruction and other functions such as

administrative, research, extension, and production.

Sec. 14. Part-time faculty members shall carry a workload of not

more than 12 hours a week and shall also be available at least one

hour a week for consultation with students.

Sec. 15. It shall be the duty of the head of department or units to

require all personnel under him/her to strictly observe the prescribed

working hours.

Sec. 16. With the exception of the University President, all members of

the faculty shall be required to submit their duly accomplished daily

time records to the Human Resource Management Office within ten

(10) days following the last day of each month. Non-submission of said

documents shall be a valid reason to hold the salary and other

compensation of the employee concerned until he/she submits the

same.

Sec. 17. Every head of department or unit of the College shall require

the proper accomplishment of the daily time records of ll personnel

under him, including those on field assignments in prescribed form. A

copy of which shall be forwarded to the office of the HRMO.

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Sec. 18. The use of the Biometric Machine for the purpose mentioned

in preceding section is purely a personal duty of every employee and in

no case shall the said duty be delegated. (As amended by CSC MC No.

47, s. 1993)

Sec. 19. Falsification or irregularities in the observance of working

hours and the keeping and accomplishment of daily time records shall

be valid grounds for appropriate disciplinary action.

II. FACULTY WORKLOAD

Sec. 1. The normal teaching load of each regular faculty in the tertiary

level of SKSU shall be based on the number of preparations per week

per semester, i.e. 21 units for one (1) preparation, 18 units for two (2) or

more preparations. In team teaching, the workload credits shall be

divided proportionately among the concerned parties.

Sec. 2. Computation of workload on subject with lecture and laboratory

shall be based on the actual hours required in the subject not on the

credit unit of the subject.

Sec. 3. The basic function of the faculty in the academe is

instruction. Nevertheless, all teaching personnel of SKSU may be

required to perform additional functions such as: (1) administrative

duties; (2) research and development work; (3) extension services;

and (4) resource generation activities.

Sec. 4. Corollary functions of the teaching personnel may include the

following: (1) lesson preparation; (2) preparation of the Table of

Specification (TOS) and correction of papers; (3) student consultation;

(4) attendance in committee meetings and activities; (5) preparation of

course syllabi, teaching guides and other related instructional materials;

and (6) involvement in research, extension and production activities.

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Sec. 5. The compensation of visiting, affiliate and part-time faculty shall

be based on the actual number of teaching hours rendered, in

accordance with the applicable policies and guidelines.

Sec. 6. Exchange professors/lecturers shall be governed by an

appropriate Memorandum of Agreement (MOA) or contractual

appointments in accordance with law. Their compensation shall be

based on the number of working hours rendered, in accordance with

existing policies and guidelines of SKSU.

Sec. 7. The University President may designate one faculty member to

render full time services for any of the functional areas in research,

extension, resource generation and in other project/program

involvement subject to the approval of the Board.

Sec. 8. Beyond the normal workload or fulltime equivalent (FTE)

or per Memorandum of Agreement (MOA) or contractual appointment,

a faculty member may engage in other services provided it shall be in

accordance with existing laws, rules and regulations.

Sec. 9. The contact hour (CH) per week of actual teaching (AT) in

the Full Time Equivalent (FTE) of the faculty shall be based on the

following weighted values:

9.1. For graduate/undergraduate Lecture subject 1hour

AT=1.00 CH

9.2. For graduate/undergraduate Lecture lab/shop course 1hour

AT= 0.75 CH

Sec. 10. The regular faculty shall be entitled to have an overload pay

and load displacement as provided in the approved policies of the

University.

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Sec. 11. In case of excess load, it shall be credited as compensatory

time off credit based on existing rules and regulations. (CSC & DBM

Joint Circular No. 2 s. 2004)

Sec. 12. All university personnel with academic rank shall teach.

Sec. 13. Computation of workload on subject with lecture and

laboratory shall be based on the actual contact hours required by the

subject not on the credit unit of the subject.

Sec. 14. The maximum workload of part-time faculty members who are

not connected with SKSU or from any other agencies shall be twelve

(12) units, while that of SKSU part-time faculty shall have a maximum

of six (6) units only to include non-teaching personnel scheduled after

office hours.

Sec. 15. Incidental to the function of teaching may include among other

activities: a) lesson preparations; b) correcting papers c) student

consultation; d) attendance to committee meeting; e) preparation of

course syllabi, teaching guides and other related instructional materials.

Sec. 16. The main function of the faculty member in the academe is

classroom instruction. In view thereof, all regular faculty members of

the University shall be required to handle subject/s every semester

which may be complemented with any of the following functions;

a) administrative duties; b) academic related assignments; c) research

works; and d) production and income – generation or e) extension

activities, which are provided with corresponding credit load

equivalent.

Sec. 17. In the undergraduate and laboratory high school, a lecture is

given a credit – load of 1.0 unit per contact hour/week/ semester while

a laboratory class is given a credit of 0.80 unit per contact hour/week/

semester.

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Sec. 18. The excess of forty (40) students for undergraduate classes on

non-laboratory/lecture and twenty five (25) students for laboratory

classes shall be given an additional unit credit– load of 0.02 per excess

student.

Sec. 19. In team teaching, the workload units shall be divided

proportionately among the concerned parties.

Sec. 20. A faculty member who is designated to an administrative

function shall be entitled to service credits. As such, he/ she shall

render full time services during Christmas, semestral break, and

summer vacation.

Sec. 21. The teaching load assignment shall be based on the field of

specialization and in accordance with the government policies,

standards, and guidelines.

Sec. 22. Contract of service faculty members shall render a normal

workload of twenty one twenty one (21) units for two or more

preparations and twenty four (24) with one preparation. In excess of

twenty four (24) units, they are entitled to receive an overload pay

with a maximum of s i x ( 6) units based on DBM existing rules and

regulations. Other provisions appurtenant thereto should be clearly

indicated in the contract.

Sec. 23. In excess of the normal workload, full time faculty members

shall be paid an overload pay of not more than six (6) units/semester,

however, in excess of the six (6) units overload, it shall be converted to

leave credits consumable within a year. The computation of the

payment shall be based on the DBM circulars and CSC rules and

regulations.

Sec. 24. The designated faculty members shall not handle overload

subjects during official hours.

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Sec. 25. The designated faculty members may engage in part-time

teaching beyond official time requested by the Dean concerned

duly recommended by the Campus Director and approved by the

University President.

Sec. 26. The designated faculty shall be given a maximum load of six

(6) units during summer.

Sec. 27. Faculty members without designations assigned to teach

summer classes shall be compensated based on existing DBM rules

and regulations.

Sec. 28. Designations of the faculty shall be based on the approved

organizational structure.

Sec. 29. Faculty member who shall be assigned to teach on a specific

period (crash course) to other campuses where his/her expertise is

needed is entitled to avail of transportation, board and lodging benefits

which will be provided by the host campus subject to the approval

of concerned authorities.

Sec. 30. Designated regular faculty members are entitled for load

displacements wh i ch a re as follows:

DESIGNATION DELOADIN

G UNITS

A. University Wide

1. Vice President

2. Division Directors

3. Division Chairperson

4. Special Designation

15

12

6

9

B. Campus Level

1. Campus Director

2. Campus Dean

3. College Dean

15

12

9

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4. Program Chairman

5. Campus Secretary/Registrar/Cashier

6. Campus Coordinator on the mandated

functions i.e.,

Research Extension & Production

6

6

6

C. College Level

1. College Secretary

2. College Coordinators

3. Class/Club Advisers (High School)

3

3

3

D. Research/Extension

1. One Program (without honorarium)

2. One Project (without honorarium)

3. One Study (without honorarium)

9

6

3

E. Production Activities

1. Project In Charge (2 or more components)

2. Project In Charge (one component only)

6

3

Sec. 31. Multi-tasking is encouraged however, only one designation will

be given the corresponding credit.

Sec. 32. Faculty assigned to handle OJT and/or Practice Teaching shall

be given a maximum of one (1) class only.

Sec. 33. Civic engagement activity handled by faculty members shall be

given a load equivalent to three (3) units in a maximum of one class.

III. BASIC SALARIES

Sec. 1. All members of the faculty shall receive salaries in accordance

with the salary schedule provided by the faculty positions under existing

compensation circular issued by the Department of Budget and

Management and/or other competent authorities.

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Sec. 2. Non-regular and/or contractual faculty members shall be

entitled to the compensation stipulated in their contract of employment

as provided for by applicable laws, rules and regulations.

IV. ADDITIONAL COMPENSATION

Sec. 1. All regular faculty members shall be entitled to other

compensations such as allowances, year-end bonus and other forms of

compensation in accordance with existing laws and regulations.

Sec. 2. Authorized officials of the college shall be entitled to fixed

representation and transportation allowances and other incentives

prescribed by existing laws and regulations.

Sec. 3. A faculty member who is designated by the University President

to perform other duties and functions in addition to those prescribed in

their appointive positions shall be entitled to receive appropriate forms

of incentive pays allowed under existing laws and regulations for extra

services rendered.

Sec. 4. Honorarium for teaching overload and teaching during summer

sessions for faculty members shall be given a rate authorized by

existing laws and regulations.

Sec. 5. Representation Allowance and Travelling Allowance (RATA) for

designated vice-presidents, deans of colleges, directors of

centers/institutes/services and satellite campuses shall be in

accordance with the existing laws, rules, and regulations.

V. PART-TIME TEACHING

Sec. 1. To maintain the quality of education in teaching areas, the SUC

may appoint a teaching staff on a part-time basis provided that he/she

meets the requirement of the position.

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Part-time appointment may either be to a regular plantilla

faculty position or hiring through a contract of service with duly

approved request.

Working hours of part-time teaching staff shall be as follows:

1. Part-time teaching may be allowed to a n external faculty

(not connected with the ( SKSU) provided he/she secures and

presents an approved permit from his/her head of office/agency.

2. Part-time teaching may be allowed to a regular faculty and non-

teaching personnel of the University provided that it is

conducted after office hours with a maximum of six (6) units

only.

3. Part-time teachers may not be required to use the Biometric

Machine. However, they shall be required to keep records of

their attendance in a logbook and accomplish CS Form 48

(DTR) consistent with the entries in the logbook for accounting

and auditing requirements.

4. The University shall establish a mechanism of accountability

with appropriate sanctions relative to part-timers covered by

contract of service.

Sec. 2. Flexi time Schedule – Faculty members may be allowed to

apply for flexible working hours, so they can perform their four fold

functions of instruction, consultation, research and extension services

and production, provided that the prescribed forty hours work per

week shall be implemented. Request for flexi time shall be duly

approved by the President.

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VI. LEAVE BENEFITS

Sec. 1. Leave benefits of faculty members of SUCs shall be at the

discretion of the SUC Governing Board pursuant to Section 4 (h) of the

Higher Education Modernization Act of 1997 (RA 8292). However, in

the absence of such specific provisions, the General Leave Law and the

Omnibus Rules on Leave shall be applicable. Hence, SUCs should

promulgate their own implementing rules relative thereto. Said

implementing rules should be submitted to the Civil Service

Commission for recording.

Leave of absence in the University shall be classified as teacher’s

leave, cumulative leave (vacation and sick leave), maternity leave and

other leaves provided by law. This shall be followed until repealed or

amended.

Sec. 1.1. Teacher’s leave

Sec. 1.1.1. Full time members of the faculty who do not

normally perform administrative functions shall be on a

teacher’s leave basis. They shall render service for only forty

weeks of the calendar year, and shall be entitled to two weeks

Christmas vacation and ten weeks long vacation period, less

deductions for proportionate reduction of vacation due to

absences without pay during the school year, if any.

Sec. 1.1.2. The inter-semester period shall be a vacation for

the full time faculty members, provided that they shall submit

students’ grades and comply all other requirements.

Sec. 1.1.3. Service credits may be granted to faculty members

on teacher’s leave basis for services rendered by them during

vacation period and/or non-working days; provided, that such

services are duly authorized by proper authorities.

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Sec. 1.1.4. Service credits may be used for purposes of the

following:

Sec. 1.1.4.1. To offset authorized absences due to illness

of the faculty or any member of his immediate family;

Sec. 1.1.4.2. To offset deduction for proportionate

reduction of vacation with pay; and

Sec. 1.1.4.3. To offset absences without pay to maternity

leave.

Sec. 1.2. Cumulative Leave

Sec. 1.2.1. Vacation and sick leave shall be granted to a member of

the faculty who regularly performs administrative functions whether

permanent or temporary.

Sec. 1.2.2. After six (6) months of continuous and satisfactory

service, the person mentioned in the preceding article shall be

entitled to vacation and sick leave at the rate of fifteen (15) days’

vacation and fifteen (15) days sick leave of absence with full pay,

exclusive of Saturdays and Sundays, and holidays for each year of

service.

Sec. 1.2.3. Vacation leave and sick leave shall be cumulative

and any part thereof which may not be taken within the calendar

year in which it was earned maybe carried over to the succeeding

year; and whenever any officer or employee referred to herein shall

voluntarily resign or be separated from the service through no fault

of his/her own, he/she shall be entitled to the commutation of all

accumulated vacation and /or sick leave to his/her credit; provided,

that the president may in his/her discretion authorize the

commutation of the salary that would be received during the period

of vacation and sick leave of any appointed officer, employee,

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faculty or laborer of the University and direct its payment on or

before the beginning of such leave from the fund out of which the

salary would have been paid. Provided furthermore, that no

person whose leave has been commuted following the separation

from the service, shall be reappointed or reemployed in the

University before the expiration of the commuted leave unless

he/she first refund the money value of the unexpired portion of the

leave commuted.

Sec. 1.2.4. Vacation leave may be enjoyed for any cause

provided the employer’s service can be spared without detriment

to the service. Sick leave however, may be granted only on

account of sickness on the part of the employee concerned or of

any member of his/her immediate family, not due to immoral habits,

intemperance or willful misconduct.

Sec. 1.2.5. A forced leave of five (5) days per year shall be

required of all academic personnel designated to perform

administrative functions. The five (5) days shall be deducted from

his/her annual vacation/sick leave. In exigency of service, or faculty

shall not be deducted by his/her annual vacation/sick leave.

Sec. 1.3. Maternity Leave

Sec. 1.3.1. Maternity leave shall be granted to female faculty

members subject to the existing laws and regulations.

Sec. 1.3.2. Every female faculty member who is an expectant

mother must go on maternity leave at least fifteen (15) days

before the expected date of delivery.

Sec. 1.3.3. Faculty members who are expectant mothers must go

on maternity leave on the prescribed form duly supported by a

medical certificate through their immediate supervisor, at least

three weeks before the effective date of leave. Faculty members

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who are expectant mothers should submit applications for

maternity leave on the prescribed form.

Sec. 1.3.4. A faculty member may return to duty on the day

following the expiration of her maternity leave of sixty (60) days.

She may however, extend such leave beyond the prescribed

sixty day period. If she chooses to do so, she shall notify the

President through channels to make necessary arrangements for

the continuance of the service of the substitute teacher not later

than two weeks prior to termination of the sixty day period.

The extension of the leave shall be without pay and shall not

exceed one year, unless the cause of extension is an

account of illness for which the leave shall be with or without pay

as the case may be, subject to the availability of service

credits which could be used to offset absence on account of

illness. The pay is not however, commutable.

A faculty on maternity leave may return to duty at any time during

the semester after the termination of her leave. The substitute

teacher upon her return of duty shall relinquish her position.

Sec. 1.3.5. If a female faculty member applies for a leave

immediately after the expiration of her maternity leave such leave

shall be charged against her vacation and sick leave of service

credits whichever is applicable.

Sec. 1.3.6. The vacation and service credit of a teacher on a

teacher’s leave basis maybe used to offset absence due to

maternity leave without pay. However, her salary corresponding

to the period offset by her vacation service credits is not

commutable.

Sec.1.3.7. A faculty member who is enjoying a maternity leave

maybe permitted to go back to work before the expiration of the

leave upon certification of a doctor about her fitness to work.

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Sec. 1.3.8. When a teacher goes on maternity leave at the

beginning of the Christmas vacation, or of the long vacation, she

should be granted first the Christmas vacation pay or the long

vacation pay, and then the sixty (60) days maternity leave with pay.

Sec. 1.3.9. Proportional vacation pay should not be granted at the

time the faculty goes on maternity leave if her leave does not

extend to the end of the school year. In computing for long

vacation pay for the school year, the period of actual service

rendered during the school year including that covered by the

maternity leave, as well as the absences offset by vacation service,

should be counted as service rendered during the school year.

Sec. 1.3.10. Part-time members of the faculty who expect to give

birth during the semester should notify their respective

dean/department chairman about the matter. They shall not be

given assignments during the semester in which they expect to give

birth. Violation of this provision shall deprive the faculty of

assignments in the succeeding term.

Sec. 1.4. Paternity Leave

The Civil Service Omnibus Rules on Leave, which contain the

Implementing Rules and Regulations of RA No.8187, also known

as the Paternity Leave Act of 1996, for the public sector, provide

the conditions for the grant of paternity leave. Sec. 20 of the rules

now reads as: “Paternity leave of seven days shall be non-

cumulative and strictly non-convertible to cash. The same may be

enjoyed either in a continuous or in an intermittent manner by the

employee on the days immediately, before, during, and after the

child birth or miscarriage of his legitimate spouse. Said leave

shall be availed of not later than 60 days after the date of the child’s

delivery.”

RA 8187 Grants paternity leave of seven days with full pay

to all married male employees in the private and public sectors to

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enable the married male employee to effectively lend support and

assistance to his wife in her period of recovery and in nursing their

newly born child.

Sec. 1.5. Leave Without Pay and Unexplained Absences

Sec. 1.5.1. Leave of absence without pay, not to exceed one year at

a time, shall be granted for good cause, the absence to be timed in

advance so as not to interfere with the work of the University;

provided, however, that where a leave of absence without pay is

applied for in order that the applicant may pursue advanced

studies abroad, the University President may direct the Vice

President for Academic Affairs to ascertain whether it would be more

feasible arrangement for the University. In case the application is

granted, to allot the functions of the absent faculty member among

the remaining members or to employ a substitute, and to make a

corresponding report thereof.

Sec. 1.5.2. Any member of the faculty, officer or employee of the

University shall be dropped from the service for unexplained

continuous absences for a period of six months.

Sec. 1.6. Special Leave Privileges

In addition to the teacher sick, cumulative, maternity, paternity leave

without pay and unexplained absences, officials and employees with or

without existing or approved Collective Negotiation Agreement (CNA),

except teachers and those covered by special leave laws, are granted

the following special leave privileges subject to the conditions

hereunder stated:

Sec. 1.6.1. Personal milestone such as birthdays, wedding

anniversary celebrations, death anniversaries, and other similar

milestones.

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Sec. 1.6.2. Parental obligations such as attendance in school

programs, PTA meetings, graduations, first communion; medical

needs, among others, where a child of the government employee is

involved.

Sec. 1.6.3. Filial obligations to cover the employee’s moral

obligation toward his/her parent and siblings for their medical and

social needs.

Sec. 1.6.4. Domestic emergencies such as sudden urgent repairs

needed at home, sudden absence of a yaya or maid, and the like.

Sec. 1.6.5. Personal transactions to cover the entire range of

transactions an individual does with government and private offices

such as paying taxes, court appearances, arranging a housing loan,

etc.

Sec. 1.6.6. Calamity, accident, hospitalization leave pertaining to

force majeure events that affect the life, limb and property of the

employee or his/her immediate family.

Sec. 1.6.6.1 An employee can still avail of his/her birthday or

wedding anniversary leave if such occasion falls on either a

Saturday, Sunday or Holiday, either before or after the occasion.

Sec. 1.6.6.2 Employees applying for special privilege leaves

shall no longer be required to present proof that they are entitled

to avail of such leaves.

Sec. 1.6.6.3. Three day limit for a given year shall be strictly

observed: an employee can avail of one special privilege leave

for three (3) days or a combination of any of the leaves for

maximum of three (3) days in a given year. Special leave

privileges are non-cumulative and strictly no-convertible to cash.

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CHAPTER 7

CAREER ADVANCEMENT AND OTHER PERSONNEL ACTIONS

I. ADVANCEMENT IN RANK OR POSITION

Sec. 1. Advancement in rank or position of faculty members of the

University shall either be by promotion to next higher position or by

appointment to an upgraded or reclassified position based on NBC 461

evaluation results, usually accompanied by an increase in salary.

Sec. 2. The policies and procedures established in the Merit System

and Promotion Plans for the faculty members of the University shall be

strictly observed in the promotion or advancement in rank or position.

Sec. 3. The Civil Service rules and procedures for promotion of

employees in government service shall be supplementary to the duly

approved Merit System and Promotion Plans of the University.

Sec. 4. Upgrading and reclassification of appointive positions of the

University shall be subject to the approval of higher authorities.

II. APPOINTMENT OF UNIVERSITY AND COLLEGE PROFESSORS

Sec. 1. Subject to the provisions of applicable laws and regulations, and

the confirmation of the Board of Regents, the University President shall

recommend/appoint at least one (1) University Professor/one (1)

College Professor from among the qualified/accredited full-

fledged professors of the University subject to NBC 461 Evaluation

Result.

Sec. 2. To qualify for the position of University or College Professor, a

faculty with a full-fledged professional rank must have reached the

required number of credit points for the position, as prescribed by

pertinent laws and regulations, and must be an outstanding scholar,

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scientist or artist, must have expert knowledge in at least one

field, a broad understanding of other branches of knowledge along

his/her field of expertise, and must be regionally, nationally and/or

internationally recognized in the field.

III. OTHER PERSONNEL ACTIONS

Other personnel actions such as transfer, reinstatement,

reemployment, detail, demotion, separation and other actions shall be

governed by existing Civil Service laws, rules and regulations and other

pertinent policies prescribed by the University.

Sec. 1. Nature of Appointment. The nature of appointment shall be as

follows:

a. Orig ina l – refers to the initial entry into the career and non-career

service. However, for those in the career service, the first two years

of service following a permanent appointment shall be probationary

in nature and shall maintain a faculty performance rating of Very

Satisfactory (VS). A probationer may be dropped from the service for

unsatisfactory conduct or want of capacity any time before the

expiration of the probationary period, provided that such action is

appealable to the Commission. (As amended by CSC MC No. 15, s.

1999)

b. Promotion – is the advancement of an employee from one

position to another with an increase in duties and responsibilities

as authorized by law, and usually accompanied by an increase in

salary. Promotion may be from one department or agency to

another or from one organizational unit to another within the same

department or agency.

c. Transfer – is the movement of employee from one position to

another which is of equivalent rank, level or salary without break

in the service involving the issuance of an appointment.

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The transfer may be from one department or agency to another or

from one organizational unit to another in the same department or

agency: Provided, however, that any movement from the non-

career service to the career service shall not be considered as a

transfer.

d. Reemployment – is the reappointment of a person who has been

previously appointed to a position in the career or non-career

service under permanent status but was separated therefrom as

a result of reduction in force, reorganization, retirement,

voluntary resignation, or of any non-disciplinary actions such as

dropping from the rolls and other modes of separation.

Reemployment presupposes a gap in the service. (As amended by

CSC MC No. 15, s. 1999)

e. Reappointment is the re issuance of an appointment during

r e o r g a n i z a t i o n , devolution, salary standardization, re

rationalization or similar events. Reappointment presupposes no gap

in the service.

f. Reinstatement – is the issuance of an appointment to a

person who has been previously appointed to a position in the

career service and who has, through no delinquency or

misconduct, been separated therefrom or to one who has been

exonerated of the administrative charges unless the decision

exonerating him\her specifies restoration to his\her previous position.

g. Renewal – refers to the subsequent appointment issued upon the

expiration of the appointment of the contractual/ casual

personnel, or temporary appointment, if a qualified and eligible

is not actually available, as certified by the Civil Service

Regional Director or Field Officer. Renewal presupposes no gap in

the service.

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h. Demotion – is the movement of an employee from one

position to another with reduction in duties, responsibilities,

status or rank, which may or may not involve reduction in salary

and is not disciplinary in nature.

i. Upgrading/ Reclassification – refers to the change in

position title with the corresponding increase in salary grade.

Positions are upgraded in order to attain effectively the functions

and duties attached to the position and for the employee to perform

an all-around adaptability in meeting diverse work assignments. This

requires issuance of appointment.

Sec. 2. Adjustments or movements of personnel which do not involve

changes in position title, rank or status do not need the issuance of an

appointment, provided that the existing appointment does not specify

the working station. Such adjustments shall include the following:

a. Change in item number only;

b. Salary adjustment;

c. Step increment; and

d. Reinstatement (to the same position)

Sec. 3. Other Personnel Movements. The following personnel

movements which will not require issuance of an appointment shall

nevertheless require an office order by duly authorized official:

a. Reassignment – movement of an employee across the

organizational structure within the same department or agency, which

does not involve a reduction in rank, status or salary.

b. Detail – temporary movement of an employee from one department

or agency to another which does not involve a reduction in rank,

status or salary.

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c. Secondment – movement of an employee from one department

or agency to another which is temporary in nature and which

may or may not require the issuance of an appointment which

may either involve increase in compensation and benefits.

d. Job Rotation– the sequential or reciprocal movement of an

employee from one office to another or from one division to another

within the same agency as a means for developing and enhancing

the potentials of people in an organization by exposing them to the

work functions of the agency.

The duration of the job rotation program shall be within the

period prescribed by the department/ agency head but shall not

exceed twelve (12) months.

e. Designation – is merely an imposition of additional duties to be

performed by a public official which is temporary and can be

terminated anytime at the pleasure of the appointing authority. (As

amended by CSC MC No. 15, s. 1999)

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CHAPTER 8

PERFORMANCE APPRAISAL AND INCENTIVE AWARD SYSTEM

I. PERFORMANCE APPRAISAL SYSTEM

Sec. 1. The performance of all University personnel shall be evaluated

in accordance with the Performance Appraisal S ystem established by

the University which shall be administered in such manner as to

continually foster the improvement of individual employee efficiency

and organizational effectiveness.

Sec. 2. The Performance Appraisal System may provide for at least five

adjectival ratings, such as: Outstanding, Very Satisfactory, Satisfactory,

Unsatisfactory, and Poor.

Sec. 3. No employee shall be considered for promotion without a record

of two performance ratings of at least very satisfactory immediately

preceding the assessment of candidates for advancement to higher

ranks or positions. Performance ratings of officials and employees of

the University shall also be the main basis in the granting of the

production incentive bonus, if available.

II. PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE

EXCELLENCE (PRAISE)

Sec. 1. There shall be an established Incentive and Award System in

the University which shall encourage creativity, innovativeness,

efficiency and integrity in the public service by recognizing and

rewarding faculty members, individually or in groups, for their

suggestions, inventions, superior accomplishments, and other

personnel efforts which contribute to the efficiency, economy, or other

extraordinary acts and service in the public interest. The university

shall establish a criteria duly approved by the BOR.

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Sec. 2. All permanent members of the faculty who meet the criteria

for each specific award shall be entitled to receive the award including

those whose responsibilities include the making of suggestions,

formulation of plans, and policies or making recommendations to

achieve greater efficiency and economy in the University.

Sec. 3. Recipients of honor awards shall be given preference in

promotion and training scholarship grants.

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CHAPTER 9

LEARNING AND DEVELOPMENT

I. GENERAL POLICY

Section 1. In order to achieve the objectives of bringing about highly

educated and professionalized manpower resources, the University

shall develop and implement a continuing program of training and

development for its faculty.

Section 2. The University shall encourage its faculty to pursue

relevant local and foreign-assisted trainings/scholarship grants and

attend seminars/conferences/workshops and other Human Resource

Development Courses.

Section 3. Selection of participants to learning and development

programs shall be based on actual needs of the Campus for

specialization and enhancement of competence preferably vertically

articulated courses, taking into consideration the organizational

priorities and academic programs based on the University four-fold

function of Instruction, Research, Extension and Production.

Section 4. Preference shall be given to candidates with permanent

status.

Section 5. Faculty members accepted through highly competitive

admission requirements in a Doctorate Degree program from state

institution and prestigious private academic institutions as well as

foreign institutions of learning should be given the privilege to be sent

for an official study leave.

Section 6. Scholars for Doctorate Degree Program after the

completion of their term shall not immediately apply for Post-

Doctorate Degree Program scholarship unless he/she has served the

required return service. However, if such is meritorious, the scholar

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should inform the UFTDC in writing, his/her intention for proper

evaluation and subsequent submission to the President for

appropriate action (e.g able to avail scholarship from outside or other

sources).

Section 7. Scholars who are on study leave within the period of

evaluation (NBC 461) are not recommended for promotion.

Section 8. Scholars who failed to fulfil a scholarship agreement due

to personal delinquency shall not be recommended by the University

for any scholarship in the future.

Section 9. There will be a maximum of eight (8) institutional scholars

to be sent every year subject to availability of funds, preferably one

per priority program per campus.

Section 10. Recipients of scholarships are not allowed to handle part-

time load.

Section 11. For externally funded scholarship studies, policies and

guidelines of the sponsoring agency shall be observed.

Section 12. Considering the unique degree equivalency for

professors in the College of Law based on CSC rules and guidelines,

a distinct scholarship policy shall be formulated by their College for

approval of the Board.

Section 13. The granting of trainings, seminars, workshops, study

leave shall be in accordance with the five (5) year human resource

development plan (FYHRDP) provided that these provisions shall be

strictly observed.

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II. SCHOLARSHIPS, FELLOWSHIPS AND TRAINING GRANTS

Section 1. The University President shall create a University Faculty

Training and Development Committee (UFTDC) to be composed of

the following:

a. Vice President for Academic Affairs as Chairperson;

b. Director for Learning and Development as Vice-Chairperson;

c. Campus Directors/Deans as member;

d. President of Faculty Association as member;

e. Director for Instruction as member;

f. Department or unit heads where the field of grant/ scholarship/

training/ occurs as member; and

g. HRD Chairperson as Secretary.

Section 2. To administer the Faculty Training and Development

Program of the University, the following are identified duties and

responsibilities of the University Faculty Training and Development

Committee (UFTDC):

a. To continuously review the priority concern of each

campus/college in relation to the five (5) Year Faculty

Development Plan;

b. To determine the number/percentage of grantees per year,

provided that the deans/director or heads of unit shall certify

that the course applied for is the priority need, provided finally,

will contribute to the attainment of the goals and objectives of

the University;

c. To continuously undertake a review of the policies and

guidelines and submit recommendation for their revision from

time to time.

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d. To formulate policies rules and regulations for the Human

Resource Development;

e. To inform the Deans, Directors, Department Chairperson, and

the scholars about rules or regulations or agenda to the

existing policies and guidelines concerning faculty training and

development program;

f. To submit semi-annual/semester report to the Office of the

President on the progress and activities of the scholars;

g. To assist the Office of the President in implementing the

scholarship program/agreement between the scholar and the

University;

h. To establish data bank for faculty training and development

program;

i. To hold a regular meeting provided that special meetings may

call as the need arises; and

j. To perform all other related functions duties and

responsibilities.

Section 3. The Criteria for Selection of Candidates for Institutional

Scholarship Programs are the following:

a. The Candidate must be recommended by his/her College

Dean/Campus Director;

b. She/He must submit an application letter stating his/her desire

to avail of such grant;

c. Field of study must be a priority need of the University or in

line with his/her area of specialization, unless the candidate is

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finishing his/her graduate/post graduate studies on the date of

the scholarship grant;

d. Must be a Master or Doctorate Degree holder as the case may

be from a College or University of good standing;

e. Must enrol in a duly CHED accredited institution public or

private and with prior approval from the President upon

recommendation of the UFTDC as the case may be;

f. He must have served the University for at least two (2) years

as permanent employee;

g. Age must not be more than 50 years old for the Doctorate

Degree program;

h. Must have a Very Satisfactory Performance rating for the last

two (2) consecutive years;

i. Must be physically fit to undergo scholarship or training;

j. A lady applicant must not be pregnant upon application and

during the duration of her scholarship;

k. A lady applicant must not have a child below one (1) year old

upon application;

l. Must pass the interview of the University Faculty Training and

Development Committee.

Section 4. The Documents for Submission to the Learning and

Development Division for the Institutional Scholarship Program

application are the following (To be submitted for initial screening):

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a. Letter of Intent

b. Scholarship Application form ( UFTDC Form 1)

c. Chairperson’s/Dean’s Recommendation to Accompany

Application (UFTDC Form 2)

d. Certified photocopy of Transcript of Records

e. Certified Service Record

f. Performance rating for the past two (2) years

g. Medical Certificate

h. Two (2x2) ID picture

i. Sworn statement of no pending administrative and/or criminal

case files against the applicant.

To be submitted after passing the final screening:

j. Clearance from University

k. Scholarship Agreement with the University and the Sponsoring

Agency (UFTDC Form 3)

l. Re-entry Plan (UFTDC 4)

m. Study Leave Form (CSC Form 6)

Section 5. Categories for SKSU - Institutional Scholarship Program:

a. Category A. Full Scholarship

Free Tuition fees/ miscellaneous fees/stipend/book/ travel

allowance/dissertation assistance for faculty in full time.

b. Category B

Free tuition and Miscellaneous fees, dissertation assistance to

faculty pursuing the Doctorate Degree Program during Saturdays

or Sundays as well as during summer who are enrolled in a

CHED accredited institution recommended by the UFTDC.

c. Category C

Free tuition, module assistance, travel allowance and dissertation

assistance to faculty who are undertaking distance learning

program.

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d. Category D

Dissertation Assistance to faculty members who are studying

during Saturdays and Sundays provided that he/she will only

handle maximum load of six (6) units every regular semester and

no load during summer.

e. Category E.

Study leave with pay for a maximum of one year and dissertation

assistance to those faculty who are undergoing dissertation

writing.

Section 6. The College Dean/ Campus Director will conduct a formal

screening process to select or nominate the campus candidate for the

scholarship. Nominees are then endorsed to the UFTDC for final

screening before submitting their names to the University President for

approval.

Section 7. The grantees are entitled of the following Allowances and

other Privileges:

a. Tuition Fee/ Miscellaneous

Actual expenses

b. Book allowance

P10,000.00/term

c. Stipend

P10,000.00/month

d. Module

P5,000.00/term

e. Travel Allowance (once per term)

Actual expenses

f. Dissertation

P50,000.00

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Section 8. Duration of Scholarship

a. For Doctorate Degree Program- Three (3) years.

b. Short Term Programs/ Courses - Six (6) months to one

(1) year. One school year includes three academic terms, (two

semesters and one summer unless the institution where he/she

is enrolled on a trimester scheme).

Section 9. Deadline of Filing the Application. All applicants for

scholarship/ study leave must be filed sixty (60) days before the start of

the semesters/summer when the grantee intends to study. Application

not submitted within the period shall not be entertained by the

Committee except in some cases when the grantee is sponsored by a

sponsoring agency.

Section 10. Awarding of Scholarship. The faculty applicant shall be

awarded with the scholarship once submitted the certificate of

admission from CHED-accredited institution that is recommended by

the Committee.

Section 11. Reporting and Monitoring. Submission of the report to the

UFTDC must be within fifteen (15) days after the semester/summer.

Section 12. Obligations of the Grantee/Scholar:

a. Complete the program within the specified period of 3 years

for Doctorate studies.

b. In any unavoidable circumstances, authorized extension

shall only be in maximum of one (1) school year.

c. Enrol in an institution selected by the SKSU management

through the UFTDC and in the program and specialization

needed by the SKSU.

d. Strictly observed the provisions required in the scholarship

contract between the grantee and the sponsoring institution

or agency.

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e. Maintain the weighted average required by the graduate

school where the student is enrolled.

f. In case of “force majeure” preventing the completion of the

program within the timetable, justification accompanied

must be presented to UFTDC for approval by the University

President.

g. Deferment of scholarship grant/study leave is strictly

discouraged except:

1. Serious illness (that affect the mental/physical capacity

of the grantee/scholar)

2. In case, the subject(s) offered during the term/semester

has already been taken by grantee shall return

h. Should submit a progress report every semester to the

UFTDC through Learning and Development Division.

Failure to comply for two consecutive semesters means

discontinuance of the release of stipend and other benefits.

i. Upon completion of the scholarship grant he/she shall

submit scholastic transcript of records with Special order if

necessary, re –entry plan, and copy of the books upon

reinstatement. However, failure to comply with the

submission of scholastic records, scholar is given a

maximum of one (1) semester to submit otherwise, they will

refund.

j. Must return immediately to SKSU after completion of the

grant. However, request for another study leave/grant

before the required return service whether local or

international may be granted on a case to case basis

especially when the sponsoring agency recommends such

study grant.

k. No change or shift in his/her field of specialization, or

transfer to another school/ University without prior approval

of the President upon recommendation of the UFTDC.

l. No return of service without a reinstatement letter duly

endorsed by the UFTDC to the HRMO, and approved by

the University President.

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m. Be “recalled” immediately in case in poor academic

performance with a general weighted average of 2.00 and

below.

n. Refund in full in the SKSU, any form of expenses as

salary/allowances, and other financial

privileges/allowances, for failure to comply with the

foregoing conditions though his/her wilful

neglect/resignation/retirement or other causes within his/her

control.

Section 13. Early Completion Incentive. Should on GRANTEE obtain

his/her respective degree at least one regular term (semester, trimester

or quarter) ahead of the approved plan of study, he/she shall be entitled

to a cash incentive equivalent to the total remaining living allowance for

the scholarship period;

Section 14. Service Obligation.

a. After finishing the program he/she must serve the University

as follows:

Program Type

Length of Study

Grant

Return Service

(years)

Short Term

Programs/ Courses

Less 6 months 1 year

Short Term

Programs/

Courses

6 months to 1

year

2 years

Doctorate

Degree

Program

3 years 6 years

Authorized

Extension

1 year 2 years

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b. Any service rendered before the completion of the graduate

degree shall not be counted as part of the service

obligation.

c. Reinstatement prior to the completion of the degree is

discouraged.

Section 15. Aside from the privileges allowances enjoyed by the

scholar, faculty members who finished their Doctorate Degree at their

own expense without enjoying any benefits will be given dissertation

assistance provided that such grantee could comply with the

requirements required by the UFTDC. If funds are not available during

the year of reproduction/preparation of dissertation, 50% may be

advanced and the same may be paid or reimbursed when funds

become available but the grantee must submit the approval sheet of

his/her dissertation to the UFTDC for its recommendation to the

University President.

Section 16. The grant/ scholarship shall be terminated under any of the

following circumstances:

a. The grantee fails to meet the academic standards set by

the university which is GWA of two (2.00) per term or

semester;

b. The grantee wilfully fails to enrol in the required academic

load of the University where they enrolled;

c. The grantee fails to enrol for any term or drops any of

his/her courses without the approval of the University where

they enrolled and the sponsoring agency (University).

d. The grantee exceeds the time allotted to finish the program;

e. Commission of any act of immorality, drunkenness,

dishonest and any other form of misconduct;

f. Conviction of any crime by a court or proper

administrative body; and

g. Such other acts as may be considered as inimical to the

interest of the government of the Republic of the Philippines

and those that adversely affect the integrity of CHED.

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Section 17. The SKSU- FTDP Refund Guidelines shall apply to

scholars from the commencement of scholarship up to the authorized

extension period. Scholars who failed to finish their courses or

scholarship grant and who obtained their Doctorate Degree but failed to

complete the required service obligation shall also refund to the agency

the salaries, allowances, benefits and other government funds they

received while on scholarship. The refund of salaries (net of mandatory

obligations, e.g withholding tax. GSIS, Pag-ibig, Philhealth

contributions), allowances and benefits received by the scholars from

the University shall be settled between the University President and the

scholar. The University shall furnish the COA with a copy of the

agreement.

Section 18. Those scholars who will refund are:

a. Scholars who failed to complete their studies within the

period specified to include authorized extension.

b. Scholars who fail to complete the service obligations on

account of voluntary resignation, optional retirement,

separation from the service through his or her own fault, or

other causes within the scholar’s control.

Section 19. Those scholars who will not refund are:

a. Scholars who finished their studies to include authorized

extension.

b. Scholars who have completed the service obligations.

Section 20. Refund shall commence on the fifth year from the start of

the scholarship period.

Section 21. The SKSU shall adopt its own strategies in effectively

collecting refunds guided by the following:

a. The SKSU shall officially inform the scholars concerned, that

they should refund the amount spent by the University for their

studies for failure to complete their course.

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b. The refund, in cash or check shall be collected by the SKSU

within a maximum of three (3) years to commence within one

(1) month from the date or receipt of notice of refund.

c. The refund may be paid at one time or on instalment through

salary deduction or as may be agreed upon by the SKSU and

the scholar.

d. The refund may be remitted directly to the University Cashier.

e. Administrative charges for grave misconduct or conduct

prejudicial to the best interest of the service may be filed by

the University against the scholar who failed to refund in three

years based on factual circumstances that led to the failure of

the scholar to refund and after due process.

Section 22. Refund by the Certain Scholars

a. Scholars who have been ordered to refund and/or have started

to refund shall continue to do so under arrangements already

agreed upon by the scholars and the University.

b. The refund of the University shall be waived for scholars who

died or incurred permanent disability during or after the

scholarship period and who consequently were separated from

the service.

c. Efforts should be exerted to collect from scholars who

resigned, retires or are no longer in the service. The University

should indicate in the service card of the employee concerned

the notation: “Institutional Scholar with refund obligation to the

University”.

d. Scholars who failed to obtain their degree and who transferred

to another government agency shall be required to refund to

the University. Arrangement for the refund to the University

Shall be made by the University with the new agency.

e. Scholars who wish to retire and were not able to complete

their course shall pay the full amount of the refund to the

University on or before the effectivity of the retirement which

shall be deducted from his/her terminal leave and other

benefits.

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f. The refund shall form part of the accountability of the

employee, and shall be a ground for non-issuance of

clearance from money or property accountability.

Section 23. Other Provisions

a. University President shall require all their scholars to obtain

additional clearance from the UFTDC in case of resignation.

transfer, retirement or other personnel movement except when

their separation from the service is due to abolition of position.

b. The SKSU may seek the assistance of the COA, offices in the

collection of the refund.

III. PROFESSORIAL CHAIRS

Sec.1.Members of the faculty with the rank of Professor and higher

may be assigned professorial chairs, subject to pertinent policies

and guidelines promulgated by the University.

IV. SABBATICAL ASSIGNMENT/GUIDELINES FOR SABBATICAL

LEAVE

Sec. 1. A sabbatical leave or assignment, with full salary which

may be commuted, may be granted to any regular member of the

faculty to write a book, conduct study or research work, pursue a

new idea or invention or perform any other extraordinary activity

with national or global importance and at the same time improve

his academic competence in the service of the University, provided

he meets the following qualifications herein after provided.

Sec. 2. Eligibility and Opportunity for Sabbatical Leave. Sabbatical

leave is granted only to faculty members with a rank of assistant

professor, associate professor and professor and after considering

the nature and period of service of such employee while holding

such rank at the Sultan Kudarat State University. The candidate for

leave shall have served with professorial rank at SKSU for at least

six years, but nothing herein contained shall limit the right of the

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president or his/her designee to enter into a special agreement

concerning the time of the first sabbatical leave of a member of the

faculty brought from another institution or organization.

The opportunity for taking sabbatical leave at regular intervals is

not absolutely guaranteed by SKSU and will be granted only when

the condition of the department involved and of the University in

general is such that the professor’s absence will not seriously

impair the interests of the University.

It is understood that consideration will be given to the special

conditions in small departments, even though additional expense

to the University may be involved. Sabbatical leave cannot

ordinarily be granted unless the applicant would, at the expiration

of such leave, be eligible for continued service as a faculty of the

University for at least one year before retirement.

Sec. 3. Periods of Leave; Compensation during Leave. Sabbatical

leave may be granted for a period not to exceed one (1) year only.

It is understood that a member of the faculty on sabbatical leave is

not to receive compensation for services in another institution or

organization without prior approval of the President. This shall not

be so construed, however, as to preclude either fellowships or

other grants for advanced study, or such occasional teaching,

consulting, or other professional activities as may form an integral

part of a program for advanced study.

Approval of a plan for a faculty member to receive compensation

from another organization during a sabbatical leave will be

contingent upon the ability of the University to work out an

agreement with the faculty member and the sponsoring

organization that the President, in his/her sole discretion, believes

would adequately protect the University’s interests in intellectual

property.

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Sec. 4. Time and Requirements of Application for Leave.

Completed leave form from the HR Office should be addressed to

the President of the University through the Campus Director/Dean

concerned and the Vice President for Academic Affairs.

The applicant must have a well-considered plan for spending the

leave in a manner that will clearly contribute to the best interests of

the University. A detailed written statement of this plan, together

with clear indications of its professional advantages, shall

accompany the application. Application forms should be received

in the Office of the Vice President for Academic Affairs at least one

(1) month prior the effectivity date of the sabbatical leave desired.

Sec. 5. Leave of Absence. Leave of absence, without pay, may be

granted at any time, for not more than one academic year. In

certain cases the President and the BOR may count such period of

leave as part of the consecutive years of service which are a

prerequisite to sabbatical leave.

Sec. 6. Required Report. Upon returning to the University from

sabbatical leave, the professor is required to write a detailed report

of activities during leave and reinstatement of service and shall

transmit the same to the Vice President for Academic Affairs and

Campus Director/Dean. The report is due not later than three

months following his/her return from leave.

Sec. 7. Requirements for Sabbatical Leave

1. Application for Leave (CSC Form 6)

2. Current Curriculum Vitae (dated within 90 days of

submission of the packet):

a. Education, degrees, licensure and board certification (if

relevant);

b. Professional experience including research, teaching

and service;

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c. Complete summary year by year of educational

activities including courses taught, number of students

trained or mentored, grand rounds, among others;

d. Complete summary of service on committees, task

forces, etc.;

e. Complete bibliography with citations clearly separated

and distinguished as original peer reviewed articles,

abstracts, books or chapters, case reports and

technical manuals;

f. Invited presentation at national and international

meetings;

g. Service on editorial boards and study sections; grant

award information, including grant agencies, award

periods of total funds awarded;

h. List of past post-docs and graduate students and their

current positions;

i. Plan of Work be submitted to the SKSU Scholarship

Committee and must pass the same to the Committee;

and

j. Must not be more than 60 years old.

3. Applicants shall submit, through channels, a description of

the proposed work and intended output. The scope of the

project is expected to be commensurate to the grant amount

(if any).

4. All sabbatical requests are subject to the approval of the

BOR through the University President subject to the

endorsement of the Vice President for Academic Affairs and

the Campus Directors/Deans concerned.

5. Applicant should be cleared from office accountabilities.

Sec. 8. Obligations of Grantees

A grantee shall submit the final output to the President through

the VP-AA upon report for duty after the sabbatical leave.

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A grantee who fails to comply with the terms of the

sabbatical leave shall return the full amount received.

Furthermore, he/she shall be disqualified from all University

grants.

Sec. 9. Intellectual Property Rights. Should the result of the project be

published or publicly presented or exhibited, the University shall be

acknowledged as the source of the grant. University revisions on

intellectual property rights shall likewise be implemented.

Sec. 10. A sabbatical assignment, with full salary which may be

commuted, may be granted to any regular member of the faculty to

conduct study or research work, pursue a new idea or invention or

perform any other extraordinary activity with national or global

importance and at the same time meets the following qualifications.

a. He/She must have continuously served the University as regular

faculty member for not less than six (6) consecutive years

immediately preceding his/her application for sabbatical

assignment, the last two (2) years of which with a rank not lower

than Associate Professor 1; and,

b. His/Her records in the University shall be in accordance with the

reasonable assurance of fulfilling the purpose of the assignment

expressed in his/her application.

Sec. 11. A sabbatical assignment shall not be longer than one (1) year

and shall be granted once every seven (7) years of continuous service,

provided that the requirements prescribed in the preceding sections are

satisfied.

Sec 12. Sabbatical assignment shall also be subjected to pertinent laws

and regulations and other implementing guidelines promulgated by the

University.

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CHAPTER 10

PERSONNEL RELATIONS AND WELFARE SERVICES

I. HEALTH, SAFETY AND SOCIAL SERVICES

Sec. 1.In order to sustain a high level of productivity and morale among

the faculty and staff, the University shall:

a. Take proper steps towards the creation of an atmosphere

conducive to management-employee relations and improvement

of the morale of the University personnel by making provisions for

health, safety, counseling, recreation, cooperatives, canteen and

related services;

b. Keep and maintain workplaces free from hazards that are causing

or likely to cause physical harm to employees or damage to

property; and

c. Provide security measures for the safety and protection of

personnel and properties inside the campus.

II. PERSONNEL RELATIONS

Sec. 1. To promote harmony and better management – employee

relationship and cooperation, the University shall:

a. provide a system of informing the faculty of their rights and

privileges, as well as, the rules governing their duties and

obligations;

b. facilitate the dissemination of information and the discussion of

ideas among the officials and faculty members;

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c. encourage other activities, whether athletic, social, recreational or

field trips, provided, that such activities are conclusive to the well-

being of the faculty and consistent to the objectives of faculty

development; and

d. encourage faculty to form, join or assist employee organizations

or work councils of their choice for purposes not contrary to law

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CHAPTER 11

PERFORMANCE MANAGEMENT AND PERFORMANCE

EVALUATION SYSTEM

I. General Policy

The SUC shall develop its own Performance Management System

(PMS) and Performance Evaluation System (PES) for faculty

positions/ranks to be administered in such manner as to continuously

foster the improvement and efficiency of the faculty members as well as

effectiveness of the organization. It shall be organized, methodical and

standardized system of evaluation for faculty members for organized

effectiveness. Said system shall be administered in accordance with

rules and regulations and standards established by the Civil Service

Commission. The CSC may assist the SUC in establishing its

Performance Evaluation System.

II. The CSC approved PMS and PES shall form part of the SUC

Merit System.

Policies

1. The performance rating of a faculty member shall be used as basis

for promotion or giving of incentives and rewards.

2. The performance evaluation system may provide for at least five

adjectival ratings:

a. Outstanding

b. Very satisfactory

c. Satisfactory

d. Unsatisfactory

e. Poor

3. No faculty member shall be considered for promotion without a

record of at least two (2) successive performance ratings of at least

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Very Satisfactory immediately preceding the assessment of

candidates for advancement for higher ranks or positions.

4. The SUC shall, develop its own PES and PMS in accordance with

CSC policies to be approved by the CSC Regional Office concerned.

5. A Performance Evaluation Review Committee (PERC) shall be

created in the SUC with composition and responsibilities as follows:

a. Composition

Chairperson - Head of agency (or his/her authorized representative);

Members

1. VP for FARG (or highest ranking official in-charge of personnel

management);

2. Vice President for Academic Affairs;

3. Campus Directors/Deans encompassing academic units;

4. Director for Planning (or head of the Planning unit or its equivalent) ;and

5. Two (2) Representatives nominated by the duly accredited

faculty association or union in the SUC, or if there is no

accredited faculty association, representatives chosen

through general election. The term of office of the

representatives shall be determined by the PERC.

6. Other features and details of the performance evaluation system

shall be reflected in the system that the SUC will adopt as

approved by the Civil Service Commission.

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III. Program on Awards and Incentives for Service Excellence

(PRAISE)

General Policy

There shall be established suggestions and incentives awards system

in the SUC which shall encourage creativity, innovativeness, efficiency,

integrity and productivity in the public service by recognizing and

rewarding officials and faculty members individually or in group for their

suggestions, inventions, superior accomplishment and other personnel

efforts which contribute to the efficiency, economy or other improvement

in government or for other extraordinary acts or services in the public

service.

Policies

1. The system shall adhere to the principle of providing incentives

and awards based on performance, innovative ideas and

exemplary behavior.

2. The System shall give emphasis on the timelines of giving

awards or recognition aside from conferment of awards during

the traditional or planned awarding ceremonies, the spirit of

on-the-spot grant of recognition shall be institutionalized.

3. The System shall provide both monetary and non-monetary

awards and incentives to recognize, acknowledge and reward

productive, creative, innovative and ethical behavior of faculty

members through formal and informal modes.

4. For this purpose, the System shall encourage the grant of non-

monetary awards. Monetary Awards shall be granted only

when the suggestions, inventions, superior accomplishments

and other personal efforts result in monetary savings, which

shall not exceed 20 percent of the savings generated.

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5. At least five(5) percent of the HRD Funds shall be allocated for

the System and incorporated in the SUC’s Annual Work and

Financial Plan and Budget.

6. The system shall be institutionalized through the creation of a

PRAISE Committee in the SUC.

7. The PRAISE Committee shall preferably have the following

compositions:

a. President/ Vice-President of the SUC or authorized

representative who will act as chairperson;

b. Head of the financial unit or equivalent;

c. Head of the planning unit or equivalent;

d. Highest ranking employee in charge of human resource

management or the career service employee directly

responsible for personnel management; and,

e. Two (2) representatives from the faculty who shall serve for

two years and elected at large or designated by the

registered faculty association/ union in the absence of an

accredited faculty association/ union.

8. The SUC President shall be responsible in overseeing the

System’s operation and the Human Resource Management

Unit shall serve as the System’s Secretariat.

9. The PRAISE Committee shall ensure that productivity,

innovative ideas, suggestions and exemplary behavior can be

identified, considered, managed and implemented on a

continuing basis to cover all faculty ranks.

10. The PRAISE Committee shall be responsible for the

development, administration, monitoring and evaluation of the

awards and incentives system of the SUC. The SUC may,

however, employ an external or independent body to assist the

PRAISE Committee to judiciously and objectively implement

the system of incentives and awards.

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11. The PRAISE Committee shall establish its own internal

procedures and strategies. Membership in the Committee shall

be considered part of the member’s regular duties and

functions.

12. The SUC shall encourage improved productivity and efficiency

among the faculty through appropriate recognition based on

performance, innovations, ideas and exemplary behavior.

13. All permanent members of the faculty with regular plantilla

items who meet the criteria for each specific award shall be

entitled to receive the award including those whose

responsibilities include the making of suggestions, formulation

of plans and policies or making recommendations to achieve

greater efficiency and economy in the SUC.

14. Recipients of honor awards shall be given preference in

promotion and in training grants and scholarships.

15. The HRMO shall enter into the personnel file any award of

honor received by any member of the faculty.

16. The SUC shall develop its own Program of Awards and

Incentives for Service Excellence (PRAISE) incorporating

therein the types of incentive that may be given which shall

form part of this merit system.

17. Establishment of a CSC- approved PRAISE shall be the basis

for the grant of the Productivity Incentive Bonus (PIB), other

awards and incentives. The Annual Praise Report shall be

submitted by the SUC to the CSC Regional Office concerned

on or before the thirtieth of January to enable its faculty to

qualify for nomination to the CSC- sponsored national awards.

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CHAPTER 12

OTHER EMPLOYEE BENEFITS AND PRIVILEGES

I. OFFICIAL LEAVE OF ABSENCE

Subject to the provisions of Civil Service and other

applicable laws, rules and regulations, leave benefits for permanent

employees of the University shall include but not limited to the:

Sec. 1. Leave without pay not exceeding one (1) year may be granted

to an employee in addition to the vacation and/or sick leave earned,

provided that such employee has no more leave with pay to his/her

credit, subject to pertinent rules and regulations.

Sec. 2. Any official or employee, who is continuously absent without

approved leave for at least thirty (30) working days shall be

considered on absence without official leave (AWOL) and shall be

separated from the service or dropped from the rolls without prior

notice. He/She shall, however, be informed by his/her immediate

supervisor, at his/her address appearing on his/her 201 files or at

his/her last known address on record of s e p a r a t i o n from the

service, not later than five (5) days from its effectivity.

If the number of unauthorized absences incurred is less than

thirty (30) working days, a written Return to Work Order shall be served

to him/her at his/her last known address on record. Failure on his/her

part to report to work within the period stated in the Order shall be a

valid ground to drop him/her from the rolls.

II. SOCIAL SECURITY AND INSURANCE BENEFITS

Sec. 1. The University shall participate and enforce a compulsory

membership of all its permanent employees in the Government Service

Insurance System (GSIS) to provide them with social security,

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insurance and other benefits, subject to such limitations as may

be provided by law.

Sec. 2. In the event a subsequent law and regulation so provides,

compulsory coverage may also be extended to non-permanent

employees, either simultaneously, in phases or by groups, subject to

availability of funds for the purpose.

Sec. 3. Subject to the provisions of applicable laws and regulations, the

University shall also effect the membership, compulsory or otherwise,

as the case maybe of its employees in all other government–sanction

programs for medical care, employee’s compensation, home

development mutual fund, and other related benefits for their welfare

and well-being.

Sec. 4. The University shall include in its annual budget appropriate

funds for its share of the contributions needed for the implementation of

the provisions of this Article.

III. STUDY PRIVILEGES FOR LEGITIMATE CHILDREN AND

SPOUSES

Sec. 1. Legitimate children of regular, temporary, casual faculty

members and those who died in line of duty or in the service of the

University, shall be entitled to privileges as may be deemed proper,

upon enrolment, subject to the admission requirements and other

applicable policies and guidelines adopted by the University.

Sec. 2. Biological or legally adopted children and spouses of permanent

personnel, including those who died in line of duty or in the service of

SKSU, shall be entitled to privileges in the undergraduate programs as

may be deemed proper upon enrollment, subject to the admission

requirements and other applicable policies and guidelines adopted

by the University.

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Sec. 3. Study privilege is only limited to four (4) direct dependents.

IV. HOUSING AND LAND PRIVILEGE

Sec. 1. The University shall give privilege as far as practicable, provide

and maintain adequate and convenient housing facilities for its

academic personnel at a very low and affordable rental charges,

exclusive of light and water rental charges. The administration shall

implement this provision by tapping both public and private sources of

funding.

Sec. 2. In the absence of an available unit of government cottage or

housing facilities, a bona fide employee of the University may, upon

permission of the President or his/her duly authorized representative,

build a temporary residential house using light materials at his/her own

expense at a designated area in the University duly reserved for the

purpose. Such structure, however, can be removed or demolished

anytime upon appropriate prior notice by the school administration of a

development project intended to be established in the said area.

Sec. 3. The University shall formulate and implement policies, rules and

regulations on housing and land use privileges for its personnel. In

granting the privilege, priority shall be afforded to permanent

employees of the University

Sec. 4. A Housing and Land Use Regulatory Committee shall be

constituted by the University, to be headed by a Chairperson, who shall

act as the Housing Administrator of all housing facilities of the

University.

V. LEGAL SERVICES

Sec. 1. Subject to applicable laws and regulations, the University shall

provide free legal and other related services to its officials or employees

who are charged in an Administrative, Civil and/or criminal

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proceedings by parties other than the University or government

law enforcement and regulatory authorities for acts or omissions

committed which are directly related to the lawful discharge of their

official duties and functions and or defense of University policies and

regulations.

VI. RETIREMENT PRIVILEGES

Sec. 1. In addition to the benefits granted under existing laws, retired

members of the academic staff shall be afforded the privilege to

participate in major University programs and activities. Qualified retirees

may be appointed to consultancy and affiliate faculty positions, subject

to existing policies and regulations.

Sec. 2. Subject to the provisions of applicable laws and regulations, a

retired faculty with the rank of full-fledged professor may be appointed

Professor Emeritus, subject to any of the foregoing conditions:

a. he/she must have rendered at least twenty (20) consecutive years

of active and faithful service to the University;

b. he/she must have achieved marked distinction as productive

scholar, scientist, artist or educator and is widely acknowledged as

an effective and dedicated teacher;

c. he/she must be a holder of an appropriate doctoral degree and

preference shall be made in favor of those who have served the

University as Dean or Director; and

d. He/she must have a significant contribution, exceptional

achievement, and exemplary service to the development of the

University.

Sec. 3. A special committee shall be constituted by the President of the

University among the members of the faculty in active duty which shall

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be responsible in evaluating nominations and prescribing privileges of

retired professors for Emeritus appointment. The Committee shall

submit its recommendations to the President, subject to approval of the

higher authorities.

VII. OTHER PRIVILEGES

Sec. 1. The faculty shall be allowed to practice their profession,

provided it will not affect the discharge of their duties and functions

to the University and duly approved by higher authorities.

Sec. 2. The faculty shall be allowed to seal and sign documents in

relation to their profession in accordance to the provisions of applicable

laws, policies, rules and regulations of the state and of the University

duly approved by higher authorities.

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CHAPTER 13

ACCOUNTABILITY OF UNIVERSITY PERSONNEL

I. CODE OF CONDUCT AND ETHICAL STANDARDS

Sec. 1. All personnel of the University must uphold the time–honored

principle that public office is a public trust and must at all time be accountable to the people. Sec. 2. The University personnel shall observe the implementing rules

of the provisions of Section XII of the Republic Act 6713, otherwise known as the ”Code of Conduct and Ethical Standards for Public Officials and Employees as well as in Republic Act 9293, otherwise known as the “Code of Professional Ethics for Teachers” Sec. 3. The aforecited rules shall be interpreted in the light of the

Declaration of Policy stated in Section 2 of the above mentioned Code as follows: “It is the policy of the State to promote high standard of ethics in public service. Public officials and employees shall at all times be accountable to the people and shall discharge their duties with utmost responsibility, integrity, competence and loyalty, and with patriotism and justice, lead modest lives and uphold public interest over personal interest.” II. CIVIL SERVICE AND UNIVERSITY RULES AND REGULATIONS Sec. 1. It is incumbent upon every employee of the University to strictly observe and adhere to the rules and regulations promulgated by the Civil Service Commission which aim to promote morale, efficiency, integrity, responsiveness and courtesy in the Civil Service. Sec. 2. Officials and employees of the University shall likewise be

expected to abide by the policies, rules and regulations adopted by the Board of Regents and the Councils, and memoranda or orders issued from time to time by the University President and other competent authorities and to discharge their duties and responsibilities in accordance with the vision, mission, goals and objectives of the University.

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CHAPTER 14

COMPLAINTS AND GRIEVANCES

I. GENERAL PROVISIONS

Sec. 1. Employees of the University shall have the right to present

their complaints or grievances to the management and have them

adjudicated as expeditiously as possible in the best interest of the

University and the employee concerned.

Sec. 2. Without necessarily adhering to legal technicalities,

employee’s complaints and grievances shall be resolved at the lowest

possible level in the University and the employee shall have the right

to appeal such decision to higher authorities free from any form of

reprisal or discrimination.

Sec. 3. Possible areas for complaints and grievances are working

conditions, work assignment, tools and equipment, work processes,

job placement, employee tenure, salary rates, transfer of assignment,

exercise of discretion, rules and regulations, interpretations of policies

and guidelines and other matters affecting the morale of employees.

Sec. 4. The University shall promulgate an Employees Complaints and

Grievance Machinery that shall govern the expeditious, fair and

equitable adjudication of complaints and grievances with the policies

enunciated by the Civil Services Commission (CSC). Such set of

guidelines shall prescribe the composition of the University Employees

Complaints and Grievance Committee tasked to implement the

provision of the Article.

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CHAPTER 15

RIGHT TO SELF ORGANIZATION

I. GENERAL PROVISION

Sec. 1. All University employees, irrespective of employment status, can

form, join or assist employees’ organization of their own choosing for

purposes not contrary to law for the furtherance and protection of their

interests. They can also form, in conjunction with appropriate authorities,

labor management committees, work councils and other forms of

workers participation schemes to achieve the same objectives.

Sec. 2. High level employees whose functions are normally considered

as policy making or managerial or whose duties are of highly confidential

in nature shall not be eligible to join the organization of rank and file

employees. They can, however, form and join an association of their

own.

II. PROTECTION OF THE RIGHT TO ORGANIZE

Sec. 1. The University employees shall not be discriminated against in

respect to their employment by reason of their membership in

employees’ organizations or participation in the normal activities of their

organizations. Their employment shall not be subject to the condition

that they shall relinquish their membership in the employees’

organizations.

Sec. 2. The University administration shall not interfere in the

operation and the management of the employees’ organizations.

Sec. 3. Subject to the pertinent provisions of the Constitution and

applicable laws and regulations on the rights of government

employees to form associations, the administration shall use

peaceful means in the settlement of labor management dispute.

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CHAPTER 16

SEPARATION

I. RESIGNATION AND TRANSFER

Sec. 1. No resignation or request for transfer shall be considered

unless proper notice to that effect has been given by the concerned

employee to the University President through channel, at least thirty

(30) days prior to the date of its effectivity. For faculty members, no

resignation shall be accepted until after the end of the current

semester.

Sec. 2. The provision of the preceding section shall not apply to

resignation or transfer due to serious illness and/or any inevitable

circumstance that may endanger the life of the concerned employee.

Sec. 3. A resignation or request for transfer shall only be approved

and effected after the employee concerned shall have been duly

cleared from financial and property accountabilities with the

University.

II. OTHER MODES OF SEPARATION

Sec. 1. Other modes of separation from the University such as

retirement, expiration of appointment, death, and disability shall be

governed by applicable laws and pertinent rules and regulations.

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CHAPTER 17

DISCIPLINE

I. GENERAL PROVISION

Sec. 1. The University President shall have concurrent jurisdiction

with the Regional Office of the Civil Service Commission to

investigate, through a committee duly constituted for the purpose, and

decide matters involving disciplinary actions against officials and

employees of the University, subject to the confirmation of the Board of

Regents. Such decision shall be final and executory in case the

penalty imposed is suspension for not more than thirty (30) days or

fine in an amount not exceeding thirty (30) days salary.

In case the decision rendered by the University President is

appealable to the Civil Service Commission (CSC), a motion for

reconsideration shall first be filed with the Board of Regents through

the University President, and if denied, an appeal shall then be lodged

in the CSC and pending appeal, the decision shall be final and

executory.

Sec. 2. An appeal shall not stop the decision from being executory,

and in case the penalty is suspension or removal, the respondent shall

be considered as having been under preventive suspension during the

pendency of the appeal in the event he/she wins the appeal.

II. GROUNDS FOR DISCIPLINARY ACTION

Sec. 1. The administrative offenses specified under existing Civil

Service laws and its implementing rules and regulations on personnel

discipline shall be the grounds for disciplinary action.

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Sec. 2. Administrative offenses and its corresponding penalties are

classified into grave, less grave, and light, depending on the gravity

of its nature and effects of said acts on the government service.

III. COMMENCEMENT OF ADMINISTRATIVE DISCIPLINARY

ACTION

Sec. 1. An administrative disciplinary action shall commence at the

instance of the University President, or by the filing of the appropriate

complaint by any person against any official or employee of the

University or any of the grounds prescribed by law and regulations

with the Office of the University President. Said complaint shall be in

writing and under oath, otherwise, the same shall not be given due

course.

Sec. 2. No action shall be taken on an anonymous complaint unless

there is an established prima facie or merit to the allegations thereof.

No employee shall be required to answer or comment on an

anonymous complaint.

IV. FORM AND CONTENT OF THE COMPLAINT

Sec. 1. The complaint shall be written in clear, simple and concise

language and in systematic manner as to the complaint against the

respondent.

Sec. 2. The complaint shall contain the following:

a. full name and address or office unit of employment of the

complainant;

b. full name and address of the respondent and his/her

position and office unit of employment; and

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c. the brief statement relevant and material facts, accompanied by

certified true copies of the documentary evidences, if any, and

sworn statements covering the testimonies of the witnesses.

V. EFFECT OF WITHDRAWAL OF THE COMPLAINT

Sec. 1. The withdrawal of the complaint shall not necessarily

discharge the respondent from any administrative liability. Where

there is a prima facie or merit to the charges of the complaint,

the same shall be given due course.

VI. COMMITTEE ON PERSONNEL DISCIPLINE

Sec. 1. There shall be a committee on Personnel Discipline to be

constituted by the University President which shall be headed by at

least third ranking official of the University and shall include the Legal

Officer.

Sec. 2. The Committee shall formulate the rules in the conduct of the

administrative investigations in accordance with Civil Service rules and

regulations without necessarily adhering to the technical rules of

procedures applicable to judicial proceeding.

Sec. 3. The Committee shall make the necessary report and

recommendation to the University President within the period

prescribed by applicable rules and regulations after having duly

conducted the investigation of a case brought before it.

VII. PREVENTIVE SUSPENSION

Sec. 1. The University President may preventively suspend any

University official or employee pending an investigation, if applicable

rules so provide.

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Sec. 2. Preventive suspension is not a punishment or penalty for

misconduct in office but is considered to be a preventive measure. It

shall not be considered part of the actual penalty imposed upon the

respondent until found guilty.

VIII. PENALTIES

Sec. 1. In enforcing punishment, like penalties for light offenses,

only one penalty shall be imposed in each case. “Each case” means

one administrative case which may involve one or more charges.

Sec. 2. Subject to the confirmation of the Board of Regents and

the provisions of applicable Civil Service rules and regulations, the

University President by the authority of the Board may impose the

principal penalty of removal/dismissal from the service , forced

resignation with or without prejudice to benefits, demotion in rank,

suspension for not more than one (1) year without pay, and or a fine

in the amount not exceeding six (6) months’ salary, transfer or

reprimand, all without prejudice to the respondent’s corresponding

criminal or civil liability.

Sec. 3. Subject to applicable rules and regulations, accessory

penalties shall include cancellation of eligibility, forfeiture of leave

credits and retirement benefits, disqualification for employment in the

government service or reemployment in a specific class of position,

disqualification for promotion for a certain period.

Sec. 4. A reprimand shall be considered a penalty. However, a

warning or an admonition shall not be considered a penalty.

Sec. 5. In the determination of penalties to be imposed, mitigating and

aggravating circumstances may be considered. Nevertheless, in the

appreciation thereof, the same must be invoked or pleaded by the

proper party, otherwise, the said circumstances shall not be

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considered in the determination of the proper penalty to be imposed

against the respondent concerned.

Sec. 6. If the respondent is found guilty of two or more charges or

counts, the penalty imposed shall correspond to the most serious

charge or count and the rest may be considered aggravating

circumstances.

Sec. 7. The penalty of transfer, or demotion, or fine maybe imposed

instead of suspension from one (1) month and one (1) day to one (1)

year except in cases of fine which shall not exceed six (6) months

based on applicable leaves existing rules, and regulation.

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CHAPTER 18

PROTESTS AND COMPLAINTS

I. PROTESTS

Sec. 1. A question involving an appointment or promotion may be a

subject of protest.

Sec. 2. The aggrieved party who is next in rank employee shall first

exhaust available administrative remedies in the University by filing a

motion for reconsideration with the University President against an

appointment thereto as previously confirmed by the Board of Regents

and attested by the Civil Service Commission.

Sec. 3. If the complainant is not satisfied with the written special

reason or reasons given by the University President for issuing the

contested appointment in the reply to the motion for reconsideration,

the former may then formally file his/her protest with the Civil Service

Commission through the Regional Office, subject to applicable rules

and regulations.

Sec. 4. A protest shall not render an appointment ineffective but the

same shall be subject to the outcome of the protest.

II. COMPLAINTS INVOLVING OTHER PERSONNEL ACTIONS

Sec. 1. Other personnel actions, such as separation from the service

due to unsatisfactory or poor performance, dropping from the rolls,

disapproval of appointments, claims for backpay/salaries and other

benefits, may be brought to the Civil Service Commission by

means of a formal complaint for the said purpose, subject to pertinent

rules and regulations.

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RULES OF PROCEDURE IN FACT FINDING COMMITTEE

(Complaint by a Student against Personnel)

RULES OF PROCEDURE

Sec. 1. Any office, upon receipt of a complaint or grievance by a

student, which must be under oath, against personnel of a particular

college and/ or campus, shall endorse the same to:

Sec. 1.1. The lowest level which is the Program Chairman of the

concerned college and/ or campus in case of a teaching

personnel and;

Sec. 1.1.1. The Program Chairman shall endeavor to have

the parties explore the possibility of settling the dispute

amicably. During the proceeding, the Program Chairman will

serve as the Presiding Officer, with the designated

Campus/College Secretary serving as the Secretariat. The

College Guidance Counselor and GAD Coordinator shall also

be present during the proceedings but his/ her role is limited

only to being a witness to the proceedings and mainly to

observe the demeanor of the parties to the complaint and

make their report thereon which will form part of the record of

the case.

Sec. 1.1.2. The Presiding Officer shall notify the parties,

personally of the date, time and venue of the proceeding for

the possibility of amicable settlement which must be within

twenty four (24) hours from receipt of the complaint or

grievance.

Sec. 1.1.3. The complainant and/ or respondent, at any time

prior to the conduct of proceeding for amicable settlement,

shall notify the Presiding Officer of his/ her desire not to

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participate in the proceeding and for the same to be endorsed

to the Fact Finding Committee. The Presiding Officer shall

then endorse the complaint and other related documents to

the College Dean and/ or Campus Director concerned for

the formal endorsement to the Fact Finding Committee

within twenty four (24) hours from receipt of the said notice

from the complainant and/ or respondent. The College Dean

and/ or Campus Director concerned shall, within twenty four

(24) hours from receipt of the endorsement from the

Presiding Officer, forward the record to the Fact Finding

Committee. The failure to avail of the remedy under this item

by the complainant and/ or respondent is taken to mean that

he/ she or both is/ are amenable to the conduct of proceeding

for amicable settlement.

Sec. 1.1.4. In case the parties reach a settlement, an

agreement to that effect will be made and signed by the

parties and attested by the Presiding Officer, with the

Guidance Counselor signing as a witness. The said

agreement shall then be endorsed to the College Dean and/

or Campus Director concerned for approval. All the

documents pertaining to the complaint shall be forwarded by

the Presiding Officer to the College Dean and/ or Campus

Director concerned for filing purposes. The same shall be

treated with utmost confidentiality. The unauthorized

disclosure of the same shall subject the person to

administrative liability pursuant to the applicable law or

rules.

Sec. 1.2. The Vice President for Academic Affairs in case of non-

teaching personnel.

Sec. 1.2.1. The Vice President for Academic Affairs shall endeavor

to have the parties explore the possibility of settling the dispute

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amicably. During the proceeding, the Vice President for Academic

Affairs will serve as the Presiding Officer, with the College

Secretary serving as the Secretariat. The College Guidance

Counselor shall also be present during the proceedings but his/

her role is limited only to being a witness to the proceedings and

mainly to observe the demeanor of the parties to the complaint

and make a report thereon which will form part of the record of the

case.

Sec. 1.2.2. The Presiding Officer shall notify the parties,

personally of the date, time and venue of the proceeding for the

possibility of amicable settlement which must be within twenty four

(24) hours from receipt of the complaint or grievance.

Sec. 1.2.3. The complainant and/ or respondent, at any time prior

to the conduct of proceeding for amicable settlement, shall notify

the Presiding Officer of his/ her desire not to participate in the

proceeding and for the same to be endorsed to the Fact Finding

Committee. The Presiding Officer shall then endorse the complaint

and other related documents to the Fact Finding Committee within

twenty four (24) hours from receipt of the said notice from the

complainant and/ or respondent. The failure to avail of the

remedy under this item by the complainant and/ or respondent is

taken to mean that he/ she or both is/ are amenable to the conduct

of proceeding for amicable settlement.

Sec. 1.2.4. In case the parties reach a settlement, an agreement to

that effect will be made and signed by the parties and attested and

approved by the Presiding Officer, with the Guidance Counselor

signing as a witness. All the documents pertaining to the complaint

shall be kept by the Vice President for Academic Affairs for filing

purposes. The same shall be treated with utmost confidentiality.

The unauthorized disclosure of the same shall subject the person to

administrative liability pursuant to the applicable law or rules.

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In both instances, the Secretariat shall prepare the minutes which shall

form part of the records of the case. The parties shall also affix their

respective signatures on the minutes to signify their consent that the

same is an accurate reflection of the proceedings that transpired.

Should any party refuse to sign the minutes, such fact shall be stated

in the minutes and his/ her objection shall also be noted.

Sec. 2. The Fact Finding Committee, upon receipt of the

endorsement from the College Dean and/ or Campus Director

concerned of Vice President for Academic Affairs shall:

Sec. 2.1. Notify the parties, personally of the date, time and venue of

the proceedings within twenty four (24) hours from receipt of the

endorsement from the College Dean and/or Campus Director

concerned or Vice President for Academic Affairs.

The notice shall contain a WARNING that failure to attend in

all the scheduled proceedings is tantamount to waiver of the right to

present his/ her defense in the case or substantiate his/ her cause of

action. The case shall then be submitted for resolution of the

committee based on the records of the case. Should the parties refuse

to receive the notice personally, such fact shall be attested to by the

person who served the notice by executing an Affidavit of Service.

Sec. 2.2. The Fact Finding Committee shall terminate the proceedings

within seven (7) days from receipt of the endorsement from the

appropriate office. The report of the committee shall then be forwarded

to the Office of the President for appropriate action.

Sec. 2.3. The Fact Finding Committee shall deliberate on all the case

and resolve the same on the basis of simple majority. The secretariat

of the committee has no voting power. The Chairman shall vote only in

case of a tie.

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Sec. 2.4. The Fact Finding Committee shall randomly select any

member who will write the resolution and the other members shall

then be given time to read the said draft resolution before affixing

their signatures thereon. Any voting member of the committee can

then choose to submit his or her dissenting or separate concurring

opinion on the resolution of the committee.

Sec. 2.5. Only members who actually took part in the deliberations can

vote.

Sec. 3. Electronic recording of all the proceedings in order for the

minutes to accurately reflect all the proceedings shall be allowed.

Sec. 4. The Parties, may, at their option, bring their respective

legal counsels during the proceedings but the participation of the

lawyers shall only be limited to advising his/ her client and observing

the conduct of proceedings. The lawyer shall in no case be allowed to

speak for and in behalf of his/ her client. Other persons accompanying

either the complainant or the respondent shall only be allowed to

observe the proceedings unless they are in attendance to serve as

witness for either party, in which case, said witness shall be allowed to

participate in the mediation proceedings.

Sec. 5. All the proceedings undertaken by the Fact Finding Committee

are considered confidential and must not be divulged to anyone.

Parties are warned though that should they divulge the result of the

proceedings to anybody, they do so at their own risk and the Fact

Finding Committee and all other University officials mentioned herein

shall not be held liable. Any violation of this confidentiality clause will

subject the violator to appropriate legal sanctions as provided in the

University Code, applicable Manuals and the Civil Service laws.

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Sec. 6. The procedures laid down herein shall govern the conduct of

the proceedings and rules applicable to judicial proceedings shall not

be applicable.

Sec. 7. The Internal Rules of Procedure of the Fact Finding Committee

shall be available to the concerned offices/ and officials and the parties

in every case are allowed to have access to the Internal Rules of

Procedure, all for their guidance and reference and more importantly

for strict compliance thereof.

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References:

SKSU Merit System

Approved Policies on Faculty Designation

NBC No. 461

CSC MC No. 10, s. 2012

CSC MC No. 17, s. 2013

CSC MC No. 22, s. 2016

2017 Omnibus Rules on Appointments and other Human

Resource Actions

University Code

RA 9966

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University Committee on Faculty Manual Review

DOLORCITA E. PAUYA, EdD Chairperson

LUDY R. DURAN, MA Co chairperson

MA. DULCE P. DELA CERNA, MIE Member/Editor

ERNIE C. CERADO, PhD Member

RUBY S. HECHANOVA, PhD Member

ATTY. LENNIE ANN C. CERDANA Member

MARITES B. JAVA, EdD Member

CHRISTINE P. ABO, PhD Member

JENEVIEVE D. LUMBUAN, MAELT Secretariat