DLSU Faculty Manual 2008

Faculty Manual
Office of the President

De La Salle University
Manila, Philippines
2008
De La Salle University
Manila, Philippines
Upon consultation with the members of the Ad Hoc Panel on the Revision of the
Faculty Manual composed of administrators and faculty members and with the
approval of the Board of Trustees of De La Salle University, this Manual is
herewith promulgated. This supersedes all other documents on faculty
classification, and norms for promotions and faculty benefits.
Brother Armin A. Luistro FSC
President
4
F
A
C
U
L
T
Y

M
A
N
U
A
L
AD-HOC TECHNICAL PANEL MEMBERS
Faculty Administration
Ricardo M. Puno Br. Bernard Oca FSC
President, Faculty Association Vice Chancellor for Lasallian Mission and
External Relations
Tereso S. Tullao, Jr. Julius B. Maridable
Representative, Faculty Association Vice Chancellor for Academics
Roberto B. Raymundo Wyona C. Patalinghug
Board Member, Faculty Association Vice Chancellor for Research
Reuben V. Quiroga Agnes G. Yuhico
Board Member, Faculty Association Assistant Vice Chancellor for
Academic Services
Jose Tristan F. Reyes Myrna S. Austria
Board Member, Faculty Association Dean, College of Business and Economics
Evelyn Lopez-Esparrago Rose Marie Salazar- Clemea
Board Member, Faculty Association Dean
College of Education
5
F
A
C
U
L
T
Y

M
A
N
U
A
L
Table of Contents
Message of the President
DLSU Vision and Mission Statement ......................................................... 9
Code of Ethics................................................................................................. 10
General Statement on the Responsibilities and
Rights of DLSU Faculty .................................................................................. 11
1. Statement of Responsibilities ..................................................... 11
2. Statement of Rights ...................................................................... 11
Full-time Academic Faculty .......................................................................... 13
A. Employment Norms and Conditions .......................................... 13
General Functions ..................................................................... 13
Working Hours and Load ......................................................... 14
B. Ranks ............................................................................................. 20
Instructor .................................................................................... 20
Assistant Professor .................................................................. 22
Associate Professor ................................................................. 24
Full Professor ............................................................................ 26
Visiting Professor ...................................................................... 28
Professor Emeritus................................................................... 28
C. Hiring Procedure ........................................................................... 29
D. Procedure for Promotion/Reclassification................................. 31
Composition of Promotion/Reclassification Boards ............ 32
Functions of Promotion/Reclassification Boards .................. 33
E. Probation ....................................................................................... 33
Definition of Probation .............................................................. 33
Duration of Probation................................................................ 33
Criteria for Renewal .................................................................. 34
Effectivity/Non-Renewal of Contract ........................................ 34
F. Permanency .................................................................................. 35
Definition of Permanency ......................................................... 35
Criteria for Permanency ............................................................ 35
Procedure for Permanency/Renewal of Probation ................ 36
Composition of Permanency Board ........................................ 36
G. Severance of Service of Permanent Faculty Members ............. 37
H. Retirement/Extension of Service of Full-time
Faculty Members ........................................................................... 38
I. University Fellows ......................................................................... 39
6
F
A
C
U
L
T
Y

M
A
N
U
A
L
J. Benefits .......................................................................................... 41
Benefits Mandated by Law ....................................................... 41
Health Care Plan ....................................................................... 41
Longevity .................................................................................... 41
Maternity and Paternity Benefits .............................................. 41
Leaves ........................................................................................ 42
Service Leave ......................................................................... 42
Sabbatical Leave ................................................................... 43
Study and/or Research Leave for Full-time Faculty ........... 43
Business or Practice of Profession..................................... 44
Vacation or Rest ..................................................................... 44
Sick Leave .............................................................................. 45
Emergency Leave .................................................................. 45
Military Service Leave ............................................................ 46
Secondment or Special Detail Leave .................................. 46
General Consideration on Leave of Absence..................... 46
Retirement ................................................................................. 47
Faculty Development ................................................................ 49
Research Incentive ................................................................... 49
Disability..................................................................................... 50
Death .......................................................................................... 50
Parking Privileges ..................................................................... 51
Academic Service Faculty ............................................................................ 53
A. Employment Norms and Conditions .......................................... 53
General Classification by Unit Assignment ............................ 53
Classification by Employment Status ..................................... 53
Working Conditions .................................................................. 54
B. Academic Service Faculty Ranks ................................................ 56
Assistant Academic Service Faculty (for ITC) ......................... 56
Rank I (ASF I-1 to I-12) ............................................................. 58
Rank II (ASF II-1 to II-9) ............................................................. 59
Rank III (ASF III-1 to III-5) .......................................................... 63
Rank III (ASF III-6 to III-8) .......................................................... 65
Reclassification to Full-Time Academic Faculty .................... 66
C. Procedures for Hiring, Promotion, Permanency ....................... 66
Hiring .......................................................................................... 66
Promotion/Reclassification...................................................... 67
Probation/Renewal of Contract ................................................ 69
Permanency/Service Review.................................................... 70
D. Severance of Service of Permanent ASFs .................................. 72
E. Retirement/Extension of Service ................................................. 73
F. Benefits .......................................................................................... 74
Healthcare Plan......................................................................... 74
7
F
A
C
U
L
T
Y

M
A
N
U
A
L
Tuition Waiver Benefit for ASFs in ITC..................................... 74
Longevity Benefit ....................................................................... 75
Maternity and Paternity Benefits .............................................. 75
Leaves ........................................................................................ 77
Retirement Benefits .................................................................. 85
ASF Development Benefits ...................................................... 87
ASF Development Incentive ..................................................... 88
Disability Benefits ..................................................................... 89
Death Benefits ........................................................................... 89
Other benefits for ASFs in ITC ................................................. 90
Part-time Academic Faculty ......................................................................... 91
A. Working Condition ........................................................................ 91
B. Ranks ............................................................................................. 92
Teaching Track .......................................................................... 92
Assistant Lecturer ..................................................................... 92
Lecturer ...................................................................................... 92
Assistant Professorial Lecturer ............................................... 94
Associate Professorial Lecturer .............................................. 96
Professorial Lecturer ................................................................ 98
Professional Track .................................................................... 100
Professional Lecturer ............................................................... 100
Senior Professional Lecturer ................................................... 101
C. Hiring Procedure ........................................................................... 103
D. Procedure for Reclassification.................................................... 104
E. Benefits .......................................................................................... 107
Service ........................................................................................ 107
Retirement ................................................................................. 107
Faculty Development ................................................................ 108
Death .......................................................................................... 108
Appendices
A. Implementing Guidelines ............................................................ 109
B. Grid for Hiring/Promotion/Reclassification
of Academic Faculty ...................................................................... 121
C. Grid for Hiring/Promotion/Reclassification
of Academic Service Faculty ........................................................ 123
D. Primer on Faculty Attendance ...................................................... 125
E. Guidelines for the Dress Code of Faculty .................................. 131
F. Appeals Committee ...................................................................... 133
8
F
A
C
U
L
T
Y

M
A
N
U
A
L
G. Table of Offenses and Sanctions ................................................ 134
H. Procedures for Grievance ............................................................ 137
I. Councils, Committees, Boards where Faculty
Associations is Represented ...................................................... 141
J. DOLE Provisions for Voluntary Arbitration in Private
Educational Institutions ............................................................... 142
K. CEAP Retirement Plan of De La Salle University ...................... 143
L. Social Security System................................................................. 154
M. By-Laws of De La Salle University Faculty
Association, Inc. ............................................................................ 165
N. Policies and Guidelines for the Prevention and
Investigation of Sexual Harassment Cases .............................. 178
Index
9
F
A
C
U
L
T
Y

M
A
N
U
A
L De La Salle University
VISION AND MISSION STATEMENT
VISION
De La Salle University is an internationally recognized Catholic
university established by the Brothers of the Christian Schools in 1911.
Inspired by the charism of St. John Baptist de La Salle, the University
harmonizes faith and life with contemporary knowledge to nurture a
community of distinguished and morally upright scholars who generate
and propagate new knowledge for human development and social
transformation. As a resource of Church and Nation, the institution endeavors
to form Lasallian Achievers for God and Country who will lead in building a
just, peaceful, stable and progressive Filipino nation.
MISSION
Guided by this Vision, the University will become a leading research
university in Southeast Asia. With its corps of eminent faculty ably supported
by visionary leaders and technology-enabled professional services, the
institution will offer excellent multidisciplinary programs and build a
community of learners and scholars who value the pursuit of new knowledge
within the perspective of Christian ideals and values. In an academic
environment permeated by excellence and scholarship, the institution will
train leaders, competent professionals, scholars, researchers and
entrepreneurs, who will participate actively in improving the quality of life in
Philippine society.
10
F
A
C
U
L
T
Y

M
A
N
U
A
L
CODE OF ETHICS FOR DE LA SALLE UNIVERSITY FACULTY
1. They are intellectually honest.
2. They are active searchers of new knowledge and exercise critical self-
discipline in using, extending, and transmitting knowledge.
3. They are obj ecti ve and fai r i n thei r professi onal rel ati ons wi th
colleagues and treat them with respect.
4. They respect the free inquiry of colleagues and welcome objective
criticism of their own work.
5. They respect their students as persons, i.e. under no circumstances
will they exploit, harass, and discriminate against students.
6. They serve as intellectual guides and counselors to students and hold
i n st ri ct est conf i dence any i nf ormat i on recei ved i n st udent
consul tati ons/i ntervi ews except when doi ng so wi l l serve l egal
professional purposes or is required by law.
7. They, together with other sectors of the academic community, work for
the achievement of the ultimate goals of the University.
8. They avoid conduct which runs counter to the moral standards of society.
11
F
A
C
U
L
T
Y

M
A
N
U
A
L
GENERAL STATEMENT ON THE RESPONSIBILITIES
AND RIGHTS OF DLSU FACULTY
A. Statement of Responsibilities
De La Salle University faculty members, consistent with the University
Mission Statement of a Catholic educational institution, embody the
Lasallian spirit and are active propagators of this spirit, serving as a
resource for Church and Nation.
In the pursuit of their endeavors and in the fulfillment of their responsibilities,
the faculty members are expected to:
1. observe intellectual honesty in their search for, use, and transmission
of knowledge;
2. uphold and pursue legitimate inquiry and accept objective criticism of
their work;
3. fulfill their roles as intellectual guides and counselors to students,
treating them with due fairness and concern;
4. respect the beliefs of their colleagues and students;
5. adhere to the established and acceptable norms of behavior in the
University community, in particular, and society, in general; and
6. adhere to the mission statement and the values De La Salle University
stands for Christian, Catholic, Lasallian.
B. Statement of Rights
The University recognizes the rights of the faculty enumerated as follows:
1. The inherent right to enjoy academic freedom:
Facul ty members have the ri ght to enj oy academi c freedom i n
accordance with the Philippine Constitution and current jurisprudence.
Academic freedom of faculty is viewed as the right of the faculty member
to pursue his/her studies in his/her particular specialization and
thereafter to make known or publish the result of his/her endeavors
without fear that retribution would be visited on him/her in the event
that his conclusions are found distasteful or objectionable to the powers
that be, whether in the political, economic, or academic establishments.
12
F
A
C
U
L
T
Y

M
A
N
U
A
L
It is the freedom of professionally qualified persons to inquire, discover,
publish and teach the truth as they see it in the field of their competence.
It is subject to no control or authority except the control or authority of
the rational methods by which truths or conclusions are sought and
established in these disciplines.*
2. The right to be consulted and be heard in matters that affect the faculty
individually and collectively. The faculty has the right to effective
participation in the process of decision making at all levels. They shall
be represented to the fullest extent possible in the various bodies that
formulate policies, subject to the existing by-laws and policies of such
bodies (Appendix I). Being heard includes assent or dissent without
fear of any form of reprisal, sanction or harassment from colleagues
and administrators. After a decision is reached, pertinent information
shall be disseminated to the general faculty before policies are fully
implemented.
In cases where a policy turns out to put additional burden on the
functi ons that facul ty perform, facul ty members, through proper
channels, may seek a review or repeal of the policy.
3. The right to participate in the determination of benefits, privileges and
just salaries commensurate to the qualifications of the faculty and the
demands imposed on them by the University (in accordance with Art.
13, Sec. 3, Philippine Constitution).
4. The right to information that affects them, individually or collectively.
Except in emergency situations, the University should ensure that prior
to any decision, information should have been effectively disseminated
by di fferent modes to facul ty members i n order to ensure thei r
involvement in decision-making.
In cases of decisions affecting the status of a faculty member, he/she
is entitled to a formal explanation of the grounds for such decisions.
5. The inherent right to organize among themselves (Art. III, Sec. 8,
Philippine Constitution, Appendix O).
6. The right to academic and professional growth and development within
the University as well as outside, provided that such activities do not
interfere with the efficient performance of the academic duties and
functions of the faculty.
7. The right to seek redress of grievance.
* Garcia v. The Faculty Admission Committee, Loyola School of Theology, 68 SCRA 277,
283-284 (1975).
13
FULL-TIME ACADEMIC FACULTY
A. EMPLOYMENT NORMS AND CONDITIONS
1. General Functions
Full-time academic teaching faculty members are those who are hired
on a full-time basis. They are expected to continually participate in the
Universitys pursuance of its mission. In this regard they are to fully
concentrate on the following interrelated functions relevant to the
positions they possess:
1.1 Teaching. Teaching, a primary activity in the University, is
understood to mean the act of facilitating the acquisition of
knowledge and skills with confidence and direction, geared
towards the development of the analytical and creative faculties
of students. Furthermore, the function of teaching includes
specific tasks, such as student consultation, academic advising,
and all other initiatives that facilitate the process of learning.
In this connection, the faculty members shall determine course
requirements for their classes and evaluate and grade the
performance of their students in accordance with departmental
policies on course content and grading system. The faculty
members have the sole prerogative to give the grade for each
student, and change of grade may be effected only with the
consent and actual submission of the faculty member of the
Change of Grade form.
Teachers shall be deemed persons in authority in the discharge
of lawful duties and responsibilities, and shall therefore be
accorded due respect and protection.*
1.2 Research. Research, the other primary activity of the University,
reflects the level of disciplinal specialization attained by the
individual and the entire academic faculty. De La Salle University
faculty members continually explore areas of inquiry through
various forms of research. These forms include basic/applied
research, mat eri al s devel opment , papers f or l ocal and
international conferences, articles, monographs, books for
publication, research/seminar papers for graduate studies,
feasibility studies, creative works and other research output
related to external professional activities (e.g., consultancies,
etc.).
Moreover, the research of full-time academic faculty should
address the requirements of the discipline and the thrusts of
the University.
*
Education Act of 1982 (Batas Pambansa 232).
14
F
A
C
U
L
T
Y

M
A
N
U
A
L
1.3 Academic Development and Professional Growth. Full-time
academic faculty members continuously develop their knowledge
and ski l l s wi thi n the di sci pl i ne to whi ch they bel ong. The
University shall ensure that they are given support in pursuing
graduate studies and in participating in conferences/seminars
and training programs to fulfill the abovementioned expectation
i n accordance wi th the provi si ons of the exi sti ng Facul ty
Development Program.
The University also recognizes the reality that faculty members
have to engage in other professional activities similarly meant
to upgrade their skills and knowledge within their respective
fields. In this regard, the University allows, within agreed-upon
norms and Uni versi ty pol i ci es, the i nvol vement of facul ty
members in discipline-related consultancies or projects beyond
the confines of the academic community.
1.4 University and Community Service. As an extension of their
academi c f unct i ons, f ul l -t i me academi c f acul t y members
participate in various councils/committees/ boards that program/
pl an/i mpl ement curri cul ar and co-curri cul ar acti vi ti es, and
engage in peer evaluation and academic advising upon request.
Full-time academic faculty members participate in community
service either in University-sponsored community extension
proj ect s or i n t hei r own communi t y/ sect oral / prof essi onal
organizations, in government/non-government, and international
organizations. Participation of faculty members in these activities
i s regarded as part of t hei r prof essi onal and personal
commitment to the academic profession.
2. Working Hours and Load
2.1 Full-time academic faculty shall devote forty (40) hours a week
i n academi c work that i ncl ude any or al l of the functi ons
mentioned above. Twenty-five (25) hours of the total number
shall be devoted to activities within the University which shall
include twelve (12) hours of teaching and/or research, two and
a half (2 1/2) hours of student consultation for every three (3)
units of teaching and academic advising, committee work, and/
or task assignment described in 1.3 (Academic Development)
and 1.4 (University and Community Service).
The remaining fifteen (15) hours can be devoted to additional
activities in residence (thesis advising, community building, and
cl ass preparat i on) and/ or ot her approved act i vi t i es not
necessari l y i n resi dence (graduat e st udi es, consul tancy,
research projects, community service, at most eight (8) hours
for class preparation, provided it is part of the remaining 15
hours, and other approved activities).
15
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
For faculty members with administrative deloading, an equivalent
of seven (7) hours of residency is required for every three (3)-
unit deloading.
Faculty members are required to submit the residency form
indicating the distribution of their weekly forty-hour workload for
approval.
In addition, they are expected to report for duty during the week
preceding the first school day of the schoolyear, for as many
days as required but not exceeding five (5) working days.
2.2 The regular teaching load of full-time academic faculty is twelve
(12) units every trimester preferably spread throughout the week.
2.2.1 Full-time academic teaching faculty members with the
rank of Associate Professor and up are required to teach
in both undergraduate and graduate courses every
schoolyear.
2.2.2 I n except i onal cases, t he summer l oad may be
considered part of a faculty members regular load in a
regular term.
2.2.3 Teaching assignments are prepared by the Department
Chair (or equivalent person) in consultation with the
faculty member concerned and in accordance with the
existing policies on teaching assignments and loads.
The tentative load shall be given two (2) weeks before
the termination of the preceding trimester to afford the
f acul t y members t i me f or preparat i on. Loads are
deemed final unless disapproved by the Dean. In cases
of non-agreement between the Department Chair and
the Dean, the Vi ce Chancel l or for Academi cs and
Research (or equivalent administrator) mediates and
renders a decision, which is final and not subject to
appeal.
2.3 The load of faculty members who teach laboratory, drafting, and
other similar subjects shall be based on two (2) lecture hours
for every three (3) hours of the class schedule.
2.4 The teaching load of full-time teaching faculty members may be
reduced by the Vice Chancellor for Academics and Research for
the following reasons:
2.4.1 A research proj ect dul y approved by the Col l ege
Research Council or commissioned by the University,
upon t he recommendat i on of t he Dean and i n
consultation with the Department Chair.
16
F
A
C
U
L
T
Y

M
A
N
U
A
L
2.4.2 Other reasons which the Vice Chancellor for Academics
and Research, in consultation with the Dean and the
Department Chair, may deem worthy.
2.5 Ful l -ti me facul ty members assi gned as Chai rs/ Di rectors/
Coordinators shall be deloaded and/or given an honorarium by
the Chancellor in consultation with the Dean. The honorarium/
deloading shall be based on the size of the unit/department
defined by the following:
2.5.1 number of curricular programs offered (major, minor,
graduate, and service course);
2.5.2 for departments: average course offerings (units) per
term in the preceding year;
2.5.3 number of faculty members/persons under supervision.
For departments or units with academic professional centers
or external linkages deloading/honorarium may be assigned by
the Chancellor in consultation with the Dean.
In extremel y meri tori ous cases, gui ded by the cri teri a for
assignment of overload to regular faculty, the Dean may approve
additional units of overload for a Chair/Director/Coordinator, but
in no case may the total load exceed sixteen (16) units. Total
l oad i ncl udes t eachi ng and non-t eachi ng (research and
administrative) assignments.
A chai r may opt to del egate hi s/her duti es, functi ons and
responsibilities as indicated in the Chairs Manual.
2.6 To give faculty members more time for class preparations and
for research and study, load assignments shall be limited to
three (3) preparations. Laboratory classes constitute one (1)
preparation in departments where such classes are considered
separate from the lecture subject.
Any load in excess of three (3) class preparations requires
consultation between the Department Chair and the faculty
member concerned and the decision is subject to the approval
of the Dean.
2.6.1 As a general rule, assigning of an additional preparation
in excess of three (3) preparations is discouraged. In
case a fourth preparati on cannot be avoi ded, the
following criteria will apply:
2.6.1.1 the faculty member has taught at least three
(3) of the four (4) subjects in the regular load
in two (2) preceding consecutive trimesters;
2.6.1.2 the additional class preparation is related to
the faculty members field of specialization;
17
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
2.6.1.3 t he subj ect t hat requi res addi t i onal
preparation is not offered regularly; and
2.6.1.4 the fourth preparation is a regular class.
2.6.2 Faculty members assigned loads in excess of the limit
for class preparations shall be given a differential pay
amounting to one-third (1/3) of the hourly overload pay
computed for the duration of the service rendered.
If the fourth preparation is a special graduate class, the
premium is a flat rate unless the faculty serves for less
t han a t erm i n whi ch case t he premi um shal l be
computed proportionately to the duration of the service.
As a general rule, a fifth preparation is not allowed.
However, in extremely meritorious or emergency cases,
this may be allowed upon approval of the Vice Chancellor
for Academics and Research, e.g. substitution due to
faculty leaving in the middle of the term and there is a
need to immediately assign a substitute . A premium
will be given.
2.6.3 In identifying the class for which the premium should be
paid for additional class preparation, the Chair should
single out the subject least taught by the faculty member.
Equivalent courses needing only one preparation should
be treated as such and i denti fi ed by departments
concerned.
2.7 Activities of Faculty Outside the University
2.7.1 Outside activities that may be considered part of the
residency hours include the following:
2.7.1.1 limited practice of a profession (including
teaching under a consortium program or in
universities with which De La Salle University
has a memorandum of agreement);
2.7.1.2 management of a pri vat e ent erpri se, i f
discipline-related;
2.7.1.3 outside consultancy;
2.7.1.4 speci al detai l to government or to non-
governmental institutions (educational and
non-educational) with which the University
has a memorandum of agreement; and
2.7.1.5 research and ot her proj ect s under t he
auspices of other institutions and agencies
18
F
A
C
U
L
T
Y

M
A
N
U
A
L
(discipline-related research done for private
business enterprises).
These activities require prior authorization from the
Chancellor upon endorsement by the Dean and the head
of the unit concerned.
Teachi ng i n anot her i nst i t ut i on, i ncl udi ng ot her
institutions within De La Salle Philippines, is not allowed
unless with official permission from the Chancellor.
Teaching of review classes may be allowed provided
the classes are not in the areas where the University
offers revi ew cl asses. Approval /permi ssi on of the
Chancellor for this purpose shall be applied for, through
proper channels.
2.7.2 Approved out si de consul tancy, speci al detai l t o
government and off-campus research shall form part of
the regular workload subject to approval based on the
following:
2.7.2.1 The f acul t y member ret ai ns t he regul ar
teaching load, and provides the required
number of student consultation hours.
2.7.2.2 The activities shall not exceed ten (10) hours
of the regular work schedule of forty (40)
hours requi red of al l ful l -ti me academi c
faculty members.
2.7.2.3 The activities are not contrary to the interests
of the University.
2.7.2.4 The facul ty member shal l not carry any
overload.
2.8 Graduate Studies
Reducti on i n worki ng hours for graduate studi es shal l be
equivalent to two (2) times the number of units enrolled in
provided the total does not exceed twelve (12) hours, of which
three (3) hours must be in residence. Faculty members writing
their thesis/dissertation shall be granted a reduction in teaching
and workload based on the provisions on faculty development.
Anyone carrying a graduate study load of six (6) units or more
will not be allowed to do consultancy or carry an overload.
2.9 Based on need, the University may assign overload to a full-
time faculty member taking into consideration the following
factors:
19
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
2.9.1 Teaching performance.
2.9.2 Compliance with school regulations and policies on
attendance, submission of grades, course syllabi, and
other requirements related to teaching.
2.9.3 Length of service at De La Salle University.
The overload should not conflict with other duties (i.e.,
administrative assignment, membership in Department,
College, University committees).
2.10 As a general rule, faculty may not have more than four (4) units
overload and two special classes.
2.11 Remuneration for teaching overload is one and one-tenth (11/
10) times the hourly overload rates. Overload pay rates are
based on faculty rank regardless of which College or unit
assigns the overload.
2.12 Graduate courses are given one and one-sixth (1 1/6) times as
much credit as that of undergraduate courses provided the
number of students meets the mi ni mum cl ass si ze. If the
minimum class size is not met, the graduate course shall be
considered a special class.
A three (3)-unit graduate class with eighty-five percent (85%) of
minimum class size shall be given two (2)-unit credit on the
following conditions:
a) the subject is on track,
b) the subject is offered once in a school year,
c) all students have paid their fees,
d) the class will meet regularly, and
e) no premium as graduate class will be given.
Assignment of graduate courses shall be subject to rules existing
in the different colleges.
2.13 The load of full-time faculty members may be reduced by one-
half (1/2) i.e., the faculty member goes on half load, subject to
the approval of the Chancellor. Reduction of full-time load will
involve a corresponding adjustment in matters pertaining to pay,
length of service and benefits.
2.14 Full-time faculty members are paid on the 10th and 25th of every
month.
20
F
A
C
U
L
T
Y

M
A
N
U
A
L
B. FULL-TIME ACADEMIC FACULTY RANKS
The following classification of ranks applies to full-time academic faculty:
General Considerations
Reclassification is the upward movement of a non-permanent
faculty member.
Rank promotion is the change in rank of permanent faculty
member. There are two (2) ways of obtaining rank promotion:
a. upon obtaining the appropriate graduate degree when all
requirements for entry into a rank are met and the degree
merely completes the entry requirements. In such case, the
residency requirement is waived.
Step promoti on subsequent to rank promoti on wi l l not
require the minimum one-year residency if the graduate
degree obt ai ned i s a doct orat e and t he rest of t he
requirements have been met.
b. upon completion of the research/publication requirements
that will merely complete the entry requirements into a rank;
hence, in such case, when the appropriate degree has
previously been obtained and the publication and residency
requirements have been complied with.
Step promotion is the upward movement of a permanent faculty
member within a rank upon meeting the residency, research/
publications and other non-residency requirements.
A faculty member who obtains an appropriate degree to complete
the minimum entry requirements into the next higher rank shall
be reclassified/promoted accordingly. After rank promotion/
reclassification, the faculty member may be subsequently given
a step promotion/reclassification if the residency and non-
teaching requirements for such are met.
1. Instructor
1.1 Minimum Entry Requirements
Appointment to this rank requires a bachelors degree and at
least one (1) year of teaching experience and a professional
license for faculty members in departments offering programs
where licensure is required. For those with additional teaching
and/or professional experience, the Hiring Board may be guided
by the grid (Appendix B) for the purpose of determining the
equivalent of teaching experience/professional experience.
21
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
Prof essi onal or rel evant experi ence and/ or manageri al
experience outside the applicants field of specialization may
be accorded half the weight assigned to teaching experience.
Applicant should demonstrate research potential in the discipline
or related discipline as evidenced by scholarly outputs.
1.2 Hiring
1.2.1 Criteria for Hiring
1.2.1.1 Effective teaching performance.
1.2.1.2 The applicant should demonstrate research
pot ent i al i n t he di sci pl i ne or rel at ed
discipline.
1.2.1.3 Parti ci pati on i n off-campus professi onal
organizations.
1.2.1.4 Graduat e school credi t s earned i n t he
discipline or related areas.
1.2.1.5 Val ues and at t i t udes ref l ect i ng t he
Universitys Mission Statement.
1.3 Promotion/Reclassification
1.3.1 Minimum Residency Requirements
Full-time faculty members who have at had least one
(1) year of residence within their present rank/ level may
be promoted/reclassified based on the general and
specific criteria for promotion/reclassification.
1.3.2 Criteria for Promotion/Reclassification
1.3.2.1 Effective teaching performance* as evaluated
by st udents, peers, t he Chai r, and, i f
necessary, the Dean, using comparative and
longitudinal data.
1.3.2.2 An applicant should demonstrate research
potential in the discipline or related discipline
as evi denced by any of t he f ol l owi ng:
semi nar papers f or graduat e courses,
development of instructional materials for
subjects taught, publication in journals, and
*
In case the numerical rating is not conclusive, the Deans evaluation will be used.
Please refer to Implementing Guidelines, item 6.1, p. 119.
22
F
A
C
U
L
T
Y

M
A
N
U
A
L
part i ci pat i on i n Uni versi t y or Col l ege-
sponsored research proj ects (refer to
Section 4 of the Implementing Guidelines,
pp. 111-118).
1.3.2.3 Involvement in College and Departmental
act i vi t i es, commi t t ees and programs.
Additional involvement in service-oriented off-
campus organi zat i ons and i n rel evant
College or University activities shall similarly
be gi ven credi t as i ndi cat i ve of act i ve
community service.
organizations.
1.3.2.5 Compl i ance wi th school regul ati ons and
administrative requirements for attendance,
punct ual i t y, and deadl i ne f or grades as
evidenced by official records.
1.3.2.6 Graduat e school credi t s earned i n t he
discipline or related areas.*
2. Assistant Professor
Appointment to this rank requires the completion of a masters
degree and a minimum of two (2) years of competent teaching
in the tertiary level.
For Assistant Professor, a masters degree is a necessary but
not a sufficient requirement for entry into the rank. The number
of years of experience and the scholarly outputs required for
each step of the rank should be met. Please refer to Section 4 of
the Implementing Guidelines, pp. 111-118.
For Mechanical Engineering passing the second professional
licensure exam (beyond the regular board exam) is considered
equivalent to a masters degree. For those with additional
teaching and/or professional experience, the Hiring Board shall
base its recommendation on the grid found in Appendix B.
Completion of a specialized degree [Bachelor of Laws (LLB) or
its equivalent (e.g. Juris Doctor), Bachelor of Sacred Theology
(STB), Licentiate in Canon Law (JCL), Licentiate in Sacred
*
At least 3 units every Academic Year.
23
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
Theology (STL), Doctor of Medicine (MD)] may be considered
equivalent to a masters degree when applicable to the area to
which the faculty member belongs.
Work or research experience directly related to the discipline of
the Department recruiting the applicant shall carry the same
weight as teaching experience in determining faculty rank.
Managerial experience outside the faculty members field of
specialization may be accorded half the weight assigned to
teaching experience.
2.2 Hiring
2.2.1.2 Competent research in the discipline or in a
related discipline as indicated by scholarly
out put s (ref er t o Sect i on 4 of t he
Implementing Guidelines, pp. 111-118).
Supporting documents are needed.
organizations.
2.2.1.4 Graduate school credits earned or enrollment
or residency in a doctoral program in the
Universitys Mission Statement
2.3.1 Minimum Residency Requirement
Full-time faculty members who have had at least one
(1) year of residence within their present rank may be
promot ed/ recl assi f i ed based on t he cri t eri a f or
promotion/reclassification.
2.3.2.1 Ef f ect i ve t eachi ng perf ormance**as
evaluated by students, peers, the Chair, and
if necessary, the Dean, using comparative
and longitudinal data.
*
At least 3 units every Academic Year.
**
24
F
A
C
U
L
T
Y

M
A
N
U
A
L
2.3.2.2 Competent research in the discipline or in a
outputs (refer to Section 4 of the Implementing
Guidelines, pp. 111-118).
2.3.2.3 Involvement in College and Departmental
act i vi t i es, commi t t ees and programs.
Additional involvements in University activities
shall similarly be credited as indicative of
active community service.
organizations.
punctual i ty, and deadl i ne for grades, as
2.3.2.6 Graduate school credits earned or enrollment
or residency in a doctoral program in the
3. Associate Professor
Appointment to this rank requires all of the following:
3.1.1 Possession of a doctoral degree in the discipline or in
a relevant area as determined by the needs of the
department. Possession of a doctorate is a necessary
but not sufficient requirement for entry into the rank.
Fellowship in Medicine, Doctor of Jurisprudence and
Master of Laws (LLM)** satisfy the degree requirement
for entry to the rank of Associate Professor. From the
rank of Associate Professor 5 to Full Professor, the entry
requirement is Doctor of Juridical Science.
3.1.2 At least two (2) years of competent teaching on the
tertiary level. In case the minimum number of years .of
teaching is not met, the faculty member may be hired
as a Vi si t i ng Prof essor unt i l he/ she meet s sai d
requirement.
*
At least 3 units within the Academic Year.
**
LLM will only qualify a faculty up to Associate Professor 4.
25
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
3.1.3 Substantial scholarly contributions in ones field of
speci al i zati on as evi denced by research studi es,
completed commissioned research projects, creative
works, and publications in reputable journals or a book
(refer to item 4.1.7 of the Implementing Guidelines, p.113).
3.1.4 Active membership in professional, community, and
governmental or non-governmental organizations.
3.2 Hiring
3.2.1.2 Competent research i n the di sci pl i ne or
organizations. Membership or leadership in
professional, socio-civic, non- governmental,
and peoples organizations is required as a
factor in community service.
by students, peers, Chair, and if necessary,
the Dean, using comparative and longitudinal
data.
3.3.2.2 Competent research i n the di sci pl i ne or
*
26
F
A
C
U
L
T
Y

M
A
N
U
A
L
organizations. Membership or leadership in
professional, socio-civic, non-governmental,
and peoples organizations is required as a
factor in community service.
3.3.2.4 Significant service to the University measured
through the faculty members involvement in
Col l ege and Uni versi t y counci l s and
committees.
4. Full Professor*
Only permanent faculty members can be granted the rank of Full
Professor. Promotion or reclassification to this rank requires
the fulfillment of all of the following:
4.1.1 A rel evant doctoral degree as determi ned by the
Department.
4.1.2 Substanti al schol arl y publ i cati ons i n one s fi el d of
specialization, including a single-authorship book or
its equivalent or creative works.
4.1.3 Recognition in the form of an award, grant, or fellowship,
by a reputable and recognized national/ international
organization for ones outstanding contribution to the
field of specialization.
4.1.4 Significant service to the academic community and/or
active membership and involvement in the University,
communi ty, professi onal , nati onal , or i nternati onal
organizations.
*The part-time rank of Professorial Lecturer does not correspond to a full-time Full
Professor rank if and when the faculty member is elevated to full-time status.
27
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
4.2 Hiring
An applicant may be hired to Full Professor rank with permanent
status provided the following conditions are met:
4.2.1 The faculty member submits a portfolio of his/her most
important scholarly publications within the last fifteen
(15) years, at least one (1) term prior to hiring.
4.2.2 An evaluation panel of three (3) Full Professors who are
experts and have published extensively in the faculty
members field of specialization shall be convened. At
least one of the three experts should come from a
reputable university outside of De La Salle Philippines.
Each member of the evaluation panel will be asked to
(a) prepare a written evaluation of the quality of the
publ i cat i ons of t he f acul t y member, (b) assess
significance of the scholarly contributions of the faculty
member relative to the contributions of other important
active scholars in the field, and (c) rank the faculty
member compared to the other leading important active
scholars in the field.
4.2.3 Leadership or significant participation in the academic
communi t y or nat i onal / i nt ernat i onal conf erences,
programs, and organizations.
4.2.4 The Hiring Board will consider the evaluation panels
recommendations and appoint the faculty member to
the Full Professor rank only if there is an unequivocally
positive assessment of the quality of the publications,
and if the faculty member is assessed as being among
the top five (5) scholars in the field of study.
4.3 Promotions/Reclassification
promotion/ reclassification.
4.3.2 Criteria for Promotion/ Reclassification
by st udents, peers, t he Chai r, and i f
necessary, the Dean, using comparative and
longitudinal data.
*
28
F
A
C
U
L
T
Y

M
A
N
U
A
L
4.3.2.2 Substanti al research i n the di sci pl i ne or
4.3.2.3 Leadershi p or si gni fi cant parti ci pati on i n
Department, College, University, community,
or nat i onal / i nt ernat i onal conf erences,
programs, organizations.
5. Visiting Professor
In exceptionally meritorious cases, the University may hire the services
of a Visiting Professor in areas where such services are needed on a
contractual basis. Remuneration (which corresponds to a rank) shall
be determined by the Vice Chancellor for Academics and Research in
consultation with the Hiring Board.
6. Professor Emeritus
In recognition of their excellent and distinguished contribution to
academe, retired faculty members with the rank of Full Professor may
be conferred the title of Professor Emeritus for life if they satisfy all
three (3) of the following conditions:
6.1 at least fifteen (15) years of service to the University;
6.2 marked distinction as a productive scholar, artist, or scientist,
as evi denced by compl eted research, creati ve works, or
publications duly evaluated by peers; and
6.3 recognition as an effective and dedicated teacher in the Lasallian
tradition.
A special committee will be responsible for screening nominations for
appointment to this rank. The committee shall be composed of the
following:
Chancellor,
Head of the Society of Fellows,
Dean of the College to which the nominee belongs,
Chair of the Department concerned,
Faculty Association President,
DLSAA Represent at i ve who has been a st udent of t he
recommendee,
29
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
A luminary in the discipline to be recommended by the department
to which the nominee belongs,
A Professor Emeritus who is still actively involved in University
matters.
Any Department can nominate a retired faculty member for the emeritus
professorship.
The committee shall submit its recommendation to the Chancellor for
his/her final approval.
Professor Emeritus may be detailed, with her/his consent, to any or all
of the following:
a) ongoing or continuing University/College projects or programs,
b) special activities or projects in the various University offices, and,
c) teaching.
They shall also enjoy similar research privileges as regular academic
faculty members.
Honoraria for activities or assignments of Professor Emeriti will be
based on the recommendation of the Special Committee subject to
the approval of the Chancellor.
C. HIRING PROCEDURE
1. All applications with the accompanying documents are screened by
the Chair.
2. The Chair, based on consultations with the Department faculty, submits
his/her recommendation to the Dean with the following: application
form/letter (except for luminaries), biodata, photocopy of transcript of
records, and three (3) references.
Where appl i cabl e, t he eval uat i on of t he appl i cant s t eachi ng
demonstration shall also be submitted.
3. If the Dean finds the applicant acceptable, he/she recommends the
applicant to the Vice Chancellor for Academics and Research for
clearance.
4. If the application is favorably considered, the Vice Chancellor for
Academics and Research gives notice to the Dean for convening the
Hiring Board.
5. The Hiring Board deliberates on the application and recommends a
rank to the Chancellor with clearance from the Vice Chancellor for
Academics and Research.
6. Incoming full-time academic faculty members are required to undergo
and pass a medical examination at the expense of the University.
30
F
A
C
U
L
T
Y

M
A
N
U
A
L
7. The Chancel l or makes t he appoi nt ment i n wri t i ng upon t he
recommendation of the Hiring Board with clearance from the Vice
Chancellor for Academics and Research. The contract signed by the
faculty member becomes binding only upon signing by the Chancellor
or his/her duly authorized representative.
8. For hiring of a Full Professor, refer to item 4.2, p. 27.
9. Composition of the Hiring Board
9.1 For Instructor to Assistant Professor
Dean of the College concerned, as presiding officer
Chair of the Department
Faculty representative from the Department selected by the
Department faculty
Faculty Association representative appointed by the President
of the Faculty Association
9.2 For Associate Professor
Vice Chancellor for Academics and Research
Dean of the College concerned
Department Chair
Two (2) senior faculty representatives with the rank of Associate
Professor preferably from the same Department to which
the candidate belongs. If this arrangement is not possible,
the Dean in consultation with the Department Chair selects
representatives with the same aforementioned rank from
the College.
One (1) representative from the Department of the recommendee
whose rank need not be the same as the recommended
rank but who is senior in terms of residence
10. Functions of the Hiring Board
10.1 Veri f i es/ eval uat es t hat support i ng document s, i ncl udi ng
scholarly outputs, research and creative works, publications and
other evidence used in determining the hirees rank are in place.
10.2 Verifies/evaluates that titles of aforementioned documents with
the corresponding dates of completion/decision sheet signed
by the Board, specifying which titles have been used for each
step of the rank.
10.3 Deliberates on the candidates qualifications to determine the
rank.
10.4 Recommends approval of hiring with appropriate rank to the
Chancellor.
31
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
D. PROCEDURE FOR PROMOTION/RECLASSIFICATION
1. At the end of his/her year of service/residency, the faculty member
shal l submi t an updat ed bi odat a i ndi cat i ng hi s/ her academi c
performance and activities since his/her last promotion/reclassification
as well as whether he/she is up for promotion/reclassification.
2. The head of the Department/unit, in consultation with the members
of the Department/unit, reviews the performance of the faculty member
being considered for promotion/ reclassification.
Based on the review, the head of the Department/unit recommends
the faculty member for promotion/reclassification after ascertaining
that the candidate has satisfied the minimum residency required.
In cases where the Chair does not recommend a faculty member for
promotion/reclassification, any other senior faculty member, with
Associate or Full Professor rank from the same department, may
recommend the faculty member or he/she may nominate himself/
herself by writing to the dean if his/her rank is lower than Associate
Professor 5, or to the Vice Chancellor for Academics and Research if
his/her rank is higher than Associate Professor 4.
I t i s general l y t he i mmedi at e superi or or hi s/ her desi gnat ed
representative who recommends the head of the Department/unit for
promotion/reclassification in consultation with the members of the
Department/Unit.
3. The head of the Department/unit prepares the list of recommendees
for promotion/reclassification. Recommendations should be submitted
to the proper office one (1) week before the start of the term when the
promotion/reclassification is supposed to apply. Recommendations
will be considered only when supported by necessary documents.
4. Upon receiving the recommendations, the administrator given the
function shall convene the Promotion/Reclassification Board.
5. Members of the Promotion/Reclassification Board are given reasonable
time to study the recommendations and supporting documents.
6. Boards meet separately and make the necessary recommendations.
7. No member of the Promotion/Reclassification Board shall have two
(2) designations.
No candidate for promotion/reclassification may sit on his/her own
deliberating Board. His/her place will be taken over by a duly designated
representative.
8. The candidate has the option to appear before the Board prior to its
deliberation on the recommendation.
32
F
A
C
U
L
T
Y

M
A
N
U
A
L
9. Decisions of the Board are generally by consensus. However, if
consensus cannot be reached despite a lengthy discussion, decision
shall be made by secret voting.
10. The presiding officer of the Promotion/Reclassification Board prepares
the decision sheet in accordance with the recommendation of the
Board.
11. The faculty member concerned is informed by the Chair (or the
immediate superior) of the recommendation of the Board within two
(2) working days from the time the decision was made. In case of an
unfavorable decision, the faculty member may appeal his/her case
(refer to Appendix F).
12. The decision sheet in its original form is submitted to the Chancellor
for his/her approval. He/She informs the faculty member concerned of
the decision in writing. A copy of the Boards decision sheet is attached
to the Chancellors letter.
13. Composition of the Promotion/Reclassification Board
13.1 For Instructors/Assistant Professors
Dean of the College concerned, as presiding officer
Department Chair
Faculty representative or alternate elected by the Departments
faculty
13.2 For Associate Professors 1-4
Department Chair
the College.
One (1) represent at i ve f rom t he Depart ment of t he
recommendee whose rank need not be the same as the
recommended rank but who is senior in terms of residence
13.3 For Associate Professors 5-7
33
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
Department Chair
the College
One (1) representative from the Department of the recommendee
whose rank need not be the same as the recommended
rank but who is senior in terms of residence
13.4 For Full Professors
Department Chair
Three (3) senior faculty representatives with the rank of Full
Professor preferably from the same College chosen by the
Vice Chancellor for Academics and Research in consultation
with the Dean and the Department Chair
14. Functions of the Promotion/Reclassification Board
14.1 Eval uates the documents of the candi date for promoti on/
reclassification based on the criteria stipulated for the rank
concerned.
14.2 Deliberates on the merits of the recommendation.
14.3 Recommends the candidate for promotion/ reclassification to
the rank.
E. PROBATION
1. Definition of Probation
A probationary faculty member is one who has been appointed for full-
time work and on whom permanent status has not yet been conferred
by the University.
2. Duration of Probation
The initial period of appointment for full-time faculty is one (1) trimester.
Unless the faculty member is informed in writing of non-renewal thirty
(30) days before the start of the next term, the appoi ntment i s
automatically extended up to the end of the third (3rd) trimester of
service. Subsequent renewals will be on an annual basis.
34
F
A
C
U
L
T
Y

M
A
N
U
A
L
The maxi mum probat i onary peri od i s f or ni ne (9) consecut i ve
trimesters. However, probationary faculty members who have complied
with the requirements for permanency may be made permanent after
three (3) consecuti ve tri mesters of probati on. Pri or servi ce of
probationary faculty members who have returned from graduate
studies/special training duly approved by the University shall be
considered part of the probationary period and may therefore be
employed to abbreviate the probationary period.
3. Criteria for Renewal
3.1 Effective teaching performance* as evaluated by students, peers
and the Chair.
3.2 Values and attitudes reflecting the University Mission Statement,
such as the sense of cooperativeness and responsibility and
visibility in the academic community.
3.3 Completion of the appropriate degree in the discipline or in a
related discipline of the department, when required by the
department/unit concerned and explicitly expressed in the Board
decision sheet and in the Chancellors letter.
3.4 Compl i ance wi t h school regul at i ons and admi ni st rat i ve
requirements for attendance, punctuality, and deadline for
grades, among other factors.
3.5 Research capability as demonstrated by scholarly outputs/
publications (Refer to Implementing Guidelines in Section 4.1.2
in Appendix A, p. 111).
3.6 Active participation and membership in Department, College,
and University committees and activities.
3.7 Good health as attested to by the medical officer/testing agency
designated by DLSU.
The above criteria are minimum requirements and a college may come
up with higher standards within the disciplines within the college.**
4. Effectivity/Non-Renewal of Contract
4.1 A faculty member on probation is expected to:
4.1.1 consider the period of his/her employment as strictly
temporary, the said period to end on the expiry date of
the contract, in which case the employer-employee
rel at i onshi p shal l aut omat i cal l y be consi dered
terminated; and
*
**
The additional college criteria must be disclosed to the faculty applicant at the start of
his/her probation.
35
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
4.1.2 fi ni sh the term of hi s/her appoi ntment, unl ess the
Uni versi t y deci des ot herwi se, i n whi ch case t he
University pays him/her all the emoluments called for
under his/her contract. If, however, the termination
bef ore expi ry i s f or cause, t he emol ument s
corresponding to the unserved portion of the contract
shall not be paid.
4.2 A faculty member on probation will be notified of non-renewal of
his/her contract at least thirty (30) days before the expiration of
his/her current contract.
5. Members of the Renewal Board
Dean/Head of division as presiding officer
Head of Unit
Seni or f acul t y member sel ect ed by col l eagues f rom t he same
Department/unit in a meeting called for such purpose
Faculty Association representative appointed by the President of the
Faculty Association
F. PERMANENCY
1. Definition of Permanency
A permanent faculty member is one who has met the criteria for
permanency as confirmed by the Permanency Board, and with whom
the Chancellor of the University has signed a contract for permanency.
The service of a permanent faculty member may be terminated only for
just cause and after due process.
2. Criteria for Permanency
2.1 Effective teaching performance* as evaluated by students, peers
and the Chair.
2.2 Values and attitudes reflecting the University Mission Statement,
such as sense of cooperati veness and responsi bi l i ty and
visibility in the academic community.
2.3 Completion of a doctoral degree in the discipline or in a related
discipline of the department for faculty members in the colleges
of Educat i on, Li beral Arts (except t he Depart ment of
Communication), and Science.
Completion of a masters degree and enrolment in a doctoral
program i n the di sci pl i ne or i n a rel ated di sci pl i ne of the
department for those hi red wi th bachel or s degree i n the
Col l eges of Busi ness and Economi cs, Computer Studi es,
*
36
F
A
C
U
L
T
Y

M
A
N
U
A
L
Engineering, and the Department of Communication of the
College of Liberal Arts.
2.4 Compl i ance wi t h school regul at i ons and admi ni st rat i ve
requirements for attendance, punctuality, and deadlines for
grades, among other factors.
2.5 Demonstrated research capability.
2.6 At l east one (1) publ i shed schol arl y out put duri ng t he
probationary period. This may include any published scholarly
output previously credited for promotion.
2.7 Active participation and membership in Department, College,
and University committees and activities.
2.8 Good health as attested to by a medical doctor/testing agency
designated by DLSU.
3. Procedure for Permanency/Renewal of Probation
3 .1 Before the end of the probationary period, the head of the
Department/uni t i n consul tati on wi th the members of the
Department/unit shall review the performance of the faculty
member concerned. The head of the Department/unit makes a
recommendation to the Permanency Board/Renewal Board.
3.2 The Vice Chancellor for Academics and Research convenes the
Permanency/Renewal Board to consider the Department/units
recommendation.
3.4 The Permanency Board/Renewal Board evaluates the faculty
members performance and recommends permanent status,
renewal of probation, or non-renewal of contract.
3.4 The faculty member concerned is informed by the Chair (or the
immediate superior) of the recommendation of the Board within
two (2) working days from the time the decision was made.
3.5 The Chancellor issues a contract to the faculty member who
has been recommended f or permanency/ renewal by t he
Permanency/Renewal Board.
4. Composition of the Permanency Board
Dean/Head of Division
Head of Unit
Faculty Association representative appointed by the President of the
Faculty Association
37
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
G. SEVERANCE OF SERVICE OF PERMANENT FACULTY MEMBERS
1. Severance of service of a permanent full-time faculty member can only
be for just cause. Such a faculty member cannot be dismissed without
due process.
Due process means, among other things, that the faculty member
shall be notified in writing of the charges against him/her and shall
have the opportunity to:
1.1 appear alone or with other persons to advise or assist him/her,
before a Service Review Board that is convened for the purpose
of deciding on the case of severance of permanent faculty
members;
1.2 know the nature and source of evidence against him/her and
present evidence on his/her own behalf; and
1.3 confront and/or cross-examine the witness(es) against him/her.
A Service Review Board shall be convened to hear the case.
The decision of the Service Review Board becomes implementable
immediately by the University upon confirmation by the Chancellor.
2. Pending resolution by the Service Review Board, a faculty member
who is charged with a major offense may be suspended from office in
accordance wi th the provi si ons of the Labor Code and rel ated
regulations.
3. A permanent faculty member who disagrees with the Service Review
Board on its decision shall have the right to appeal to the Arbitration
Board (see Appendix J), whose decision shall be final.
4. Voluntary Severance of Service of Faculty Members
A full-time faculty member shall not discontinue his/her service in the
University during the term. A full-time faculty member who decides to
sever relations with the University on his/her own accord must give the
administration prior notice of at least one (1) month before the end of
a term/schoolyear when he/she intends to leave.
In fairness to the University, if a full-time faculty member foresees that
he/she will not be available for an academic year or term, he/she should
submit his/her resignation effective at least one (1) month before the
beginning of an academic year or term, so that necessary adjustments
can be made with regard to scheduling and the appointment of other
faculty members.
This requirement may be waived only for serious reasons and with the
expressed consent of the University.
38
F
A
C
U
L
T
Y

M
A
N
U
A
L
5. Composition of the Service Review Board
Dean/Head of division
Head of Unit
President of the Faculty Association or his duly representative
H. RETIREMENT/EXTENSION OF SERVICE OF FULL-TIME FACULTY MEMBERS
1. Early retirement can be availed of by a full-time faculty member who is
at least fifty (50) years old and who has rendered at least twenty (20)
years of service. Early retirement shall be with the approval of the
University.
2. The age for mandatory retirement is sixty (60). A Service Extension
Board will be convened to review the faculty members case before he/
she reaches the age of sixty (60). His/her full-time services may be
extended until he/she reaches the age of sixty-five (65). The service of
the faculty member at age sixty-five (65) may be extended subject to
the review of the Service Extension Board on an annual basis, until he/
she reaches the age of seventy (70).
3. The head of the Department/unit, in consultation with members of the
Department/ unit, reviews the performance of the faculty member
concerned based on the criteria mentioned hereinafter.
During the hearing for extension, the head of the unit shall provide the
members of the Board with a copy of the faculty members summary
data sheet together with the recommendation of the Department/unit
head.
4. Physical health, productivity in research and publications, needs of
the Department/unit, teaching performance and completion of graduate
studies, where applicable, are major factors for consideration.
The faculty members sense of cooperativeness and responsibility,
visibility in the academic community, and University community service
are additional considerations for extension of service.
5. The faculty member concerned is informed by the Chair (or the
immediate superior) of the recommendation of the Board within two
(2) working days from the time the decision was made.
6. In special cases, if the Service Extension Board does not recommend
extension of the full-time services of a faculty member beyond sixty
(60) years of age, the Vice Chancellor for Academics and Research
may recommend a non-renewable extension of not more than two (2)
years.
7. A faculty member not recommended for extension may appeal his/her
case to the Chancellor.
39
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
8. The composition of the Service Extension Board is as follows:
Vice Chancellor for Academics and Research,
Dean of the college concerned,
Chair/Director/Coordinator,
Senior faculty member (based on rank) selected by colleagues from
the same unit in a meeting called for such purpose by the Chair,
President of the Faculty Association.
I. UNIVERSITY FELLOWS
1. Definition of University Fellow
University Fellows are those who have been conferred the honor in
recognition of their distinguished teaching, research, and publications
in their field of study and their meritorious service to the University.
2. Criteria for Fellowship
2.1 At least the rank of Associate Professor and at least five (5)
years of cumulative service in that rank
2.2 Teaching, research, and/or professional excellence and leadership
3. Procedure for Conferment of Fellowship
3.1 Any permanent full-time faculty member with the rank of Assistant
Professor or higher may nominate a faculty member to be a
Fellow. The candidate may be asked to present necessary
documents to support the nomination.
3.2 The Society of Fellows meets to consider the nominations. A
majority vote is needed among the Fellows present in order for
any nomination to be forwarded to the Fellowship Board.
3.3 The Fellowship Board meets to consider the nominations. A
majority vote is needed for a candidate to become a University
Fellow.
3.4 The Chancellor issues a letter confirming the award.
3.5 The Fellow will be presented to the academic community during
the Faculty Recognition ceremonies.
4. Composition of the Fellowship Board
Chancellor (ex-officio, non-voting member)
Head of the Society of Fellows
One fellow from each College except the College to which the Head of
the Society of Fellows belongs
The Dean of the College to which the candidate belongs, as a non-
voting resource person
40
F
A
C
U
L
T
Y

M
A
N
U
A
L
5. Benefits of a University Fellow
5.1 Upon conferment of this honor, a Fellow receives the equivalent
of one (1) months basic salary which is added to his/her retirement
fund as part of the employers contribution. Upon retirement, the
Fellow receives the accumulated interest earnings of this amount
plus one (1) month of his/her latest salary.
5.2 A Fellow is given priority to teach subjects in his/her area of
specialization.
5.3 In case of the phase-out of the Department to which he/she
belongs, a Fellow has the priority to be relocated in another
Department where he/she can teach his/her specialization or
its related fields.
In case he/she cannot be relocated, he/she will be entitled to
separation pay equivalent to one months salary for every year of
service.
5.4 The University will honor a Fellow upon his/her retirement with a
symbol of appreciation for his/her services to the University.
6. Duties and Responsibilities of a University Fellow
6.1 Serves as an exemplary model of the academic profession
6.2 Conducts himself/herself according to the highest norms of
professi onal i sm
6.3 Is active in University functions
6.4 Involves himself/herself in peer evaluation
6.5 Wears the symbol of University Fellows
6.6 Distinguishes himself/herself as a researcher with consistent
scholarly research output
6.7 Performs other functions as may be determined by the Society
of Fellows
7. Severance of Service of a University Fellow/Loss of Fellowship
Severance of Service of a University Fellow from the University shall be
governed by the same rules as those for permanent full-time faculty
members.
The Society of Fellows may opt to delist any member who does not
fulfill the duties and responsibilities of a University Fellow.
41
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
J. BENEFITS
1. Benefits Mandated by Law. Members of the faculty are covered by all
benefits specifically mandated by Philippine laws.
2. Health Care Plan. They participate in a health-care plan agreed upon
with the Faculty Association.
3. Longevity Benefits
Full-time academic faculty members with the appropriate number of
years of service are entitled to the following longevity pay:
10 to less than 15 years: one-month basic salary
15 to less than 20 years: one-and-a-half-month basic salary
20 to less than 25 years: two-month basic salary
25 to less than 30 years: two-and-a-half-month basic salary
30 to less than 35 years: three-month basic salary
35 or more years: three-and-a-half-month basic salary
If a faculty member goes on leave without pay during the year, his/her
longevity pay for that year is pro-rated.
For full-time faculty members, the cut-off date for determining the
number of years of service is May 31 of every calendar year. Longevity
benefits (pay over and above the thirteenth month salary) will be given
on April 15 of every year.
For full-time faculty members who started teaching in the University on
a part-time basis, or who, in the interim, served on a part-time basis,
the following service equivalents will be observed:
A teaching load of thirty-six (36) units/year will be given an
equivalence of one (1) year of service; and
A teaching load of less than thirty-six (36) units/year will be
considered a fraction of a year, where the fraction is determined
by dividing the total units of load for the year by thirty-six (36).
4. Maternity and Paternity Benefits
4.1 Maternity Benefits
The University provides maternity leave benefits in accordance
with law. In cases where the law is silent or the benefit to be
derived from it is less, the provisions contained in this Manual
shall apply.
For the first two (2) children, a permanent faculty member will
receive her full basic salary during her maternity leave minus
Social Security System (SSS) benefits which are given directly
to the faculty member concerned.
42
F
A
C
U
L
T
Y

M
A
N
U
A
L
Female faculty members who have been in the service for at
l east one (1) year but are not yet permanent, and those
permanent having their third or fourth child, shall receive their
full basic salary during the maternity leave minus:
- the amount due from SSS in maternity benefit, and
- the substi tute s pay (overl oad or part-ti me rate); the
University shall bear the differential should the substitutes
pay exceed that of the faculty members maternity leave pay.
Upon expiration of the legal duration of sixty (60) days for
normal delivery, and seventy-eight (78) days for delivery by
caesarian section, the faculty member must report for work.
The Chai r, i n consul t at i on wi t h t he f acul t y member
concerned, assigns the substitute.
The maternity leave filed after the 4
th
child shall not disrupt
continuity of service.
4.2 Paternity Benefits
Every married male faculty member shall be entitled to a paternity
leave of seven (7) days with full pay for the first four (4) deliveries
of t he l egi t i mat e spouse wi t h whom he i s cohabi t i ng, i n
accordance with Sec. 2, RA No. 8187. The faculty member shall
notify his Chair of the expected date of delivery of his legitimate
spouse and a substitute shall be assigned to take over his
classes during his absence.
5. Leaves
5.1 Service Leave
A permanent ful l -ti me academi c facul ty member who has
rendered four (4) years, as fully notified by the Office of the Vice
Chancellor for Academics and Research, of continuous full-time
service may avail of service leave with full pay for one (1) term.
A faculty member qualified to go on service leave should apply
in writing for such leave at least one (1) term before the intended
leave.
The required continuous service for the subsequent leave shall
be counted from the actual date of return.
In cases where a service leave applied for in writing is deferred
due to scheduling difficulties, years of continuous service for
the next service leave should include the period of deferment.
Service leaves are non-cumulative and can only be deferred once.
Faculty members who go on service leave should render at least
43
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
one (1) trimester of service upon their return.
5.2 Sabbatical Leave
A permanent faculty member with the rank of at least Assistant
Professor who has rendered a minimum of seven (7) years of
continuous service is entitled to a sabbatical leave. A faculty
member is to engage in research. In addition, he/she may also
engage i n ot her act i vi t i es such as post doct oral work,
professional practice* and/or extension service approved by
the University. The sabbatical plan should be submitted by the
faculty member applying for sabbatical leave at least one (1)
term before the intended leave to the College Research Council
(CRC) for endorsement to the Vice Chancellor for Academics
and Research for approval. A faculty member may work on and
complete his/her sabbatical research project during the seven
(7) years prior to his/her sabbatical leave, but without any
deloading and provided said project has not been used for any
other purpose.
The required continuous service for the subsequent leave shall
be counted from the date of return. In cases where the sabbatical
l eave appl i ed for i n wri ti ng i s deferred due to schedul i ng
difficulties, years of continuous service for the next leave shall
include the period of deferment.
The grantee must fulfill the following upon return:
- Submit a written report of the research output to the CRC for
review and evaluation;
- Render at least one (1) year of service upon return.
Sabbatical leaves cover a period of one (1) year and merit full
pay.
5.3 Study and/or Research Leave
5.3.1 Endorsed or Sponsored by the University
5.3.1.1 A full-time faculty member who applies for
study leave may carry a full salary depending
on the memorandum of agreement governing
the scholarship. The duration of the leave will
depend on the requirements of the degree/
research program and the availability of such
program in the Philippines. For a masters
program this leave should not exceed two
(2) years; for a doctoral program, four (4)
years. However, this leave may be granted a
one-year extension subject to the provisions
of the Faculty Development Program.
*
on the job professional enrichment approved by the University
44
F
A
C
U
L
T
Y

M
A
N
U
A
L
5.3.1.2 While a study leave endorsed or sponsored
by t he Uni versi t y i s not consi dered a
disruption of service and is credited towards
years of service for retirement purposes, it is
not credited towards years of service for
servi ce/sabbati cal l eave, promoti on, and
longevity benefits.
5.3.2 Study/Training Not Sponsored by the University
5.3.2.1 A full-time faculty member who obtains local
or foreign scholarships may or may not carry
his/her salary depending on arrangements
made with the Vice Chancellor for Academics
and Research or on the memorandum of
agreement governing the scholarship grant.
5.3.2.2 While a study leave of this nature is not
considered a disruption of service and is
credited for retirement purposes, it is not
credited towards years of service for service/
sabbatical leave, promotion, and longevity
benefits.
5.3.3 Study and/or Research Work for Personal Reasons
A permanent faculty member may apply for this leave for
reasons of professional growth. This leave has a normal
duration of one (1) year subject to extension and merits
no pay. This leave will disrupt continuity of service. The
Chancellor has the discretion to extend this leave.
5.4 Business or Practice of Profession
A permanent faculty member who has served for five (5) years
may apply for this leave for reasons of personal business,
practice of profession, or professional growth. Leaves in this
category are for a maximum period of one (1) calendar year, are
non-renewable, and are without pay. Such leaves will disrupt
5.5 Vacation or Rest
A permanent faculty member may apply for a vacation leave for
reasons of poor health for a duration of one (1) term, renewable
for a maximum of two (2) more terms, upon certification of the
University physician. This leave is without pay. The faculty
member should not work for the duration of this leave. This leave
will not disrupt continuity of service (service/sabbatical leave)
but it will not be credited towards computation of years of service
for longevity/retirement.
45
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
5.6 Sick Leave
A full-time permanent faculty member who is:
confined in a hospital, or
physically unable to leave the house, or
sick as certified by a medical doctor and confirmed by the
University physician on a visit, and is therefore unable to
teach/work, is entitled to full basic salary of up to one (1)
month. During the second and third months of a prolonged
sickness, the difference between a faculty members regular
basic salary and that of the substitutes overload/part-time
rate will be paid to the faculty member. Should the substitutes
pay exceed that of the faculty, the differential would be
shouldered by the University.
Beginning with the fourth month, he/she shall be considered
automatically on leave without pay until he/she fully recovers.
Any sick leave beyond three (3) months will not be credited
towards years of service (service/sabbatical leave) but will
not di srupt cont i nui t y of servi ce t owards l ongevi t y and
retirement.
At the end of any prolonged sick leave, a faculty member should
present a certification given and/or endorsed by the University
physician attesting to his/her full recovery.
The aforementioned benefit is non-cumulative and may be
enjoyed only once during an academic year.
A full-time non-permanent faculty member who has served the
University for at least one (1) year and who contracts a prolonged
illness as defined above, shall be entitled to full pay for one (1)
calendar month. Inability to return to service after said period
shall be a cause for an immediate review of his/her contract by
the Permanency/Service Review Board.
5.7 Emergency Leave
Emergency leave with pay for not more than five (5) working
days shall be granted to any member of the faculty directly affected
by such contingencies as:
death, or seri ous acci dent/i l l ness of a member of the
immediate family (including parents, only for this purpose).
Serious illness is to be determined by a physician; and
natural and man-made calamities such as fire, earthquake,
lahar flows and other consequences of volcanic eruptions
and the like.
For permanent faculty members, such leave may, in exceptional
46
F
A
C
U
L
T
Y

M
A
N
U
A
L
and feasible cases, be extended to one (1) term. Although such
extension shall merit no pay, and will not be credited towards
years of service for service/sabbatical leave, promotion, longevity,
and retirement purposes, it will not constitute a disruption in the
5.8 Military Service Leave
Military service leave shall be granted members of the faculty
who may be called in accordance with the National Defense Act
or any other law for trainee instruction, or for regular active duty
training in any recognized branch of the Philippine Armed Forces.
5.9 Secondment or Special Detail Leave
University faculty members may be detailed by secondment to
schools within De La Salle Philippines or may be on special
detail to a government agency subject to the approval of the
Chancellor.
Secondment or special detail to De La Salle Philippines school
and to any government agency is for one (1) calendar year,
renewable on a yearly basis.
This leave merits no pay but does not disrupt continuity of service
and is counted for promotion, longevity, and retirement purposes.
5.10 General Considerations on Leaves of Absence
5.10.1 Any leave of absence should be taken to coincide with
the academic calendar.
5.10.2 A f acul t y member shal l not secure empl oyment
elsewhere while on leave, except leaves under 5.4
(Business or Practice of Profession).
5.10.3 Permanent f acul t y members grant ed a l eave are
assured of retai ni ng thei r facul ty rank, though not
necessarily their appointive positions in the University.
They have the opti on to conti nue payment of the
contributions to SSS, PAG-IBIG and Philhealth but they
will also have to pay the Universitys share.
5.10.4 Only leaves of absence with pay, except leaves under
5.8 (Military Service Leave) and 5.9 (Secondment or
Special Detail Leave) may be counted towards years
of service for promotion, longevity, and retirement
purposes, and service and sabbatical leaves.
5.10.5 A faculty member may avail of a leave of absence under
t he af orement i oned st i pul at i ons. The t ype and
conditions of a leave are determined by the head of the
unit and the faculty member concerned. The leave takes
47
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
effect after it is approved in writing by the Vice Chancellor
for Academics for Research upon the recommendation
of the Dean/head of the unit. Should the Vice Chancellor
for Academics and Research disapprove the leave, the
faculty member may appeal the case to the Chancellor.
5.10.6 As part of his/her contract, a faculty member who is on
an approved leave of absence is expected to render
corresponding years of service upon his/her return. If
he/she fails to render such service, he/she shall be
asked to repay all salaries and benefits received during
such leave. In this case, the University may withhold
any or all benefits accruing to the faculty member
concerned.
5.10.7 A faculty member who goes on leave without official
approval is considered resigned.
5.10.8 A faculty member who is leaving for abroad should apply
for the i ntended l eave to the Vi ce Chancel l or for
Academics and Research through the Dean thirty (30)
days before the effectivity of said leave. A formal reply
from the Vice Chancellor for Academics and Research
shoul d be f urni shed wi t hi n seven (7) days af t er
application. The requirement of 30 days notice will not
apply for sick leave, emergency leave, and attendance
to conferences and official meetings abroad.
5.10.9 Faculty members on approved leave of absence should
write the Vice Chancellor for Academics and Research,
copy furnished the Dean about their intention to return,
forty-five (45) calendar days before the end of their leave;
otherwise they are considered resigned.
The advance notice is required to give the University
enough ti me to see to i t that the facul ty member
concerned will have an assignment upon his/her return.
6. Retirement Benefits
6.1 The University retirement benefits consist of the following plans:
Universitys Faculty ReferenceNumbers
Contributions% % of Notes Below
Plan A (CEAP) 4 2 #1
Plan B 2 2 #2
Plan C 4 0 #3
Plan D 3 2 #4
#1. Faculty members are entitled to Plan A in accordance with the
policies of the CEAP Retirement Plan. (See Appendix K)
#2. Faculty members are entitled to Plan B for which they contribute
48
F
A
C
U
L
T
Y

M
A
N
U
A
L
two percent (2%) of their monthly basic salary inclusive of the
contribution to PAGIBIG. The University commits itself to matching
the faculty members contribution (2% of basic monthly salary
mi nus the contri buti on to PAGIBIG). The total Uni versi ty
contributions go to a retirement fund governed by policies similar
to those of the old CEAP Retirement Plan effective prior to October
1989.
#3. Plan C applies to faculty members who are not enjoying tuition
waivers for their children. The total contribution will be added to
the Universitys Retirement Fund. Although part of the Universitys
Retirement Plan, this contribution will be credited to the faculty
member concerned; hence, he/ she may wi t hdraw t hi s
contribution, together with all interest, when he/she leaves the
University.
When a faculty member enjoying tution waiver benefit stops
availing of this benefit he/she is automatically entitled to Plan C.
#4. Full-time faculty members who have opted for Plan B may opt to
participate in Plan D whereby they commit themselves to saving
two percent (2%) of their basic salary while the University
matches this with three percent (3%) contribution. The total
cont ri but i on wi l l be added t o t he Uni versi t y s addi t i onal
Retirement Fund Plan and will also be governed by rules similar
to those of the old CEAP Retirement Fund effective prior to
October 1989.
Addendum regarding the old CEAP Retirement Plan:
Plans B, C, and D will follow the old CEAP provisions effective
pri or to October 1989 and other pol i ci es that may be
stipulated by the Retirement Board.
6.2 For the purpose of computing retirement benefits, a faculty
member who has served the University for at least thirty (30)
years shall be deemed promoted 2 full step upon retirement. A
faculty member who has served the University at least 20 years
but less than 30 years shall be deemed promoted 1 full step.
6.3 Retirement benefit shall be computed based on twenty-six and
17 hundredth days (26.17) effective academic year 2008-2009.
6.4 Retirement benefits due the retiring faculty member will be given
to him/her on one of the following conditions:
6.4.1 At the mandatory age of 60, when servi ce i s not
extended.
6.4.2 At the age of 62, when service is extended for two (2)
years upon the recommendation of the Vice Chancellor
for Academics and Research.
49
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
6.4.3 At the age of 65, when service is extended for five (5)
years upon t he recommendat i on of t he Servi ce
Extension Board.
6.4.4 Upon early retirement (age 50 with 20 years of service).
6.5 Privileges of Retired Faculty Members
6.5.1 They have permanent employee identification cards.
6.5.2 They may avail of the services of the University clinic,
counseling, library (room use only), gymnasium/sports,
and computer faci l i ti es (emai l account onl y), and
di scounts for purchases at the bookstore and the
canteens.
6.5.3 They recei ve, upon request , publ i cat i ons of t he
University, which are furnished to the faculty generally.
6.5.4 They are invited to University activities (colloquia,
concerts, programs, sportsfests, etc.) and recei ve
discounts on tickets where applicable.
7. Faculty Development Benefits
7.1 Tuition discount for graduate studies and other grants are
provi ded under the Facul ty Devel opment Program of the
University.
7.2 The University Committee on Faculty Development, composed
of the Vice Chancellor for Academics and Research as presiding
offi cer, a Deans Representati ve, the Facul ty Associ ati on
President, an Academic Service Faculty Representative - all voting
members - shall formulate the general guidelines for faculty
development and review the guidelines of the College Faculty
Devel opment Commi ttees. The other Col l ege Deans and
College Faculty Representatives shall be regular non-voting
members of the Committee.
7.3 The College Faculty Development Committee, using the general
guidelines as basis, formulates specific guidelines for each
College. This Committee is composed of the Dean as presiding
officer, Department representatives, and a Faculty Association
Representative.
7.4 All policies enunciated and benefits decided on by the University
Faculty Development Committee shall be an integral part of the
Faculty Manual.
8. Research Incentive
8.1 Permanent faculty members with the rank of at least Assistant
50
F
A
C
U
L
T
Y

M
A
N
U
A
L
Professor who have served for five (5) cumulative years will
receive a research incentive equal to one hundred percent
(100%) of their monthly salary for any paper or creative work in
line with ones area of specialization, appearing in a publication
with an ISBN or an ISSN within the academic year. In some
cases, a review of the articles with ISBN or an ISSN can be
considered. The research incentive shall be equivalent to only
seventy-five percent (75%) of the monthly salary for publishable
research completed within the academic year, or for a research-
based paper delivered in a public forum.
8.2 Professorial and academic chairholders also qualify for the
benefit by submitting a paper over and above that required by
the chair they hold.
8.3 Research papers or creative works should be endorsed by the
Department Chair to the College Research Committee (CRC).
The CRC deliberates on them and submits the qualified papers
to the Vice Chancellor for Academics and Research for approval
of the incentive award.
8.4 For contracted projects, there should be a paper over and above
the requirements of the project.
8.5 Research that qualified for the incentive during the previous year
may qualify for the current academic year provided the data are
updated.
8.6 Joint research/papers shall be treated as single ones, with the
members of the research team deciding among themselves
who shall be the recipient of the incentive and its concomitant
benefits. Credit for joint research/papers will be determined by
the respective College Research Committees.
9. Disability Benefits
In addition to the benefits for long term sickness and total permanent
disability in accordance with the SSS Law, the following benefits are
given subject to qualifications herein stated:
Permanent faculty members with at least three (3) years of service
who are permanently disabled will receive a lump sum consisting of
the latest monthly salary times the number of years of service, provided
the amount of disability benefits shall not be less than PhP50,000, nor
more than PhP300,000, and provided the faculty member at the time
of disability is not eligible for early retirement benefits under the CEAP
Plan. If he/she is so entitled, the faculty member is entitled to whichever
amount is higher.
10. Death Benefits
When a full-time academic faculty member who is a member of the
51
F
U
L
L
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
DLSU Faculty Association dies, members of the Faculty Association
will contribute the equivalent of one (1) hour overload or part-time pay.
The University will give an amount equivalent to one-and-a-half (1.5)
times the total contribution of the faculty.
A permanent faculty member who reaches retirement age and who
has been a member of the Faculty Association for fifteen (15) years
may continue membership in the Faculty Association and will continue
to qualify for the death benefits stated above.
A faculty member who is entitled to retirement benefits at the time of
his/her death shall be granted both retirement and death benefits.
A full-time faculty member who dies and who has served the University
for ten (10) years prior to death is entitled to a 100% tuition waiver for
one (1) child, for a regular collegiate program in the University. A faculty
member who has served the University for 20 years prior to death is
entitled to a 100% tuition waiver for 2 children, for a regular collegiate
program in the University.
A retired faculty member who dies and who has served the University
for at least twenty (20) years is entitled to a 100% tuition waiver for two
(2) children for a regular collegiate program in the University.
11. Parking Privileges
Parking spaces are designated for University Fellows, Full Professors,
and admi ni strators (Vi ce-Deans up). Parki ng sl ots on campus,
including an additional 10 slots at the 6
th
Floor of the Enrique Razon
Sports Building, is extended to members of the Faculty Association,
subject to rules and procedures in determining parking space, which
may be reviewed annually.
52
F
A
C
U
L
T
Y

M
A
N
U
A
L
53
ACADEMIC SERVICE FACULTY
A. EMPLOYMENT NORMS AND CONDITIONS
1. General Classification by Unit Assignment
Academic Service Faculty (ASF), the equivalent of the academic non-
teaching personnel as defined by BP 232, are faculty members who
are primarily engaged by the University for the practice of their
profession directly supportive of teaching or in support of academic
programs. They are expected to parti ci pate i n the Uni versi ty s
pursuance of its mission by fully concentrating on their specific inter-
related functions as stated in their job descriptions provided by the
University unit to which they are assigned. Among the University units
which require the services of these faculty members are the following:
Admissions Offices
Engineering and Science Laboratories
External Linkages Office
Human Resource Development Office
Institutional Testing and Evaluation Office
Information Technology Center
Library
Marketing Communication Office
Social Development Research Center
Scholarship and Financial Assistance Office
Student Personnel Services
Other units that perform academic services
2. Classification by Employment Status
Empl oyment stat us ref ers t o t he nat ure of an ASF member s
appointment, which may be Contractual, Probationary, or Permanent.
2.1 Depending on the needs of the University units enumerated
above, Contractual ASFs may be hired on a contractual or project
basis. The functions, duties and obligations, including honoraria
for such positions shall be decided by the Vice Chancellor for
Academics and Research in consultation with the administrators
concerned.
2.2 A Probationary ASF member is one who has been appointed for
full-time work and on whom permanent status has not yet been
conferred. An ASF member on probation will be notified of the
non-renewal of his/her contract at least thirty (30) days before
the expiration of his/her current contract.
2.2.1 Duration of Probation
The initial period of appointment for a Probationary ASF
member is one (1) trimester. Unless the ASF member
54
F
A
C
U
L
T
Y

M
A
N
U
A
L
is informed of non-renewal thirty (30) days before the
start of the next term, the appointment is automatically
extended up to the end of the third (3rd) trimester of
service. Subsequent renewals will be on an annual
basi s.
The maxi mum probat i onary peri od i s ni ne (9)
consecutive trimesters. However, Probationary ASFs
who have compl i ed wi t h t he requi rement s f or
permanency may be made permanent after three (3)
consecutive trimesters of probation. Prior service of
Probationary ASF members who have returned from
study leaves may be considered part of the probationary
peri od, and t hey may t heref ore be empl oyed t o
abbreviate the probationary period.
2.2.2 Effectivity/Non-renewal of Contract
A Probationary ASF is expected to:
2.2.2.1 consider the period of his/her employment
as strictly temporary, the said period to end
on the expiry date of the contract, in which
case the employer-employee relationship
shal l aut omat i cal l y be consi dered
terminated; and
2.2.2.2 finish the term of his/her appointment, unless
the University decides otherwise, in which
case the Uni versi ty pays hi m/her al l the
emoluments called for under his/her contract.
If, however, the termination before the expiry
dat e i s f or cause, t he emol ument s
corresponding to the unserved portion of the
contract shall not be paid.
2.3 A Permanent ASF member is one who has met the criteria for
permanency as confirmed by the Permanency Board, and with
whom the Chancellor of the University has signed a contract for
permanency. The service of a permanent ASF member may be
terminated only for just cause and after due process.
3. Working Conditions
In addition to the general functions of ASF members as stated in the
job descriptions provided by the respective University units to which
they are assigned, they:
3.1 shall devote forty (40) hours of professional service a week to
the University during each of the three (3) trimesters of the school
year.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
55 3.2 render servi ce between tri mesters to ensure conti nui ty of
operations. They do not render service on non-working holidays
and during the Christmas break.
3.3 enjoy a vacation leave every year depending on the number of
years of conti nuous servi ce, upon arrangement wi th thei r
immediate supervisor who endorses it to the Dean/Director for
the eventual approval of the Vice Chancellor for Academics and
Research. Their vacation leave entitlement is specified under
Benefits, p. 83.
3.4 may be assigned to administrative positions by the University
as part of their forty (40) hours of professional service a week for
which they shall be given honoraria. The amount of honorarium
shall be based on: (1) the size of the unit/department; (2) the
number of programs/projects undertaken; (3) the number of
persons under supervi si on; (4) t he nat ure of t ask or
responsibility; and (5) the offices/units significant contribution
to the university.
3.5 may teach at De La Salle University a maximum of one (1) three-
hour course per term as part of their professional growth, subject
to the approval of the unit head concerned. The actual teaching
hours shall be conducted within their forty (40) hours-a-week
schedule and shall NOT merit extra compensation.
3.6 may engage in consultancies approved/endorsed/ sponsored
by the University. They may also engage in teaching within the
Uni versi ty s consorti um program wi th the approval of the
Chancellor, provided:
3.6.1 they are permanent members of the faculty;
3.6.2 they have received an effective performance evaluation;
3.6.3 these outside activities have the approval of the head of
the unit and the Dean/Director concerned, and do not
exceed eight (8) hours per week of the regular work
schedule; and
3.6.4 they are not currently enjoying other reductions in working
hours.
3.7 shall be given time off for training, seminars, or workshops upon
the approval of the Vice Chancellor for Academics and Research
in consultation with the Associate Vice Chancellor concerned or
his/her equivalent and/or head of the unit concerned. The
University shall secure every affordable opportunity to promote
the academic and professional growth of the Academic Service
Faculty by providing time, funds, and other means of support to
enable them to pursue their continuing education and training
in their respective fields or profession, subject to the provisions
56
F
A
C
U
L
T
Y

M
A
N
U
A
L
in the Faculty Development Program and the requirements of
the effective delivery of services. Reduction in working hours for
masteral studies shall be equivalent to one and one-half (1.5)
times the number of units enrolled in, provided the total number
does not exceed nine (9) hours.
B. ACADEMIC SERVICE FACULTY RANKS
A common faculty ranking scheme shall govern all Academic Service Faculty
members. A general set of minimum entry requirements is provided for
each of the ranks. Specific entry requirements may vary, however, depending
on the needs of each unit.
The following classification of ranks applies to full-time Academic Service
Faculty:
1. Assistant Academic Service Faculty (AASF) I-1 to I-10
-for Information Technology Center only
Appointment to this rank requires a relevant bachelors degree
and one (1) year work experience relevant to the position. An
appl i cant wi t h a rel evant bachel or s degree but wi t hout
experience may be hired as a Contractual AASF member.
1.2 Hiring
1.2.1.1 Compet ence i n t he perf ormance of
prof essi onal f unct i ons as at t est ed by
previous employer.
1.2.1.2 Self-development and professional growth
as evidenced by attendance in at least one
(1) seminar or workshop relevant to his/her
area of expertise or discipline, and which has
been echoed in any forum.
1.2.1.3 Professional involvement as evidenced by
act i ve part i ci pat i on i n prof essi onal
associations, or organizations related to his/
her position.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
57 1.3 Promotion/Reclassification
Reclassification is the upward movement of a non-permanent
AASF member.
Step promotion is the upward movement of a permanent AASF
member within the rank upon meeting the residency and all
non-residency requirements.
1.3.1 Mi ni mum Resi dency Requi rements for Promoti on/
Reclassification
Full-time AASF members who have at least one (1) year
of residency in their present rank and succeeding levels
may be promoted/ reclassified based on the criteria for
professional functions as attested to by the
head of the unit concerned and evidenced by
an effective performance rating of 4.0 by
students/staff, peers and supervisors.
The basis for the performance rating of ASFs
regardless of rank applied for shall cover his/
her performance for the last three years.
area of expertise or discipline, and which has
been echoed in any forum.
1.3.2.3 Cont ri but i on t o t he devel opment /
improvement of existing programs/materials/
i nstrumentati ons towards more effecti ve
office systems and procedures.
her position.
punctuality, and deadline for submission of
reports as evidenced by official records.
58
F
A
C
U
L
T
Y

M
A
N
U
A
L
1.3.1.6 I nvol vement i n Communi t y/ Col l ege/
Department/Unit activities/projects
2. ASF Ranks I-1 to I-12
Appointment to this rank requires a relevant bachelors degree
and one (1) year work experience relevant to the position. An
appl i cant wi t h a rel evant bachel or s degree but wi t hout
experience may be hired as a Contractual Academic Service
Faculty (ASF) member.
2.2 Hiring
professional or administrative functions as
attested by previous employer.
area of expertise or discipline.
her position
Full-time ASF members who have had at least one (1)
year of residency in their present rank and succeeding
levels may be promoted/reclassified based on the
criteria for promotion/reclassification.
2.3.2.1 Specialized training or graduate units* in
the discipline or related area.
*
At least 3 units within the Academic Year
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
59 2.3.2.2. Compet ence i n t he perf ormance of
professional or administrative functions as
attested to by the head of the unit concerned
and evidenced by an effective performance
rating of at least 4.0 by students/staff, peers,
and supervisors.
2.3.2.3 Cont ri but i on t o t he devel opment / more
effective office systems and procedures.
2.3.2.4 I nvol vement i n Communi t y/ Col l ege/
Department/Unit activities/projects.
punctuality, and deadline for submission of
reports as evidenced by official records
area of expertise or discipline
her position
3. ASF Ranks II-1 to II-9
Appointment to this rank requires the completion of a relevant
masters degree, and whenever applicable, an appropriate
license, in addition to a minimum of two (2) years of professional
practice in the University, or five (5) years of professional practice
and/or relevant experience gained from the academe, industry,
and government or non-government servi ce-ori ent ed
organizations.
3.2 Hiring
3.2.1 Criteria for Hiring to ASF Ranks II-1 to II-7
prof essi onal or admi ni st rat i ve work as
3.2.1.2 Development of new program(s) or materials
that contribute to the efficient and effective
60
F
A
C
U
L
T
Y

M
A
N
U
A
L
del i very of servi ces t o t he academi c
community.
3.2.1.3 Continued self-development and professional
growth as evidenced by attendance in at least
t wo (2) semi nars, t rai ni ng programs or
workshops rel evant t o hi s/ her area of
expertise or discipline.
active participation in relevant professional
organizations.
Universitys Mission Statement such as the
ability to relate harmoniously with others.
A minimum of one (1) year residency in the present rank
is required for promotion/reclassification based on the
criteria for promotion/ reclassification.
3.3.2 Criteria for Promotion/Reclassification to ASF Ranks II-
1 to II-7
and as evidenced by an effective performance
supervisors, and, if necessary, the Dean or
Vice-Dean, whenever applicable.
3.3.2.2 Development of new program(s) or materials
community
3.3.2.3 Continued self-development and professional
growth as evidenced by attendance in at least
t wo (2) semi nars, t rai ni ng programs or
workshops rel evant t o hi s/ her area of
expertise or discipline
organizations
3.3.2.5 Involvement in community, College, Depart-
ment activities, committees, programs, etc.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
61
punctual i ty, and deadl i ne for reports as
evidenced by official records
ability to relate harmoniously with others
3.4 Criteria for Hiring to Ranks II-8 to II-9
3.4.1 Compet ence i n t he perf ormance of
3.4.2 Development of new program(s) or materials
community.
3.4.3 Cont i nued sel f -devel opment and
prof essi onal growt h as evi denced by
attendance i n at l east two (2) semi nars,
training programs or workshops relevant to
his/her area of expertise or discipline.
3.4.4 Professional involvement as evidenced by
organizations.
3.4.5 Val ues and at t i t udes ref l ect i ng t he
3.4.6 Evidence of managerial or mentoring skills
to train faculty within the unit or department
i s recogni zed as a si gni fi cant factor for
evaluating professional competence.
3.4.7 Evidence of significant contributions in ones
fi el d of speci al i zati on such as programs
devel oped for the uni t i n l i ne wi th one s
position in the unit, and at least one (1) paper
presented/del i vered by the ASF member
concerned as plenary speaker in relevant
national conventions/ conferences or paper
presented in a concurrent/parallel session
in an international conference or published
in relevant national journals.
3.4.8 Act i ve l eadershi p i n rel evant nat i onal
62
F
A
C
U
L
T
Y

M
A
N
U
A
L
professi onal organi zati ons or si gni fi cant
contribution in community- based IT-related
projects/programs.
3.4.9 Specialized training of at least forty (40) hours
in ones field or discipline.
3.5.1 Criteria for Promotion/Reclassification to Ranks II-8 to
II-9
3.5.1 Compet ence i n t he perf ormance of
and as evidenced by an effective performance
supervisors, and, if necessary, the Dean or
Vice-Dean, whenever applicable.
3.5.2 Development of new program(s) or materials
community.
3.5.3 Cont i nued sel f -devel opment and
prof essi onal growt h as evi denced by
attendance i n at l east two (2) semi nars,
training programs or workshops relevant to
his/her area of expertise or discipline.
3.5.4 Professional involvement as evidenced by
organizations
3.5.5 I nvol vement i n communi t y, Col l ege,
Department activities, committees, programs,
etc.
3.5.6 Compl i ance wi th school regul ati ons and
3.5.7 Val ues and at t i t udes ref l ect i ng t he
3.5.8 Evidence of managerial or mentoring skills
to train faculty within the unit or department
i s recogni zed as a si gni fi cant factor for
evaluating professional competence.
3.5.9 Evidence of significant contributions in ones
fi el d of speci al i zati on such as programs
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
63 devel oped for the uni t i n l i ne wi th one s
position in the unit, and at least one (1) paper
presented/del i vered by the ASF member
concerned as plenary speaker in relevant
national conventions/ conferences or paper
presented in a concurrent/parallel session
in an international conference or published
in relevant national journals.
3.5.10 Act i ve l eadershi p i n rel evant nat i onal
professi onal organi zati ons or si gni fi cant
contribution in community-based IT-related
projects/programs.
3.5.11 Specialized training of at least forty (40) hours
in ones field or discipline.
4. ASF Ranks III-1 to III-5*
4.1 Minimum Entry** Requirements
Appointment to this rank requires all of the following:
4.1.1 possessi on of a master s degree i n one s fi el d of
specialization;
4.1.2 professional license, whenever applicable;
4.1.3 at least six (6) years of excellent professional experience
in an administrative position (at least Director/Unit
Head) or ten (10) years of practi ce i n the same
profession in the University;
4.1.4 evidence of significant contributions in ones field of
specialization such as programs developed for the unit
in line with ones position in the unit, and at least one
(1) paper presented/delivered by the ASF member
concerned as plenary speaker in relevant national
conventi ons/conferences or paper presented i n a
concurrent / paral l el sessi on i n an i nt ernat i onal
conference;
4.1.5 acti ve l eadershi p i n rel evant nati onal professi onal
organization or significant contribution in community-
based IT-related projects/programs;
4.1.6 specialized training of at least forty (40) hours in ones
field or discipline.
* No one gets hired as ASF III. Refer to ASF grid, Appendix C.
** Entry for ASF III means promotion to the rank.
64
F
A
C
U
L
T
Y

M
A
N
U
A
L
year of residence in their present rank may be promoted/
recl assi f i ed based on t he cri t eri a f or promot i on/
reclassification.
4.2.2 Criteria for Promotion/Reclassification to ASF Ranks III-
1 to III-5
4.2.2.1 Consi st ent , compet ent , and ef f ect i ve
professional performance of administrative
functions as attested to by an evaluation
supervi sors (i . e. , Di rect or, Deans/ Vi ce-
Deans, Coordinators).
4.2.2.2 Expert i se as evi denced by prof essi onal
i nvol vement i n di f f erent Uni versi t y
assignments, or consultancies, accreditation
work, and other outreach activities.
4.2.2.3 Professi onal l eadershi p as evi denced by
act i ve i nvol vement i n Communi t y/
Depart ment / Col l ege/ Uni t programs or
activities, or in relevant national professional
organizations.
4.2.2.4 For every step, at least two (2) scholarly
papers/lectures presented or delivered in
nat i onal conf erences/ convent i ons, or
publ i shed i n nat i onal j ournal s, whi ch
contribute to the knowledge capital of ones
prof essi on, or programs/ mat eri al s/
i nst rument at i ons devel oped t owards an
improved service delivery or effective systems
and procedures of the unit.
4.2.2.6 Hi gh l evel of cont i nui ng prof essi onal
development as evidenced by attendance in
at l east t wo (2) semi nars/ conf erences,
trai ni ng courses, or workshops (l ocal or
foreign) relevant to his/her position.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
65 5. ASF Ranks III-6 to III-8
year of residence in their present rank may be promoted/
recl assi f i ed based on t he cri t eri a f or promot i on/
reclassification.
5.1.2 Criteria for Promotion/Reclassification to ASF Ranks III-
6 to III-8
5.1.2.1 Consi st ent , compet ent , and ef f ect i ve
professional performance of administrative
functions as attested to by an evaluation
supervi sors (i . e. , Di rect or, Deans/ Vi ce-
Deans, Coordinators.
5.1.2.2 Expert i se as evi denced by prof essi onal
i nvol vement i n di f f erent Uni versi t y
assignments, or consultancies, accreditation
work, and other outreach activities.
5.1.2.3 Professi onal l eadershi p as evi denced by
act i ve i nvol vement i n Communi t y/
Depart ment / Col l ege/ Uni t programs or
activities, or in relevant national professional
organizations.
5.1.2.4 For every step, at least three (3) scholarly
papers/lectures presented or delivered in
nat i onal conf erences/ convent i ons, or
publ i shed i n nat i onal j ournal s, whi ch
contribute to the knowledge capital of ones
prof essi on, or programs/ mat eri al s/
i nst rument at i ons devel oped t owards an
improved service delivery or effective systems
and procedures of the unit.
5.1.2.6 Hi gh l evel of cont i nui ng prof essi onal
development as evidenced by attendance in
at l east t wo (2) semi nars/ conf erences,
trai ni ng courses, or workshops (l ocal or
foreign) relevant to his/her position.
66
F
A
C
U
L
T
Y

M
A
N
U
A
L
6. Reclassification to Full-Time Academic Faculty
Upon the recommendation of the Department Chair concerned, in
consultation with the Dean of the College and upon the endorsement
of the Dean or Director of the unit, an ASF member who meets the
necessary qualifications and has shown proficiency in teaching and
research, may be reclassified to full-time academic faculty status.
C. PROCEDURES FOR HIRING, PROMOTION, PERMANENCY
1. HIRING
1.1 Composition of the Hiring Board
Dean/Head of the unit/AVC or the equivalent as the presiding
officer
Vice-Dean
Director/Coordinator of the Unit
Senior ASF selected by colleagues from the same unit
Faculty Association representative, preferably from the same
unit, appointed by the President of the Faculty Association
1.2 Functions of the Hiring Board
1.2.1 Ensures that supporting documents of the candidate
for hiring are in place
1.2.2 Del i berat es on t he candi dat e s qual i f i cat i ons t o
determine rank
1.2.3 Recommends approval of hiring with appropriate rank
to the Chancellor
1.3 Procedure for Hiring ASF Members
1.3.1 All applications are screened by the head of the unit
together with at least one (1) senior ASF member
selected by colleagues from the same unit.
1.3.2 The head of the unit recommends the applicant to the
Vice Chancellor for Academics and Research submitting
the required documents: application form, bio-data,
photocopy of the transcript of records, and three (3)
references.
1.3.3 If the application is favorably considered, the Vice
Chancellor for Academics and Research gives notice to
t he Dean/ Head of t he Uni t or t he equi val ent f or
convening the Hiring Board.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
67 1.3.4 The Hiring Board deliberates on the application and
recommends the applicants probationary rank/level to
the Chancellor with clearance from the Vice Chancellor
for Academics and Research.
1.3.5 The incoming ASF member is required to undergo and
pass a medical examination at the expense of the
University.
1.3.6 The Chancellor makes the appointment in writing upon
the recommendati on of the Hi ri ng Board and wi th
clearance from the Vice Chancellor for Academics and
Research.
1.3.7 The contract signed by the incoming ASF members
becomes binding only upon signing by the Chancellor
or his/her duly authorized representative.
2. PROMOTION/RECLASSIFICATION
2.1 Composition of the Promotion/Reclassification Board
2.1.1 For AASF I-1 to I-10 to 1-12 and ASF II-1 to II-6
Dean/Head of the Unit/AVC or the equivalent as the
presiding officer
Faculty Association representative, preferably from the
same unit, appointed by the President of the Faculty
Association
2.1.2 For ASF II-7 and up
Vice Chancellor for Academics and Research as the
presiding officer
Dean/Head of the Unit/AVC or the equivalent as the
presiding officer
Faculty Association representative, preferably from the
same unit, appointed by the President of the Faculty
Association
2.2 Functions of the Promotion/Reclassification Board
2.2.1 Evaluates the supporting documents of the candidate
for promotion/reclassification based on the criteria
stipulated for the rank concerned.
2.2.2 Deliberates on the merits of the recommendations.
68
F
A
C
U
L
T
Y

M
A
N
U
A
L
2.2.3 Recommends t he candi dat e f or promot i on/
reclassification to the appropriate rank
2.3 Procedure for Promotion/Reclassification of ASFs
2.3.1 At the end of each service/residency, the ASF members
shall submit an updated bio-data indicating his/her
academic performance and activities since his/her last
promotion/reclassification as well as whether he/she
is up for promotion/ reclassification.
2.3.2 The head of t he uni t / depart ment concerned, i n
consultation with the members of the unit/department,
reviews the performance of the ASF member being
considered for promotion/reclassification.
Based on the review, the head of the unit/department
recommends t he candi dat e(s) f or promot i on/
reclassification after ascertaining that the minimum
residency requirements of the candidate(s) are met.
In cases where the head of the unit/department does
not recommend t he ASF member f or promot i on/
reclassification, the latter may nominate himself/herself
by writing to the Vice Chancellor for Academics and
Research.
I t i s general l y t he i mmedi at e superi or or hi s/ her
designated representative who recommends the head
of the unit/department for promotion/reclassification in
consultation with the members of the unit/department.
2.3.3 The head of the unit/department submits the list of
candidates for promotion/reclassification one (1) week
before the start of the term when the promoti on/
recl assi f i cat i on i s supposed t o appl y.
Recommendat i ons wi l l be consi dered onl y when
supported by necessary documents.
2.3.4 Upon receiving the recommendations, the administrator
who is given the function shall convene the Promotion/
Reclassification Board.
2.3.5 Members of the Promotion/Reclassification Board are
given reasonable time to study the recommendation
and the supporting documents.
2.3.6 Boards meet separatel y and make the necessary
recommendations.
2.3.7 No member of the Promotion/Reclassification Board
shall have two (2) designations. No candidate may sit
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
69 in his/her own deliberating Board. His/her place shall
be taken over by a duly designated representative.
2.3.8 The candidate has the option to appear before the Board
prior to its deliberation on his/her recommendation/
nomination.
2.3.9 Deci si ons of the Board are general l y reached by
consensus. However, if consensus cannot be reached
despite a lengthy discussion, decision shall be made
by secret voting.
2.3.10 The Presiding Officer of the Promotion/ Reclassification
Board prepares the decision sheet in accordance with
the recommendation of the Board.
2.3.11 The ASF member concerned i s i nf ormed by t he
immediate superior of the recommendation of the Board
within two (2) working days from the time the decision
was made. In case of an unfavorable decision, the
facul ty member may appeal hi s/her case (refer to
Appendix F).
2.3.12 The decision sheet in its original form is submitted to
the Chancellor for his/her approval. He/she informs the
ASF member concerned of the decision in writing. A
copy of t he Board s deci si on i s at t ached t o t he
Chancellors letter of approval.
3. PROBATION/RENEWAL OF CONTRACT
3.1 For Definition of Probation, refer to item 2.2, p.53.
3.2 For Duration of Probation, refer to item 2.2.1, p. 53.
3.3 Criteria for Renewal
3.3.1 Effective performance* as evaluated by students, peers
and the Chair/Unit Head.
3.3.2 Values and attitudes reflecting the University Mission
Statement, such as sense of cooperativeness and
responsibility, and visibility in the academic community.
3.3.3 Completion of the appropriate degree in the discipline
or in a related discipline of the department/unit, when
required by the department/unit concerned and explicitly
expressed i n the Board deci si on sheet and i n the
Chancellors letter.
* In case the numerical rating is not conclusive, the Deans evaluation will be used.
70
F
A
C
U
L
T
Y

M
A
N
U
A
L
3.3.4 Compliance with school regulations and administrative
requirements for attendance, punctuality, and deadline
for grades, among other factors.
3.3.5 Research capabi l i ty as demonstrated by schol arl y
outputs/publications.
3.3.6 Active participation and membership in Department,
College/Unit and University committees and activities.
3.3.7 Good health as attested to by the medical officer/testing
agency designated by the DLSU.
The above criteria are minimum requirements and a college/unit may come up
with higher standards within the disciplines under the college/unit.*
3.4 Composition of the Renewal Board
Dean/ Associ at e Vi ce Chancel l or/ Head of t he uni t or t he
equivalent as the presiding officer
Vice-Dean
Chair/Director/Coordinator of the Unit
3.5 For Effectivity/Non-renewal of Contract, refer to item 2.2.2, p.
54.
4. PERMANENCY
4.1 Composition of the Permanency Board
Vice Chancellor for Academics and Research as the presiding
officer
Dean/Head of the College/division
4.2 Criteria for Permanency
4.2.1 Completion of the appropriate degree or its equivalent
as specified in the Implementing Guidelines, Appendix
A.
4.2.2 Competence in the performance of professional or
administrative work as attested to by the head of the
uni t concerned and as evi denced by ef f ect i ve
*The additional college criteria must be disclosed to the faculty applicant at the start of
his/her probation.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
71 performance ratings evaluated by students/staff, peers,
supervisors, and, if necessary, the Dean or Vice-Dean
whenever appl i cabl e, usi ng comparat i ve and
longitudinal data.
4.2.3 Values and attitudes reflecting the University Mission
Statement, such as sense of cooperati veness and
responsibility, and visibility in the academic community.
4.2.4 Academi c and/ or prof essi onal devel opment as
specified in the Implementing Guidelines.
4.2.5 Good attendance, punctuality, and prompt delivery of
services and submission of reports to the head of the
unit.
4.2.6 Academic/community service through participation and
involvement in unit, college, and University committees
and activities.
4.2.7 Active participation and membership in professional
organizations.
4.2.8 Good health as attested to by a medical doctor/testing
agency designated by the University.
4.3 Procedure for Permanency/Renewal of Probation
4.3.1 Before the end of the probationary period, the head of
the Department/Unit in consultation with the members
of the Department/unit shall review the performance of
t he f acul t y member concerned. The head of t he
Department/uni t makes a recommendati on to the
Permanency Board/Renewal Board.
4.3.2 The Vice Chancellor for Academics and Research/Dean/
Unit Head convenes the Permanency/Renewal Board
to consider the Departments/units recommendation.
4.3.3 The Permanency Board/Renewal Board evaluates the
f acul t y member s perf ormance and recommends
permanent status, renewal of probation, or non-renewal
of contract.
4.3.4 The faculty member concerned is informed by the Chair
(or the immediate superior) of the recommendation of
the Board within two (2) working days from the time the
decision was made.
4.3.5 The Chancellor issues a contract to the faculty member
who has been recommended for permanency/renewal
by the Permanency Board.
72
F
A
C
U
L
T
Y

M
A
N
U
A
L
D. SEVERANCE OF SERVICE OF PERMANENT ACADEMIC SERVICE FACULTY
MEMBERS
1. Composition of the Service Review Board
Vice Chancellor for Academics and Research as the presiding officer
Dean/Head of the College/division
Faculty Association representative, preferably from the same unit,
appointed by the President of the Faculty Association
2. Severance of service of a permanent ASF member can only be for just
cause. Such a faculty member cannot be dismissed without due
process.
Due process means, among other things, that the ASF member shall
be notified in writing of the charges against him/her and shall have the
opportunity to:
2.1 appear alone or with other persons to advise or assist him/her
before a Service Review Board;
2.2 know the nature and source of evidence against him/her and
present evidence on his/her own behalf; and
2.3 confront and/or cross-examine the witness(es) against him/her.
The decision of the Service Review Board becomes implementable
upon confirmation by the Chancellor.
3. Pending resolution by the Service Review Board, an ASF member who
is charged with a major offense may be suspended from office in
accordance wi th the provi si ons of the Labor Code and rel ated
regulations.
A permanent ASF member who disagrees with the Service Review
Board on its decision shall have the right to appeal to the Arbitration
Board (see Appendix J) whose decision shall be final.
4. Voluntary Severance of Academic Service Faculty Members
A full-time ASF member shall not discontinue his/her service in the
University during the academic year or term. A full-time ASF member
who decides to sever relations with the University on his/her own accord
must give the administration prior notice of at least one (1) month
before the end of a term/academic year when he/she intends to leave.
In fairness to the University, if a full-time ASF member foresees that
he/she will not be available for a academic year or term, he/she should
submit his resignation effective at least one (1) month before the
beginning of the academic year or term, so that necessary adjustments
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
73 can be made with regard to scheduling and the appointment of other
ASF members.
This requirement may be waived only for serious reasons and with the
expressed consent of the University.
E. RETIREMENT/EXTENSION OF ACADEMIC SERVICE FACULTY MEMBERS
1. Early retirement can be availed of by a full-time ASF member who is at
least fifty (50) years old and who has rendered at least twenty (20)
years of service. Early retirement shall be with the approval of the
University. This provision applies to ASF members in all units including
those in ITC who were hired effective Academic Year 2005-2006.
For full-time ASF members in ITC who were hired prior to Academic
Year 2005-2006, optional retirement can be availed of after twenty (20)
years of service.
2. The age for mandatory retirement is sixty (60). A Service Extension
Board will be convened to review the ASF members case before he/
she reaches the age of sixty (60). His/her full-time services may be
extended until he/she reaches the age of sixty-five (65). The service of
the ASF member at age sixty-five (65) may be extended subject to the
review of the Service Extension Board on an annual basis, until he/she
reaches the age of seventy (70).
3. The head of the Department/unit, in consultation with the members of
the Department/unit, reviews the performance of the ASF member
concerned based on the criteria mentioned hereinafter.
4. During the hearing for extension, the head of the unit shall provide the
members of the Board with a copy of the ASF members summary data
sheet together with the recommendation of the Department/Unit.
5. Physical health, needs of the Department/unit, performance, and
completion of graduate studies, where applicable, are major factors
for consideration.
The ASF member s sense of cooperativeness and responsibility,
visibility in the academic community, and University community service
are additional considerations for extension of service.
6. The ASF member concerned is informed by the immediate superior of
the decision of the Board within two (2) working days from the time the
decision was made.
7. In special cases, if the Service Extension Board does not recommend
the extension of the full-time service of an ASF member beyond sixty
(60) years of age, the Vice Chancellor for Academics and Research
may recommend a non-renewable extension of not more than two (2)
years.
74
F
A
C
U
L
T
Y

M
A
N
U
A
L
8. The composition of the Service Extension Board is as follows:
Head of the College/division
Chair/Director/Coordinator
Senior ASF member (based on rank) selected by colleagues from the
same unit in a meeting called for such purpose by the Chair/Head
President of the Faculty Association
9. An ASF member not recommended for extension may appeal his/her
case to the Chancellor.
F. BENEFITS*
1. Benefits Mandated By Law. ASF members are covered by all benefits
specifically mandated by Philippine laws.
2. Health Care Plan. They participate in a health-care plan agreed upon
with the Faculty Association.
3. Tuition Waiver Benefit. ASF members in Information Technology Center
who were hired prior to AY 2005-2006 will continue to enjoy this benefit
in accordance with their AY 2004-2005 Faculty Manual:
Children of ASF members in ITC who were in active service before May
1987 are entitled to a tuition waiver plan at De La Salle University; De
La Salle-College of St. Benilde; La Salle Green Hills; and De La Salle-
Santiago Zobel School, provided that said children pass the entrance
requirements and that said ASF members are in active University
service while enjoying the benefit.
This benefit is limited to two (2) children per family in any given
academic year, the parents determining which children to enroll for
said benefit.
Students in the elementary school are entitled to a 100% tuition waiver;
students in high school, a 50% tuition waiver; and students in the
regular collegiate programs, a 100% tuition waiver.
Those who qualified for this benefit under the Faculty Manual of 1981
will continue to qualify and enjoy it under that plan; those who qualify
under the Faculty Manual of 1984 will fall under the 1987 plan.
ASF members in ITC who qualified for tuition waiver benefit as of May
26, 1987 continue to qualify and may enjoy such benefit for their children
in the future. If, however, their full-time service with the University is
severed and they are subsequently rehired, they will no longer qualify
for this benefit.
* ASFs in ITC who were hired prior to SY 2005-2006 opted to retain their benefits as
provided in their AY 2004-2005 Faculty Manual.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
75 An ASF member in ITC who retires or dies, and who has served the
University for ten (10) to twenty (20) years prior to retirement or death
and was qualified for free tuition, is entitled to a one hundred percent
(100%) tuition waiver for one (1) child for a regular collegiate program
at the University.
After retirement or death, an ASF member in ITC who has served the
University for more than twenty (20) years is entitled to a 100% tuition
waiver for two (2) children for regular collegiate programs at the
University.
Children of ASF members in ITC who are not entitled to tuition waiver
benefit may apply for a Scholarship Program at the Student Financial
Assistance Office.
4. Longevity Benefits
Full-time ASF members with the appropriate number of years of service
are entitled to the following longevity pay:
10 to less than 15 years: one-month basic salary
15 to less than 20 years: one-and-a-half month basic salary
20 to less than 25 years: two-month basic salary
25 to less than 30 years: two-and-a-half month basic salary
30 to less than 35 years: three-month basic salary
35 years or more: three-and-a-half month basic salary
If an ASF member goes on leave without pay during the year, his/her
longevity pay for that year is pro-rated.
For full-time ASF members, the cut-off date for determining the number
of years of service is May 31 of every academic year. Longevity benefits
(pay over and above the thirteenth month salary) will be given on April
15 of every year.
For ASF members who started as part-time academic faculty in the
University, or who, in the interim, served on a part-time basis, the
following service equivalents will be observed:
teaching assignments of less than thirty-six (36) units/year will
be a fraction of a year, where the fraction is determined by dividing
the total units of load for the year by thirty-six (36).
5. Maternity and Paternity Benefits
5.1 The University provides maternity leave benefits in accordance
with law. In cases where the law is silent or the benefit to be
derived from it is less, the provisions contained in the Manual
shall apply.
5.1.1 For female ASF members in all units including those in
ITC who were hired effective academic year 2005-2006
76
F
A
C
U
L
T
Y

M
A
N
U
A
L
5.1.1.1 For the first two (2) children, a permanent
ASF member will receive her full basic salary
duri ng her materni ty l eave mi nus Soci al
Security System (SSS) benefits which are
given directly to the ASF member concerned.
5.1.1.2 Female ASF members who have been in the
service for at least one (1) year but are not yet
permanent, and those permanent having their
third or fourth child, shall receive their full
basi c sal ary duri ng t he mat erni t y l eave
mi nus:
- the amount due from SSS in maternity
benefits, and
- the substitutes pay (overload or part-
time rate); the University shall bear the
differential should the substitutes pay
exceed t hat of t he ASF member s
maternity leave pay.
5.1.2 For female ASF members in ITC who were hired prior to
Academic Year 2005-2006
5.1.2.1 For the first four (4) deliveries, including
miscarriages, a permanent ASF member or
one who has been in the service for more
than three (3) years but not yet permanent,
will receive her full basic salary during the
maternity leave minus SSS benefits, which
are gi ven di rect l y t o t he ASF member
concerned.
5.1.2.2 Female ASF members in ITC who have been
in the service for at least one (1) year but are
not yet permanent, shall receive their full
basi c sal ary duri ng the materni ty l eave,
mi nus:
- the amount due from SSS in maternity
benefits, and
- the substitutes pay (overload) or part-
time rate); the University shall bear the
differential should the substitutes pay
exceed t hat of t he ASF member s
maternity leave pay.
Upon expiration of the legal duration of sixty (60) days for normal
delivery, and seventy-eight (78) days for delivery by caesarean
section, the ASF member concerned must report for work.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
77 5.2 Every married male ASF member shall be entitled to a paternity
leave of seven (7) days with full pay for the first four (4) deliveries
of the l egi ti mate spouse wi th whom he i s cohabi ti ng , i n
accordance with Sec. 2, RA No. 8187. The ASF member shall
notify his unit head of the expected date of delivery of his
legitimate spouse and a substitute shall be assigned to take
over his work during his absence.
6. Leaves
6.1 Service Leave
6.1.1 For all ASF members including those in ITC who were
hired effective Academic Year 2005-2006
A permanent ASF member who has rendered three (3)
consecutive years of service starting April 1, 1992,
qualifies for a service leave of twenty (20) working days.
Service leaves are intended as respite after three (3)
years of continuous service to give the ASF member
adequate time for study or professional development.
The required continuous service for the subsequent
leave shall be counted from the actual date of return.
In cases where a service leave applied for in writing is
def erred due t o schedul i ng di f f i cul t i es, years of
continuous service for the next service leave should
Service leaves are non-cumulative and can only be
deferred once.
ASF members who go on service leave should render
at least one (1) month of service upon their return.
6.1.2 For ASF members i n ITC who were hi red pri or to
A permanent ASF member who has rendered three (3)
consecutive years of service starting April 1, 1992,
qualifies for a service leave of eighteen (18) working
days. Service leaves merit full pay and are credited for
promotion, longevity and retirement. A maximum of five
(5) cumulative days leave without pay [within three (3)
years] will not disrupt continuity of service for purposes
of counting eligibility for service leave.
Service leaves are intended as respite after three (3)
years of continuous service.
An ASF member qualified for service leave should apply
in writing for such leave at least one (1) month before
the intended leave.
78
F
A
C
U
L
T
Y

M
A
N
U
A
L
The required continuous service for the subsequent
leave shall be counted from the actual date of return.
In cases where a service leave applied for in writing is
def erred due t o schedul i ng di f f i cul t i es, years of
continuous service for the next service leave should
Service leaves are non-cumulative and can only be
deferred once.
I f an ASF member who has rendered t hree (3)
continuous years of service applies for a study leave,
those three (3) years will be counted for service leave.
An ASF member who goes on service leave should
render service that is equivalent to the number of days
of service leave taken upon his/her return.
Service paybacks for study and service leaves shall be
separately rendered.
6.2 Study and/or Research Leave
6.2.1 Endorsed or Sponsored by the University
6.2.1.1 For ASF members in all units including those
in ITC who were hired effective Academic Year
2005-2006
A full-time ASF member who applies for a
study leave may carry a full salary depending
on the memorandum of agreement governing
the scholarship. The duration of the leave will
program, this leave should not exceed two
(2) years.
While a study leave endorsed or sponsored
by t he Uni versi t y i s not consi dered a
disruption of service and is credited towards
years of service for retirement purposes, it is
not credited towards years of service for
servi ce l eave, promoti on, and l ongevi ty
benefits.
6.2.1.2 For ASF members in ITC who were hired prior
to Academic Year 2005-2006
An ASF member who applies for study leave
may carry a full salary depending on the
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
79 memorandum of agreement governing the
scholarship. The duration of the leave will
program, this leave should not exceed three
(3) years; for a doctoral program, not more
than four (4) years. However, this leave may
be granted a one (1) year extension subject
to the provisions of the Faculty Development
Program.
A study and/or research leave with pay is
credi t ed t owards years of servi ce f or
retirement purposes and longevity benefits.
It is credited for promotion if the field of study
or research work is related to the department;
however, output shall be required. Leaves of
this nature are not credited for service leave.
A study leave of up to nine (9) months (either
three [3] months with full pay or six [6] months
with half pay or a maximum of nine [9] with 1/
3 pay) will not disrupt continuity of service.
6.2.2 Study/Training Not Sponsored by the University
6.2.2.1 For ASF members in all units including those
in ITC who were hired effective Academic Year
2005-2006
A full-time ASF member who obtains local or
foreign scholarships may or may not carry
his/her salary depending on arrangements
made with the Vice Chancellor for Academics
and Research or on the memorandum of
agreement governing the scholarship grant.
Whi l e st udy l eave of t hi s nat ure i s not
considered a disruption of service and is
credited for retirement purposes, it is not
credited towards years of service for service
leave, promotion, and longevity benefits.
6.2.2.2 For ASF members in ITC who were hired prior
to Academic Year 2005-2006
An ASF member who obtains local or foreign
scholarships may or may not carry his/her
salary depending on arrangements made
with the Chancellor or on the memorandum
of agreement. For a masters program, this
leave should not exceed three (3) years; for a
doctoral program, not more than four (4)
80
F
A
C
U
L
T
Y

M
A
N
U
A
L
years. However, this leave may be granted a
one (1) year ext ensi on, subj ect t o t he
provi si ons of t he Facul t y Devel opment
Program.
A study and/or research leave without pay is
credi t ed t owards years of servi ce f or
promotion and longevity benefits provided
that the field of study or research work is
rel ated to the department. However, for
promotion, output shall be required. Leaves
of this nature are not credited for service
leave.
It is also credited for retirement, but only if
the ASF member continues to pay his/her and
t he Uni versi t y s shares of mont hl y
contributions to the retirement plan during
the said period (subject to CEAP policy).
6.2.3 Study and/ or Research Work for Personal Reasons
A permanent ASF member may apply for this leave for
reasons of professional growth. This leave has a normal
duration of one (1) year subject to extension and merits
no pay. This leave will disrupt continuity of service. The
Chancellor has the discretion to extend this leave. This
provision does not apply to ASF members in ITC who
were hired prior to Academic Year 2005-2006.
6.3 Personal Leave only for ASF members in ITC with permanent
status prior to Academic Year 2005-2006
A permanent ASF member who has served for five (5) years may
apply for this leave for personal reasons. Leaves in this category
are for a maximum period of six (6) months and without pay.
Leaves of this nature are not credited for promotion, longevity,
and service leave. It is credited for retirement only if the faculty
member continues to pay his/her and the Universitys shares of
monthly contributions to the retirement plan during this period
(subject to CEAP policy).
6.4 Business or Practice of Profession
6.4.1 For ASF members in all units including those in ITC
who were hired effective Academic Year 2005-2006
A permanent ASF member who has served for five (5)
years may apply for this leave for reasons of personal
busi ness, pract i ce of prof essi on, or prof essi onal
growth.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
81 Leaves in this category are for a maximum period of
one (1) calendar year, non-renewable, and without pay.
Such leaves will disrupt continuity of service.
6.4.2 For ASF members i n ITC who were hi red pri or to
A permanent faculty member who has served for five
(5) years may appl y f or t hi s l eave t o engage i n
professional-technical or managerial practice. Leaves
in this category are for a maximum period of one (1)
year and without pay. The period while on leave is
credited for promotion if it is related to the department;
however, output shall be required. Leaves of this nature
are not credited for longevity and service leave. It is
credited for retirement only if the ASF member continues
to pay his/her and the Universitys shares of monthly
contributions to the retirement plan during this period
6.5 Vacation or Rest
A permanent ASF member may apply for a vacation leave for
reasons of poor health for a duration of one term, renewable for
a maximum of two (2) more terms, upon certification of the
University physician. This leave is without pay. The ASF member
should not work for the duration of this leave.
For ASF members in all units including those in ITC who were
hired effective Academic Year 2005-2006, this leave will not
disrupt continuity of service but will not be credited towards years
of service.
For ASF members in ITC who were hired prior to Academic Year
2005-2006, this leave is not credited for promotion, longevity
and service leave. It is credited for retirement only if the ASF
member continues to pay his/her and the Universitys shares of
monthly contributions to the retirement plan during this period
6.6 Sick Leave
A full-time permanent ASF member who is:
confined in a hospital, or
physically unable to leave the house, or
sick as certified by a medical doctor and confirmed by the
University physician on a visit, and is therefore unable to
work is entitled to full basic salary of up to one (1) calendar
month. During the second and third months of a prolonged
sickness, the difference between an ASF members regular
basic salary and that of the substitutes pay will be paid to
82
F
A
C
U
L
T
Y

M
A
N
U
A
L
the ASF member. Should the substitutes pay exceed that of
the ASF member, the differential would be shouldered by
the University.
Beginning with the fourth month, ASF members in all units
including those in ITC who were hired effective Academic
Year 2005-2006 shall be considered automatically on leave
without pay until they fully recover. Any sick leave beyond
three (3) months will not be credited towards years of
service.
Likewise, beginning with the fourth month, ASF members in
ITC who were hired prior to Academic Year 2005-2006 shall
be considered automatically on leave without pay until they
fully recover. Any sick leave beyond three (3) months will not
be credited for promotion, longevity, and service leave. It is
credited for retirement only if the faculty member continues
to pay hi s/her and the Uni versi ty s shares of monthl y
contri buti ons to the reti rement pl an duri ng thi s peri od
At the end of any prolonged sick leave, an ASF member
should present a certification given and/or endorsed by the
University physician attesting to his/her full recovery.
The aforementioned benefit is non-cumulative and may be
enjoyed only once during an academic year.
A full-time non-permanent ASF member who has served the
University for at least one (1) year and who contracts a
prolonged illness as defined above, shall be entitled to full
pay for one (1) calendar month. Inability to return to service
after said period shall be a cause for an immediate review
of his/her contract by the Permanency Board.
Aside from the aforementioned leave, an ASF member in
ITC who was hired prior to Academic Year 2005-2006 and
who has rendered one (1) year of service is entitled to a
maximum of fifteen (15) days of sick leave. Unused sick
leaves not exceeding ten (10) days can be converted to cash,
and will be distributed at the end of the academic year.
6.7 Emergency Leave
Emergency leave with pay for not more than five (5) working
days shall be granted any member of the ASF directly affected by
such contingencies as:
deat h or seri ous acci dent/i l l ness of a member of the
immediate family*. Serious illness is to be determined by a
physician.
*
Immediate family includes parents of the faculty member only for the purpose of
emergency leaves as described above. This does not apply to ASFs in ITC who were
hired prior to Academic Year 2005-2006.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
83 natural and man-made calamities such as fire, earthquake,
lahar flows and other consequences of volcanic eruptions,
tidal wave, tsunami and the like.
For permanent ASF members, such leave may, in exceptional
and feasible cases, be extended to one (1) term.
- For ASF members in all units including those in ITC who
were hi red effecti ve Academi c Year 2005-2006, such
extension shall merit no pay, and will not be credited towards
years of service for promotion, longevity, and retirement
purposes; it will not constitute a disruption in service.
- For ASF members in ITC who were hired prior to Academic
Year 2005-2006, such extension merits no pay, and will not
be credited towards years of service for promotion, longevity,
and service leave. It is credited for retirement only if the
faculty member continues to pay his/her and the Universitys
shares of monthly contributions to the retirement plan during
this period (subject to CEAP policy).
6.8 Military Service Leave
Military service leave shall be granted members of the ASF who
may be called in accordance with the National Defense Act or
any other law for trainee instruction, or for regular active duty
training in any recognized branch of the Philippine Armed Forces.
6.9 Secondment or Special Detail Leave
University ASF members may be detailed by secondment to
schools within the De La Salle Philippines or may be on special
detail to a government agency.
Secondment or special detail to De la Salle Philippines School
and to any government agency is for one (1) calendar year,
renewable on a yearly basis.
For ASF members in all units including those in ITC who were
hired effective Academic Year 2005-2006, this leave merits no
pay but does not disrupt continuity of service and is counted for
promotion, longevity, and retirement purposes.
For ASF members in ITC who were hired prior to academic year
2005-2006, thi s l eave meri ts no pay and i s counted for
promotion (with output requirement), longevity, and retirement
purposes. Leaves of this nature are not credited for service leave.
6.10 Vacation Leave
6.10.1 ASF members in all units including those in ITC who
were hired effective Academic Year 2005-2006:
84
F
A
C
U
L
T
Y

M
A
N
U
A
L
1 to 4 years of service : 19 working days
5 to 9 years of service: 20 working days
10 years and above: 21 working days
A vacation leave may only be deferred upon written
request of the administration due to exigencies of the
service. In case of deferment, the remaining unused
vacation leaves shall be added to the following academic
years vacation leave. The schedule of availment shall
be subject to the approval of the Unit Head. In no case
may the administration request for two (2) successive
deferments.
6.10.2 ASF members i n ITC who were hi red pri or to the
Academic Year 2005-2006, and who have rendered (1)
year of service, are entitled to a maximum of eighteen
(18) days of vacation leave.
If the ASF member is hired in the middle of the previous
academic year, his/her vacation leave for the succeeding
academic year is pro-rated from the maximum, i.e.,
computed from 1.5 vacation leave days per month.
Unused vacation leaves not exceeding ten (10) days
can be carried over to the succeeding academic year
but should be used up within six (6) months; otherwise,
they will be forfeited.
6.11 General Considerations on Leaves of Absence
6.11.1 Any leave of absence should be taken to coincide with
the academic calendar.
6.11.2 An ASF member shal l not secure empl oyment
elsewhere while on leave, except leaves under F.6.4
(Business or Practice of Profession).
6.11.3 Permanent ASF members granted a leave are assured
of retaining their faculty rank, though not necessarily
their appointive positions in the University. They have
the option to continue payment of the contributions to
SSS, Healthcare, PAGIBIG and retirement plans, but they
will also have to pay the Universitys share.
6.11.4 Only leaves of absence with pay, except leaves under
F.6.8 (Military Service Leave) and F.6.9 (Secondment or
Special Detail Leave) may be counted towards years of
servi ce f or promot i on, l ongevi t y, and ret i rement
purposes.
6.11.5 An ASF member may avail of a leave of absence under
the aforementioned stipulations, after approval by the
Vice Chancellor for Academics and Research upon the
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
85 recommendation of the Dean/head of the unit. A formal
repl y from the Vi ce Chancel l or for Academi cs and
Research specifying the type and conditions of leave is
necessary for such leave to take effect.
6.11.6 An ASF member on approved leave who, as part of his/
her contract, is expected to render corresponding years
of service upon his/her return, and who fails to render
such service, shall be asked to repay all salaries and
benefits received during such leave. The University may
wi thhol d any and al l benefi ts accrui ng to the ASF
member concerned up to the amount of the required
payment.
6.11.7 An ASF member who goes on leave without approval is
considered resigned.
6.11.8 An ASF member who is leaving for abroad (except for
si ck and emergency l eaves) shoul d appl y for the
intended leave to the VCA through the Dean/ head of the
unit thirty (30) days before the effectivity of said leave. A
formal reply from the Vice Chancellor for Academics
and Research should be furnished within seven (7)
days after application.
6.11.9 ASF members on approved leave should write to inform
the VCA of their intention to return, at least forty-five (45)
calendar days before the end of their leave; otherwise
they are considered resigned.
The advance notice is required to give the University
enough time to see to it that the ASF member concerned
will have an assignment upon his/her return.
7.1 The University retirement benefits consist of the following plans:
Universitys ASF Members Notes
Contribution (%) Contribution(%)
Plan A(CEAP) 4 1 #1
Plan B 2 2 #2
Plan C 4 0 #3
Plan D 3 2 #4
#1 ASF members are entitled to Plan A in accordance with the
policies of the CEAP Retirement Plan. (See Appendix K)
#2 ASF members are entitled to Plan B, for which they contribute
two percent (2%) of their basic salary, inclusive of the
contribution to PAGIBIG. The University commits itself to
86
F
A
C
U
L
T
Y

M
A
N
U
A
L
matching the ASF member s contribution (2% of basic
monthly salary minus the contribution to PAGIBIG). The total
contributions go to a retirement fund governed by policies
similar to those of the old CEAP retirement plan effective
prior to October 1989.
#3 Plan C applies to ASF members who are not enjoying tuition
waivers for their children. The total contribution will be added
to the Universitys Retirement Fund. Although part of the
Uni versi ty s Reti rement Pl an, thi s contri buti on wi l l be
credited to the ASF member concerned; hence, he/she may
withdraw this contribution, together with all interest, when
he/she leaves the University.
When an ASF member enjoying tuition waiver benefits stops
availing of such, he/she automatically is entitled to Plan C.
#4 Full-time ASF members who have opted for Plan B may
choose to parti ci pate i n Pl an D whereby they commi t
themselves to saving two percent (2%) of their basic salary
while the University matches this with a three percent (3%)
contribution. The total contribution will be added to the
Universitys additional Retirement Fund Plan and will also
be governed by rules similar to those of the old CEAP
Retirement Fund effective prior to October 1989.
Addendum regarding the old CEAP Retirement Plan: Plan
B, C, and D will follow the old CEAP provisions effective
pri or to October 1989 and other pol i ci es that may be
stipulated by the Retirement Board.
7.2 Computation of Retirement Benefits
7.2.1 For the purpose of computing retirement benefits, an
ASF member who has served the University for at least
thirty (30) years shall be deemed promoted two (2) full
steps upon retirement. An ASF who has served the
University at least twenty (20) years but less than thirty
(20) years but less than 30 years shall be deemed
promoted one (1) full-step upon retirement. With regard
to ASF members in ITC, this provision applies only to
those hired effective Academic Year 2005-2006.
7.2.2 Retirement benefits of ASF members including those in
ITC who were hired effective Academic Year 2005-2006
shal l be comput ed based on t went y-si x and 17
hundredth days (26.17).
For ASF members in ITC who were employed prior to
Academic Year 2005-2006, the retirement benefits shall
be computed based on what is mandated by law.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
87 7.3 Retirement benefits due the retiring ASF member will be given
him/her on one of the following conditions:
7.3.1 at the mandatory age of 60, when servi ce i s not
extended;
7.3.2 at the age of 62, when service is extended for two (2)
years upon the recommendation of the Vice Chancellor
for Academics and Research;
7.3.3 at the age of 65, when service is extended for five (5)
years upon t he recommendat i on of t he Servi ce
Extension Board;
7.3.4 upon early retirement (age 50 with 20 years of service).
7.4 Privileges of Retired ASF Members
7.4.1 They have permanent employee identification cards.
7.4.2 They enjoy University clinic, counseling, library (room
use only), gymnasium/sports, and computer facilities
(email account only), and discounts for purchases at
the bookstore and the canteens.
7.4.3 They recei ve, upon request , publ i cat i ons of t he
University, which are generally furnished to the ASF
member.
7.4.4 They are invited to University activities (colloquia,
concerts, programs, sportsfests, etc.) and receive
discounts on tickets where applicable.
8. Academic Service Faculty Development Benefits
8.1 Tuition discount for graduate studies in the masters degree
program, scholarship and other grants are provided under the
Faculty Development Program of the University.
ASF members in the doctoral level who have been granted this
privilege prior to Academic Year 2002-2003 shall continue to
enjoy such privilege.
8.2 The Academi c Servi ce Facul t y Devel opment Commi t t ee,
composed of the Vice Chancellor for Academics and Research
as presi di ng offi cer, a Deans representati ve, the Facul ty
Association President, an ASF Representative, and the Associate
Vice Chancellor for Academic Services- and University Registrar
- all voting members- shall formulate the general guidelines for
the development program of ASF. At least five (5) heads of units/
departments to be selected from among themselves will be
regul ar non-vot i ng members of t he ASF Devel opment
Committee.
88
F
A
C
U
L
T
Y

M
A
N
U
A
L
8.3 Al l pol i ci es enunci ated, and benefi ts deci ded, by the ASF
Development Committee shall be an integral part of the Faculty
Manual.
8.4 An ASF member in ITC with permanent status prior to Academic
Year 2005-2006 and who has rendered eight (8) or ninth (9)
years of service is entitled to 75% of the monthly basic salary,
whi ch shal l be gi ven on hi s/ her t he anni versary dat e of
employment.
9. ASF Development Incentive*
9.1 For permanent ASF members in all units including those in ITC
who were hired effective Academic Year 2005-2006
9.1.1 ASF members who have served for five (5) cumulative
years with at least a rank of ASF II-1 will receive an ASF
Development Incentive equal to one hundred percent
(100%) of their monthly salary for projects completed
and published in a national/international journal within
the school year.
9.1.2 The ASF development incentive shall only be seventy
five percent (75%) of the monthly salary for any of the
following publishable projects completed within the
academic year:
9.1.2.1 instructional program material, handbook/
workbook/ manual , or i nst rument at i on/
techni cal desi gn that contri butes to the
efficient delivery of services to the academic
communi t y or ef f ect i ve syst ems and
procedures of the unit.
9.1.2.2 paper presented at a colloquium, seminar,
conference, workshop, or training course that
contributes to the knowledge capital of the
academic community and society.
9.1.2.3 case study, feasibility study/concept papers,
proj ect devel opment st udy, eval uat i on/
assessment study, validation study and the
like, that contributes to the development of
innovative program(s), or the improvement
of existing program(s) of the unit
9.2 A permanent ASF member in ITC who was hired prior to Academic
Year 2005-2006 and has served for five (5) cumulative years of
service, with the rank of at least ASF II-1, and with a masters
degree, will receive a research allowance equal to seventy-five
*
For ASFs in ITC who were hired prior to Academic Year 2005-2006, this is called
research incentive.
A
C
A
D
E
M
I
C

S
E
R
V
I
C
E

F
A
C
U
L
T
Y
89 percent (75%) of their monthly salary for a publishable research
completed within the academic year or a research-based paper
delivered in a public forum within the academic year. This does
not apply to those who are on leave without pay for the entire
academic year.
9.3 For contracted projects, there should be a paper over and above
the requirement of the project.
9.4 Projects that qualified for the incentive during the previous
academic year may qualify for the current academic year provided
the data are updated.
9.5 Joint projects/papers shall be treated as single ones, with the
members of the project team deciding among themselves who
shall be the recipient of the ASF development incentive and its
concomitant benefits.
9.6 Endorsement will be made by the head of the unit/department
concerned in consultation with the Associate Vice Chancellor
concerned, who submits his/her recommendation to the Vice-
Chancellor for Academics.
9.7 The incentive allowance shall be given on May 15 of every year.
10. Disability Benefits
In addition to the benefits for long-term sickness and total permanent
disability in accordance with the SSS Law, the following benefits are
given subject to qualifications herein stated:
Permanent ASF members with at least three (3) years of service who
are permanently disabled will receive a lump sum consisting of the
latest monthly salary times the years of service, provided the amount
of disability benefits shall not be less than PhP50,000 nor more than
PhP300,000, and provided the ASF member at the time of disability is
not eligible for early retirement benefits under the CEAP Plan. If he/
she is so entitled, the ASF member is entitled to whichever amount is
higher.
11. Death Benefits
11.1 For ASF members in all units including those in ITC who were
hired effective Academic Year 2005-2006
When an ASF member who is a member of the DLSU Faculty
Associ ati on di es, members of the Facul ty Associ ati on wi l l
contribute the equivalent of one (1) hour overload or part-time
pay. The University will give an amount equivalent to one-and-a-
half (1.5) times the total contribution of the faculty.
A permanent ASF member who reaches retirement age and who
has served for fifteen (15) years may continue membership in
90
F
A
C
U
L
T
Y

M
A
N
U
A
L
the Faculty Association and will continue to qualify for the death
benefits stated above.
A faculty member who is entitled to retirement benefits at the
time of his/her death shall be granted both retirement and death
benefits.
11.2 For ASF members in ITC who were hired prior to Academic Year
2005-2006
When an ASF member in ITC dies, ASFs in ITC will contribute
the equivalent of two (2) hours overload/part-time pay. The
University will give an amount equivalent to two (2) times the
total contribution of the ASF members in ITC.
Parking spaces are designated for administrators (Vice-Deans up),
Full Professors, and University Fellows. Parking in free slots on
campus is extended to members of the Faculty Association, subject to
rules and procedures in determining space, which may be reviewed
annually.
13. Other Benefits for ASF Members in ITC Who Were Employed Prior to
13.1 Meal and Transportation Allowance
The University shall grant each ASF member, who is requested
t o render servi ce beyond resi dency hours, meal and
transportation allowance of three hundred pesos (PhP300) for
every four (4) hours rendered [minimum of four (4) hours but not
exceeding eight (8) hours].
13.2 Business Cards
The University shall provide one (1) set of business cards every
two (2) years to each ASF member.
13.3 Clothing Allowance
The University shall grant each ASF member a yearly clothing
allowance subject to availability of funds.
13.4 Publication Incentive
The Uni versi t y shal l grant each f ul l -t i me ASF member a
publication incentive of thirty thousand pesos (Php30,000) for
internationally published research work. To qualify for this
incentive, the research paper must be published in an ISI journal
or its equivalent in business.
91
PART-TIME ACADEMIC FACULTY
Part-time academic faculty members are those contracted on a trimestral basis
to teach the number of hours assigned, based on the needs of the Department.
A. WORKING CONDITIONS
1. The usual load for part-time academic faculty is six (6) units. This load
may be increased if the faculty member meets the following criteria:
1.1 Effective teaching performance* as evaluated by students, peers,
the Department Chair, and whenever applicable, the Dean.
1.2 Reasonabl e compl i ance wi t h school regul at i ons and
administrative requirements for attendance, punctuality, and
deadline for grades, among other factors.
1.3 Length of service in De La Salle University.
1.4 Active participation in Department, College and University
activities.
2. The maximum teaching load of a part-timer is twelve (12) units. In
exceptionally meritorious cases, the load of a part-timer may be
increased to fifteen (15) units provided the fifteen-unit load is inclusive
of tutorials, thesis mentoring, and practicum assignments, and has
the approval of the Dean.
3. Faculty members should be informed of their tentative teaching load
two (2) weeks before the start of each trimester. Changes in schedule
should be communicated to the faculty member concerned twenty-
four (24) hours before the start of classes.
4. The load of faculty members who teach laboratory courses, typing,
drafting, and other similar subjects is based on two (2) lecture hours
for every three (3) hours of the class schedule.
5. Part-time faculty members are encouraged to do research, engage in
graduate studies, work for professional growth, and contribute to
University and community service. The University shall provide the
appropri ate mechani sms to support part-ti me academi c facul ty
members in pursuing such initiatives subject to the provisions of the
Faculty Development Program.
6. Part-ti me academi c facul ty members are requi red to provi de a
minimum of fifteen (15) minutes of student consultation per hour for
lecture classes and ten (10) minutes per hour for laboratory classes.
*In case the numerical rating is not conclusive, the Deans evaluation will be used.
92
F
A
C
U
L
T
Y

M
A
N
U
A
L
7. Contract of part-time faculty members expire at the end of every
trimester. The renewal of their contracts shall be recommended by the
Chair in consultation with the Department faculty based on the criteria
whi ch may i ncl ude but not l i mi ted to Secti on A1 under Worki ng
Condition.
As a rule, person who are 70 years old shall not be contracted to teach
part time.
Part-time faculty members are expected to serve the entire term for
which they have been contracted. Any violation of the contract will be
met with sanctions.
8. Part-time faculty members are paid bi-weekly for the equivalent of
fourteen (14) weeks per trimester. Compensation is computed by
multiplying the number of equivalent lecture hours a week by the rate
per lecture hour and the equivalent number of weeks.
9. Part-time faculty loads shall be covered by guidelines for assignment
of overload, additional preparation and graduate studies course
assignments. However, the provisions on payment of premiums do
not apply.
B. PART-TIME ACADEMIC FACULTY RANKS
1. The Teaching Track is composed primarily of academics having
teaching appointments in other universities and also teaching in De
La Salle University.
1.1 Assistant Lecturer
A faculty member appointed to this rank must have a bachelors
degree.
1.2 Lecturer*
1.2.1 Minimum Entry Requirements
Appoi nt ment t o t he r ank of Lect ur er r equi r es a
bachelors degree and at least one (1) year of teaching
experience and a professi onal l i cense f or f acul t y
members i n departments offeri ng programs where
l i censur e i s r equi r ed. For t hose wi t h addi t i onal
teaching and/or professional experi ence, the Hi ri ng
Board shall be guided by the grid found in the Manual
(see Appendix B).
Professional or research experience directly relevant
and related to the Department to which the applicant
belongs shall carry the same weight as tertiary-level
*The part-time rank of Lecturer does not correspond to a full-time faculty members rank
if and when the faculty member is elevated to full-time status.
P
A
R
T
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
93 t eachi ng experi ence i n det ermi ni ng f acul t y rank.
Professional and/or managerial experience outside the
applicants field of specialization may be accorded half
the weight assigned to teaching experience.
1.2.2 Hiring
1.2.2.1 Criteria for Hiring
1.2.2.1.1 Graduate school credits earned
in the discipline or related areas
1.2.2.1.2 Values and attitudes reflecting the
1.2.3 Reclassification
1.2.3.1 Minimum Residency Requirement
Part-time faculty members who have taught
a minimum of twenty-four (24) units and three
(30) t ri mest ers cumul at i ve may be
recl assi f i ed based on t he cri t eri a f or
reclassification.
1.2.3.2 Criteria for Reclassification/ Promotion
1.2.3.2.1 Effective teaching performance*
as evaluated by students, peers,
the Chair, and, if necessary, the
Dean, using comparative and
longitudinal data.
1.2.3.2.2 I nvol vement i n Department
activities, committees, programs.
Additional involvement in off-
campus organi zati ons and i n
College or University activities
shall similarly be given credit as
indicative of active community
service.
1.2.3.2.3 Compl i ance wi t h school
regulations and administrative
requi rements for attendance,
punctual i ty, and deadl i ne for
grades, as evidenced by official
records.
94
F
A
C
U
L
T
Y

M
A
N
U
A
L
1.2.3.2.4 Graduat e school s credi t s*
earned i n t he di sci pl i ne or
specialized training in related
areas.
1.2.3.2.5 Values and attitudes reflecting
t he Uni versi t y s Mi ssi on
Statement.
1.3 Assistant Professorial Lecturer**
Appointment to this rank requires the completion of a
masters degree and a minimum of two (2) years of
competent teaching experience on the tertiary level. For
Mechani cal Engi neeri ng passi ng t he second
professional licensure examination (beyond the regular
board exam) is also considered equivalent to a masters
degree.
Completion of a specialized degree [Bachelor of Laws
(LLB), Bachelor of Sacred Theology (STB), Bachelor of
Canon Law (JCB), Bachelor of Sacred Scripture (SSB),
Doctor of Medicine (MD)] may be considered equivalent
to a masters degree when applicable to the area to
which the faculty member belongs.
Work or research experience directly related to the
discipline of the Department to which the applicant
bel ongs shal l carry the same wei ght as teachi ng
experience in determining faculty rank. Managerial
experi ence out si de t he f acul t y member s f i el d of
specialization may be accorded half the weight assigned
to teaching experience.
1.3.2 Hiring
1.3.2.1.1 Compet ent research i n t he
discipline or related discipline
as indicated by scholarly outputs
(ref er t o Sect i on 4 of t he
Implementing Guidelines, pp.
111-118).
*At least 3 units within the Academic Year.
**The part-time rank of Assistant Professorial Lecturer does not correspond to a full-
time Assistant Professor rank if and when the faculty member is elevated to full-time
status.
P
A
R
T
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
95 Support i ng document s are
needed.
1.3.2.1.2 Part i ci pat i on i n of f -campus
professional organizations.
or enrolment or residency in a
doct oral program i n t he
discipline or related areas.
Statement.
Assistant Professorial Lecturers who have
taught a minimum of twenty-four (24) units
and three (3) trimesters cumulative may be
reclassification.
1.3.3.2 Criteria for Reclassification
longitudinal data.
as indicated by scholarly outputs
(ref er t o Sect i on 4 of t he
111-118).
Support i ng document s are
needed.
1.3.3.2.3 I nvol vement i n Depart ment /
College activities, committees,
programs. Additional involvement
i n Uni versi ty acti vi ti es shal l
si mi l arl y be credi t ed as
*In case the numerical rating is not conclusive, the Deans evaluation will be used. Please
refer to Implementing Guidelines, Item 6.1, p. 119.
96
F
A
C
U
L
T
Y

M
A
N
U
A
L
indicative of active community
service.
professional organizations.
records.
1.3.3.2.6 Graduat e school credi t s
earned* or enrol ment or
residency in a doctoral program
in the discipline or related areas.
Statement.
1.4 Associate Professorial Lecturer**
1.4.1.1 Possessi on of a doct oral degree i n t he
discipline or in a relevant area as determined
by the needs of the department.
1.4.1.2 At least five (5) years of competent teaching
on the tertiary level and/or seven (7) years of
outstandi ng manageri al and professi onal
experience as an equivalent of the minimum
teaching experience.
1.4.1.3 Substantial scholarly contributions in ones
f i el d of speci al i zat i on as evi denced by
research studies, completed commissioned
projects, creative works, and publications in
reputable journals or in book form (refer to
item 4.1.7 of the Implementing Guidelines,
p. 113).
*At least 3 units within the Academic Year.
**The part-time rank of Associate Professorial Lecturer does not correspond to a full-
time Associate Professor rank if and when the faculty member is elevated to full-time
status.
P
A
R
T
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
97 1.4.1.4 Membership or leadership in professional,
communi t y, and governmental or non-
government al organi zat i ons are al so
considered indicators of ones professional
competence.
Associate Professorial Lecturers who have
taught a minimum of twenty-four (24) units
and three (3) trimesters cumulative may be
reclassification.
longitudinal data.
as i ndi cat ed by schol arl y
outputs (refer to Section 4 of the
113-118).
Support i ng document s are
needed.
1.4.2.2.3 I nvol vement i n Col l ege and
University activities, committees,
programs.
prof essi onal organi zat i ons.
Membershi p or l eadershi p i n
professional, socio-civic, non-
government al , and peopl e s
organizations is recognized as
a factor in evaluating community
service.
98
F
A
C
U
L
T
Y

M
A
N
U
A
L
records.
1.4.2.2.6 For reclassification to this rank,
si gni f i cant servi ce t o t he
University measured through the
faculty members involvement in
College and University councils
and committees is an additional
entry criterion.
in the discipline or related areas.
Statement.
1.5 Professorial Lecturer*
Appointment to this rank requires the fulfillment of all of
the following:
1.5.1.1 A relevant doctoral degree, as determined by
the department
1.5.1.2 Substantial scholarly publication in ones
field of specialization, including a single-
authorship book or its equivalent or creative
works.
1.5.1.3 Recognition in the form of an award, grant, or
fellowship by a reputable and recognized
out st andi ng cont ri but i on t o t he f i el d of
specialization.
1.5.1.4 Si gni f i cant servi ce t o t he academi c
community and/or active membership and
i nvol vement i n Uni versi t y, communi t y,
prof essi onal , nat i onal , or i nt ernat i onal
organizations.
*The part-time rank of Professorial Lecturer does not correspond to a full-time Full
Professor rank if and when the faculty member is elevated to full-time status.
P
A
R
T
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
99 1.5.2 Hiring
in the discipline or specialized
training in related areas.
Statement.
Professorial Lecturers who have taught a
minimum of twenty four (24) units and three
(3) trimesters cumulative may be reclassified
based on the criteria for reclassification.
Dean usi ng comparati ve and
longitudinal data.
1.5.3.2.2 Substantial research outputs in
t he di sci pl i ne or rel at ed
di sci pl i ne as i ndi cat ed by
schol arl y out put s (ref er t o
Section 4 of the Implementing
1.5.3.2.3 Leadershi p or si gni f i cant
part i ci pat i on i n Depart ment ,
College, University, community
or national/international conferen-
ces, programs, organizations.
records.
100
F
A
C
U
L
T
Y

M
A
N
U
A
L
in the discipline or specialized
training in related areas.
Statement.
2. Professional Track
2.1 This track is composed of professionals who practice in industry
as full-time consultants and teach part-time in DLSU-Manila,
hence bringing in the perspective of the industry and meeting
t he Uni versi t y s need t o keep t he st udent s abreast of
developments outside the academe. This track provides the
University valuable inputs arising from their experience, stature,
connection, among others.
2.2 This track is limited to departments requiring professional
degrees like those of the College of Business and Economics,
College of Engineering, College of Computer Studies and the
Communication Arts Department of the College of Liberal Arts,
and in highly meritorious cases, in departments other than the
aforementioned.
2.3 Li kewi se, t hi s i s l i mi t ed t o i ndi vi dual s wi t h est abl i shed
prof essi onal accompl i shment s wi t h nat i onal / i nt ernat i onal
reputation in their respective fields (refer to Section C.1, p.103).
2.4 Ranks within the Professional Track
2.4.1 Professional Lecturer
2.4.1.1 Entry to this rank requires any of the following:
a. Nati onal recogni ti on through awards
received from a national professional
organization
b. Position of at least an undersecretary in
the national government or its equivalent
for at l east fi ve years, a Judge i n a
Regional Trial Court, or any similar rank
c. Position of at least a partner of a firm
with an impressive client list or projects
undertaken. The client list or projects
undertaken must have a national scope
or character, e.g., the largest companies.
P
A
R
T
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
101 2.4.1.2 Hiring
2.4.1.2.1 Criteria for Hiring
a. Professional accomplishments
b. Values and attitudes reflecting
the Universitys Mission Statement
2.4.1.3 Reclassification
2.4.1.3.1 Minimum Residency Requirement
Professional Lecturers who have
taught a minimum of twenty four
(24) units and three (3) trimesters
cumul ati ve may be recl assi fi ed
based on t he cri t eri a f or
reclassification.
2.4.1.3.2 Criteria for Reclassification
a. Effective teaching performance.*
b. Professional accomplishments.
c. Compl i ance wi th school
requirements for attendance,
punctuality, and deadline for
grades, as evi denced by
official records.
d. Values and attitudes reflecting
Statement.
2.4.2 Senior Professional Lecturer
2.4.2.1 Ent ry t o t hi s rank requi res any of t he
following:
2.4.2.1.1 I nt ernat i onal r ecogni t i on
through awards received from
an i nternati onal professi onal
organization.
2.4.2.1.2 Position of a secretary in the
nat i onal government or i t s
equi val ent, for at l east three
102
F
A
C
U
L
T
Y

M
A
N
U
A
L
years, a justice of the Court of
Appeals, Sandiganbayan, and the
Court of Tax Appeals, a supreme
court justice, or any similar rank.
2.4.2.1.3 Position of at least a partner of a
firm with an impressive client list
or projects undertaken.
The list of projects or retainers of
the firm will be requested. The
client list or projects undertaken
must have an international scope
or character.
2.4.2.1.4 Posi t i on of at l east a Vi ce-
President of an Information and
Technol ogy company, f or t he
College of Computer Studies.
2.4.2.1.5 Posi t i on of at l east a creat i ve
director or an equivalent position
who i s a wi nner of nat i onal
award(s), for the Department of
Communi cat i on and wi nner of
ARAW, AGORA and ANVIL award(s)
for the Marketing Department.
2.4.2.2 Hiring
2.4.2.2.1 Criteria for Hiring
a. Professional accomplishments
b. Values and attitudes reflecting
the Universitys Mission Statement
2.4.2.3 Reclassification
2.4.2.3.1 Minimum Residency Requirement
Professional Lecturers who have
taught a minimum of twenty four
(24) units and three (3) trimesters
cumul ati ve may be recl assi fi ed
based on t he cri t eri a f or
reclassification.
2.4.2.3.2 Criteria for Reclassification
a. Effective teaching performance.*
*In case the numerical rating is not conclusive, the Deans evaluation will be used. Please
refer to Implementing Guidelines, item 6.1, p. 119.
P
A
R
T
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
103 b. Professional accomplishments.
c. Compl i ance wi th school
requirements for attendance,
punctuality, and deadline for
grades, as evi denced by
official records.
d. Values and attitudes reflecting
Statement.
C. HIRING PROCEDURE
1. All documents relating to the applicant/recommendee are screened
by the Chair.
For Professional Lecturers and Senior Professional Lecturers, a short
list of the top practitioners in the specific area is prepared with external
consultants. A candidate for hiring should come from the short list, or
should have accomplishments and reputations comparable to those
in the short list.
2. The Chair, based on his/her consultation with the Department faculty,
submits his/her recommendation to the Dean with the following: bio-
data, photocopy of transcript of records, and references.
3. If the Dean finds the recommendation acceptable, he/she endorses it
to the Vice-President for Academics and Research for clearance.
4. If the recommendation is favorably considered, the Vice Chancellor for
Academics and Research gives notice to the Dean for convening the
Hiring Board.
5. Composition of the Hiring Board
5.1 For Assistant Lecturer/Lecturer/Assistant Professorial Lecturer/
Associate Professorial Lecturer/Professorial Lecturer
Dean of the College concerned as presiding officer
Department faculty
5.2 For Professional Lecturer/ Senior Professional Lecturer
Vice Chancellor for Academics and Research as presiding officer
104
F
A
C
U
L
T
Y

M
A
N
U
A
L
Department faculty
6. The Hi ri ng Board del i berat es on t he recommendat i on and
recommends a rank to the Chancellor with clearance from the Vice
Chancellor for Academics and Research.
7. The Chancel l or makes t he appoi nt ment i n wri t i ng upon t he
recommendation of the Hiring Board. The contract signed by the faculty
member becomes binding only upon signing by the Chancellor or his/
her duly authorized representative.
8. Functions of the Hiring Board
8.1 Ensures that supporting documents, including scholarly outputs,
research and creative works, publications and other evidence
used in determining the hirees rank are in place.
8.2 Ensures that ti tl es of aforementi oned documents wi th the
corresponding dates of completion/publication are likewise
listed in the Hiring Board decision sheet signed by the Board,
specifying which titles were used for each step of the rank.
8.3 Deliberates on the candidates qualifications to determine the
rank.
8.4 Recommends approval of hiring with appropriate rank to the
Chancellor
D. PROCEDURE FOR RECLASSIFICATION
1. At the end of his/her service/residency, the faculty member shall submit
an updated bio-data indicating his/her academic performance and
activities since his/her last reclassification as well as whether he/she
is up for reclassification.
2. The head of the Department/Unit, in consultation with the members of
the Department/Unit, reviews the performance of the faculty member
being considered for reclassification.
Based on the review, the head of the Department/Unit recommends
the faculty member for reclassification after ascertaining that the
candidate has satisfied the minimum residency required.
In cases where the Chair does not recommend a faculty member for
reclassification, any other senior faculty member, with Associate or
Full Professor rank from the same department, may recommend the
faculty member, or he/she may nominate himself/herself by writing to
the dean if his/her rank is lower than Associate Professorial Lecturer
5, or to the Vice Chancellor for Academics and Research if his/her rank
is higher than Associate Professorial Lecturer 4.
P
A
R
T
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
105 I t i s general l y t he i mmedi at e superi or or hi s/ her desi gnat ed
representative who recommends the head of the Department/Unit for
reclassification in consultation with the members of the Department/
Unit.
3. The head of the Department/Unit prepares the list of recommendees
for reclassification. Recommendations should be submitted to the
proper office one (1) week before the start of the term when the
reclassification is supposed to apply. Recommendations will be
considered only when supported by necessary documents.
4. Upon receiving the recommendations, the administrator given the
function shall convene the Reclassification Board.
5. Members of the Reclassification Board are given reasonable time to
study the recommendation and supporting documents.
6. Boards meet separately and make the necessary recommendations.
7. No member of t he Recl assi f i cat i on Board shal l have t wo (2)
designations.
No candidate for reclassification may sit in his/her own deliberating
Board. His/her place will be taken over a duly designated representative.
8. The candidate has the option to appear before the Board before it
deliberates on the recommendation.
9. Decisions of the Board are generally reached by consensus. However,
if consensus cannot be reached despite a lengthy discussion, decision
shall be made by secret voting.
10. The presiding officer of the Reclassification Board prepares the
decision sheet in accordance with the recommendation of the Board.
11. The facul ty member concerned i s i nformed by the Chai r or the
immediate superior of the recommendation of the Board within two
(2) working days from the time the decision has been made. In case of
an unfavorable decision, the faculty may appeal his/her case. Please
refer to Appendix F.
12. The decision sheet in its original form is submitted through the Vice
Chancellor for Academics and Research to the Chancellor for his/her
approval. The Chancellor informs the faculty member concerned of
the decision in writing. A copy of the Boards decision sheet is attached
to the Chancellors letter.
13. Composition of the Reclassification Board
13.1 For Assistant Lecturer/Lecturer/Assistant Professorial Lecturer
Department Chair
106
F
A
C
U
L
T
Y

M
A
N
U
A
L
Faculty representative or alternate elected by the Departments
Faculty
13.2 For Associate Professorial Lecturers 1-4
Department Chair
the College.
Faculty representative or alternate selected by the Department
faculty
of the Faculty Association.
13.3 For Associate Professorial Lecturers 5-7
Department Chair
the College
One representative from the Department of the recommendee
whose rank may not be the same as the recommended
rank but is senior in terms of residence
13.4 For Professori al Lecturers/Professi onal Lecturers/ Seni or
Professional Lecturers
Department Chair
Three (3) senior faculty representatives with the rank of Full
Prof essor pref erabl y f rom wi t hi n t he same Col l ege
appoi nted by the Vi ce Chancel l or for Academi cs and
Research in consultation with the Dean and the Department
Chair
Faculty Association Representative appointed by the President
P
A
R
T
-
T
I
M
E

A
C
A
D
E
M
I
C

F
A
C
U
L
T
Y
107 14. Functions of the Reclassification Board
14.1 Evaluates the documents of the candidate for reclassification
based on the criteria stipulated for the rank concerned.
14.2 Deliberates on the merits of the recommendation.
14.3 Recommends the candidate for reclassification to the appropriate
rank.
E. BENEFITS
1. Benefits Mandated by Law. Members of the faculty are covered by all
benefits specifically mandated by Philippine laws.
2. Service Benefits
If a part-timer has been with the University for at least thirty (30)
trimesters and has already taught at least two hundred seventy (270)
units, he/she will receive a service pay equivalent to six percent (6%)
of his/her annual pay. A continuous break of more than nine (9)
trimesters requires a new counting of terms/units of service.
Part-time faculty members may participate in the following retirement
plans:
3.1 Plan A, in accordance with the policies of CEAP.
3.2 A part-time faculty member is entitled to Plan B, for which he/she
contributes two percent (2%) of his/her monthly salary, inclusive
of his/her contribution to PAGIBIG. The University commits itself
to matching the faculty members contribution (i.e. 2% of basic
monthly salary minus the contribution to PAGIBIG). The total
contributions go to a retirement fund governed by policies similar
to those of the old CEAP Retirement Plan effective prior to October
1989.
3.3 Plan C applies to faculty members who are not enjoying tuition
waivers for their children. The total contribution of four percent
(4%) of a part-timers monthly salary will be added to the
Universitys Retirement Fund. This contribution, although part
of the Universitys Retirement Fund, will be credited to the faculty
member concerned; hence, he/ she may wi t hdraw t hi s
contribution, together with all interest, when he/she leaves the
University.
3.4 Retirement benefits due the retiring part-time faculty member
will be given him/her at age 60.
108
F
A
C
U
L
T
Y

M
A
N
U
A
L
4. Faculty Development Benefits
4.1 Tuition discount for graduate studies and other grants are
provi ded under the Facul ty Devel opment Program of the
University.
4.2 The University Committee on Faculty Development - composed
of the Vice Chancellor for Academics and Research as presiding
offi cer, a Deans Representati ve, the Facul ty Associ ati on
President and an Academic Service Faculty Representative as
voting members - shall formulate the general guidelines for
faculty development and review the guidelines of the College
Faculty Development Committees. The other College Deans
and College Faculty Representatives shall be regular non-voting
members of the committee.
4.3 The College Faculty Development Committee, using the general
gui del i nes as basi s, formul ates speci fi c gui del i nes for i ts
College. This committee is composed of the Dean, as presiding
officer, Department representatives, and a Faculty Association
representative.
4.4 Al l pol i ci es enunci at ed and benef i t s deci ded on, by t he
committee shall be an integral part of the Faculty Manual.
5. Death Benefits
When a part-time faculty member who is also a member of the Faculty
Association dies, members of the Association will contribute the
equivalent of one-hour overload or part-time pay.
Parking spaces on campus are designated for University Fellows, Full
Professors and administrators (Vice-Deans up). Parking privilege on
free slots on campus is extended to members of the Faculty Association,
subject to rules and procedures in determining parking space, which
may be reviewed annually.
109
Appendix A
Implementing Guidelines
1. Relating to Service Leave and Loads
1.1 Service/sabbatical leaves will be included as actual service
rendered for promotion purposes.
1.2 Half-time service with half pay will be given half credit for
promotion, longevity, and service purposes.
1.3 The years of service of faculty members on probation who have
left the University for further studies or research and have
completed a graduate degree or research will be restored by
management if rehired.
1.4 The contract of the College of Science, College of Liberal Arts
and College of Education faculty member who does not finish a
doctoral degree after three (3) years of probation will be allowed
to expire. Such a faculty member will not be considered for
rehiring as a full-timer unless the doctoral degree is completed.
In the Col l eges of Busi ness and Economi cs, Engi neeri ng,
Computer Studies and in the Department of Communication of
the College of Liberal Arts, the contract of a faculty member who
does not finish a masters degree and who is not enrolled in the
doctoral program (refer to item 2.3, p.35) after three (3) years of
probation will be allowed to expire. Such a faculty member will
not be considered for rehiring as a full-timer unless the masters
degree is completed.
1.5 The maximum probationary period shall be nine (9) consecutive
trimesters of full-time service.
1.6 As an exceptional case, a teaching load in a summer term may
be considered part of a faculty members regular load in the
subsequent trimester only when he/she is requested by the
administration to forego his/her summer vacation because no
one else could handle such teaching load.
2. Relating to Faculty Development
2.1 All deloading contracted as loans for study purposes may be
paid back as overload without pay.
2.2 Contracts of faculty members on probationary status who go
on leave for more than three (3) months for study/research
purposes will be considered expired. The University reserves
the option to rehire them upon the completion of their studies/
research.
110
F
A
C
U
L
T
Y

M
A
N
U
A
L
2.3 Faculty members who have to go abroad for studies should
arrange thei r schedul es to conform wi th the Uni versi ty s
academic calendar, i.e., leave after the term and return to work
at the start of a term.
2.4 Faculty members who go on leave within a term for study/
research purposes are expected to teach before and/or after the
leave.
2.5 Any extension of the approved period of leave must be with the
expressed written approval of the Chancellor.
2.6 For foreign grants, the role of the University in obtaining the
grant should be considered. As such, the following classification
should be observed:
2.6.1 If the role of the school is material to the faculty
members getting the grant (i.e., the faculty member is
the institutional nominee/recipient of a loan from the
University/recipient of salary or honorarium during the
leave), the faculty member should be bound by a service
contract.
2.6.2 If a faculty member is attending a conference on a
personal invitation (not through the school), there will
be no need for a service contract.
2.6.3 If the research grant involves the submission of a
research output, acceptance of such output by the
sponsor of the grant fulfills the requirement of the grant;
as such, the faculty member is no longer bound by a
separate service contract.
2.6.4 Other cases, if any, will be governed by policies of the
Faculty Development Program.
3. Relating to Leaves and Breaks in Service
3.1 Years of continuous service required for service and sabbatical
leaves should immediately precede the term when the leave is
applied for.
3.2 A break in service of more than one (1) term due to circumstances
beyond the control of the faculty member concerned, e.g., accident
or prolonged illness, while not credited towards years of service,
does not disrupt the service of the faculty member as long as
the leave is officially approved.
3.3 Faculty members on service leave must not teach or mentor
except for graduate theses.
111 3.4 Academic Service Faculty who availed of a service leave during
one summer break may avail of a subsequent service leave
during the summer break of the third schoolyear following their
last service leave.
3.5 A faculty member who went on leave for at least three (3)
months, e.g., di ssertati on wri ti ng, study/trai ni ng, servi ce
leave, cannot go on leave (except sabbatical) again on the
same schoolyear.
4. Relating to Hiring and Promotion/Reclassification
4.1 Definition of Terms
4.1.1 The t erm RANKS ref ers t o I nst ruct or, Assi stant
Professor, Associate Professor, and Full Professor. The
different levels within each rank are called STEPS.
4.1.2 SCHOLARLY OUTPUT means di ssemi nat ed work
contributing to the knowledge capital of the academic
communi t y and soci et y. Depart ments may def i ne
schol arl y outputs i n accordance wi th the research
requirements in the discipline but meeting the minimum
requirements stipulated in the Manual. These include
but are not limited to:
4.1.2.1 A published seminar paper, review article,
i nst ruct i onal proj ect mat eri al / manual ,
t axonomi c col l ect i on, t echni cal desi gn,
software, etc.
4.1.2.2 Unpubl i shed work but present ed i n a
seminar, colloquium, symposium, conference,
workshop, or an output subj ected to an
evaluation/testing (e.g., manual) as the case
may be.
4.1.2.3 Creat i ve works i n t he Humani t i es
(Communi cati on Arts, Li terature, Fi l i pi no
Departments) such as, but not limited, to
short stories, collection of poems, novels,
films, screenplays. For Marketing Department,
award wi nni ng advert i sements (ARAW,
AGORA, ANVIL) are qualified.
4.1.2.4 Professionally accepted solutions manual for
an internationally-circulated textbook (for
Math, Chemistry and Physics only) where
there are no existing solutions manuals.
4.1.2.5 Legal briefs done by Commercial Law faculty
members whi ch shal l be consi dered t o
A
P
P
E
N
D
I
X

A
112
F
A
C
U
L
T
Y

M
A
N
U
A
L
support promot i on up t o t he Assi st ant
Professor 4 level.
4.1.2.6 Project designs done by Civil Engineering
faculty members.
4.1.3 MAJOR RESEARCH will be determined through the following
criteria: nature, scope, impact, quality and acceptability to
the discipline and the role of the research in new programs/
proj ects.
Major research proj ect whi ch has been di ssemi nated
refers only to research that has been commissioned/
contracted by an external agency. Such research cannot be
published because it is owned by the external agency. It
shal l not ref er t o ot her research t hat can ot herwi se be
publ i shable.
4.1.4 PUBLICATION means either PUBLISHED or IN PRESS. This
must be supported by a letter from the Journals Editor-
in-Chief or Publisher stating the acceptance of the paper for
publ i cat i on, not mer el y submi t t ed f or consi der at i on f or
publication nor accepted for publication with revision.
Promotion to the Full Professor rank, any of the following is
consi dered maj or accompl i shment that i s equi val ent to a
graduate degree: Nobel prize, induction into the NAST, national
scientist (not young scientist), national artist and Magsaysay
awards.
4.1.5 JOINT RESEARCH and CREATIVE WORK refer to faculty
research publication done jointly by a team/group i.e., with
foreign/local co-workers or collaborators; with other in-house
members and/or student mentees, whi ch may be used by
any aut hor / pr oponent f or pur poses of pr omot i on/
recl assi fi cati on.
For a publication co-authored with in-house faculty and/or
student mentees, the contributions of all authors are valuable
and necessary.
However, to assist the Promotion Board in evaluating the joint
research, i nternal or external , the Promoti ons Board may
request a specification of the contribution (signed by all the
authors) of the author/proponent, for the same paper may be
used by any one of the authors for promotion at DLSU. The
contribution is not only in terms of pages written but primarily
in terms of conceptualization, development, and analysis of
the work.
4.1.6 For recommendations to the rank of Associate Professor 5 and
higher, an external evaluation of scholarly output is required.
113 Fi ve eval uators wi l l be named by the department chai r i n
consultation with the recommendee and the senior faculty
members within the department; two of these will be chosen by
the Office of the Vice Chancellor for Academics and Research.
However, if the scholarly output is a refereed publication, an
external evaluation will not be necessary.
4.1.7 SUBSTANTIAL CONTRIBUTIONS refer to a set of scholarly
outputs and research acti vi ti es. In parti cul ar, substanti al
scholarly contributions refer to a combination of at least any
five distinct scholarly outputs published in the past 15 years
from any of the following categories of scholarly outputs:
publications in national or international journals,
books or monographs,
reports of commissioned or contracted research,
papers presented in national or international conferences,
other major scholarly or creative works, and
patented work.
Scholarly outputs not counted in previous promotions, and are
in excess of those required for promotion/reclassification, would
st i l l be consi dered as val i d support i ng document s f or
consideration in future promotion/reclassification within a fifteen
year period from the date of publication.
4.1.8 Dissertation-based scholarly outputs may be counted for further
promotions up to the rank of Associate Professor 4.
4.1.9 A patent is equivalent to an ISI journal publication.
4.2 Specific Guidelines for Part-Time Faculty
4.2.1 Research/Publication Requirements for entry into the following
ranks:
4.2.1.1 Lecturer 1 to Lecturer 6
no research output
4.2.1.2 Lecturer 7 to Assistant Professorial Lecturer 4:
one (1) scholarly output
or
creative work published in a reputable national/
international publication
4.2.1.3 Assi st ant Prof essori al Lect urer 5 t o Associ at e
Professorial Lecturer 4:
A
P
P
E
N
D
I
X

A
114
F
A
C
U
L
T
Y

M
A
N
U
A
L
two (2) published scholarly outputs
or
two (2) creative works published in a
reputable national/international publication
or
one (1) national or international refereed publication
or
one (1) completed major research project which has
been disseminated (see section 4.1.3 for definition)
4.2.1.4 Associ ate Professori al Lecturer 5 to Professori al
Lecturer 5:
three (3) published scholarly outputs which should
include one (1) published in a refereed and abstracted
journal or chapter in an international refereed book or
refereed monograph
or
three (3) creative works published in reputable national/
international publications, at least one of which must
be supported by a portfolio of critical works and materials
written on it.
or
one (1) professionally acceptable single authorship
book (not a textbook) evaluated by referees
or
two (2) compl et ed maj or research proj ect s whi ch
have been di ssemi nat ed ( see sect i on 4. 1. 3 f or
definition)
4.2.1.5 Professorial Lecturer 6 to 10:
or
one (1) prof essi onal l y accept abl e book-l engt h
publication or its equivalent, published or accepted for
international publication, supported by a portfolio of
115 cri ti cal works (e.g., revi ews, graduate theses and
dissertations) and materials written on it (e.g., exhibition
or festival catalogues, detailed report of the creative
process of the applicant, etc.)
or
two (2) published scholarly outputs in refereed and
abstracted journals/publications
or
chapter in an international refereed book or a refereed
monograph
4.2.1.6 Requirement for entry to Professorial Lecturer (on any
level)
one (1) maj or creat i ve work, book l engt h si ngl e
authorshi p, publ i shed or accepted for nati onal or
critical works and materials written on it
or
published book (not a text book) that has been refereed
or
t wo (2) ref ereed and abst ract ed publ i cat i ons i n
international journals
4.2.1.7 Qual i ty and combi nati ons of the above research/
publication requirements shall be decided by the Board;
reactors papers are not acceptable.
4.3 Specific Guidelines for Full-Time Faculty Member
4.3.1 Research/Publication Requirements for entry into the following
ranks:
4.3.1.1 Instructor 2 to Instructor 6
one (1) scholarly output or creative work
4.3.1.2 Instructor 7 to Assistant Professor 4:
one (1) final copy of defended thesis
or
A
P
P
E
N
D
I
X

A
116
F
A
C
U
L
T
Y

M
A
N
U
A
L
one (1) published scholarly output*
or
one (1) creative work published in a reputable national/
4.3.1.3 Assistant Professor 5 to Associate Professor 4:
two (2) published scholarly outputs
or
two (2) creative works published in a reputable national/
or
one (1) national or international refereed publication
or
one (1) completed major research project which has
or
one (1) published scholarly output and one (1) creative
work published in a reputable national/international
publ i cat i on i n t he di sci pl i nes of humani t i es,
communication arts, literature and marketing
4.3.1.4 Associate Professor 5 to Full Professor 5:
three (3) published scholarly outputs which should
include one (1) published in a refereed and abstracted
journal or chapter in an internationally refereed book or
a refereed monograph
or
three (3) creative works published in reputable national/
international publications, at least one (1) of which must
be supported by a portfolio of critical works and materials
written on it.
or
*Can be one (1) research-based consultancy project
117 or
two (2) completed major research projects which have
or
two (2) published outputs in refereed and abstracted
journals/publication
or
a completed major research project (see Section 4.1.3)
and 1 published output in refereed and abstracted
journals/ publication
4.2.1.5 Full Professor 6 to 10:
or
one (1) prof essi onal l y accept abl e book l engt h
publication or its equivalent, published or accepted for
cri ti cal works (e.g., revi ews, graduate theses and
dissertations) and materials written on it (e.g., exhibition
or festival catalogues, detailed report of the creative
process of the applicant, etc.)
or
two (2) published scholarly outputs in refereed and
abstracted journals/publications
or
chapter in an internationally refereed book or a refereed
monograph
4.2.1.6 Requirement for entry to Full Professor (on any level)
one (1) maj or creat i ve work, book l engt h si ngl e
authorshi p, publ i shed or accepted for nati onal or
critical works and materials written on it
or
published book (not a text book) that has been refereed
or
A
P
P
E
N
D
I
X

A
118
F
A
C
U
L
T
Y

M
A
N
U
A
L
t wo (2) ref ereed and abst ract ed publ i cat i ons i n
international journals
5. Graduate degrees required for permanency of ASF and the
equivalent requirement for some units:
Offi ce
Admissions, ITEO,
SFA Planning
Human
ResourcesDevelopment
Marketing
Communication
Information
Technology Center
except AASF
Library
Engineering
Laboratory
COS Laboratory
- Biology,
Mathematics,
Physics
- Chemistry
Academic Degree
MA/MS in Guidance &
Counseling, Psychology,
Measurement &
Evaluation or other
related field
MA/MS in Psychology
Guidance &
Counseling,Industrial
Psychology, Human
Resource Management,
Organizational
Psychology
MA/MS in relevant field
MA/MS in Communication
Journalism, Public
Relations or other related
fields
MS Computer Science,
MS ECE, MS EE and
other graduate degrees
related to the ASFs area
of specialization
MA/MS in Library Science
MS in related field
MS Biology/Physics or
any related fields:
computer science,
electronics, etc.
MS
Professional Development
Diploma in Human Resource
Development/Management or
Diploma in Organizational
Development plus twelve (12)
units or foundation courses at
the graduate level
Completion of academic
requirements (except thesis)
for masters degree; passing
the Board Exam for those with
engineering degrees that require
licensure exam and ninety-six
(96) hours of specialized
training and/or maximum of
three (3) certifications in IT-
related training programs
Completion of academic units
for masters degree (without
thesis) and licensure for
librarians
Board Exam passed, i.e.,
registered mechanical
engineer, associate electrical
engineer, electronics and
communications engineer,
chemical engineer, civil
engineer, and at least two (2)
special training programs of at
least 40 hours.
Licensure exam and any two(2)
of the following combinations:
- special training (at least 40
hours)
- diploma in any of the
relevant vocational courses
119
Offi ce
Student Personnel
Services, Academic
Linkage Office,
Registrars Office
COSCA
Office of the Career and
Counseling Services
Academic Degree
MA/MS in a relevant field
MA/MS in Social
Work,Community
Development,Sociology,
Anthropology,Psychology,
Political Science;
Environmental Science
MA/MS in Guidance &
Counseling, Psychology
Professional Development
- 30 units of graduate courses
- development of manuals
related to the field (e.g.
software, manuals for
instrumentation, trouble
shooting, etc.)
Diploma in Human Resource
Development/Management, or
Diploma in Organizational
Development plus twelve (12)
units or foundation courses at
the graduate level
The monitoring of daily attendance of an ASF is the responsibility of the
Unit Head concerned. Each ASF will log in and out using a form for this
purpose.
ASFs in the Information Technology Center record their time-in and
time-out via the ITC Attendance Monitoring System.
At the end of each month, a summary si gned by the ASF and
countersigned for veracity by the Unit Head will be submitted to the
Vice-President of Academics and Research Office.
6. Other Guidelines:
6.1 Effective teaching performance is indicated by a minimum
composite evaluation of 4.0 derived from the student evaluation
with a weight of 50% and peer and Chairs evaluation with a
weight of 50%. The students evaluation shall be based on the
weighted average of the evaluations since last promotion of the
faculty member.
6.2 The thirteenth (13th) month pay is always based on the basic
salary and whatever additional remuneration covered by the
Labor Code.
6.3 Relating to attendance:
6.3.1 A trimester during which a faculty member incurs an
unmade-up absence shal l not be count ed as
compl i ance wi t h t he resi dency requi rement f or
promotion.
A
P
P
E
N
D
I
X

A
120
F
A
C
U
L
T
Y

M
A
N
U
A
L
6.3.2 For a faculty member to be considered for promotion,
the made-up absences must not exceed 5% of the total
faculty contact hours per trimester. However, made up
absences beyond the 5% limit shall not be used as
basi s for denyi ng promoti on provi ded they are for
justifiable reasons. In all cases, a letter must be sent to
the Vice Chancellor for Academics and Research to
explain the absence within a week upon return from
leave.
6.3.3 Absences due to attendance in meetings/conferences
have to be official and should have prior approval in
writing by the University. A verbal approval will not merit
an excuse.
6.3.4 Cl assroom teachi ng takes precedence over other
academic related activities. For example, a faculty
members missing a class cannot be excused when
he/she sits in a thesis or dissertation defense.
6.3.5 A faculty members absence due to his/her consultancy
work cannot be excused.
121
Appendix B
Grid for Hiring/Promotion/Reclassification
of Academic Faculty
Guidelines:
1. All applications should be supported by accompanying documents
detailing the applicants academic profile as follows:
1.1 degrees earned (with official transcript of records and diploma);
1.2 professi onal experi ence wi th detai l ed account of years of
t eachi ng and/ or rel at ed/ rel evant prof essi onal / research
experience (proof of employment may be required of applicants
as requested);
1.3 list of researches articles, publications, academic/creative works
done (copi es of such shoul d be made avai l abl e t o t he
Department and the Hiring Board);
1.4 ot her academi c/ prof essi onal qual i f i cat i ons (e. g. , t rai ni ng
programs attended, grants/awards received, etc.); and
1.5 list of professional and character references.
2. Teaching experience is required of all ranks. Work experience directly
related to the Department for which one applies may be given the
same credit as teaching experience.* Teaching on the elementary
and secondary levels is given 1/4 and 1/3 equivalence of tertiary-level
teachi ng, respecti vel y. Empl oyment experi ence rel evant to the
di sci pl i ne for whi ch one i s recommended may be assi gned the
equivalent of one (1) year of teaching for every two (2) years of relevant
practice.
3. The grid for hiring is a guide for considering years of experience in
determining the rank/level. The final determination of the rank/level
also considers relevant entry requirements such as academic degree,
scholarly outputs, etc.
* Directly related work experience refers to the applicants putting into practice a
substantive aspect of training received within the discipline. Such practice includes
those of: (1) professional contractor for Civil Engineering; (2) Media practitioner for
communication, (3) Sales or account executive for Business Management; (4) practice
of profession for Accounting/auditing/finance work for Certified Public Accountants,
and the like. The Hiring Board determines whether the applicants previous employment
record deserves being classified as related (1:1) or relevant (2:1).
122
F
A
C
U
L
T
Y

M
A
N
U
A
L
Level
Years of tertiary Years of Years of Years of relevant
teaching or directly elementary secondary experience which
related experience teaching teaching may be given
equivalence
1 1 4 3 2
2 2 8 6 4
3 3 12 9 6
4 4 16 12 8
5 5 20 15 10
6 6 24 18 12
7 7 28 21 14
8 8 32 24 16
For Assistant Professor (Masters degree required)*
Level
Years of tertiary Years of Years of Years of relevant
teaching or directly elementary secondary experience which
related experience teaching teaching may be given
equivalence
1 2 8 6 4
2 3 12 9 6
3 4 16 12 8
4 5 20 15 10
5 6 24 18 12
6 7 28 21 14
7 8 32 24 16
For Associate Professor (Doctorate required)*
Level
Years of tertiary Years of Years of relevant
teaching or directly secondary experience which
related experience teaching may be given
equivalence
1 2 15 10
2 3 18 12
3 4 21 14
4 5 24 16
5 6 27 18
6 7 30 20
7 8 33 22
For Full Professor (Doctorate required)*
- Only permanent faculty members can be granted the rank of Full Professor
Level
Years of tertiary Years of relevant
teaching or directly related experience
experience
1 3 14
2 4 16
3 5 18
4 6 20
5 7 22
6 8 24
7 9 26
8 10 28
9 11 30
10 12 32
* Guide for recommendation to the level indicated.
For Instructor (Bachelors degree required)*
123
Appendix C
Grid for Hiring/Promotion/Reclassification
of Academic Service Faculty
Guidelines:
1. All applications should be accompanied by supporting documents
detailing the applicants profile, such as:
1.1 official transcript of records and diplomas evidencing degrees
earned;
1.2 resum of professional experience complete with job description
(proof of employment may be required);
1.3 certificates of attendance at training programs, awards/grants
received, and similar proofs for other academic/professional
qualifications;
1.4 copies of articles, monographs, books and other published
writings;
1.5 list of professional and character references.
2. Professional practice is defined as work experience through which
the applicant has put into practice a substantive aspect of the education
and/or training received in the chosen field or profession, and/or which
is directly related to the job requirement of the unit/department for
which he/she has applied (e.g., library experience for faculty librarians,
guidance/counseling practice for guidance counselors, etc.)
3. Relevant experience refers to employment experience relevant to the
profession for which the applicant is recommended, which may be
assigned an equivalent of one (1) year of professional practice for
every two (2) years of relevant experience, i.e. a 1:2 ratio as applied in
the case of ASF-I, or one (1) year of professional practice for every
three (3) years of relevant experience, a 1:3 ratio as in the case of ASF-
II.
4. After evaluating the applicants previous employment record, the Hiring
Board determines which should be considered actual practice of the
profession and which may be deemed years of relevant experience.
5. The grid for hiring is a guide for considering years of experience in
determining the rank/level. The final determination of the rank/level is
also based on relevant entry requirements such as academic degree,
etc.
124
F
A
C
U
L
T
Y

M
A
N
U
A
L
Appendix C (continued)
Grid to determine Hiring/Promotion/Reclassification/Rank
for Academic Service Faculty
Rank/Level Degree Years of Professional Practice
DLSU Non-DLSU Relevant
I 1 Bachelors 0 1 2
2 1 2 3
3 2 3 4
4 3 4 6
5 4 5 8
6 5 6 10
7 6 7 12
8 7 8 14
9 8 9 16
10 9 10 18
11 10 11 20
12 11 12 22
II 1 Masters + professional 2 4 5
licenses, whenever
applicable
2 3 6 7
3 4 8 9
4 5 10 11
5 6 12 13
6 7 14 15
7 8 16 17
8 9 17 19
9 10 18 21
III 1 At least six (6) years of 5 8 10
excellent professional experience
in an administrative position
(Director/Unit Head) in addition to
four (4) years of practice in the same
profession in DLSU.
2 6 9 12
3 7 10 14
4 8 11 16
5 9 12 18
125
Appendix D
Primer on Faculty Attendance
(The Council of Deans has approved this Primer on Faculty Attendance originally
on 17 October 2002 and its revisions on 09 February 2005, 18 January 2006,
and 11 April 2006.)
1. How is an absence defined?
It is considered an absence when the faculty member does not meet
the class on its official class time, except in the following cases:
1.1 Official business (See item no. 7);
1.2 Changes in time/venue (See item no. 17); and
1.3 Other activities mandated by the university.
2. Is a permanent change of official scheduled class time allowed?
No. A permanent change of official scheduled class time is not allowed.
Students enroll in courses/sections based on the schedule posted by
the University relative to their other classes and activities.
To change t he schedul e permanent l y woul d not onl y creat e
inconveniences for the students, but would also defeat the purpose of
having students choose their schedule.
3. What are hybrid classes?
A hybrid class is one where the delivery of instruction may be through
a combination of classroom and online class sessions. A class may
be considered as hybrid, subject to the following conditions:
3.1 The course/section has been designated as hybrid (eg. A91,
C91) during enrollment;
3.2 The course will be conducted by a ASIST-certified faculty member;
3.3 The online sessions will be conducted using Integrated Virtual
Learning Environment (IVLE);
3.4 At least half of the total number of hours for the term will be used
for classroom sessions;
3.5 The schedule of on-line class sessions is specified in the
course syllabus and submitted to the Office of the University
Registrar within the first week of the term;
3.6 No online sessions will be scheduled and/or conducted within
the first two (20 weeks of the term;
4. Can on-line class sessions be conducted in lieu of classroom
meetings?
On-line class sessions may be conducted only under the following
conditions:
126
F
A
C
U
L
T
Y

M
A
N
U
A
L
4.1 For hybrid classes, on the dates specifically indicated in the
course syllabus submitted to the Office of the Assistant Vice
Chancellor for Academic Services and University Registrar within
the first week of the term (See item no. 3);
4.2 For non-hybrid classes, on the dates indicated in the Faculty
Attendance Form as alternative class (See item no. 14)
5. How is tardy defined? What is the effect of a tardy?
A faculty member is considered tardy when he/she is not in class
after five (5) minutes from the start of the official scheduled class time.
If the faculty member is not in class within the first third fraction of the
scheduled class time, it is considered an absence. A tardy needs
no form and no make-up.
6. What is a make-up? Which absence needs to be made up?
A make-up is intended to offset lost class hours due to absence in
order to attain the required number of class hours.
Al l absences need to be made up. Reasons such as offi ci al
business, sickness, and the like only serve as information to the
Chair.
Official business, while not recorded as an absence, needs to be
made up (See item no. 7).
7. What is the effect of an absence due to official business?
An official business means that the faculty member will be presenting
a paper in a conference or representing the University in a meeting,
and other related activities with prior approval as Official Business
by the Chair, the Dean and the VCA.
This is not recorded as an absence but needs to be made-up in
order to attain the required number of class hours. Official business
not made up will be recorded as an absence at the end of the term.
8. When is it considered early dismissal? What is the effect of an
early dismissal?
Classes are expected to start and end on time. Any early dismissal is
reported and recorded as such.
An early dismissal needs no make-up. Corollary to this, late dismissal
is not allowed since such may result in conflicts with the availability of
the room for the next class and/or with the schedule of other classes of
the students.
127 9. What is the effect of a report of vacant room, substitute, or
seatwork?
A vacant room means that both the faculty and the students were not
in the room. This has the effect of an absence.
Substitute means that the faculty member inside the classroom is
not the official faculty member assigned to the class. No make-up is
needed. It serves only to inform the Chair.
However, under our academic policies, only faculty members qualified
to teach the subject matter will be allowed to act as substitutes.
Thus, the presence of a substitute is recorded if there is prior
approval from the Chair and communicated to the Office of the Assistant
Vice Chancellor for Academic Services and University Registrar through
the Faculty Attendance Form at least one (1) day before the scheduled
substitution (See item nos. 10 and 19 to 23).
Seatwork means that the faculty member is not present, but the
students are in the classroom performing class work. No make-up is
needed.
10. How can I inform the Office of the Associate Vice Chancellor for
Academic Services and University Registrar in advance about my
substitute for such unforeseeable cases as sickness?
In unforeseeable cases such as sickness, the faculty member need
not assign a substitute to watch over the class. The absence resulting
from these cases may be made up at another date. However, when a
substitute is assigned, the faculty member is still marked absent
based on the rules on substitution.
The faculty member may still inform the Office of the University Registrar
about the substitution and have the absence cancelled by submitting
a late Faculty Attendance Form (See item nos. 19 to 23). As this is a
late submission of the form, the signature of the Dean is required.
11. If I know that I will be absent on a particular date and I scheduled a
make-up class and submit the form one day before the date of
absence, will I still be marked absent?
Yes. An absence means that the faculty did not meet the class on its
official scheduled class time. After the make-up class is conducted,
however, the report will show both the absence and the make-up, with
these two incidents offsetting each other in the report.
12. If I know that I will be absent on a particular date and I scheduled a
class in advance and submit the form one day before the advanced
class, will I still be marked absent?
Yes. Even if the class that was scheduled in advance had already
taken place, still the class was not met on its official scheduled class
A
P
P
E
N
D
I
X

D
128
F
A
C
U
L
T
Y

M
A
N
U
A
L
time. The report will, however, show both the absence and the make-
up, with these two incidents offsetting each other in the report.
13. Can a planned or anticipated absence with corresponding schedule
for make-up (or advanced class) be treated merely as a change in
class schedule?
No. As the faculty member did not meet the class on its official
scheduled class time, it should be reported as an absence. The
make-up or advance class will offset the absence in the report.
14. What may be considered as alternative classes?
Only the following activities may be considered as alternative classes:
14.1 Film showing
14.2 Symposium/talk
14.3 Independent study
14.4 Research break
14.5 Library work
14.6 Online session (for non-hybrid classes, see item no. 4)
Only a total of six (6) class hours may be devoted to activities considered
as alternative.
15. Can seminars, field trips, excursions or other activities held for
more than the regular number of hours per meeting be counted for
several class meetings?
No. All seminars, field trips, excursions and other activities are deemed
as alternative classes and should be reported as such to the Office of
the University Registrar through the Faculty Attendance Form.
Such activities are considered as one class meeting, provided that the
duration of the activity is at least equivalent to the regular number of
hours of one meeting.
16. How many hours or meetings is a departmental exam equivalent to?
Departmental exams held outside class hours are not counted as part
of the required class hours. As such, departmental exams may not
replace any class meeting.
17. In what cases can change of time and change of room be used
as reasons? What is the effect of these?
The change of time and change of room can be used when the
change is within the class day.
Even if the class was not met on its official scheduled class time,
change of time and change of room will not be recorded as an
absence.
129 18. What do I need to do if I have to transfer my class to another venue?
This is what is termed as an emergency room transfer. This means
that the class cannot proceed at the regular venue because of an
unforeseen problem such as non-functioning air-conditioning unit, etc.
To inform the Faculty Attendance Checker, please indicate the following
information on the blackboard inside the classroom:
DATE / TIME
SUBJECT / SECTION / FACULTY
NEW VENUE
This is not considered an absence if the faculty member meets his
class in the indicated venue.
19. What is the pink form?
What is known as the pink form is the Faculty Attendance Form (Form
No. F-01) used by the faculty member to inform the Office of the Assistant
Vice Chancellor for Academic Services and University Registrar of
deviations from the official scheduled class time. The Faculty Attendance
Form may be accomplished from www.dlsu.edu.ph/offices/registrar/
faculty_attendance.asp
20. When is the Faculty Attendance Form required?
The Faculty Attendance Form is required in the following cases:
20.1 If the faculty member will conduct a make up class;
20.2 If the faculty member will conduct a class in advance;
20.3 If the faculty member will have an alternative class (on-campus);
20.4 If the faculty member will have a field trip (off-campus alternative
class);
20.5 If the faculty member will have a substitute in foreseeable cases;
20.6 If the faculty member will change class time temporarily;
20.7 If the faculty member will change venue (whether temporarily or
permanently); and
20.8 Other cases where the Office of the University Registrar has no
official knowledge of deviations from the official scheduled class
time.
21. Why is there a need for a one-day advanced notice for the form?
A one-day notice means that the Faculty Attendance Form is received
at the Office of the University Registrar (Front Desk) at least one day
before the cases mentioned in No. 20 are implemented/conducted.
The notice is necessary so that the Office of the University Registrar
can dispatch its Faculty Attendance Checkers accordingly.
A
P
P
E
N
D
I
X

D
130
F
A
C
U
L
T
Y

M
A
N
U
A
L
While the Faculty Attendance Form is for approval at the Chairs level,
it only serves as a source of information at the Office of the Assistant
Vice Chancellor for Academic Services and University Registrar.
22. When is the Faculty Attendance Form not accepted at the Office of
the University Registrar?
The Faculty Attendance Form is not accepted in the following cases:
22.1 If the signatures of the faculty member and the Chair are not
present; and
22.2 If the signature of approval of the Dean is not present in cases of
late forms
23. Why is the signature of the Dean required on a late form?
The signature of the Dean is required for a late form because it is no
longer a regular transaction. As such, it requires a higher approving
authority. The Office of the Associate Vice Chancellor for Academic
Services and University Registrar is not tasked to determine the validity
of the reasons for late submission. Only the Dean, who is the caretaker
of the College, may approve or disapprove late forms, which are in
effect, requests for consideration.
24. Is the Notice of Faculty Absence final?
No. The faculty member is given an opportunity to correct the report of
the Faculty Attendance Checker.
This can be done by writing the comments on the notice and sending
it back to the Office of the Associate Vice Chancellor for Academic
Services and University Registrar within five (5) working days from
receipt of notice.
The faculty member should be able to receive the Notice of Absence
one (1) working day after the supposed absence.
25. Where can discrepancies regarding faculty attendance checking
be reported?
Send your comments thru email to: registrar@dlsu.edu.ph
131
Appendix E
Guidelines for the Dress Code of Faculty
While on University premises, faculty members are given the privilege to dress
accordi ng to thei r i ndi vi dual tastes but are requested to adhere to the
conventions of professional grooming. The following are generally considered
inappropriate:
TOPS halter and backless shirts/blouses without vests/boleros/jackets
shirts and blouses with plunging necklines
see-through shirts/blouses
spaghetti straps without vests/boleros/jackets
tube tops without vests/boleros
sleeveless tops with large and loose armholes
hanging shirts/blouses (exposing the midriff and/or belly button)
undershirts (with or without sleeves)
collarless t-shirts (for the men)
sleeveless tops (for the men)
BOTTOMS bicycle and athletic shorts
regular and Bermuda shorts
leggings
skintight jeans
pants with holes
mini skirts (more than 2" above the knee while standing)
DRESSES see-through dresses
halter/backless dresses
dresses with plunging necklines
short dresses (higher than mid-thigh while standing and sitting)
spaghetti straps on dresses worn without vests/boleros
dresses with peek-a-boos (holes on critical parts of the body)
FOOTWEAR sl i ppers
flip flops
beach sandals
slip-ons (e.g. Birkenstock)
OTHERS sun glasses
hats and caps worn inside the offices and classrooms
Other Guidelines
1. Ethnic attire is allowed provided it complies with the above
guidelines.
2. Formal attire : for the men coat and tails or a suit or a
formal Barong Tagalog
132
F
A
C
U
L
T
Y

M
A
N
U
A
L
for the women gown or a suit or formal
womens equivalent of the
Barong Tagalog
3. Semi-formal attire :for the men long sleeved shirt with tie
(with or without a blazer)
for the women dress (with jacket or
blazer)
4. Informal attire :for the men long sleeved shirt
for the women dress
5. Casual attire : for men and jeans or informal pants
ladies
133
Appendix F
Appeals Committee
A faculty member may appeal an unfavorable decision of the Promotion/
Reclassification Board that deliberated on his/her case on any one of the
following grounds:
a) He/she did not have the chance to explain or clarify an issue that was
raised against him/her.
b) He/she believes that there was prejudice/bias in rendering the decision
on hi s/ her case as he/ she has document ed evi dence t hat t he
promotion/reclassification of a faculty member in a similar situation
was acted upon favorably.
c) Some information that can significantly influence the decision to the
faculty members favor was not made available or was not considered
during the deliberations of the board.
The phrase, not made avai l abl e, means t hat t he mat eri al (s)
containing such information was already submitted by the faculty within
the lead time but was not considered during the deliberations.
d) There is ambiguity in the interpretation of the provision of the Faculty
Manual. The resolution of the appeal needs clarification on the proper
interpretation of the Technical Panel.
The faculty may file an appeal within five (5) working days from the time he/she
is informed of the decision of the Promotion/Reclassification Board by his/her
Chair/Unit Head.
The letter of appeal should clearly indicate that the faculty member was properly
appraised of the points and issues raised during the deliberations on his/her
case and that based on consultation with the Chair and the FA President, he/
she believes there is ground to make an appeal. It should be addressed to the
head of the appropriate Appeals Committee noted by the Chair and the FA
President.
Composition of the Appeals Committee
a) Presiding officer: A De La Salle University administrator whose position
is immediately higher than the presiding officer of the board whose
decision is being appealed by the faculty member concerned
b) All members of the original board whose decision is being appealed
c) Additional senior faculty member acceptable to the faculty-appellant
d) Additional Faculty Association representative acceptable to the faculty-
appellant
134
F
A
C
U
L
T
Y

M
A
N
U
A
L
Appendix G
Table of Offenses and Sanctions
Without prejudice to the provisions of the Labor Code, and related laws/
regulations, a faculty member who commits any of the following non-exclusive
offenses may be disciplined in accordance with the Table set forth hereunder
after due investigation and establishment of guilt according to proper procedure.
Please refer to Appendix N, p.172, for the Policies and Guidelines for the
Prevention and Investigation of Sexual Harassment.
Legend
1. Warning
2. Reprimand
3. Suspension (the duration* of which shall depend on the gravity of the
offense)
4. Termination for cause (subject to legal action)
OFFENSES OCCURRENCE AND PENALTY
1st 2nd 3rd 4th
1. Non-performance of any
of the prescribed functions and
contractual obligations such as
the following, among others:
1.1 tardiness from class without 1 2 3 4
justification apart from sickness,
beyond 10% of class meetings
of the faculty during the trimester
1.2 unjustified failure to submit grades 1 2 3 3
and other required documents
according to deadlines
1.3 neglect to make up for classes missed 1 2 3 4
1.4 absence for at least a week without 2 3 4
prior notice or arrangement with and
approval by the Chair and/or Dean
except for emergencies
2. Inflicting bodily injury on a faculty 3 4
member or administrative personnel or
a student within the University
3. Making malicious, obscene or 2 3 4
libelous statements about the person of
any member of the academic community
*For the sake of the students, the suspension should not be less than one (1) term.
135 OFFENSES OCCURRENCE AND PENALTY
1st 2nd 3rd 4th
4. Disorderly behavior or promoting or 2 3 4
participating in gambling during class or
office hours
5. Misuse of University name, property, or 2 3 4
equipment for personal and/or commercial
purposes
6. Grave public scandal* 3 4
7. Unauthorized and unjustified possession 3 4
of final examination questions
8. Plagiarism/violation of intellectual 3 4
property rights
9. Illegal possession of drugs or deadly 3 4
weapons on campus
10. Public actions tending to discredit or 3 4
bring to dispute the name of the University
11. For full-timers, teaching in another 4
school, including review schools,
without permission and/or working
full-time in another institution
12. Tampering with official or faculty 4
grading records
13. Changing of a grade of a student in 4
consideration of some remuneration
or favor
14. Final conviction by a court of law of 4
a crime involving moral turpitude**
15. Negligence in taking precautionary 3 4
measures to ensure safety of
members of the academic
community
16. Violation of the dress code 1 2 3 3
* Scandal is shame, dishonor, infamy, disgrace, or discredit as a result of involvement
in a wrongful, criminal, and other similar acts.
** Moral turpitude is an act of baseness, vileness, or depravity in the private duties
which a man owes his fellowmen or to society in general, contrary to the accepted
and customary rule and right and duty between man and woman or conduct contrary
to justice, honesty, modesty or good morals. (from Supreme Courts definition of moral
turpitude)
A
P
P
E
N
D
I
X

G
136
F
A
C
U
L
T
Y

M
A
N
U
A
L
OFFENSES OCCURRENCE AND PENALTY
1st 2nd 3rd 4th
17. Use of cellular phones during classes,
exams, thesis defense, and other
official class functions
1st 3 offenses 1
4th offense 2
5th offense 2
6th offense 3
18. Insubordination (defined as willful disregard of
a faculty member of an instruction by a chair or
other administrator provided it is not in violation
of existing University policy)*
19. Non-provision of syllabus within the 1 2 3 4
first two (2) weeks of classes.
20. Non-compliance with residency
requirements in terms of the 1 2 3 4
number of working
hours and load.
21. Tardiness for ASFs in ITC
5th offense 1
10th offense 2
15th offense 3+1year
probation**
N.B. The Table of Offenses is meant as a guide, but does not preclude the imposition of
higher penalties depending on the gravity of the actual offense and circumstances in its
commission.
* Sanction will depend on the gravity of the offense as defined in the case of PNOC-EDC
v. Frederick V. Abella, [G.R. No. 153904. January 17, 2005.]:
Insubordination or willful disobedience by an employee, to constitute a just cause for
terminating his/her employment, the orders, regulations, or instructions of the employer
or representative must be:
1. reasonable and lawful;
2. sufficiently known to the employee; and
3. in connection with the duties which the employee has been engaged to discharge.
** Repeated offenses during the probation would mean service review and possible
termination.
137
* Decisions are inclusive of the sanctions stipulated by the committee concerned.
In cases of grievances involving the Dean or Vice Chancellors, the appeal should be
directed to the President and Chancellor.
In case where the offense merited a sanction of suspension or termination as decided
by the committee concerned, the Service Review Board will be convened as provided
in p. 71.
Appendix H
Procedures for Grievance
Grievances against any member of a Christian academic community are best
settled through sincere dialogue and discussion. It is only as a last resort that
one must take formal procedures to settle grievance.
Communication is absolutely necessary if members of the academic community
are to interact satisfactorily. Those affected should not wait for a crisis situation
to develop before attempting to settle the matter amicably.
Only when a grievance is expressed in writing and duly signed by the aggrieved
party does it become a formal complaint requiring a formal procedure for
resolution.
The normal procedure is for the complainant to send a written communication,
two weeks after a dialogue between the parties is unresolved to the Dean/
Head of the Unit or VCAR. The Dean/Head of the Unit* or Vice Chancellor for
Academics and Research, where applicable, then tries to settle the grievance
amicably within the unit concerned. If amicable settlement fails then the Dean/
Head of the Unit or Vice Chancellor convenes a Grievance Committee which
decides on the matter at issue.
Ordinarily, a formal complaint should be filed three months after the grievable
offense.
A. Complaint of a Faculty Member against Students
The faculty member submits a formal complaint with the Discipline
Office for appropriate action, copy furnished the Dean of the College to
which the student belongs.
B. Complaint of a Faculty Member against a Member of the Co-
Academic Personnel (CAP)/Administrative Service Personnel (ASP).
The facul ty member fi l es a formal compl ai nt wi th the Human
Resources Development Office (for CAP respondents) or with the Office
of the Vice Chancellor for Administration (for ASP respondents) for
appropriate action, copy furnished the Dean/immediate superior of
the CAP/ASP.
138
F
A
C
U
L
T
Y

M
A
N
U
A
L
C. Complaint of a Faculty Member against another Faculty Member
1. A conflict between two faculty members of the same department should
be settled within the Department. The faculty member sends a written
communi cat i on t o hi s/ her Depart ment Chai r. The Chai r of t he
Department concerned tries to settle the case amicably through a
meeting with the respondent and complainant present. Should the
decision be unacceptable to any party concerned, the complaint may
be elevated to the Dean of the College concerned.
The Dean shall convene a grievance committee composed of the
following:
Dean of the College as Chair
Chair of the Department concerned
Two (2) Seni or Facul ty Representatives acceptable to the
complainant and respondent
2. A confl i ct i nvol vi ng facul ty members bel ongi ng to two di fferent
Departments in the same College should be settled within the College.
The complaining faculty member sends a written communication to
the Dean of the College concerned who tries to settle the issue
amicably. Should the need arise, the case may be reviewed and
decided on by a committee consisting of:
The College Dean as Chair
The Chairs of the Departments concerned
Faculty Member acceptable to complainant and respondent
Faculty Association Representative from the same College
appointed by the President of the Faculty Association
3. A conflict involving faculty members belonging to two different Colleges,
should be settled amicably through the intercession of the Deans
concerned. The compl ai ni ng f acul t y member sends a wri t t en
communication to his/her Dean who tries to resolve the matter amicably
through a meeting with complainant, respondent, and his/her College
Dean present. Should the need arise, the dean of either respondent or
complainant may refer the matter to the Vice Chancellor for Academics
and Research who may convene a committee consisting of:
A Dean from another college acting as Chair, appointed by the
Vice Chancellor for Academics
The Deans of Colleges of the complainant and the respondent
A Faculty Member acceptable to complainant and respondent
139
D. Complaint of a Faculty Member Against a Department Chair
1. The faculty member sends a written communication to the Dean, who
tries to settle the issue amicably. Should the decision be unacceptable
to any party concerned, the Dean shall convene a Grievance Committee
composed of the following:
The Dean as Chair
Another Chair from the College appointed by the Dean
Two Faculty Members acceptable to complainant and respondent
E. Complaint of a Faculty Member against a Dean and Vice Dean
The faculty member sends a written communication to the Vice Chancellor
for Academics and Research. The Vice Chancellor for Academics and
Research may constitute a grievance committee to decide on the matter
which will be composed of the following:
Vice Chancellor for Academics and Research as Chairperson
Another Dean appointed by the VCAR
Two senior Faculty Members acceptable to complainant and respondent
A senior faculty representative appointed by the President of the Faculty
Association
F. Complaint against a Vice Chancellor and Associate Vice Chancellor
The complainant sends a written communication to the President of the
University. If unresolved, the matter may be brought to the attention of the
Board of Trustees through its Chair. The decision of the Board of Trustees
is final.
G. Complaint against a Chancellor
The complainant sends a written communication to the President. If
unresolved, the matter may be brought to the attention of the Board of
Trustees through its Chair.
H. Complaint against the University President
The complainant sends a written communication to the Chairperson of the
Board of Trustees.
140
F
A
C
U
L
T
Y

M
A
N
U
A
L
THE GRIEVANCE REVIEW BOARD
Once a decision is reached by the Grievance Committee, its Chair, within three
(3) working days, shall inform in writing all parties concerned of the Committees
decision. The decision shall be considered final and executory unless appealed
in writing to the Chancellor* within three (3) working days from the time it is
transmitted to all concerned parties. The Chancellor shall, within four (4)
working days from the receipt of the appeal, constitute a Grievance Review
Board to be composed of the following:
Chancellor as Chair
A Dean/another Vice Chancellor appointed by the Chancellor
A member of the Society of Fellows, selected by the Fellows, preferably
from the College(s) where the grievance originated
A Senior Faculty Member from the College acceptable to both complainant
and respondent
President of the Faculty Association or his/her designated representative
The Grievance Review Board shall deliberate on the case and render a decision
which shall be considered final and executory by all parties concerned.
* In cases of grievances involving the Dean, the appeal should be directed to the
President and Chancellor.
141
Appendix I
Councils, Committees, Boards
Where Faculty Association
is Represented
1. Bookstore Committee
2. Canteen Committee
3. Chairs Forum (FA representative is observer)
4. College Councils
5. Council of Chairs
6. Discipline Board
7. Faculty Development Committee
8. Health Care Committee
9. Hiring/Renewal Boards
10. Honors and Awards Committee
11. Intellectual Property Rights Committee
12. Permanency Boards
13. Physical Facilities Committee
14. Promotion/Reclassification Boards
15. Security Committee
16. Service Extension Boards
17. Student Handbook Committee
18. University Library Committee
29. University Week Committee
20. VCAR Council
21. VCAd Council
22. VCLMER Council
23. Other Ad Hoc Committees discussing matters directly affecting faculty
142
F
A
C
U
L
T
Y

M
A
N
U
A
L
Appendix J
Department of Labor and Employment,
Manila
Policy Instructions
To : All Concerned
Subject : Voluntary Arbitration in Private Educational Institutions
In view of the unique characteristics and peculiar problems and work situation
obtained in private educational institutions in relation to the resolution of labor
disputes and to help insure expeditious settlement of such disputes, the
following rules are hereby issued for the guidance of all concerned.
I. In institutions where no grievance machinery exists, the same shall be
immediately established by agreement of labor, and management, if
there is a union, or unilaterally by management, if no union exists,
after consultations with the employees.
II. Vol untary arbi trati on shal l be used to settl e di sputes i nvol vi ng
i nt erpret at i ons and appl i cat i ons and admi ni st rat i ve rul es and
regulations, provisions of existing collective agreements, laws and
regulations and such other disputes which labor and management
agree to submit to voluntary arbitration.
Labor and management may choose either a single arbitration or panel
of arbitrators.
III. In case the parties fail to agree to submit any disputes to voluntary
arbitration, dispute shall be settled by existing government machineries
and under existing laws and regulations.
This issuance shall take effect immediately.
Done in the City of Manila this 7th day of June, 1977.
(Sgd.) Amado D. Inciong
Acting Secretary
In view of the above policy instruction, the Arbitration Board was constituted by
the President of the University on November 3, 1977. After consultation with the
Faculty Association, the following members have been asked to constitute the
Arbitration Board as of June 1, 1994:
1. Chairman, who is a member of the Integrated Bar of the Philippines
2. One faculty representative and an alternate
3. One administration representative and an alternate.
143
Appendix K
CEAP Retirement Plan*
Nature of Plan
1. What is the CEAP Retirement Plan?
It is a plan established to provide retirement benefits for the qualified
empl oyees of the member i nsti tuti ons of (a) the CEAP member
schools and CEAP Secretariat and Retirement Office and (b) other
Cat hol i c i nst i t ut i ons whi ch are subsequent l y accept ed by t he
Retirement Commission.
2. What other institutions may be accepted as Participating Employers in
the Plan?
Any Catholic school or institution may be accepted, provided that said
Catholic school or institution becomes CEAP-accredited within 12
months from the date of acceptance in the Plan and that in the opinion
of the Commission, sufficient proof exists to show that the applicant
intends and has the capacity, financial and otherwise, to continue its
participation in the Plan indefinitely, and provided further that its
acceptance will not prejudice the tax exemption of the Plan.
3. Is the CEAP Retirement Plan qualified under BIR regulations?
Yes, and as such, Participating Employers and Members of the Plan
are entitled to the following privileges:
a) All school contributions to the Fund are deductible from the
schools taxable income, if any.
b) The income of the retirement fund is exempt from tax.
c) The benefit payments from the fund to the teacher recipient are
exempt from tax.
Membership
1. Who are qualified to become Members in the Plan?
Al l regul ar empl oyees of the Parti ci pati ng Empl oyers, i ncl udi ng
probationary employees but excluding part-time, casual and temporary
employees, whose ages are less than 60 years shall automatically
become members of the Plan. Membership shall commence on the
first day of the month coincident with or next following the date on
which the above requirements are met.
*This is the CEAP Retirement Plan as of 1969. Inquiries regarding this may be referred to
the Controller.
144
F
A
C
U
L
T
Y

M
A
N
U
A
L
2. Does a full-time employee who changes his/her status to a part-time
employee still qualify to become a member in the Plan?
The CEAP Retirement Plan does not cover part-time employees. The
ori gi nal Pl an consi dered as members regul ar empl oyees of a
Participating Employer. The latest amended Plan categorically states
that part-time employees are excluded.
In view of this provision in the Plan, a part-time employee can not be a
member of the Plan. A full-time employee who changes his/her status
to a part-time employee may be considered as one who has resigned
as a full-time employee and applied for employment and was hired as
part-time employee. By that voluntary change of status from full-time to
part-time, the employee loses even the tenure he had as a full-time
employee. Another consequence is that he can no longer be considered
a member of the CEAP Retirement Plan and therefore must be paid
whatever benefits he is entitled to under Sec. 3 Art. XI of the Plan.
3. What is meant by continuous service?
Continuous service means the uninterrupted service as determined
by the Participating Employers personnel records. Leaves of absence
approved by the Participating Employer with or without pay and school
vacation shall not constitute an interruption of service, but only periods
of compensated service shall be used in computing benefits under
the Plan.
4. If a member resigns after having been admitted into the Plan and is
afterwards re-employed by the same Participating Employer, will he
be treated as a new member?
Yes, except when it concerns portability of benefits.
5. What is meant by portability of benefits?
It is a feature of the Retirement Plan wherein the credit earned by a
member from his Participating Employer who has rendered less than
10 years of continuous service is carried to his new Participating
Empl oyer and t he l engt h of servi ce i n bot h wi l l be t aken i nt o
consideration in determining his total years of continuous service for
purpose of Section 3, Article XI only but not for purpose of computing
his retirement benefits. Furthermore, the following requirements must
be met:
He must first secure the approval of the Participating Employer
whose service he is leaving,
He must notify in writing the Chairman of the CEAP Retirement
Commission of his decision; and
He must be employed by another Participating Employer within
a period of one (1) year following the effective date of his
resignation.
145
However, if upon resignation or separation, the Member has already
rendered at l east t en (10) years of cont i nuous servi ce wi t h a
Participating Employer or with two or more successive Participating
Employers, he shall be paid the proportion of the amount standing to
his credit, as provided in Section 3, Article XI.
Beneficiaries
1. Who can be nominated as beneficiaries?
Any Member shall upon joining the Fund, forthwith nominate in writing
in such forms, as shall be described by the Retirement Commission
(CEAP-RB Forms No.1 and 8), a person or persons to receive the
amount which may be due him in case of his death from among those
enumerated hereunder in the order specified.
Legitimate spouse and children
Parents
Brothers and sisters
His estate or any other person or entity
However, single or unmarried members may indicate any beneficiary
not necessarily following the order provided by the law on intestate
succession.
2. If a member fails to nominate any beneficiary, who shall receive the
benefits due him in the event of his death?
If at the death of a member there shall exist no valid nomination by him
of a beneficiary, he shall be conclusively presumed to have appointed,
as his beneficiary or beneficiaries, the person or persons in the first of
the following classes then surviving:
a) Legitimate spouse and children
b) Parents
c) Brothers and sisters
d) His estate.
3. If the beneficiary is a minor or under any disability at the time of death
of the member, to whom shall the benefits be given?
In case the beneficiary is a minor or is under any disability to give a
legal discharge for payment of the benefits, the benefits shall be paid
to the duly appointed judicial guardian and in behalf of the minor or
person under disability, except that where the beneficiary is a minor
and the benefits due him amount to P50, 000.00 or less, payment may
be made to his legal guardian, in accordance with Article 225 of the
Family Code of the Philippines.
A
P
P
E
N
D
I
X

K
146
F
A
C
U
L
T
Y

M
A
N
U
A
L
Contribution
1. Are the Members required to contribute to the CEAP Retirement Fund?
The CEAP Retirement Plan is basically non-contributory. No member
shall be required to make any contribution to the Fund. However, prior
to his retirement, a member may, at his option, elect to contribute
monthly to the Trust Fund an amount equal to 1% but not more than
4% of his current monthly salary, provided that the option, once
exercised, will serve as a continuing authority for the Participating
Employer to deduct every month thereafter the corresponding amount
from his salary and to remit the same to the Trustee. The contribution
shall be subject to the provisions of the Plan and shall not be subject
to withdrawal unless for a cause provided herein.
2. How does a Member apply for voluntary contribution?
A member who wishes to contribute voluntarily to the Fund should fill
out CEAP-RB Form No. 10 which will serve as a continuing authority
for the Participating Employer to deduct every month the indicated
percentage of salary as voluntary contribution and to remit the same to
the Trustee.
3. How much should a Participating Employer contribute to the Fund in
behalf of its covered employees?
Starting from the date of acceptance into the plan, each Participating
Employer is required to contribute to the Fund the following amounts:
Past service-5% of each members average monthly salary for
t he 12-mont h peri od i mmedi at el y precedi ng t he dat e of
acceptance of the Participating Employer in the Plan multiplied
by the number of months of past service. It may be paid into the
Fund either in lump sum or in equal monthly installments over a
period of 10 years or over a period up to the members normal
retirement date, whichever is the shorter period.
Future service- 4% of each members current monthly salary,
effective SY 1994-1995
On a voluntary basis, Participating Employers which can afford to
contribute more to the Trust Fund may further increase their future
service contributions provided that every percentage increase in the
Parti ci pati ng Empl oyer s contri buti ons may be matched by the
employee as forced savings.
4. What is meant by Future Service?
Future service shall mean periods of covered employment on or after
July 1, 1968 or after the acceptance of Participating Employer for which
contributions are paid in accordance with Section 2, Article VI.
147
5. What is meant by Past Service?
Past service shall mean that continuous service of a member to the
Participating Employer from the date the member met the requirements
for membership in the Retirement Plan to the date of acceptance of the
Participating Employer in the Plan.
Administration
1. How is the Plan administered?
A Retirement Commission composed of not less than 12 persons
appointed by the CEAP National Board shall administer the Plan. All
questions relating to the operation and administration of the Fund,
except those strictly pertaining to its investments, shall be resolved by
the Commission. This includes but is not limited to the power to
interpret, construe and administer the Plan to determine the rights of
members and their beneficiaries to the Fund, and all such powers
necessary or useful in the discharge of its duties. The Commission
may seek the advice of counsel and may appoint an independent
accountant to audit the Fund, with professional fees and expenses to
be charged to the Fund.
2. What i s t he rol e of t he Ret i rement Commi ssi on s I nvest ment
Committee?
The investment committee anchors its investment philosophy on the
belief that it has a fiduciary responsibility to the Participating Employers
and members of the Plan to exercise prudence and conservatism in
the management of theirs funds. It also believes that superior returns
can only be achieved over the long-term by gaining a thorough
understanding of the myriad and constantly changing factors effecting
t he i nvest ment market s and by t he act i ve part i ci pat i on i n t he
management of the Funds portfolio.
3. Who has been appointed as Trustee of the CEAP Retirement Fund?
Metrobank is the appointed Trustee of the CEAP Retirement Fund.
4. What is the role of the Trustee?
The Trustee receives, invests and re-invests the contributions from
the Participating Employers and voluntary contributions from the
members and releases payments of benefits due to the retired/
separated individual members and beneficiaries of the Plan.
5. What is the role of KPMG-F.F.Miravite, Inc.?
KPMG-F.F.Miravite, Inc., consulting actuaries, is in charge of backroom
operations of the Fund, handles record-keeping, computation of
ret i rement benef i t s, consol i dat i on of f i nanci al st at ement s and
A
P
P
E
N
D
I
X

K
148
F
A
C
U
L
T
Y

M
A
N
U
A
L
preparation of the Participating Employers and individual members
Statement of Participants Equities and individual statements of account
respectively.
The Actuary can be contacted/reached at this address:
KPMG-Feliciano F. Miravite, Inc.
Consulting Actuaries
12th Floor, LV Locsin Building
6752 Ayala corner Makati Avenue
1226 Makati, Metro Manila
Tel. Nos. 892-0681 and 892-0682
Fax No. 892-0684
6. How are the members informed of the standing to their credit at a
certain date?
As soon as practicable after the beginning of each year, KPMG-
F.F.Miravite, Inc. shall prepare and furnish to each member and the
Participating Employer a written statement or statements of:
All earnings of the Fund during the prior fiscal year;
The value of the Fund as of December 31 of the prior year; and
The status of the respective members accounts as of December
31 of the prior year.
Retirement Dates
1. When can a Member retire from the service of a Participating Employer?
A member may retire on early, normal, or late/deferred retirement date.
2. What is the normal retirement date?
For faculty or academic members, the normal retirement date of a
member shall be the last day of the semester during which he attains
age sixty (60) or, if he reaches age 60 outside of a semester, his actual
birthday.
For other members, the normal retirement date shall be the day he
reaches age 60.
3. What is the optional or early retirement date?
For faculty or academic members, with the consent of the Participating
Employer, a member may retire at an early retirement date which may
be the last day of the semester after he has rendered twenty (20) years
of continuous service or if the last day of his 20th year of service falls
outside of a semester, on the said last day itself.
For other members, the early retirement date, with the consent of the
Participating Employer, may be the day the member has completed
149 twenty (20) years of continuous service to the Participating employer.
4. What is the deferred/late retirement date?
Under excepti onal ci rcumstances and upon the request of the
Participating Employer, a member may be asked to continue active
service after his normal retirement date but in no case to exceed age
65. Contributions to the Plan with respect to such member shall
continue until his actual retirement from the Plan.
Payment of Benefits
1. What is the benefit scheme of the Plan?
The retirement benefits payable under the Retirement Plan shall be
computed based on the total amount standing to the credit of the
member i n the books of the Trust Fund consi sti ng of hi s own
contributions and income earned, if any, and the contributions of his
Participating Employer in his favor plus the income earned respectively
credited thereto determined as of the last valuation date.
2. What are the benefits of a member upon reaching early and normal
retirement date?
A member who reaches his normal retirement date or who elects to
retire upon reaching his early retirement date shall be entitled to and
shall be paid the whole amount standing to his credit at retirement.
If the early or normal retirement benefits to be received by the member
from contributions made by his Participating Employer in his favor
shall be less than what is required by law as a lump sum retirement
benefit, his Participating Employer shall pay the difference.
Retirement benefits under the Labor Code, as amended by R.A. 7641
are exempt from income tax.
3. Is a member entitled to any benefits under the Plan upon separation
prior to retirement?
A member who is separated from his Participating Employer prior to
retirement due to resignation or for any reasons other than dismissal
for cause attributable to the fault of the member, shall be entitled a) to
the return of his total contributions plus the income accrued thereon
under the Trust Fund, if any, and b) to a specified proportion of the total
contribution of his Participating Employer in his favor plus the income
credited thereto under the Trust fund computed in accordance with his
length of membership in the Plan as follows:
A
P
P
E
N
D
I
X

K
150
F
A
C
U
L
T
Y

M
A
N
U
A
L
Completed Years of Percentage Payable
Continuous Service Under the Trust Fund
Below 10 years None
After 10 years 50%
11 yeas 55%
12 years 60%
13 years 65%
14 years 70%
15 years 75%
16 years 80%
17 years 85%
18 years 90%
19 years 95%
20 years or over 100%
4. In case of separation prior to retirement, how is the members length of
membership in the Plan/tenure of service reckoned?
The tenure of service of a member shall be reckoned from actual date
of hire with the Participating Employer. Leaves of absence without pay
shall not be considered as an interruption of continuous service, but
the period during which the member is on leave without pay shall not
be considered as part of his years of service.
5. What is the procedure for the payment of retirement/separation
benefits?
Application for the payment of retirement/separation benefits must be
made in writing in the form (CEAP-RB Form No 9) and manner
prescribed by the Commission and must be filed by the member with
the Retirement Office duly endorsed by the authorized signatory of his
Participating Employer at least 30 days in advance of the date of actual
retirement, resignation or separation.
The Retirement Commission shall be the sole judge of the sufficiency
of the information submitted, the application and the interpretation of
the Plan and the entitlement to and the amount of the benefits. The
decision of the Commission shall be final and binding upon all parties.
6. Is involuntary separation qualified as to the length of service and age
of the official or employee?
No. Amounts received by reason of involuntary separation remains
exempt from tax even if the official or employee at the time of separation
had less than 10 years of service and is below 50 years in age.
Thus, it is generally only those who voluntarily resign after 10 years of
service who will be taxed on their separation benefits prior to retirement.
Those who are separated due to sickness, redundancy or retrenchment
to avoid serious business losses or the installation of labor-saving
devices will still be entitled to tax-exemption of their separation benefits
151 under the Labor Code. Moreover, the member shall be entitled to 100%
of the amount standing to his credit regardless of such members
length of service, or the amount due him under the law, whichever is
higher.
7. How are the benefits paid to a separating or retiring member?
The benefits payable to a member may either be paid to him or his
beneficiary/beneficiaries directly in lump sum.
8. What other benefits aside from separation/retirement benefits are
payable under the Plan?
Death Benefit In case of death of a member, 100% of the
amount standing to his credit under the books of the Trust Fund
plus the proceeds of his additional death benefit under the Plan
shall be paid to his beneficiary of beneficiaries, or in their
absence to the persons referred to in Section 2, Article V
regardless of such deceased members length of service with
his Participating Employer. The Participating Employer should
file with the Retirement Office in behalf of the deceased member
CEAP-RB Form No. 11 Application for Death Benefit with
supporting documents to expedite processing of same.
The amount of additional death benefit is equivalent to one (1)
year salary based on the members latest salary but shall not
exceed P150,000.00. However, employees of Participating
Employers which have failed to remit the contributions for a total
of twelve (12) months shall not be entitled to this additional
death benefit and the Participating Employer shall pay the
beneficiary of the deceased employee an amount equivalent to
this additional death benefit. In any case, where the Plan pays
this death benefit, the unpaid contributions of the Participating
Employer for the deceased employee shall be deducted from
the death benefit, without prejudice to the beneficiaries claiming
from the Participating Employer these unpaid contributions
deducted from the death benefit.
Disability Benefit A member who is separated from his
Participating Employer for reason of permanent total incapacity
or disability shall be entitled to 100% of the amount standing to
his credit from the Trust Fund regardless of such members
length of service, or the amount due him under the law, whichever
is higher. The determination of permanent total incapacity or
disability shall be made by the doctor to be designated by the
Participating Employer, and his judgment shall be final.
9. Will a member who is dismissed by his Participating Employer for
cause be entitled to any part of the Fund?
A member who is dismissed by his Participating Employer for cause
attributable to his fault shall not be entitled to any part of the Fund
A
P
P
E
N
D
I
X

K
152
F
A
C
U
L
T
Y

M
A
N
U
A
L
except his own contributions with the particular income accrued thereon.
10. Are the contributions in favor of a separated or resigned member
returned to the Participating Employer?
If a member separates or resigns from his Participating Employer with
less than 10 years of continuous service, the amount standing to his
credit shall be retained in the Trust Fund and such credit classified as
forfeitures shall be used by the Participating Employer to reduce its
subsequent contributions to the Fund.
Similarly, if a member separates or resigns from his Participating
Employer with more than 10 years but less than 20 years of continuous
service, the portion of the amount standing to the credit of the resigned
or separated member which is not paid to him by virtue of the limitations
of the vesting provisions of the Plan, classified as forfeitures, shall be
used by t he Part i ci pat i ng Empl oyer t o reduce i t s subsequent
contributions to the Fund.
Termination of Participation
1. Can a Participating Employer withdraw its membership in the Plan?
For adverse factors beyond its control, a Participating Employer may
withdraw at any time from its participation in the Plan by serving written
noti ce and submi ssi on of Board Resol uti on wi th the Reti rement
Commission of its intention to withdraw. The withdrawal shall become
effective fifteen (15) days after the acceptance thereof by the Retirement
Commi ssi on.
Under no circumstances whatsoever shall such withdrawal permit the
return to the Participating Employer of any portion of the contributions
made by it to the Fund, nor allow any part of the assets of the Fund to
be used for, or diverted to purposes other than the exclusive benefit of
the members of the wi thdrawi ng Parti ci pati ng empl oyer or thei r
beneficiaries.
2. In the case of voluntary withdrawal, do the contributions revert to the
Participating Employer?
No. After providing for any administrative expenses and other charges,
the amounts standing to the credit of its employees who are members
of the Plan shall be allocated and distributed among said members.
However, should the Participating Employer withdraw from the Plan
with the intention of setting up its own retirement plan or segregating
its own retirement fund, the amounts standing to the credit of its
employees shall be transferred to its duly appointed Trustee.
3. Does a member have any claim on the amounts standing to his credit
in the Plan?
No member of the Plan shall have any claim upon the amounts
153 standing to his credit in the Plan other than in accordance with the
rules of the Plan. Specifically, he shall have no right of alienation or
assignment of any sum standing to his credit, nor shall it be liable for
or subject to any obligation or liability of such member except as
otherwise provided by law or this Plan.
If a member alienates, assigns cedes, pledges or charges the whole
part of his interests under the Plan or any part thereof without written
consent of the Participating Employer, or if any member shall be
adjudged insolvent by a competent court, he shall forfeit all his rights
and interests under the Plan.
A
P
P
E
N
D
I
X

K
154
F
A
C
U
L
T
Y

M
A
N
U
A
L
Appendix L
Social Security System*
A. Sickness Benefits
Daily cash allowance paid to a member for the number of days a member
is unable to work due to sickness or injury.
1. Qualifications:
a) Member is unable to work due to sickness or injury;
b) He is confined either in a hospital or at home for at least 4 days;
c) He has paid 3 monthly contributions within the 12-month period
immediately before the semester of sickness;
d) He has notified his employer regarding his sickness;
e) He has used up all current company sick leaves with pay.
2. Amount of Benefits:
The daily cash allowance is equivalent to 90% of the members average
daily salary credit.
3. Maximum Period of Entitlement:
120 days in one calendar year but not exceeding 240 days on account
of the same confinement.
4. Rules of Notification:
a) Notification should be made within 5 days from the start of
sickness or injury:
1. To employer - if member is employed and another 5 days
from employer to the SSS.
2. To SSS - if member is unemployed or self-employed. Failure
to observe the Rule on Notification will be a ground for the
reduction or denial of the claim.
b) Notification is not necessary if:
1. His confinement is in a hospital; or
2. He became sick or was injured while working or within the
company premises.
*As of May 2007.
155
5. Manner of Payment and Reimbursement:
a) For employed members - the daily sickness allowance is
advanced by the employer every regular payday. The amount
legally advanced by the employer will be reimbursed by the
SSS.
b) For unemployed/self-employed members - the benefits will be
paid by the SSS directly to the member.
6. Forms Needed:
For employed member -
a) SSS Form CLD- 9N (Sickness Notification)
For the employer
a) SSS Form B-304 (Sickness Benefit Reimbursement Application)
For the unemployed/self-employed/voluntary member -
a) SSS Form CLD- 9A (Sickness Benefit Application Form for
unemployed/self-employed/voluntary members
b) SSS Form B-304 (Reimbursement Claim for Employers)
c) SSS Form MMD-102 (Medical Certificate)
Other documents for unemployed members
Certification from last employer showing the effective date of
separation from employment or notice of the companys closure/
st ri ke or cert i f i cat i on f rom t he Depart ment of Labor and
Employment that the employee or employer has a pending labor
case.
Certification that no advance payment was granted, if the date of
separation from employment is within the confinement period
being applied for.
Presentation of the SS Digitized ID/SSS Form E-6 (acknowledgment
stub) with 2 valid IDs, one of which with the recent photo. To ensure
receipt of benefits by members, authorized company representatives
who file sickness benefit claims shall present members SS digitized
ID or E-6 (acknowledgment stub) with 2 valid IDs (at least one with
photo). This requirement is in addition to the presentation by the
company representatives own SS digitized ID and blue card.
7. When to File:
The sickness claim of an unemployed/self-employed member or
sickness claim for reimbursement of the employer must be filed within
one (1) year from the last day of confinement. For hospital confinement,
the claim must be filed within one year from the date of discharge.
Failure to file the claim within this prescribed period is ground for
denial of the claim.
A
P
P
E
N
D
I
X

L
156
F
A
C
U
L
T
Y

M
A
N
U
A
L
8. Where to File:
For the employed member claims may be filed at the nearest SSS office.
However, the medical evaluation and processing will be done at the branch
where employer and employee records are based.
For the unemployed/voluntary/self-employed member claims may be filed at
the SSS Office nearest the members residence. However, processing will be
done at the branch where the record is based.
B. Maternity Benefits
Daily cash allowance granted to a female member who was unable to
work due to childbirth or miscarriage.
1. Qualifications:
a. Member has paid at least three monthly contributions within the 12-
month peri od i mmedi atel y precedi ng the semester of her
childbirth or miscarriage.
b. She has given the required notification of her pregnancy through her
employer if employed, or to the SSS if separated, voluntary or
self-employed member.
A voluntary or self-employed member is entitled to this benefit provided
the qualifying conditions are met.
2. Amount of Benefit:
The maternity benefit is equivalent to 100% of the members average
daily salary credit multiplied by 60 days for normal delivery or
miscarriage or 78 days for caesarian section delivery.
3. Computation of Maternity Benefit
a) Exclude the semester of contingency (delivery or miscarriage).
A semester refers to two consecutive quarters ending in the
quarter of contingency.
A quarter refers to three consecutive months ending March, June,
September or December.
b) Count 12 mont hs backwards st art i ng f rom t he mont h
immediately before the semester of contingency.
c) Identify the six highest monthly salary credits within the 12-
month period.
d) Add the six highest monthly salary credits to get the total monthly
salary credit.
e) Divide the total monthly salary credit by 180 days to get the
average daily salary credit. This is equivalent to the daily maternity
allowance.
f) Multiply the daily maternity allowance by 60 days (for normal
delivery or miscarriage) or 78 days (for caesarian delivery (to get
157 the total amount of maternity benefit.
3. Limitations:
a) Payment will be paid only for the first four (4) complete deliveries
or miscarriages starting May 24, 1997 when the Social Security
Act of 1997 (RA 8282) took effect.
b) Payment of the maternity benefit will be a bar to the recovery of
sickness benefit for the same 60 or 78 days compensable
period for the same contingency.
4. Rule on Notification:
As soon as a members pregnancy is confirmed, she must immediately
inform her employer of such pregnancy and the probable date of her
child birth at least 60 days from the date of conception. She must
accomplish SSS FORM MAT-1 (Maternity Notification Form) and
submit with the proof of pregnancy to her employer. The employer
must in turn notify the SSS through the submission of the maternity
notification form and proof of pregnancy immediately after the receipt
of the notification from the employee member.
Failure to observe the rule on notification may result to the denial of the
maternity claim.
5. Manner of Payment and Reimbursement:
The benefit is advanced by the employer to the qualified employee in
full, within 30 days from the date of filing of the maternity leave
application. , the first to be made upon receipt of the maternity leave
application and the second not later than 30 days after payment of the
first installment.
Upon receipt of satisfactory proof of such payment, the SSS will
reimburse the employer after the contingency for the amount of
maternity benefit legally advanced to the employee.
It the member gives birth or suffers an abortion/miscarriage but the
required contributions were not remitted by the employer, or the SSS
was not notified of her pregnancy by the employer, the benefits that the
member would have been entitled to shall be paid by the employer.
For unemployed/self-employed members the amount of benefit is
paid directly to them by the SSS.
6. Forms Needed:
a. SSS Form MAT-1 (Maternity Notification) duly stamped and
received by SSS;
b. SSS Form MAT-2 (Maternity Reimbursement);
A
P
P
E
N
D
I
X

L
158
F
A
C
U
L
T
Y

M
A
N
U
A
L
c. Other documents:
* Normal Delivery - certified true or authenticated copy of duly
registered birth certificate. In case the child dies or is a
stillborn, duly registered death or fetal death certificate.
* Caesarian delivery certified or authenticated copy of duly
registered birth certificate and certified true copy of operating
room record/surgical memorandum.
* Miscarriage or abortion pregnancy test report before and
after abortion or ultrasound report, obstetrical history stating
the number of pregnancy including hydatidiform mole to be
certified by attending physician, histopathological report.
* SSS digitized ID or E-6 acknowledgment stub with two valid
IDs, one of which with recent photo.
* To ensure receipt of benefits by members, the authorized
company representative who files maternity benefit claims
shal l present t he member s SSS di gi t i zed I D or E-6
acknowledgment stub with two valid IDs (at least one with
photo). This requirement is in addition to the presentation
by the company representative of his own SSS digitized ID
and blue card.
7. Where to File:
Maternity benefit forms are filed at the SSS branch where the employer
and employee records are based.
C. Disability Benefits
Cash benefits paid to a member who becomes permanently disabled.
Disability is defined as any restriction or lack (resulting from impairment)
of ability to perform an activity in the manner or within the range considered
normal for a human being.
1. Qualifications
A member who suffers partial or total permanent disability with at least
one monthly contribution paid to the SSS prior to the semester of
contingency.
2. Partial permanent disabilities
A complete and permanent loss or use of any of the following body
parts:
one thumb one big toe
one index finger one hand
one middle finger one arm
one ring finger one foot
one little finger one leg
hearing of one ear one ear
hearing of both ears both ears
sight of one eye
159
3. Total Permanent Disabilities
The following fall under total permanent disability:
complete loss of sight of both eyes;
loss of two limbs at or above the ankles or wrist
permanent complete paralysis of two limbs;
brain injury resulting to incurable imbecility or insanity; and
such cases as determined and approved the SSS
4. Types of Benefits
1. Monthly Pension
Monthly Pension A cash benefit paid to a disabled member
who has paid at least 36 monthly contributions to the SSS prior
to the semester or disability.
a) The mont hl y pensi on of a permanent t ot al di sabi l i t y
pensioner is for life but will either be suspended, if the
pensi oner recovers f rom hi s di sabi l i t y, resumes
employment or fails to present himself for the annual
physical examination upon notice of the SSS. If due to
disability, the pensioner is unable to report to SSS for
medical examination, a domiciliary service from the SSS
physician at any of the branch offices can be requested.
b) The monthl y pensi on wi l l be based on the member s
number of paid contributions and the years of membership
prior to the semester of contingency.
c) The lowest monthly pension is P1,000 for members with
less than 10 credited years of service (CYS); P1,200 with at
least 10 CYS and P2,400 with at least 20 CYS.
d) A member who suffers from permanent total disability will
receive monthly pension for life. Monthly pension shall be
suspended if member recovers from his total permanent
disability; if he resumes employment; and if he fails to report
for the annual physical examination upon notice by SSS. If
due to his disability, the pensioner is unable to report to
SSS for medical examination, domiciliary services by the
SSS physician may be requested at any of the branch offices.
e. A member who suffers from permanent partial disability shall
receive his monthly pension for the duration of a certain
number of months assessed based on the degree of his
disability. If the members condition due to same illness/
injury deteriorated resulting to progression of his disabling
manifestations, he is entitled to additional disability benefit.
The basis for the benefit shall be the remaining percentage
A
P
P
E
N
D
I
X

L
160
F
A
C
U
L
T
Y

M
A
N
U
A
L
of disability which is computed by deducting the percentage
of di sabi l i t y grant ed i n t he previ ous cl ai m f rom t he
percentage of disability in the current claim.
f. Payment of monthly pension is paid thru the bank nearest
the members residence and where he chooses to receive
his pension benefits under the Mag-impok sa Bangko
program. This became mandatory effective September 1,
1993.
A member must open a single savings account and must submit
to the SSS his savings account number and a photocopy of his
passbook upon filing of his application. The original copy of the
passbook must be presented for authentication purposes.
Upon approval of the claim, the SSS will mail a notice-voucher
to the claimant when to withdraw the benefit from the bank.
2. Lump Sum
a. The lump sum amount is granted to those who have not
paid the required 36 monthly contributions.
The monthly pension is also given in a lump sum if duration
of pension is payable for less than 12 months.
b. For a permanent total disability, the lump sum benefit is
equivalent to the monthly pension times the number of
monthly contributions paid to the SSS or twelve (12) months
times the monthly pension, whichever is higher.
c. For permanent partial disability, the lump sum is equivalent
to the monthl y pensi on ti mes the number of monthl y
contributions times the percentage of disability in relation
to the whole body or the monthly pension times 12 times the
percentage of disability whichever is higher.
3. Other Benefits
a. Supplemental allowance of Php500 for both total or partial
disability pensioner.
b. Total disability pensioners and their legal dependents prior
to the effectivity of RA 7875 on March 4, 1995 are entitled to
hospitalization benefits under Philhealth.
c. Total disabled pensioners upon the effectivity of RA 7875 on
March 4, 1995 and thereafter, are no longer covered except
when they have accumulated one hundred twenty (120)
Medicare monthly contributions and have reached the age
of sixty (60).
d. Dependents Pension - This is granted to each of the five
161 dependent children of a permanent total disability pensioner
beginning with the youngest and without substitution,
equi val ent to 10% of the monthl y pensi on or Php250,
whichever is higher. Legitimate, legitimated or legally
adopted ones will be given preference. This pension will be
suspended if the dependent child reaches age 21, gets
married, gets employed or dies. Dependents pension may
be granted for life to children who are over 21 years old,
provided, they are incapacitated and incapable of self-
support due to physi cal or mental di sabi l i ty whi ch i s
congenital or acquired during minority.
4. Limitation of Pension
Members and dependents pension will be suspended upon
the reemployment or resumption of self-employment or the
recovery of the disabled member from permanent total disability
or failure to present himself/herself for examination at least once
a year upon notice by SSS.
When the total disability pensioner dies, the primary beneficiaries
as of the date of disability, shall be entitled to 100% of the monthly
pension and the dependents to the dependents pension. In the
absence of primary beneficiaries, the secondary beneficiaries
will be entitled to a lump sum benefit equivalent to the total
monthly pensions corresponding to the balance of the five-year
guaranteed period excluding the dependents pension.
Upon the retirement or death of a partial disability pensioner,
the monthly pension will be stopped.
5. Prescriptive Period of Filing a Claim
Filing of disability benefit claim should be ten (10) years from
the date of occurrence of disability.
6. Forms Needed:
a. SSS Form DDR-1 (Disability Claim Application);
b. SSS Form MMD-102 (Medical Certificate);
c. Other documents that may be requi red to support the
disability claim such as clinical and laboratory tests results;
x-ray; and hospital records.
d. SSS digitized ID or E-6 (acknowledgment stub) with two
valid IDs, one of which with recent photo.
7. Where to File:
Application forms for disability benefit can be filed at any of the
SSS branches or representative offices nearest the members
residence.
A
P
P
E
N
D
I
X

L
162
F
A
C
U
L
T
Y

M
A
N
U
A
L
D. Retirement Benefit
Cash benefits paid to a member who can no longer work due to old age.
1. Qualification
A member who is 60 years old, separated from employment or ceased
to be self-employed, and has paid at least 120 monthly contributions
prior to the semester of retirement.
A member who is 65 years old whether employed or not and has paid
at least 120 monthly contributions prior to the semester of retirement.
2. Types of Benefits
a. Monthly Pension
1) Monthly Pension A lifetime cash benefit paid to a retiree
who has paid at least 120 contributions to the SSS prior to
the semester of retirement.
Mont hl y pensi on depends on t he member s pai d
contributions, including the credited years of service (CYS)
and the number of dependent minor children but not to
exceed five. The amount of monthly pension will be the
highest of:
a. the sum of Php300 plus 20 per cent of the average
monthly salary credit plus two per cent of the average
monthly salary credit for each credited years of service
(CYS) in excess of 10 years; or
b. 40 per cent of the average monthly salary credit; or
c. Php1,200 provided that the credited years of service
(CYS) is less than 20; Php2,400, if the CYS is 20 or
more. The monthly pension is paid for not less than 60
months.
2. Dependents Pension This is granted to each of the five
dependent children of an old-age pensioner beginning with
the youngest and without substitution, equivalent to 10% of
the monthly pension. The pension will be suspended if the
dependent chi l d reaches age 21, get s marri ed, get
employed, or dies. However, the dependents pension is
granted for life to children who are over 21 years old, provided
they are incapacitated and incapable of self-support due to
physical or mental disability which is congenital or acquired
during minority.
b. Lump Sum Amount -This is granted to a member who has not
163 paid the required 120 monthly contributions. It is equal to the
total contributions paid by the member and by the employer
including interest.
3. Retirement Benefit Option
The retiree may receive the first 18 monthly pension in lump sum
discounted at a preferential rate of interest determined by the SSS.
The option should be exercised upon filing of the first retirement claim.
The regular monthly pension will be received on the 19
th
month and
every month thereafter.
4. Forms Needed
a. SSS Form DDR-1 (Retirement Claim Application);
b. DDR Savings Account Form;
c. Certificate of Separation from last employer (for member less than
65 years old);
d. Passbook/ATM card (if Pension);
e. Certified true copies of birth or baptismal certificate of dependent
children (duly certified by the Local Civil Registrar or Parish
Priest, respectively);
f. Certification of cessation of business or practice of profession
(for self-employed less than 65 years old);
g. Marriage certificate (if with dependent children) duly certified by
the Local Civil Registrar;
h. Proofs of filiation for illegitimate dependent children; and
i. SSS digitized ID or E-6 (acknowledgment stub) with two valid
IDs, one of which with photo.
5. Where to File:
Application forms for retirement benefits are filed at any SSS branch or
representative office.
E. Death Benefit
Cash benef i t s ei t her i n mont hl y pensi on or l ump sum pai d t o t he
beneficiaries of a deceased member.
1. Types of Benefits:
a. Monthly Pension
1) Monthly Pension - This is granted only to the primary
beneficiaries - legitimate and dependent spouse and
minor children - of a deceased member who has paid 36
months of contribution prior to the semester of death.
2) Dependents Pension - This is granted to each of the five
dependent children of a deceased member beginning with
the youngest and without substitution. The pension will be
suspended if the dependent child reaches age 21, gets
A
P
P
E
N
D
I
X

L
164
F
A
C
U
L
T
Y

M
A
N
U
A
L
married, gets employed or dies.
b. Lump Sum Amount - This benefit is granted to:
1) Primary beneficiaries of a deceased member who has paid
less than 36 months of contributions prior to the semester
of death; or
2) In the absence of primary beneficiaries, to the secondary
beneficiaries - dependent parents, illegitimate children and
grandchildren, or in the absence of the foregoing, to any
other person designated by the member, regardless of
the number of contributions paid.
c. Funeral Grant Benefit of P20,000.
This benefit is payable to the beneficiaries or to any person
who actually shouldered the burial expenses of the deceased
member or pensioner.
2. Forms Needed:
For Death Claim:
a. SSS DDR-1 (Death Claim Application)
b. Filers Affidavit
c. DDR Savings Account Form
d. Passbook/ATM card (for pension)
e. Report of Death (if cause of death is work-connected)
f. SSS Form CLD 1.3A (Affidavit for Death Claim, if claimant is a
secondary beneficiary, if claimant is a legal heir )
g. Photo of filer and valid IDs
h. If marri ed, marri age certi fi cate of the deceased and bi rth
certificates of minor children (duly certified by the Local Civil
Registrar)
i. If single, the deceased members birth certificate and marriage
certificate of the parents (duly certified by the Local Civil Registrar)
For Funeral Claim:
a. SSS Form BPN-103 (Claim for Funeral Benefit)
b. Death Certificate duly certified by the Local Civil Registrar
c. Receipt of payment issued by the funeral parlor
d. Affidavit of funeral expenses, if did not render the services of a
funeral parlor
e. Report of Death (if cause of death is work-connected)
f. Photo of filer and valid IDs.
Original or certified true copies of the supporting documents should
be presented during the filing of the claim.
3. Where to File:
Application forms for death benefits are filed with the Medical Department,
SSS Building, Quezon City or any SSS Regional/Provincial Office.
165
Appendix M
By-Laws of De La Salle University
Faculty Association, Inc.
(Formerly De La Salle College Faculty Association)
as amended on March 26, 1992
Article I - Membership
Section 1. Eligibility for Membership.
The following shall be eligible for membership in the Association:
1. Those who teach whether on a full-time or part-time basis at De La
Salle University.
2. Those employed as professional librarians, researchers, laboratory
instructors, and guidance counselors at the University.
Section 2. Kinds of Membership.
Membership is of two kinds: ACTIVE and INACTIVE
1. Active members are those mentioned in Art. I, SEC. 1, (1) and (2) unless
otherwise disqualified by other provisions of these By-Laws. They are
obliged to attend meetings, they have the right to vote, and to participate
in the deliberations and activities of the Association. They are eligible
to any office of the Association subject to possessing the qualifications
therefor. In addition, they have the right to be represented by the
Association in seeking redress or pursuing legitimate claims.
2. Inactive members are:
a) those who hold the following posts: President of the University,
Vice Presidents, Assistants to the Vice Presidents, Deans and
Associate Deans of the Colleges, Chairman of the Discipline
Committee, Dean of Student Affairs and such others as the
general membershi p may determi ne i n the i nterest of the
Association (as amended on March 26, 1992);
b) members of the Association on leave for one year or more from
the University provided they pay their dues;
c) inactive members shall not enjoy any of the rights and privileges
of participation of the active members, except their right to be
represented by the Association in seeking redress or pursuing
legitimate claims as regular faculty members of the University
(as amended on March 26, 1992).
Inactive members automatically revert to active status upon
166
F
A
C
U
L
T
Y

M
A
N
U
A
L
termination of their administrative term or leave of absence.
Section 3. Dues and Commencement of Membership
1. Active members of the Association shall pay a trimestral membership
due t he amount of whi ch shal l be det ermi ned by t he General
Membership.
2. Inactive members shall pay trimestral dues the amount of which shall
be one-half of that paid by active members.
3. Applications for membership shall be acted upon by the Membership
Committee, and membership shall begin on the date of the written
notice of approval of the application.
ARTICLE II- OFFICERS OF THE ASSOCIATION
Section 1. The Officers. The following shall be elected to constitute the Executive
Board:
1. The President, Vice President, Secretary, Treasurer, Auditor and Public
Relations Officer.
2. Nine (9) Board Members.
Section 2. Term of Office. The officers and Board Members of the Association
shall hold office for a period of one (1) year from the first day of May until their
successors shall have been duly elected and qualified; provided that they
remain members of the Association in good standing.
Section 3. Filing of Vacancy. Any vacancy in the Executive Board, except removal
or expiration of term, shall be filled by the Executive Board constituting a quorum
by appointing any qualified member(s) recommended by the college/sector to
which the former representative belonged, to serve the unexpired term of the
predecessor.
Section 4. Eligibility for Membership in the Executive Board. No member of
the Association shall be eligible for election or appointment to the Executive
Board unless he/she possesses the qualifications (cf. Art. VII, Sec. 1). The
immediate past president of the Association shall be an ex-officio non-voting
member of the succeeding Executive Board.
Section 5. Impeachment. A member of the Executive Board after having been
proven guilty of gross violation(s) of the provisions of the Articles of Incorporation
and By-Laws shall be expelled from the Board by a two-third vote of the Executive
Board.
ARTICLE III-QUALIFICATIONS, DUTIES AND POWERS
OF THE OFFICERS
Section 1. The Officers.
A. Qualification of the President and of the other Members of the Board.
167
No member shall be eligible for election to any office of the Association
unless he/she possesses all the qualifications for membership in the
Executive Board.
B. Duties and Powers of the President.
The President who is the director of the Association shall be the Executive
Officer of the Association and he shall have the following duties and powers:
1. He/She shall act as the presiding officer of the Executive Board and of
the General Membership meetings.
2. Appoint all chairpersons of Standing Committees of the Association
with the concurrence of a majority of the members of the Executive
Board.
3. Implement all resolutions of the Executive Board.
4. Direct and supervise the program of activities of the Association with a
view of attaining its stated objectives, either through the existing
committees or those that may hereafter be created
5. Approve vouchers covering applications or expenditures of Association
funds before payment or disbursement is made by the Treasurer.
6. Call special meetings of the Association or the Executive Board
whenever he/she deems it necessary or upon written request of at
least 30% of the general membership or a majority of the members of
the Executive Board.
7. Represent the Association, or cause it to be represented before any
other Association, institution or entity whether public or private.
8. Create Ad Hoc Committees with the concurrence of the majority of the
Executive Board.
9. Prepare and publish an annual report to the General Membership.
Section 2. The Vice President
The Vice-President shall perform the following duties and functions:
1. He/She shall exercise the functions of President in the event the latter
is absent or incapacitated if qualified.
2. He/She shall perform such other functions and duties as the Executive
Board or the President may delegate to him/her.
Section 3. The Secretary.
The Secretary who is a citizen and a resident of the Philippines shall perform
A
P
P
E
N
D
I
X

M
168
F
A
C
U
L
T
Y

M
A
N
U
A
L
the following duties and functions:
1. Record the proceedings of the Board and the General Membership
meetings and furnish all the members of the Association certified
Minutes of such proceedings.
2. Act as cust odi an of al l t he records, books, document s, and
communications of the Association.
3. Document all projects and activities of the Association.
4. Render such reports and perform such other duties as are incidental
to his/her office or are properly required by the Executive Board.
Section 4. The Treasurer.
The Treasurer shall perform the following duties and functions:
1. Have custody of all moneys, securities, and other valuable assets of
the Association, and issue receipts for the same when proper or called
for.
2. Collect, receive, and issue receipts for all money, funds, fines, and
contributions to the Association.
3. Disburse budgeted funds of the Association with the approval of the
President.
4. Make sure that all disbursements and payments made by him/her are
accompanied by the necessary receipts/documents.
5. Keep regular books of accounts and render such reports thereon as
may be required by the general membership, and/or Executive Board.
The rendering of such account shall be made:
a) At least once a year at the close of the Associations fiscal year.
b) At such other times as may be required by a resolution of the
majority of the members of the Association.
c) Prior to vacating his/her office or dissolution of the Association
for any cause.
d) He/She shall post a bond as fixed by the Board.
Section 5. The Auditor.
The auditor shall perform the following functions:
1. Audit, verify, and examine all financial accounts of the Association.
2. Review the entries in the Books of Account of the Association and shall
render a report of his/her audit as may be required by the Executive
169 Board and/or General Membership.
Section 6. The Public Relations Officer.
The Public Relations Officer shall perform the following duties and functions:
1. Assume the Editor-in-Chief position of the official publication of the
Association (as amended on March 26, 1992).
2. Be in charge of matters involving public relations of the Association.
3. Issue press releases to on-campus and off-campus publications.
4. Disseminate useful information to the General Membership and the
University Community through postings, mimeographed sheets, and
other means.
ARTICLE IV- POWERS OF THE EXECUTIVE BOARD
Section 1. Powers and Functions.
The Executive Board shall have the following powers and functions:
1. Exercise all the powers, conduct all the business, and hold and control
all properties of the Association, subject only to existing laws, and By-
Laws of the Association, and the formal decisions of the members in
general membership meetings.
2. Make rules and regulations consistent with the Articles of Incorporation
and By-Laws of the Association and enforce adherence thereto.
3. Approve the creation of Ad-Hoc Committees as well as their functions.
4. Hire and discharge its own staff.
5. Retain and/or engage the services of a legal counsel.
6. Determine programs of action pursuant to the declared objectives of
the Association.
7. Determine the frequency and the dates of the general meetings.
8. Determine the proportionate representation in the Executive Board
of the di fferent col l eges/sectors based on the number of acti ve
members in the Association.
9. Investigate cases of unprofessional conduct of members and impose
appropriate sanctions of suspension or expulsion from the Association
without prejudice to whatever action administration may take.
10. To constitute an ad-hoc committee to settle any dispute regarding the
interpretation of any provision in the Articles of Incorporation and By-
Laws of the Association, and its decision will be final (as amended on
A
P
P
E
N
D
I
X

M
170
F
A
C
U
L
T
Y

M
A
N
U
A
L
March 26, 1992).
11. Exercise such powers and functions as are incidental to the purposes
of the Association.
ARTICLE V- MEETINGS OF THE EXECUTIVE BOARD
Section 1. Frequency
1. The Executive Board, without need of formal notice, shall hold regular
meetings at least once a month on dates, time and place to be
determined by the Board.
2. Special meetings may be convened by the President at any time upon
two days written notice, with announced agenda, unless in his/her
opinion an emergency exists as to warrant the calling of an immediate
meeting without notice.
Section 2. Quorum and Votes
1. A majority of the entire membership of the Executive Board shall
constitute a quorum for the transaction of business in a special or
regular meeting, and a majority of the quorum shall suffice for the
passage of a resolution or the making of a decision.
2. No proxies shall be allowed in either regular or special meetings of
the Executive Board.
Section 3. Minutes of Board Meetings.
The Secretary shall within one week after the meeting provide the General
Membership with Minutes of the Board meeting signed by him/her and noted by
the President.
ARTICLE VI- THE GENERAL MEMBERSHIP
Section 1. Composition.
The General Membership of the Association shall be composed of all active
members as defined under ARTICLE I, Secs. 1 and 2 hereof.
Section 2. Meetings.
There shall be one General Membership meeting per trimester. The agenda
for said meetings shall be drawn up by the President from proposals by the
Board or from suggestions supported by at least 20 signatures from the
membership.
Section 3. Notice.
All the members shall be notified in writing at least one (1) week before a
General Membership meeting. The notice shall be accompanied with the agenda
and all other pertinent materials.
171
Section 4. Quorum and Votes Required; Proxies.
1. A simple majority of all the members personally or represented by
proxy shall constitute a quorum to do business either in a General
Membership or special meeting and a majority thereof shall suffice to
pass a resolution, or make a decision unless otherwise provided by
law.
2. Once a quorum is ascertained at the start of a meeting, said quorum
shall prevail to the end of the meeting even in the event of departures
or
walkouts, and the majority of those remaining shall suffice to transact
busi ness.
3. Proxies shall be in writing accomplished in duplicate and shall be of
two kinds, namely: general proxy, which shall be for the quorum as
well as for voting according to the discretion of the proxy-holder, and
special proxy, which shall be for the quorum as well as for casting a
vote as directed by the proxy-giver on a given item of business.
4. No member shall hold more than five (5) proxies and he/she shall file
the originals thereof before the meeting is called to order.
5. The annual meeting of General Membership shall be held on the last
week of March at the principal office.
Section 5. Powers and Functions of the General Membership.
The General Membership shall have the following powers and functions:
1. Elect members of the Executive Board.
2. Receive the annual report of the President.
3. Propose and adopt measures for implementation by the Executive
Board.
4. Upon a petition signed by 30% of the members, call upon the President
to convene a special meeting for the purpose of acting upon a specified
agenda.
5. Approve amendments to the Articles of Incorporation and By-Laws.
ARTICLE VII-QUALIFICATION OF A CANDIDATE
FOR THE BOARD AND ELECTION
Section 1. Qualifications.
To qualify for membership in the Executive Board, a nominee must have:
1. been an active member of the Association for three (3) years immediately
A
P
P
E
N
D
I
X

M
172
F
A
C
U
L
T
Y

M
A
N
U
A
L
preceding his election to the Executive Board; and
2. attended in person or by proxy at least two (2) consecutive general
membership meetings immediately prior to his/her nomination (as
amended on March 26, 1992).
Section 2. Election.
1. Nomination
a) Any active member of the Association may nominate any other
member of his/her college/sector whom he/she deems qualified.
b) Nominations shall be screened by the Committee on Elections
which will then announce the official candidates not later than
one week before election.
2. Election to the Executive Board and Executive Board Officers
a) Election of members of the Executive Board shall be by the
General Membership but each college/sector shall be entitled
to a proportionate number of seats in the Board in accordance
with Art. IV, Sec. 1, #8 of this By-Laws.
b) The Execut i ve Board members shal l el ect f rom among
themselves the officers of the Board.
3. Campaign Period
The campaign period for all candidates to the Executive Board shall
commence on the day of the official announcement of candidates and
shall end on the day prior to the elections. Any form of campaign or
part i san act i vi t y out si de of t hi s peri od shal l be a ground f or
disqualification (as amended on March 26, 1992).
4. Election Period
The voting shall take place within the last week of March on the date of
expiration of the term of the incumbent officers. It shall be conducted
by secret ballot under the responsibility of the Committee on Elections.
Candidates are prohibited from staying within the polling place, except
to cast their ballots (as amended on March 26, 1992).
5. Canvassing of Votes
The Committee on Elections shall canvass the votes immediately after
the closing of the polls. They shall officially proclaim the winning
candidates immediately after the canvass (as amended on March 26,
1992).
173
ARTICLE VIII - STANDING COMMITTEES
Section 1. Standing Committees.
The Association shall maintain the following University Standing Committees:
Committee on Information and Membership Relations
Committee on Elections
Committee on Faculty Welfare
Committee on Special Projects and Campus Affairs
Committee on Education and National Issues
(as amended on March 26, 1992)
Section 2. College Standing Committees.
The Association shall maintain faculty welfare committees within the various
colleges and sector (as amended on March 26, 1992).
Other University Standing Committees are empowered to form its college and
sectoral sub-committees when necessary (as amended on March 26, 1992).
Section 3. Composition.
1. University Standing Committees
Each University Standing Committee shall consist of a minimum of
seven (7) members. The Chair of the Committee shall be appointed
from among the members of the Executive Board. The other members
shal l be chosen among the General Membershi p proporti onal l y
representative of the different colleges and sectors (as amended on
Mar. 26, 1992).
2. College and Sectoral Faculty Welfare Committee
Each college and sectoral committee shall be composed of a minimum
of seven (7) members. The coordinator of the committee shall be
appointed from among the college or sectoral representatives to the
Board. All college representatives shall automatically be members of
the committee. The other members of the committee shall be chosen
from among the General Membershi p of the col l ege or sector
proportionally representative of the various departments or units within
the college or sector (as amended on Mar. 26, 1992).
Section 4. Coordination.
1. University Standing Committees
Each Standing Committee shall coordinate through their respective
Chairs with the Vice-President of the Association. Reports of the
committees programs and activities shall be submitted periodically
to the Vice-President for dissemination to the Executive Board (as
A
P
P
E
N
D
I
X

M
174
F
A
C
U
L
T
Y

M
A
N
U
A
L
amended on Mar. 26, 1992).
2. College and Sectoral Faculty Welfare Committees
The Coordi nators of the col l eges and sectoral Facul ty Wel fare
Committees shall be under the direct supervision of the Chair of the
University Standing Committee on Faculty Welfare. The University
Standing Committee shall meet on a regular basis with representation
from the various college and sectoral faculty welfare committees (as
amended on Mar. 26, 1992).
Section 5. Duties and Functions.
1. Committee on Information and Membership Relations
The Committee on Information and Membership Relations shall have
the following duties and functions:
a) Receive and process applications for membership and make
recommendation thereon to the President.
b) Maintain an up-to date list of active and inactive members of the
Association
c) Disseminate the activities and programs of the Association
through the official publication of the Association (as amended
on March 26, 1992).
d) Perform such other functions as the Executive Board or the
General Membership may require.
2. Committee on Elections
The Committee on Elections shall have the following duties and
functions:
a) Draw up rules and regulations governing the elections consistent
with the existing laws and the Articles of Incorporation and By-
Laws of the Association.
b) Determine the eligibility of nominees and announce the official
candidates.
c) Adopt all necessary measures for the successful conduct of the
elections.
d) Count the votes immediately after the closing of the polls.
e) Officially proclaim the winning candidates immediately after the
counting.
f) Decide on all matters directly connected with the elections such
175 as fraud, protests, etc.
g) Perform such other functi ons rel ated to el ecti ons as the
Executive Board or the General Membership may require.
3. Committee on Faculty Welfare
The Committee on Faculty Welfare shall have the following duties and
functions:
a) Conduct research on various aspects of employment, e.g.
salaries, benefits, terms of employment, etc. for purpose of
improving the welfare of the members of the Association.
b) Assist the negotiating panel of the Association in the preparation
of all necessary papers, documents and materials for improving
conditions of employment, faculty benefits, etc.
c) Investigate and, whenever possible, settle disputes and/or
complaints where a members(s) of the Association is involved
(as amended on Mar. 26, 1992).
d) Assi st an Associ at i on member i n t he presentat i on and
settlement of any complaint against administration subject to
pertinent provisions of the existing Faculty Manual (as amended
on Mar. 26, 1992).
4. Committee on Special Projects and Campus Affairs
The Committee on Special Projects and Campus Affairs shall have the
following duties and functions:
a) Conduct surveys on the various needs and concerns of the faculty
members regarding programs/activities related to personal,
social, cultural and physical fitness issues (as amended on
Mar. 26, 1992).
b) Plan and organize programs and activities that address these
expressed needs and concerns.
c) Coordinate with existing faculty cultural groups, sports/physical
fi tness experts, and/or outsi de resources i n pl anni ng and
organizing these programs and activities (as amended on Mar.
26, 1992).
d) Coordinate with college/sectoral representatives in promoting
participation in these campus affairs (as amended on Mar. 26,
1992).
e) Perform such other functions as the Executive Board or the
A
P
P
E
N
D
I
X

M
176
F
A
C
U
L
T
Y

M
A
N
U
A
L
5. Committee on Education and National Issues
The Committee on Education and National Issues shall have the
following duties and functions:
a) Plan and organize symposia, fora, debates, etc. concerning
education and contemporary national issues.
b) Organize the official participation of the Association in off-campus
mass actions, marches and demonstrations with the approval
of the Executive Board.
c) Perform such other functions as the Executive Board or the
ARTICLE IX - APPEALS
Section 1. Decision of Committees. Decisions of any Standing and/or Ad Hoc
Committees are appealable in writing to the Executive Board.
Section 2. Decisions on Appeals by the Executive Board.
1. Appeals may be heard either by the Executive Board sitting en banc, or
by a division thereof. A division shall be constituted by not less than
three (3) Executive Board members.
2. A decision by a division of the Executive Board may be appealed to the
Executive Board sitting en banc.
Section 3. Appeal to the General Membership. Any member may appeal to the
General Membership any decision of the Executive Board.
ARTICLE X-FINANCE
Section 1. Payment of Dues. The members of the Association shall each pay a
trimestral membership fee to be determined by the General Membership.
Section 2. Funds for Specific Purposes. No sum of money allocated by the
General Membership for a specific purpose may be diverted to another purpose.
If the purpose becomes unreal i zabl e, the money so al l ocated shal l be
transferred to the general funds of the Association.
Section 3. Presidents Representation Expenses. The President shall be
allocated a sum, the amount of which shall be determined by the Executive
Board, for the purpose of meeting his/her representation expenses.
Section 4. Disbursement. For routine and ordinary operation of the Association,
money may be disbursed from the general fund by the Treasurer and approved
by t he Presi dent . However, outsi de of any approved budget i t em, no
disbursement of more than one thousand pesos (P1,000.00) at any one time
shall be made without the approval of the Executive Board.
177
Section 5. Fiscal Year. The Associations fiscal year starts on June 1 and ends
on May 31 of the following year.
ARTICLE XI - AMENDMENT
Section 1. Amendments to these By-Laws may be proposed by a majority
of the Executive Board and by a majority of the General Membership but no
proposed amendment shall take effect unless approved by the Securities and
Exchange Commission.
ARTICLE XII-EFFECTIVITY
Section 1. After ratification by a simple majority of all active members present,
either in person or by proxy and by a majority of the Board, in a General
Membership meeting called for the purpose, these By-Laws shall take effect
upon approval of the Securities and Exchange Commission.
ADOPTED this 18th day of September, 1985, in Manila, Philippines, by the
affirmative majority votes of the undersigned members of the De La Salle
College Faculty Association, Inc.
AMENDED this 26th day of March, 1992, in Manila, Philippines, by the affirmative
majority votes of the undersigned members of the De La Salle University Faculty
Association, Inc.
A
P
P
E
N
D
I
X

M
178
F
A
C
U
L
T
Y

M
A
N
U
A
L
Appendix N
Policies and Guidelines for the Prevention
and Investigation of Sexual Harassment Cases
1. Committee on Decorum
Pursuant to Section 4 (b) of the Anti-Sexual Act 1995, a Committee on
Decorum and Investi gati on i s created and permanentl y consti tuted,
hereinafter called the Committee.
1.1 Principal Function
The Committee shall conduct meetings and orientation sessions with
officers and employees, instructors, teachers, professors, trainers,
coaches, t rai nees or st udent s t o i ncrease awareness and
understanding of sexual harassment as penalized by law; take steps
to prevent incidents of sexual harassment; and initiate and conduct
investigations of violations of the Anti-Sexual Harassment Act of 1995
in general, and any of the prohibited acts defined in these implementing
policies and guidelines, in particular.
1.2 Composition
The Committee shall be composed of the following:
1.2.1 The Vice Chancellor for Academics and Research as chair,
1.2.2 The Faculty Association President representing the faculty,
1.2.3 The President of the Student Council representing the students,
and
1.2.4 The President of the Employees Association representing the
staff.
The Committee shall report to the Chancellor.
1.3 Specific Powers and Functions
1.3.1 Conducts meeti ngs and consul tati ons wi th sectors of the
academic community.
1.3.2 Promulgates rules or guidelines as may be necessary for the
effective implementation of the Anti-Sexual Harassment Act of
1995.
1.3.3 Undert akes act i vi t i es i n i nf ormat i on di ssemi nat i on,
consciousness-raising and over-all better appreciation by the
academi c communi t y of t he i ssues rel at i ng t o sexual
harassment.
179
1.3.4 Constitutes the proper sub-committee for the investigation and
hearing of a sexual harassment case.
1.3.5 Exercises other powers as may be necessary to effectuate the
Act.
1.4 Jurisdiction
The Committee shall have jurisdiction over all (a) employees, whether
regular or probationary; (b) faculty, whether full-time or part-time; (c) all
other employees who have subsisting and executory employment
contracts with the University, verbal or written or on a trimestral or
yearly basis; and (d) all students.
2. Sub-committee to Hear and Investigate Sexual Harassment Cases
Upon receipt of a complaint alleging sexual harassment committed by any
person over which it has jurisdiction, the Committee shall constitute an ad
hoc sub-committee to investigate, hear and decide the case, hereinafter
called the Sub-Committee.
2.1 Composition
The Sub-Committee shall be composed of at least three members
desi gnated by the Commi ttee i n accordance wi th i mpl ementi ng
guidelines.
2.2 Powers and Functions
2.2.1 Investigates, hears and decides sexual harassment cases for
which it was constituted.
2.2.2 Issues subpoena and other necessary writs and processes for
the effecti ve, effi ci ent, obj ecti ve, i mparti al and expedi ent
disposition of cases.
2.2.3 Makes f act ual and admi ni st rat i ve f i ndi ngs, renders t he
corresponding decision, and imposes the appropriate penalty
in accordance with these policies and guidelines.
2.2.4 Exercise other powers necessary to effectuate the Anti-Sexual
Harassment Act of 1995.
3. Types of Offenses
3.1 Forms of Prohibited Acts
3.1.1 Physical assault of a sexual nature, such as but not limited to:
3.1.1.1 rape, sexual battery, molestation, or attempts to commit
these assaults; and
A
P
P
E
N
D
I
X

N
180
F
A
C
U
L
T
Y

M
A
N
U
A
L
3.1.1.2 intentional physical conduct which is sexual in nature,
such as touching, pinching, patting, grabbing, brushing
against the victims body, or poking the victims body.
3.1.2 Unwanted sexual advances, proposi ti ons or other sexual
comments, such as but not limited to:
3.1.2.1 sexually-oriented gestures, noises, remarks, jokes, or
comment s about a person s sexual i t y or sexual
experiences directed at or made in the presence of the
complainant who indicates or has indicated in any way
that such conduct in his or her presence is unwelcome;
3.1.2.2 pref erent i al t reat ment or promi se of pref erent i al
treatment to the complainant for submitting to sexual
conduct, including soliciting or attempting to solicit any
employee to engage in sexual activity for compensation
or reward; and
3.1.2.3 subjecting or threats of subjecting, the complainant to
unwelcome sexual attention or conduct or intentionally
making performance of the complainants task more
difficult because of that complainants sex.
3.1.3 Retaliation for sexual harassment complaints, such as but not
limited to:
3.1.3.1 disciplining, changing work assignments of, providing
inaccurate work information to, or refusing to cooperate
or discuss work or school matters with the complainant
because he or she has complained about or resisted
harassment, discrimination or retaliation; and
3.1.3.2 intentionally pressuring, falsely denying, lying about or
otherwise covering up or attempting to cover up conduct
such as that described in any item above.
3.1.4 Other acts:
3.1.4.1 The above is not to be construed as an all inclusive list
of prohibited acts under these policies and guidelines.
3.1.4.2 Sexual harassment i s unl awful and hurts al l
members of the academic community. Sexually-
oriented acts or sex-based conduct has no legitimate
purpose in an educational institution. Accordingly,
anyone who engages in such conduct should be and
will be made to bear full responsibility for such unlawful
conduct.
181
4. Procedures
4.1 Complaint
4.1.1 A formal charge or complaint in writing under oath shall be filed
with the chair of the Committee by the aggrieved party or by any
person having direct knowledge of the commission of the act
accused of. The aggrieved party (the victim) shall be the principal
witness.
The complaint shall be in writing and under oath. It shall contain
the following information:
4.1.1.1 the filed name of the person or persons against whom
the complaint is filed; and
4.1.1.2 a narration of the pertinent facts and circumstances of
the case.
The complaint shall be signed by the complainant and sworn to.
4.1.2 The respondent shall be notified by the Committee in writing of
the complaint filed against him or her with a copy of the complaint
attached at least five (5) days prior to the scheduled hearing.
4.2 Answer
4.2.1 Respondent shall be required to answer the complaint in writing
under oath within three days from receipt of the complaint.
4.2.2 Failure of the respondent to file and answer withinthe prescribed
peri od shal l be deemed an admi ssi on of the pri nci pal act
complained of.
4.3 Notice of Hearing
Upon receipt of the answer or should respondent fail to file and answer
the compl ai nt, the case shal l be schedul ed for heari ng and the
corresponding notice of hearing shall be issued to the parties by the
Sub-Committee. If the victim of sexual harassment is a student, the
parents or guardian shall also be sent a copy of the notice.
The issuance of a notice of hearing shall be mandatory.
4.4 Hearing
On the day of the hearing, the procedure shall be as follows:
4.4.1 In sexual harassment cases, the appearance of counsel may
be allowed. However, it shall be the responsibility of the parties
to see to it that their lawyers have the time to attend to the case,
A
P
P
E
N
D
I
X

N
182
F
A
C
U
L
T
Y

M
A
N
U
A
L
shall adhere strictly to the rules, and shall not cause unnecessary
delay of the proceedings. In any event, the Chair of the Sub-
Committee shall exercise complete control of the proceedings
at all stages. He or she shall use every and all reasonable means
to ascertain the facts in each case speedily and objectively
without regard to the technicalities of law or procedure, all in the
interest of fair play.
4.4.2 Should the complainant fail to appear on the scheduled initial
hearing, despite notice, the case shall be dismissed. On the
other hand, should the respondent fail to appear for the initial
hearing after due notice and without sufficient cause, this shall
be placed on record and the hearing shall proceed ex-parte
without prejudice to the respondents appearance in subsequent
hearings.
4.4.3 Evidence (testimonial or documentary) shall be limited to the
allegation in the written complaint or answer.
4.4.4 Witnesses shall testify under oath.
4.4.5 The Chair may rule on the exclusion of other witnesses when a
witness for the same party testifies, and shall be allowed reentry
only when their respective turns come. He or she shall likewise
have the power to rule on the admissibility of evidence presented,
or testimony given.
4.4.6 The hearing shall be completely under the control of the Chair of
the Sub-Committee. He or she shall conduct the examination of
the complainant and his or her witnesses as well as those of
the respondent and his or her witnesses. Other members of the
Sub- committee may only ask clarificatory questions.
4.4.7 The respondent may be represented by counsel but only for the
purpose of seeing to it that due process is observed. He or she
cannot, however, ask questions. If parents of the parties are
presented duri ng the heari ng, they shal l be there onl y as
observers.
4.4.8 A record of the entire proceedings shall be taken in stenographic
notes properly transcribed and filed in the records of the case.
The proceedings may likewise be taped-recorded by the Board,
and shall likewise be filed immediately with the Chair, who shall
take custody of all the records of the proceedings. The parties
may be furnished copies of the transcript of stenographic notes
and/or tape recording upon request but only after paying a
reasonable fee.
4.5 Decision
4.5.1 The duty of the Sub-Committee shall be to find and establish
facts which shall be its basis to render a decision in the manner
183 provided.
4.5.2 A majority vote of the Sub-Committee shall be sufficient to pass
a judgment in a case. But if the penalty imposed is dismissal, a
unanimous vote shall be necessary. It shall be the duty of all
members of t he Sub-Commi t t ee t o cast t hei r vot es. No
abstentions shall be allowed.
4.5.3 The Sub-Committee shall render a decision within five days
from the date of the last hearing. The decision shall be in writing
stating the reasons for its decision. Copies of the decision shall
immediately be furnished to all parties, to the Committee and to
the Chancellor. A copy of the decision together with a copy of the
complaint shall be filed in and form part of the records of the
respondent in the University.
4.5.4 Any party not satisfied with the decision rendered may file a
motion for reconsideration with the Office of the Chancellor
stating the grounds therefor, within five days from receipt of the
decision.Only one motion for reconsideration will be allowed
and entertained. The decision of the Sub-Committee shall
immediately become final and executory if neither party asks for
a reconsideration of its decision within the prescribed period.
4.6 Sanctions
Sanctions shall be determined according to the gravity of the offense.
4.6.1 The penalties imposable in cases of proven sexual harassment
are:
4.6.1.1 Severe reprimand.
4.6.1.2 Suspension without pay, with prejudice to subsequent
promotion, reclassification and permanency.
4.6.1.3 Dismissal from the University.
4.6.2 Any persons first proven offense of assault or threat of assault,
including assault of a sexual nature, shall result in dismissal.
The commission of acts other than assault may result, if the
circumstances warrant so, in non-disciplinary oral counseling
upon alleged first offense, written warning, suspension or
discharge upon the first proven offense, depending upon the
nature and severity of the misconduct, and suspension or
discharge upon the second proven offense, depending on the
nature and severity of the misconduct.
Alleged retaliation against a sexual harassment complainant
will result in non-disciplinary oral counseling. Any form of proven
retaliation will result in suspension or discharge upon the first
proven offense, depending upon the nature and severity of the
retaliatory acts, and discharge upon the second proven offense.
A
P
P
E
N
D
I
X

N
184
F
A
C
U
L
T
Y

M
A
N
U
A
L
4.6.3 In cases where the i mposabl e penal ty appears harsh or
incongruent to the offense or the circumstances attending the
commission of the offense thereof, the Sub-Committee shall
nonetheless mete out the proper penalty under these rules. The
Sub-Committee, in these cases, may however, recommend to
the Chancellor that such an imposed penalty be commuted or
reduced.
4.7 Appeal
4.7.1 The party aggrieved by the decision of the Sub-committee may
file an appeal to the Chancellor through the Committee within
five working days from receipt of the decision.
4.7.2 A perfected appeal of the decision shall not stay the execution of
the sanction meted out by the decision. However, in case of
reversal of the decision on appeal, execution of the sanction
shall not in any way prejudice the respondent.
4.7.3 Upon a lapse of five working days from receipt of the decision by
the respondent, in the absence of a perfected appeal within
such peri od, the deci si on of the Sub-commi ttee shal l be
immediately executory, final, and unappealable.
4.7.4 The Chancellor shall decide the appeal within five working days
from receipt of the records or submission of the last required
pleading, if any, or upon lapse of the period therefor. Such
decision shall be immediately executory, final, and unappealable.
4.8 Resort to the Courts
4.8.1 All complainants, respondents, and witnesses, upon submission
to the jurisdiction of the Committee, shall be bound to respect
the proceedings therein and wait for final termination thereof,
including appeal proceedings, before resorting to the courts.
4.8.2 In recognition of the primary jurisdiction of the University over
them, the complainants, respondents, and witnesses shall be
bound to respect and abide by the procedures and policies of
the Committee herein as well as any other rules heretofore
promulgated and duly published, and shall, thus, refrain from
hampering, interrupting or frustrating, willfully or otherwise, said
proceedi ngs or any i nci dent s t hereof , by obt ai ni ng any
appropriate writ or process from the courts.
4.8.3 Nothing shall be interpreted, construed or deemed to diminish
185 the rights of the parties under the law.
4.9 Malicious Prosecution
4.9.1 While the University is totally committed to safeguarding the
rights of all members of the academic community against sexual
harassment, it is likewise the policy of the University to protect
t he same members f rom any mal i ci ous accusat i on and
prosecution involving alleged acts of sexual harassment which
may, however, be, in fact, baseless and even non-existent.
4.9.2 While recognizing that sexual harassment involves the use of
power and ascendancy by a superior against a subordinate, it
must be conceded that the threat to accuse and prosecute
anot her i nvol vi ng al l eged sexual harassment i s al so an
instrument to wield power over another.
4.9.3 To deter malicious, vindictive, or baseless accusation and
prosecution by one against another involving alleged acts of
sexual harassment:
4.9.3.1 The University shall require that all pleadings filed with
the Sub-Committee be under oath and duly notarized.
4.9.3.2 The University shall endeavor to place the complainant,
respondent, and witnesses under oath whenever asked
to testify before the Sub-Committee.
4.9.3.3 The Sub-Committee shall, as far as practicable, observe
the demeanor of the complainant, respondent, and
witnesses as an indication of their own credibility as
well as the credibility of their claims and testimonies.
4.9.3.4 The Committee shall accordingly publish these policies
and guidelines for the information and guidance of the
entire academic community.
A
P
P
E
N
D
I
X

N
186
F
A
C
U
L
T
Y

M
A
N
U
A
L
187
A
Academic Faculty Ranks, part-time, 92
Assistant Lecturer, 92
Lecturer, 92
Assistant Professorial Lecturer,
94
Associate Professorial Lecturer,
96
Professorial Lecturer, 98
Professional Track, 100
academic freedom, 11
Academic Service Faculty Ranks, 56
Assistant Academic Service
Faculty (AASF) I-1 to I-10, 56
Rank I (ASF I-1 to I-12), 58
Rank II (ASF II-1 to II-9), 59
Rank III (ASF III-1 to III-5), 63
Assistant Academic Service Faculty
(AASF) I-1 to I-10, 56
minimum entry requirements, 56
hiring, 56
promotion/reclassification, 57
Assistant Lecturer, 92
Assistant Professor, 22
hiring, 23
promotion or reclassification, 23
Assistant Professorial Lecturer, 94
hiring, 94
reclassification, 95
Associate Professor, 24
hiring, 25
promotion or reclassification, 25,
26
Associate Professorial Lecturer, 96
B
benefits, 12, 41, 72, 107
Academic Service Faculty Rank,
74-90
Full-Time Academic Faculty, 41-51
INDEX
Part-Time Academic Faculty
Rank, 107-108
C
code of ethics, 10
community service, 14
consultancy, 17, 18
contract, renewal of, 34
criteria, 34
effectivity/non renewal, 34, 35
board members, 35
F
faculty, responsibility of, 11
faculty, rights of, 11
Full Professor, 26
Full-Time Academic Faculty, reclassification
to, 66
Full-time Academic Faculty, 13, 14, 15,
16, 17
Instructor, 20
Full Professor, 26
Visiting Professor, 28
Professor Emeritus, 28
G
government, special detail to, 17, 18
graduate studies, 18, 19
H
harassment, 12
hiring procedure, 29, 66, 103
Assi stant Academi c Servi ce
Assistant Professorial Lecturer,
94
Full Professor, 27
Lecturer, 92
Professional Lecturer, 100
Professorial Lecturer, 98
188
F
A
C
U
L
T
Y

M
A
N
U
A
L
Rank II (ASF II-1 to II-9), 60
Senior Professional Lecturer, 101
Visiting Professor, 28
I
intellectual guides, 10
intellectual honesty, 11
Lecturer, 92
hiring, 93
load assignments, 16
M
mi ssi on, 9
N
non-government, special detail to, 17,
18
P
permanency, 35, 69, 70
define, 35
criteria, 35
procedure, 36
board members/composition, 36
privileges, 12
probation/renewal of contract, 33, 68
define, 33
duration, 33
criteria for renewal, 34
effectivity/non renewal, 34, 35
renewal board members, 35
profession, limited practice of, 17
professional growth, 12
professional relations, 10
Professional Track, 100
Professional Lecturer, 100
Senior Professional Lecturer, 101
Professional Lecturer
entry requirements, 100
hiring, 101
Professor Emeritus, 28
promotion or reclassification, 31, 66,
67
procedure, 31, 32, 33
Assistant Academic Service
Assistant Proffesor, 24
Associate Professor, 24, 25
Full Professor, 26
Rank II (ASF II-1 to II-9), 61, 62
promotion, rank, 20
promotion, step, 20, 21
R
hiring, 58
Rank II (ASF II-1 to II-9)
hiring, 59
Rank III (ASF III-1 to III-5)
Rank III (ASF III-6 to III-8)
reclassification, procedure for, 104,
105, 106
research, 9, 13, 17, 18
retirement or extension of service, 38,
73, 85, 107
S
scholars, 9
Senior Professional Lecturer
entry requirements, 101
hiring, 102
U
University Fellow, 39
definition, 39
criteria, 39
procedure for conferment, 39
fellowship board, 39
benefits, 40
duties and responsibilities, 40
severance of service, 40
189
university service, 14
V
vision, 9
Visiting Professor
hiring, 28
W
working conditions, 91
working hours, 14

DLSU Faculty Manual 2008

Diunggah oleh

Informasi Dokumen

Deskripsi Asli:

Hak Cipta

Format Tersedia

Bagikan dokumen Ini

Bagikan atau Tanam Dokumen

Opsi Berbagi

Apakah menurut Anda dokumen ini bermanfaat?

Apakah konten ini tidak pantas?

Hak Cipta:

Format Tersedia

DLSU Faculty Manual 2008

Diunggah oleh

Hak Cipta:

Format Tersedia

Faculty Manual

Office of the President

Anda mungkin juga menyukai