Faculty Manual Complete

FACULTY MANUAL
Board Resolution No. S03

Series of 2014
Mayor Santiago A. Lotilla Street, District 1, Sibalom, Antique, Western Visayas, Philippines 5713
Telefax: +6336 543 8161 Local: 112 | Website: www.antiquespride.edu.ph
Emails: ua@antiquespride.edu.ph, vpaa@antiquespride.edu.ph
Leading university in science and technology by 2022
TABLE OF CONTENTS
CHAPTER 1.
UA SYSTEM............................................................................................... 1
Section 1.
The Beginnings ................................................................................................... 1
Section 2.
Vision and Mission ............................................................................................. 3
CHAPTER 2.
GOVERNANCE AND ADMINISTRATION.................................................. 4
Section 1.
Composition ....................................................................................................... 4
Section 2.
Powers and Duties of Board of Regents..................................................... 5
Section 3.
Rights and Responsibilities of BOR ................................................................ 5
Section 4.
Meetings.............................................................................................................. 5
Section 5.
Promulgation and Implementation of Policies

by the Governing Board. ................................................................................ 6
Section 6.
Organizational Structure of the University of Antique ............................ 6
Section 7.
Officers of the Administration........................................................................ 6
Section 8.
Offices Under The Vice President For Academic Affairs (VPAA) ...... 15
Section 9.
Offices Under The Vice President For Research, Extension,

Continuing Education And Training Services (VPRECETS) ................... 18
Section 10.
Offices Under The Vice President For Administration

And Finance (VPAF)....................................................................................... 20
CHAPTER 3.
ACADEMIC FREEDOM ........................................................................... 23
Section 1.
Legal Bases ....................................................................................................... 23
Section 2.
Academic Freedom at the Institutional Level ........................................ 23
Section 3.
Academic Freedom of Teachers, Researchers &

Extension Service Personnel ......................................................................... 24
CHAPTER 4.
THE FACULTY.......................................................................................... 24
Section 1.
Classification .................................................................................................... 24
Section 2.
Faculty Composition (University Code) .................................................... 26
Section 3.
Hiring Procedure of Faculty ......................................................................... 28

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Section 4.
Policy on In-breeding .................................................................................... 30
CHAPTER 5.
APPOINTMENT, PROMOTION, TENURE & SEPARATION

FROM SERVICE ...................................................................................... 31
Section 1.
Appointment.................................................................................................... 31
Section 2.
Ranking and Promotion ................................................................................ 33
Section 3.
Appointment to Specific Ranks and Tenure ........................................... 34
Section 4.
Separation from Service ............................................................................... 36
Section 5.
Extension of Service in the University ......................................................... 39
CHAPTER 6.
FACULTY DUTIES AND RESPONSIBILITIES ............................................... 40
Section 1.
General Tasks ................................................................................................... 40
Section 2.
Working Hours, Workload and Other Related Work ............................. 40
Section 3.
Class Management ....................................................................................... 47
CHAPTER 7.
FACULTY PRIVILEGES ............................................................................. 56
Section 1.
Leave Benefits in General ............................................................................ 56
Section 2.
Tuition Privileges............................................................................................... 63
Section 3.
Training, Research and Travel Grants/Incentives .................................. 64
Section 4.
Faculty Federation Multi-Purpose Cooperative..................................... 73
Section 5.
Faculty Federation Provident Fund ........................................................... 74
Section 6.
Incentives .......................................................................................................... 74
Section 7.
Professional Development Activities ......................................................... 76
CHAPTER 8.
FACULTY DEVELOPMENT PROGRAM .................................................... 77
Section 1.
The following are the plans for Faculty Development ......................... 78
Section 2.
Criteria for Scholarship Grant ...................................................................... 80
Section 3.
Guidelines For Faculty Development Program ...................................... 86
CHAPTER 9.
CONDUCT, RESTRICTIONS AND DISCIPLINE ......................................... 88
Section 1.
Code of Ethics ................................................................................................. 88
Section 2.
Specific Prohibitions ....................................................................................... 89

iii
Section 3.
Classification of Administrative Offenses and Sanctions .................... 93
Section 4.
Sexual Harassment/ Committee on Decorum and

Investigation ..................................................................................................... 97
Section 5.
Grievance Machinery ................................................................................... 97
CHAPTER 10. ACADEMIC INFORMATION................................................................. 106

Section 1.
Academic Calendar ................................................................................... 106
Section 2.
Admission Requirements and Policies .................................................... 106
Section 3.
General Entrance Requirements ............................................................. 107
Section 4.
Registration ..................................................................................................... 107
Section 5.
Cross-Registration ......................................................................................... 108
Section 6.
Classification of Students ............................................................................ 108
Section 7.
Academic Load............................................................................................ 109
Section 8.
Curricular Matters ......................................................................................... 110
AMENDMENTS CLAUSE .............................................................................................. 129

SEPARABILITY CLAUSE ................................................................................................ 129
EFFECTIVITY CLAUSE ................................................................................................... 129
APPENDICES ............................................................................................................. 130
Appendix A. Administrative Disciplinary Rules on Sexual Harassment Cases ....... 130
Appendix B. RA 6713 Code of the Ethical Standard for Public Officials and
Employees ...................................................................................................... 143
Appendix C. Board for Professional Teachers, Resolution No. 435, s. 1997 ............ 170
Appendix D. Revised Grading System (AY. 2013-2014) ............................................... 176
REVISION COMMITTEE MEMBERS............................................................................... 178
iv
FOREWORD
The quality of education a university can offer cannot rise above to the kind of
teachers in the university. The University is as strong as its faculty members.
The members of the faculty perform the mandated functions of the universityinstruction, research and extension including production. In the discharge of
their duties along these functions, a well defined set of policy, system and
procedure is a necessity.
To fully contribute to the University, an environment that nurtures, enforces and
protects their rights and facilitates their professional growth is a mandate the
University should pursue. Information necessary for the faculty to function is
likewise a paramount concern.
While the university has policies, systems and procedures on the enforcement of
faculty rights, privileges, duties and responsibilities and information necessary
in the delivery of their multifarious functions, these are not readily available for
they are not codified in a single book or manual.
This faculty manual incorporates the important information necessary for the
faculty to know.
A special thank you is extended to the committee who drafted this Faculty
Manual. May, we, the faculty of University of Antique continue to endeavor to be
the best teachers we can be to make our University, truly, the Antiques pride.
CHAPTER 1.
UA SYSTEM
Section 1. The Beginnings

The University of Antique, formerly known as the Polytechnic State College of
Antique and Antique of Arts and Trades was established by virtue of R.A 857
approved on January 19, 1954 through the efforts of the late Congressman
Tobias A. Fornier.
UA has humble beginnings. A temporary 5-room building made of bamboo and
nipa was all it had a few months after it was established on January 19, 1954.
Indeed it was not made to last a decade. Typhoon Delta in July 1956 finally
devastated it to the grounds. But the destruction of the temporary edifice did not
crush nor dampen like spirit of unrelenting pioneers, a handful of teachers and
staff under Superintendent Fermin Taruc Jr. The beginnings of this institution
may be humble, yet the people who founded it and strived hard to make it grow
can only be described as illustrious.
One of the Congressman Tobias Forniers greatest achievements in his stint as
representative to Congress and for which he will be greatly and dearly
remembered is ASAT. By virtue of R.A 857, Antique School of Arts and Trades
(ASAT) was established. The school did not have a permanent site and building
then. Yet, Mayor Santiago A. Lotilla immediately took initiative in donating land
where the school will be permanently located. Many benevolent Sibalomnons
followed suit. When construction commenced men and women worked in shifts,
all generous with their time, effort, material resources and moral support. The
founding years was the time of big dreams and indomitable spirit to pursue
these dreams. The hard struggles to overcome the challenges of breaking and
clearing the grounds, leveling the hills, steadying the posts, rebuilding
devastated structures, providing more accommodations to the growing number
of students were never more than the determination and fortitude of the pioneer
administrators, teachers, students, supporters, and the community. Among the
administrators and important people responsible for securing the foundations of
the schools were Supt. Hilarion Agustin, Supt. Gil Tenefrancia, Supt. Rogelio
Cachuela and Supt. Victor Blacer.
The turbulence in the political scenario of the 70s and changing tide of sociocultural events threatened to shake the foundation of a young school like ASAT.
Yet, instead of giving in to the menace, it was propelled to function. In 1970s the
school which specialized in ceramics, a field which also gave added reason for its
existence, rose to prominence when it was acclaimed as one of the best ceramica
school in the country. The creativity of Mr. Donato Sermeno Jr. was given honor.
Behind him was the support of the people like Supt. Avelino Asuncion, Supt.
Paulino Villagonzalo, Supt. Salvador Navarro, Mr. Olimpio N. Madiangbayan,
Supt. Adriano S. Sullesta, and Mr. Teopisto Umpad.
The school was like the humble day, supple and formless, yet when in the hands
of an artist, becomes a masterpiece. The artistry of the Sibalomnons was
expressed in the production of figurines and pottery. And art, like any other
noble pursuit of the human mind gave wings to the spirit of exploration and
higher achievement. Toward close of the 70s Supt. Godofredo E. Gallega was
given the reins of administering ASAT after the term of Supt. Adriano Sullesta.
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With the support of Assemblyman Arturo K. Pacificador who passed Batas

Pambansa Blg. 912, ASAT took an ambitious step. It was converted into a college
on November 14, 1982, thus, being known from then on as the Polytechnic State
College of Antique. The conversion of the school is not only a change in its name.
It dared more impressive changes in its buildings, grounds, and physical
structure, in facilities and equipment. It enjoyed improvements in curricular
offerings, structure and administration, faculty qualifications and trainings,
programs and thrusts.
The decade of conversion was the time of renewed visions and directions. It was
the time of hope. It was a happy era of cultural revival as well as euphoric decade
of freedom fought in. The byword of the 90s was expansion. This expansion was
in the colleges growing population, curricular offerings, and facilities but also in
its thrusts and programs. The idea of expansion brought with it the challenge of
accreditation. Seven areas of its operation, later expanded to twelve, were
subjected to closer scrutiny in order to bring the college to the level of
excellence. This was the time that the word EXCELLENCE was taken to heart and
made an ever-present tenet in our school life. It was a time when the meaning of
excellence was made the essence of our existence. It was also the centennial of
the Philippine revolution, thus, awaking the nationalistic spirit of the majority of
the citizens.
This decade was not only the expansion of thrusts, from the mere instruction to
the triumvirate of instruction, research and extension. It was also the years
when other tertiary schools were integrated with PSCA, thus, giving birth to
daughter campuses in Hamtic (formerly ACA) and Tibiao then TLMASOF.
The turn of the century, the ushering of the new millennium. It was the year
2000. It was the year of jubilee, a celebration. Just as we rejoiced in having
reached a new epoch of eternity, we rejoiced that PSCA has turned fifty!
Time has passed swiftly by PSCA was invigorated with new vision and hope. The
last struggles and victories strengthen them as they rejoiced in their success.
They were ready to take leap to reach university status. Such as it was in the
past, PSCA is never alone in its dreams. Former Congressman Jovito Plameras
helped PSCA shape this dream, which was later pursued in Congress by the
incumbent Congressman Exequiel B. Javier.
Meanwhile, on March 2005, Dr. Godofredo E. Gallega was appointed president of
TCP-Manila so, Dr. Benny Palma the ASU President then temporarily served as
OIC-President until Dr. Victor E. Navarra was chosen as the second President and
assumed his duty on March 25, 2006.
The struggle in converting UA into a University continued for many years even
during the time of Gov. Salvacion Z. Perez.
Finally, on November 10, 2009, during the incumbency of congressman Exequiel
B. Javier, Pres. Gloria Macapagal-Arroyo signed R.A. 9746, converting PSCA into
the University of Antique.
At last, the dream has come into a reality! It was a very glorious day for the UA
community and for the Antiqueos as a whole.
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Since its conversion into a university, UAs population has increased significantly
so this requires more instructors, more classrooms and other facilities to
accommodate the increasing number of students.
UA is undergoing lots of changes and developments and its envisions to become
a leading University in science and technology by 2022 and its adheres to its
mission, that is, to provide quality, relevant, and responsive scientific,
technological, and professional education and advanced training in different
areas of specialization and shall undertake research and extension services in
support of the socio-economic development of Antique, the Filipino nation, and
the global community.
Section 2. Vision and Mission

2.1.
Vision
Leading University in Science and Technology by 2022.
2.2.
Mission
The University shall provide quality, relevant, and responsive scientific
technological and professional education and advanced training in
different areas of specialization, and shall undertake research and
extension services in support to socio-economic development of Antique,
the Filipino nation, and the global community.
2.3.
Goals
To elevate the University into national and international distinction, it
shall endeavor to:
2.4.
2.3.1
Deliver quality instruction of international standards;
2.3.2
Implement innovative and research development system;
2.3.3
Undertake responsive
technological transfer ;
2.3.4
Develop viable and sustainable resource generating

strategies; and
2.3.5
Establish effective, efficient, and supportive administration.
and
collaborative
means
for
Objectives
The university should be able to:
2.4.1
Ensure that at least 30% of the faculty members are

doctorate degree holders and the rest are masters degree
holders in their respective fields of specialization by 2022 in
line with its vision and upgrade researchers and
extensionists capability through continuous trainings and
exposures;
2.4.2
Provide state-of-the art physical and instructional facilities;
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CHAPTER 2.
2.4.3
Re-align curricular offerings preferably towards science and

technology- based courses;
2.4.4
Achieve at least level 3 accreditation status in all programs;
2.4.5
Publish researches in national and international refereed

journals;
2.4.6
Strengthen national and international linkages with public

and private institutions;
2.4.7
Formulate and implement investment plans for financial

sustainability;
2.4.8
Collaborate with funding agencies for resource generation;
2.4.9
Conduct periodic management review for quality delivery of

service to the stakeholders. (Art 6, University Code).
GOVERNANCE AND ADMINISTRATION
The Governing Board of the UA is vested in the Board of Regents (BOR) of the University
of Antique as constituted by law. The Board of Regents which is the governing body of
the University of Antique is composed of the following:
Section 1. Composition
1.1.
The Chairperson of the Commission on Higher Education (CHED) as

Chairperson;
1.2.
The President of the University as Vice Chairperson;
1.3.
The Chairperson of the Committee on Education of the Senate as

member;
1.4.
The Chairperson of the Committee on Higher and Technical Education of

the House of Representatives, Congress of the Philippines as member;
1.5.
The Regional Director of the National Economic Development Authority

(NEDA) as member;
1.6.
The Regional Director of the Department of Science and Technology

(DOST) as member.
1.7.
The President of the Federation of Faculty Associations as member;
1.8.
The President of the Federation of Student Governments as member;
1.9.
The President of the Federation of the Alumni Associations of the UA

preferably from tertiary programs as member;
1.10.
Two (2) prominent citizens representing the private sector who have
distinguished themselves in their professions or fields of specialization
chosen from among a list of at least five (5) persons qualified in the
province of Antique, as recommended by the search committee
constituted by the University President in consultation with the
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Chairperson of the CHED based on the normal standards and

qualifications for the position as members;
(Art 14, University Code)
Section 2. Powers and Duties of Board of Regents
2.1.
The governing board shall promulgate and implement policies in

accordance with the declared state policies on education and other
pertinent provisions of the Philippine Constitution on education, science
and technology, arts, culture and sports; as well as the policies, standards
and thrusts of the CHED and TESDA.
2.2.
The Chairperson of the Board of Regents shall designate an Officer-in

Charge of the University pending the appointment of the President in
case of vacancy.
2.3.
The Board shall have the following specific powers and duties in addition
to its general powers of administration and the exercise of all the powers
of a corporation as provided in Section 36 of Batas Pambansa Bilang 68
otherwise known as the Corporation Code of the Philippines.
Section 3. Rights and Responsibilities of BOR

3.1.
The BOR members shall have the rights and responsibilities of a regular
member of the Board of Directors/Board of Trustees of non-profit, nonstock corporations.
3.2.
The BOR Chair, Vice-Chair, and the members coming from the
government have the right to sit as Chair, Vice-Chair and as members
thereof ipso facto upon their assumption into office.
3.3.
The right of the Federation President of Faculty, Federation President of

the Alumni, and Federation President of the Student Governments to
become members of the BOR shall automatically rise from their election
and qualification into their respective offices.
3.4.
The private sector representatives must take their oaths of office as

herein provided for before they could assume as BOR members.
3.5.
If the Chairpersons of the Congressional Committees on Education and

Culture/Higher & Technical Education could not personally attend any
regular meeting or special session of the BOR, they may designate in
writing their representatives to the said meeting/session which the
latter should present to the BOR Secretary before the start of the said
meeting or session. They shall be entitled to a seat, voice, and vote.
Section 4. Meetings
The BOR of the UA may hold either regular meetings or special sessions. (Art 17,
University Code).
4.1.
The BOR shall regularly convene at least once every quarter.

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4.2.
The frequency over and above the minimum stated in Section 1.1 hereof,
and the date and venue of regular meetings of BOR shall be determined
by the BOR itself provided that only four (4) regular meetings and two
(2) special meetings shall be granted the authorized allowance.
4.3.
The President of the UA shall be responsible for making the necessary

preparations to ensure the smooth holding of its BOR regular meetings
or special sessions.
4.4.
Special sessions of the BOR may be held only upon the call of its Chair or
Vice- Chair provided that the members of the Board have been duly
notified in writing of the said special session three (3) days before its
holding.
Section 5. Promulgation and Implementation of Policies by the Governing Board.

The Board of Regents of UA may promulgate and implement policies vis--vis
higher education within the UA provided these are consistent with the declared
state policies on education and other pertinent provisions of the Constitution of
the Philippines on education, science and technology, arts, culture and sports,
and with the policies, standards, and thrusts of the CHED and of Republic Act No.
7722, otherwise known as the Higher Education Act of 1994. (Art 18,
University Code)
Section 6. Organizational Structure of the University of Antique
Section 7. Officers of the Administration

The officers of the Administration of UA shall be the President, Vice Presidents,
Deans
of
Colleges/Institutes,
Campus
Directors/Deans,
the
Directors/Coordinators, heads of various department offices, and other officials
of equal rank as members, and the University and Board Secretary. (Art 21,
University Code)
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7.1.
The President
The President is the Chief Executive Officer of the University. S/He is ex
officio head of the UA faculty and the Vice-Chair of the Board of Regents.
S/He is also an ex officio member of the University Council of each
Campus and presides over its meetings whenever present. His/her other
duties and responsibilities are as follows:
7.1.1
As chief executive, the President shall carry out the general

policies laid down by the Board and shall have the power to
act in accordance with the said general policies.
7.1.2
As administrative head, he/she shall have the power and

duty to direct or assign details of the executive action. All
officers, members of the faculty, and employees shall be
responsible to and under the direction of the President who
shall hold them to the full discharge of their duties and
responsibilities.
7.1.3
As chief academic officer, he/she shall be ex-officio head of

the UA faculty. He/she shall have the authority and
responsibility of maintaining academic standards,
professional competence of the faculty, and student
discipline.
7.1.4
He/she shall determine the agenda of all meetings of the

Board of Regents and of the Council provided, however, that
any member of the Board shall be entitled to have any
appropriate subject matter included in its agenda.
7.1.5
He/she shall preside over the commencement exercises and

other public exercises of UA and confer such degrees and
honors as granted by the Board of Regents. All diplomas and
certificates issued by the University shall be signed by the
University President, the VP for Academic Affairs, and the
Registrar.
7.1.6
He/she shall recommend to the Board qualified persons to

fill all vacancies to new positions after proper evaluation
and ranking has been made in accordance with the
approved criteria subject to authorization by the Board.
He/she shall have authority to fill vacancies temporarily; to
issue such appointments as are permitted by the Board of
Regents; and to make such other arrangements as to meet
emergencies occurring between the meetings of the Board
so that work of the University will not suffer.
7.1.7
He/she shall be the official medium of communication

between the teaching force and employees.
7.1.8
He/she shall have general supervision of all business and

other allied activities.
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7.1.9
Should a permission or an authorization given to a third

party to engage in any work or activity within the campus of
the university be abused by such person, to arouse
disloyalty to the Republic of the Philippines or to discourage
students from attending the university or to create an overt
act or dissension among the students, faculty members or
employees, or to interfere directly or indirectly with the
discipline of UA, the President shall, after due investigation,
cancel the privilege so granted and thereafter prohibit the
offending party from staying in the campus. The President
shall thereafter inform the Board of Regents of his/her
action and the Board may take any action that may be
deemed appropriate.
7.1.10 The President shall exercise the following specific powers:

7.1.10.1
Accept the resignation or retirement of faculty

members and employees subject to the approval of
the Board of Regents;
7.1.11 Grant or deny leave of absence without pay and/or

extension of such leave in accordance with the approved
policies of the BOR; provided, that the interest of UA is taken
into consideration and provided, further, that the leave is
justifiable;
7.1.12 Transfer faculty members and employees from one unit,
department, college, or campus of UA to another in the
interest of the service; provided, that the faculty or
personnel concerned is notified before such transfer is
made.
7.1.13 Grant or deny permission for members of the faculty to
accept
training
grants,
fellowships,
scholarship,
assistantship or invitation to conferences sponsored by
outside agencies or organizations without any financial
obligation on the part of UA outside of the salary of the
person concerned, subject to the approval of the Board;
7.1.14 Promulgate such rules which in his/her judgment are
necessary for the safekeeping and proper disbursement of
funds or property of all student organizations officially
approved or recognized; and designate the person whom
he/she may authorize to examine and audit the accounts
pertaining to such funds or property.
7.1.15 Have authority to change the leave status of the faculty from
that of the instructors leave to that of accumulative leave
and vice versa.
7.1.16 Hold officers, instructors, and employees to full discharge of
their duties, and if, in his/her judgment necessity arises,
he/she
shall,
after
consultation
with
the
Page 8
Dean/Director/Division Chief concerned, in proper cases,

initiate the necessary disciplinary proceedings. Disciplinary
Proceedings will be in accordance with law and subject to
final approval of the Board for the separation from the
service of any of them.
7.1.17 Execute and file on behalf of UA all contracts, deeds, and
other instruments necessary for the proper conduct of the
business of UA unless otherwise herein provided.
7.1.18 Invite from time to time scholars of eminence and other
persons who have achieved distinction in some learned
profession or career to deliver a lecture or render service
thereof; and for this purpose, he/she may authorize
honoraria for such services, to be taken from the
miscellaneous and/or contractual funds and at the rates
determined by him/her, subject to the approval of the
Board.
7.1.19 Have such other powers as provided in this Code, in its
charter or as may specifically be authorized by the Board of
Regents and such other powers as are usually pertaining to
the office of the President of a university.
7.1.20 May delegate in writing any of his/her specific functions to
any qualified officer in UA.
7.2.
The Vice President for Academic Affairs (VPAA)

The VPAA supervise all colleges and campuses, Student Affairs Office,
Open Learning Office, University Registrar and Admission Office,
University Library, and Quality Assurance and Accreditation Center.
He/she shall serve as the Chairperson of the Faculty Selection Board. The
main function of the Vice President for Academic Affairs is to assist the
University President in the conduct of academic affairs of the university,
including all campuses and units under his/her supervision. His/her
other duties and responsibilities are as follows:
7.2.1
To assist in the development and implementation of

academic programs which will contribute to the attainment
of the vision, mission, and goals of UA:
7.2.2
To supervise all deans, professors, instructors, and students

under his/her office;
7.2.3
To assist in the formulation of academic policies, curriculum

development, and curricular offerings;
7.2.4
To monitor and evaluate quality of instruction in all

curricular programs of the University and recommend to the
President measures for improvement and development;
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7.2.5
To ensure the commitment and cooperation of faculty

members in maintaining high standards of scholarship;
7.2.6
To exercise educational leadership among the faculty and

institute a faculty and staff development program;
7.2.7
To consolidate the faculty needs of colleges in coordination

with the Human Resource Management office;
7.2.8
To supervise the preparation and assignment of teaching

loads of faculty members by the deans and area
chairpersons and direct them to advise students in their
program of studies;
7.2.9
To recommend the appointment, promotion, retirement, or

termination of the services of the faculty members and
academic staff and institute disciplinary actions;
7.2.10 To prepare and submit Annual Report on instruction and

other related activities; and
7.2.11 To do related work as may be deemed proper for the good of
the students, faculty, and government service.
7.3.
Vice President for Research, Extension, Continuing Education and

Training Services (VPRECETS)
The VPRECETS assist the President in the conduct of research and
extension activities. The following offices are under the supervision of
the VPRECETS: RECETS Council, Intellectual Property Rights, Research,
Extension, and Continuing Education and Training Services. His/her
other duties and responsibilities are as follows:
7.3.1
Take charge of coordinating/monitoring all research and

extension activities undertaken by the different
colleges/departments/ offices;
7.3.2
Initiate and establish tie-up programs with government and

non-government agencies and recommend research
programs, projects, or proposals to funding agencies;
7.3.3
Monitor, review, and evaluate institutional programs and

projects on the effectiveness of the research and extension
programs;
7.3.4
Submit an annual report on research and extension and

other related activities; and
7.3.5
Do other related work as may be deemed proper for the

good of the students, faculty, and the University.
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7.4.
Vice President for Administration and Finance (VPAF)

The Vice President for Administration and Finance assist the President in
the administration and supervision of the following offices in the
University: Administrative Services Office, Financial Management
Services Office, Physical Plant and Maintenance Office, Security Services
Office, Health Services Office, and Business Operational Auxiliary
Services. His/her other duties and responsibilities are as follows:
7.4.1
Supervise all administrative offices and support services

under him/her as reflected in the organizational chart of the
University;
7.4.2
Assist the President in identifying priority thrusts of the

University in administration and related services and
initiate, propose, implement plans, programs and projects
for development of the units under him or her.
7.4.3
Assist the President in undertaking management studies

relevant to the operation of his/her units and when
requested, in developing plans and programs for the
University in coordination with other offices.
7.4.4
Recommend to the University President the allocation of

funds for the administrative and maintenance operations of
the University after consultation with the Finance Director
and Budget Officer;
7.4.5
Ascertain that actual expenditures are in accordance with

authorized appropriations and accounting and auditing
rules and regulations;
7.4.6
Provide effective management of auxiliary enterprises and

other income generating projects; and
7.4.7
Perform such other related duties deemed necessary by the

President.
7.5.
The Executive Assistant

The Executive Assistant Assist the President in the formulation and
implementation of policies, rules, and regulations pertaining to the
management and administration of the University; Supervise/manage
the operations of the Office of the President and shall document, keep,
and file records, BOR Resolutions, directives, issuances, memoranda, and
pertinent documents; Coordinate with various offices under the Office of
the President; Assign/delegate matters to the appropriate units;
Represent the President in meetings, social functions, and in gatherings
when the President is not available. (Art 36, University Code)
Page 11
7.6.
BOR Secretary
The BOR Secretary shall have the following functions, duties and
responsibilities:
7.6.1
Collate data and information needed by members of the

Board of Regents;
7.6.2
Provide pertinent enclosures for adequate documentation of

items in the agenda and shall send out the agenda for
meetings of the members of the Board;
7.6.3
Maintain a full and accurate record of all Board proceedings

and shall furnish the different colleges/campuses of UA
resolutions passed and approved by the Board of Regents
upon written request and approved by the University
President;
7.6.4
Coordinate with concerned offices in connection with

information required by the BOR and may act as the
secretary of the Administrative Council and Academic
Council at the discretion of the University President.
7.6.5
Coordinate and collate the reports of all colleges, divisions,

departments, and sections of UA and shall assist the
President in the preparation of the annual and other
required reports of the Board;
7.6.6
Maintain a systematic filing and safekeeping of records and

documents of the Board of Regents; and
7.6.7
Do other related work as may be deemed proper.

7.7.
Campus Director
The Campus Director shall have the following functions, duties and
responsibilities:
7.7.1
Exercise control and general supervision, direction,

coordination, and control of the campus four (4) thrusts:
instruction, research, extension, and resource generation;
7.7.2
Organize and monitor the scheduling of classes in

coordination with department chairpersons;
7.7.3
Develop and evaluate educational policies, plans, programs,

projects, and activities of the campus;
7.7.4
Provide leadership in the development of curriculum

materials through coordination with the Vice President for
Academic Affairs and promotion of research, and extension
programs for the advancement of education;
7.7.5
Monitor, review, and evaluate faculty performance;

Page 12
7.7.6
Recommend approval of requests for study leave and

transfer, for appropriate action;
7.7.7
Submit annual plans and reports to the President and such

other reports that may be required by other University
authorities;
7.7.8
Make a written report to the President within 10 days after

the end of the academic year on the efficiency of the faculty
of his/her college or institute in consultation with the area
chairpersons of his/her department or division if any; and
7.7.9

7.8.
The Administrative Council

7.8.1
Composition and Powers
7.8.1.1
There shall be an Administrative Council (ADCO) of

the University consisting of the President as the
Chairperson, and the Vice Presidents, Deans,
Directors, and Heads of offices as members.
7.8.1.2
The President of the UA as Chairperson thereof shall

constitute the ADCO.
7.8.1.3
The ADCO formed and constituted shall review and

recommend in accordance with the BOR appropriate
policies governing the administration, management
and development planning of the University.
7.8.1.4
The President of UA shall be the presiding officer of

the Administrative Council. In the absence of the UA
president, he/she may designate the VP for
Administration and Finance to preside the meeting.
(Art30, University Code)
7.8.2
Meetings
The Administrative Council shall meet at least once every quarter

or as necessary as the President may determine. However,
he/she may issue a call for a Special Meeting upon written
request of 1/3 of the members of the Council. Every member of
the Council shall be required to attend all its meetings, but any
member may be excused from attendance for reasons his/her
Dean/Supervisor may consider satisfactory. A quorum of the
Administrative Council shall consist of a majority of the
members. (Art 31, University Code)
7.8.3
Committees
The Administrative Council may create committees, standing or

special, as it deems necessary and convenient for the proper
Page 13
performance of the functions. The President shall be an ex-officio

member of every standing or special committee of the
Administrative Council. (Art32, University Code)
7.9.
The Academic Council

7.9.1
Composition and Powers
7.9.1.1
There shall be an Academic Council (AC) with the

President of the University as Chairperson and all the
members of its instructional staff with the rank of not
lower than Assistant Professor as members. Campus
ACs may be established provided that these campuses
should have equal representation in the University
Academic Council.
7.9.1.2
The President of UA shall be the presiding officer of

the Academic Council. In his/her absence, he/she may
designate the Vice President for Academic Affairs or
any of the Deans to preside in the meeting.
7.9.1.3
The University and Board Secretary shall be the exofficio Secretary of the Council.
7.9.1.4
The AC so formed and constituted shall have the

following powers, in accordance with Sec. 4, Par. (0)
& (v) of R.A. 8292 to wit:
7.9.1.5
Determine, review, and recommend for approval of

the BOR the course/program offerings of the
University;
7.9.1.6
Devise/draft, review, and recommend for approval of

the BOR academic policies including the rules of
discipline of and for the UA; and
7.9.1.7
Fix the requirements for admission of students in the

UA as well as for their graduation and the conferment
of degrees and submit the same to the BOR for review
and/or approval in accordance with Sec. 4. Par. (j) of
R.A. 8292.
7.9.2
Meetings
The Academic Council shall meet at least once every quarter or as

necessary as the President may determine. However, he/she may
issue a call for a Special Meeting upon written request of 1/3 of
the members of the Council. Every member of the Council shall
be required to attend all its meetings, but any member may be
excused from attendance for reasons his/her Dean/Supervisor
may consider satisfactory. A quorum of the Academic Council
shall consist of a simple majority of the members. (Art 34,
University Code).
Page 14
7.9.3
Committees
The Academic Council may create committees, standing or

special, as it deems necessary and convenient for the proper
performance of the functions. The President shall be an ex-officio
member of every standing or special committee of the Academic
Council. (Art35, University Code)
Section 8. Offices Under The Vice President For Academic Affairs (VPAA)
8.1.
The Dean
The Dean shall have the following functions, duties and responsibilities:
8.1.1
Assign teaching load of the faculty in coordination with the

area/program chairperson, supervise directly the conduct of
classes and monitor the performance of faculty in the
college;
8.1.2
Act as the presiding officer of the faculty of the college or

institute and exercise other administrative functions
prescribed by the President and approved by the BOR.
8.1.3
Notify the Vice President for Academic Affairs of all faculty

meetings and furnish him/her with the agenda.
8.1.4
Enforce the institutions policies, rules and regulation on

admission and registration of students, transfer of credits,
course loads, course sequence, and course prerequisites,
scholarships, residence, promotion and others;
8.1.5
Approve the list of candidates for graduation;
8.1.6
Initiate, prepare and supervise the implementation of plans,

programs, and activities of the college to promote excellence
in instruction, research, extension and resource generation
in consultation with the faculty and student body;
8.1.7
Supervise and monitor all publications of the college;
8.1.8
Prepare and submit to the President an annual report of the

college, school or institute and such other reports which the
President may require.
8.1.9
Design curricula of programs to be offered, review and

evaluate their effectiveness; and
8.1.10 Do other related work as may be deemed proper.

8.2.
The Student Affairs and Services Office

The Director for Student Affairs and Services shall have the following
functions, duties and responsibilities:
Page 15
8.2.1
Take charge of the programs and activities related to

student welfare of UA.
8.2.2
Supervise, plan, and coordinate programs and activities

related to student welfare;
8.2.3
Serve as liaison between the administration and faculty

concerning social and recreational needs of the students;
8.2.4
Enforce and implement regulations of the University

relating to students as specified in the University Code,
Faculty Handbook, and Student Handbook;
8.2.5
Supervise and coordinate all

extracurricular activities of students;
8.2.6
Advise the President on matters pertaining to student

welfare through the VPAA;
8.2.7
Prepare and submit reports that may be required by the

President; and
8.2.8
co-curricular
and

8.3.
The National Service Training Program (NSTP)

Consolidate, coordinate, and operationalize the NSTP-CWTS/MTS
activities of the University in accordance with the approved policies of
the programs.
8.4.
The Open Learning Program Office

The Director for Open Learning shall have the following functions, duties
and responsibilities:
8.5.
8.4.1
Initiate plans and programs in line with open learning

program of the different colleges/departments/units;
8.4.2
Manage the operation and determine the manner of offering

of the open learning program;
8.4.3
Prepare program offerings in coordination with the

respective Deans of colleges and submit the same for
approval to the BOR;
8.4.4
Monitor and evaluate the conduct of study sessions; and
8.4.5
The Quality Assurance and Accreditation Office (QuAA)

The Director for QuAA has the following duties and responsibilities:
8.5.1
Develop, communicate, implement, and maintain quality

assurance and accreditation plans to ensure compliance
Page 16
with the national and international standards in higher

education;
8.5.2
Conduct quality management review in coordination with

the Vice-Presidents, Deans, Area/Program Chairpersons,
and Administrative Office heads;
8.5.3
Identify relevant quality and accreditation-related training

needs and manage the training;
8.5.4
Coordinate with the different heads of offices, deans of

colleges and campuses undergoing accreditation activities;
8.5.5
Supervise the accreditation activities of accreditation task

force and keep documents/records in the Accreditation
Center;
8.5.6
Write academic, technical, and managerial reports and

attend trainings related to quality assurance and
accreditation purposes; and
8.5.7

8.6.
The University Registrars Office

The University Registrar shall have the following functions, duties and
responsibilities:
8.6.1
Implement policies on admission, enrollment, accreditation,

graduation, and related matters;
8.6.2
Sign transcript of records, certifications, and related

documents of students;
8.6.3
Secure and maintain confidentiality of students records and

authenticate these records as needed;
8.6.4
Assist in graduation activities; and
8.6.5

8.7.
The University Library

The University Librarian shall have the following functions and
responsibilities:
8.7.1
Ensure that adequate books, references, magazines, and

reading materials are available and in compliance with
standards;
8.7.2
Ensure that reference materials, publications, and books are

updated and latest editions are procured;
8.7.3
Establish linkages/consortia with other institutions;

Page 17
8.7.4
Manage, supervise, and control the operation of the library

and institute safety measures;
8.7.5
Plan and coordinate with the deans and heads of offices on

the development program of the libraries;
8.7.6
Classify library book collections, audio-visual tapes,

interactive and learning module tapes or compact disc and
other reference materials by occupational areas/disciplines;
and
8.7.7

8.8.
The Faculty
The body of Professors and Instructors of each college or campus shall
constitute the faculty. (Art53, University Code)
Section 9. Offices Under The Vice President For Research, Extension, Continuing
Education And Training Services (VPRECETS)
9.1.
RECETS Council
The RECETS Council shall plan, review, and recommend to the Board of
Regents the policies governing the research, extension, continuing
education, training programs and other activities of the university.
9.2.
Research and Development Office

The Director for Research and Development shall have the following
functions, duties and responsibilities:
9.2.1
Coordinate plans and programs in research of the different

colleges/departments/units with the Vice-President for
Research and Extension;
9.2.2
Assist the VP for RECETS in coordinating and monitoring the

implementation of research and extension plans and
programs of the University;
9.2.3
Initiate the publication of University researches in refereed

journals;
9.2.4
Maintain data bank of researchers information for the use

of the University;
9.2.5
Update the University faculty on recent trends in

development of relevant research commodities through
publication and other means of communication;
9.2.6
Plan and develop marketing strategies for research results

for the approval of the VPRECETS;
Page 18
9.2.7

9.3.
Extension Services Office

The main function of the Director for Extension Services is to assist the
President through the VP for RECETS in developing plans and programs
for extension services of the University in coordination with Deans and
other Directors/Heads of departments/units.
His/her other duties and responsibilities are as follows:
9.3.1
Develop or establish data bank for Extension Services of the

University.
9.3.2
Ensure the efficient and adequate operation of the extension

services and shall perform his/her duties in accordance with
the policies issued by the University.
9.3.3
Coordinate with the Director for Research in the publication

of extension activities of the university in any refereed
journal;
9.3.4
Maintain records of non-formal and extension classes and

shall prepare and submit accomplishment and annual
reports to the Vice President for RECETS on the condition/
progress of the extension services.
9.3.5
Conduct researches relevant to the extension program and

in coordination with Director for Research;
9.3.6
Facilitate the transfer of matured technologies developed by

the research center through publication and technical
bulletins; and
9.3.7

9.4.
Continuing Education and Training Services (CETS) Office

The CETS Director shall have the following duties and responsibilities:
9.4.1
Train professionals and technical workers on advanced

technologies for better job opportunities;
9.4.2
Prepare and implement a comprehensive plan

continuing education and training services;
9.4.3
Coordinate with other educational institutions and

industrial establishments in identifying training needs, and
available human, material and financial resources;
9.4.4
Monitor and evaluate the effectiveness of CETS programs

and projects.
for
Page 19
9.4.5

9.5.
Intellectual Property Rights (IPR) Office

The Director for Intellectual Property Rights Office shall have the
following functions, duties and responsibilities:
9.5.1
Review applications or the grants of letters, patents or

inventions, utility models, and industrial designs;
9.5.2
Review application for registration of marks, geographic

indication and integrated circuits;
9.5.3
Register technology transfer arrangements and settle

disputes involving technology transfer payments covered by
law and develop and implement strategies to promote and
facilitate technology transfer.
9.5.4
Promote the use of patent information as a tool for

technology development;
9.5.5
Publish regularly the patents marks, utility models, and

industrial designs, issued and approved, and technology
transfer arrangement registered;
9.5.6
Administratively adjudicate contested proceedings affecting

intellectual property rights;
9.5.7
Coordinate with other government agencies and the private

sectors to formulate and implement plans and policies to
strengthen the protection of intellectual property rights in
the country; and
9.5.8

Section 10. Offices Under The Vice President For Administration And Finance
(VPAF)
10.1.
Administrative Services Office

There shall be an Administrative Services Office headed by the Chief
Administrative Officer who shall directly assist the VPAF in the
management and operation of the administrative and financial affairs of
the University. (Art59, University Code)
The following shall be under the Administrative Services Office:
10.1.1 Human Resource Management Office. It shall prepare a
comprehensive
personnel
development
program,
coordinate and review work performance of personnel,
prepare and process recruitment and selection of personnel,
prepare appointments and other personnel documents
related to leaves, transfer, position classifications etc. and
Page 20
effectively supervise the staff engaged in personnel

functions.
10.1.2 Procurement and Supply Office. It shall be responsible for
the procurement of the needed supplies and materials, tools
and equipment needed by the different colleges, offices,
units and personnel of the university including the safety of
all university properties under custody and disposition.
10.2.
Financial Management Services (FMS) Office

The Director for FMS Office shall have the following functions, duties and
responsibilities:
10.2.1 Prepare quarterly reports to the deans, heads of offices or
concerned officials on financial matters;
10.2.2 Assist the president in financial resource generation
activities of the university; and
10.2.3 Do other related work as may be deemed proper
The following shall be under the FMS Office:
10.3.
10.2.3.1
Budget Office. It shall prepare the annual,

supplemental, special or deficiency budgets of the
university; control the allocation of funds; analyze the
status of appropriations and trends of university
expenditures and perform other related financial
accounting personnel and administrative functions.
10.2.3.2
Accounting Office. It shall implement accounting and

auditing rules and regulations; supervise and prepare
financial statement reconciliations, accounting
records and reports, and verify the correctness of
schedules, financial statements, and certify the
availability of funds.
10.2.3.3
Cashiering Services Office. It shall be responsible

for the safekeeping, recording, updating and
disbursing of university funds in the most efficient,
effective and legal manner.
Physical Plant and Maintenance Services (PPMS) Office

The Director for PPMS Office shall have the following functions, duties,
and responsibilities:
10.3.1 Chair the Technical Building committee and see to it that
buildings to be constructed are in accordance with the
specifications in the development plan;
10.3.2 Set the policies and guidelines on the utilization of function
rooms, gym, and other school facilities;
Page 21
10.3.3 Prioritize repairs/renovations/maintenance of buildings

and recommend buildings for demolition/condemnation
and shall attend to the maintenance of all buildings, class/
laboratory rooms, school furniture, canals, pavements, toilet
and other school facilities;
10.3.4 See to it that buildings, rooms, and offices are provided with
appropriate lightings and ventilation;
10.3.5 Recommend to the Office of the President equipment,
devices, materials, and supplies to be procured for the
maintenance of facilities; and
10.3.6 Oversee the maintenance of the cleanliness of the
surroundings of the University; and
10.4.
Civil Security Services (CSS) Office

He/she shall take charge of the overall security of the University, plan
security measures and recommend preventive action in instances where
both lives and university property are in danger. (Art62, University
Code)
10.5.
Health Services Office

The Head of Health Services office shall have the following functions,
duties and responsibilities:
10.5.1 Prepare plans, budget allocation, and manage health
services of the university;
10.5.2 Handle simple, uncomplicated and stable medical cases;
10.5.3 Engage in preventive-promotive activities such as physical,
medical, and dental examinations;
10.5.4 Render diagnostic and treatment services;
10.5.5 Attend to emergency cases, provide first aid, and make
referrals of complicated and unmanageable cases to the
hospital for intensive management;
10.5.6 Monitor common illnesses, health problems, and epidemics
to health authorities for proper management;
10.5.7 Give lecture and provide symposia on health related issues
for information dissemination to the public;
10.5.8 Conduct home and hospital visitation and monitor the
condition and progress of healing of patients;
10.5.9 Perform related tasks on public health; and
Page 22

10.6.
Business Operations/Ancillary Services (BOAS) Office

The Director of Business Operations/Ancillary Services Office shall have
the following functions, duties and responsibilities:
10.6.1 Monitor and evaluate the implementation of policies and
guidelines concerning the business affairs of the university;
10.6.2 Assist in the initiation and planning of the establishment of
the income-generating projects and other business affairs
activities;
10.6.3 Assume the responsibility on financial matters relating to
the operation of the office projects subject to pertinent
provision of law, accounting procedures, and that of the
universitys objectives;
10.6.4 Review and endorse budget proposals, feasibility studies
and contracts for recommendation and implementation by
the VP for Administration and Finance ( VPAF);
10.6.5 Evaluate and process the business proposals based on the
university objectives;
10.6.6 Prepare and submit to the VPAF
communications relative to business affairs;
reports
and
10.6.7 Assist in the marketing operations of the production

services; and
CHAPTER 3.
ACADEMIC FREEDOM
Section 1. Legal Bases

The University of Antique shall enjoy academic freedom and institutional
autonomy as provided for in B.P. 232, R.A. 8292, and Par. 2 sec. 5 of Art. XIV of
the 1987 Constitution of the Republic of the Philippines which states that
Academic freedom shall be enjoyed in all institutions of higher learning. (Art
10, University Code)
Section 2. Academic Freedom at the Institutional Level
Institutional academic freedom refers to the liberty of the university to
determine by itself who may teach, what shall be taught, and who can study in
the institution subject to reasonable admission and retention requirements.
Individual academic freedom is the right of the teacher to conduct academic and
Page 23
scholarly inquiry and to publish the results without prior restraint or

subsequent punishment. (Art 10, University Code)
Section 3. Academic Freedom of Teachers, Researchers & Extension Service
Personnel
The University shall uphold high academic standards of its three-fold functions
namely instruction, research, and extension. Resource generation is the support
function of the University. (Art 10, University Code)
CHAPTER 4.
THE FACULTY
Section 1. Classification
1.1.
Regular Faculty
The regular faculty members of the teaching staff are faculty members
who are hired on a full-time basis and whose main functions include
instruction, research, extension and production in pursuance of the
vision-mission of the university. It can be teaching or non-teaching.
1.1.1
Teaching
It shall include the following: University Professors, Professor,

Associate Professors, Assistant Professors, and Instructors.
It also includes the Research/Extension Faculty.
1.1.1.1
Professor Emeritus*
1.1.1.2
University Professors
1.1.1.3
Professors
1.1.1.4
Associate Professors
1.1.1.5
Assistant Professors
1.1.1.6
Instructors
1.1.2
Non-Teaching
The academic non-teaching staffs, referred to as Research,

Extension, and Professional Staff (REPS), are as follows:
1.1.2.1
Research/Extension Faculty
Qualified researchers/extension specialists who are
given
teaching
assignments
are
called
"Research/Extension Faculty". They are appointed to
the ranks of Research/Extension Professor/Associate
Professor/Assistant Professor depending on their
qualifications.
The principal function of the Research/Extension
faculty is to conduct research/extension. In addition,
they are required to teach at least one (1) course each
Page 24
semester in the discipline of their specialization in

any suitable teaching department or unit of the
University
1.1.2.2
University Research Service Group

1. University Research Associate (URA)*
2. University Researcher (UR)
This group, depending on the rank, assists in the
preparation and evaluation of research proposals and
instruments including the collection, compilation,
analysis and interpretation of data, and the
presentation of research results.
1.1.2.3
University Extension Service Group

1. University Extension Associates (UEA)*
2. University Extension Specialists (UES)*
This group, depending on the rank, assists in the
design and conduct of training and extension
courses/programs as well as the preparation and
dissemination of training and extension materials.
1.1.2.4
Academic Staff
Is include the Registrar, Guidance Counsellors and
Librarians
1.2.
Non-regular
The non-regular members of the teaching staff are faculty members
classified as follows:
1.2.1
Part-time Faculty
These are faculty members hired to teach on a term basis

(semester or summer).They receive remuneration on an hour
rate. Though their presence is required during class hours only,
they are also expected to undertake assigned tasks and spend
time to conduct research, improve and augment productivity,
and promote and develop extension services in pursuance of the
vision-mission of the university.
1.2.2
Visiting Professor
Visiting professors are those invited by the university from other

institutions to render services in the form of instruction,
research, extension and the like for the duration of a program.
Foreign professors who are invited to speak in a forum,
symposium or a lecture series fall under this category.
Page 25
1.2.3
Exchange Professor
Exchange professors are those professors coming from the other

campuses who are invited to render services in the form of
instruction, research, extension, and the like in the main campus
or vice-versa for a fixed period of time, usually from six (6)
months to two (2) years.
1.2.4
Adjunct Faculty
These are cooperating teachers who are directly involved in the

supervision of students performing their off-campus practiceteaching.
Section 2. Faculty Composition (University Code)
The body of permanent professors and instructors of each college/department
shall constitute the faculty. The members of the faculty shall include the
following:
2.1.
Instructors
Instructor 1
Instructor 2
Instructor 3
2.2.
Assistant Professors
Assistant Professor 1
2.3.
Associate Professors
Associate Professor 1
2.4.
Professors
Professor 1
Professor 2
Professor 3
Professor 4
Professor 5
Page 26
Professor 6
2.5.
2.6.
Position Titles and Qualifications

2.6.1
Instructor
2.6.1.1
A Masters Degree in the area of specialization;
2.6.1.2
A Bachelors Degree in the area of specialization

provided the appointment shall be temporary.
He/she is given two (2) years to finish the
appropriate Masters degree.
2.6.2
Assistant Professor
2.6.2.1
CCE points of at least 66 points for the higher subrank of the Instructor position and at least 88 points
for the Assistant Professor position; and (Based on
NBC 4th cycle Evaluation)
2.6.2.2
Masters Degree for Assistant Professor II to IV.
2.6.3
Associate Professor
2.6.3.1
CCE points of at least 124;
2.6.3.2
Masters degree in the area of specialization; and
2.6.3.3
Qualitative contributions in instruction.
2.6.4
Professor
2.6.4.1
CCE points of at least 159;
2.6.4.2
Doctorate Degree for Professor IV to VI;
2.6.4.3
Qualitative contributions in instruction, research,

extension and production or in at least two of the four
functional areas; and
2.6.4.4
In cases where a doctorate degree is not normally

part of career preparation or where such doctoral
program is rare, the doctorate requirement may be
waived provided that the candidate has an
appropriate masters degree, has at least 159 CCE
points (including educational qualification) and has
earned at least 20 points in the following areas:
Books, monographs, compendiums and major
bodies of published work
Scientific articles in publications of international
circulation, and other works of similar nature
Discoveries, inventions and other significant
original contributions
Page 27
2.6.5
2.6.5.1
conferred the title for exemplary achievement in their

respective fields
2.6.5.2
CCE points of at least 195-200;
The qualifications are subject to change based on the National Budget

Circular (NBC) issued by the Department of Budget and Management
(DBM).
Section 3. Hiring Procedure of Faculty
Hiring Procedures
3.1.
Faculty Selection Board (FSB)

3.1.1
The UA shall create a Faculty Selection Board herein

referred to as the FSB. This body shall assist the University
President in selecting applicants or candidates for
recommendation to the BOR, who shall confirm the
appointment of faculty members to positions/ranks.
3.1.2
The members of the Faculty Selection Board (FSB) of the

University are the following:
3.1.2.1
The Vice president for Academic Affairs as Chairman;
3.1.2.2
The Dean where the vacancy/need exists;
3.1.2.3
The Human Resource Management (HRM) Officer as

the FSB Secretary, who shall continuously make an
inventory of all vacant positions and coordinate with
the department chairman/head in determining
qualified insiders who may be considered for
appointment. He shall keep records of the
proceedings of the FSB and maintain all records or
documents, keeping them in readiness for inspection
and audit by the Civil Service Commission;
1) The President of the CSC-accredited Faculty
Association/Union in the UA, or if there is no
accredited
faculty
association/union,
representative chosen through general
election;
2) Chief Administrative Officer as Representative
from the Management;
3) Chairman of the department to which the
appointee will be assigned;
3.1.2.4
The FSB shall make its activities and decision as

transparent as possible.
Page 28
3.1.2.5
The HRMO shall list candidates aspiring for the

vacant position, either from within or outside the
UA.
3.1.2.6
The HRMO shall conduct preliminary evaluation of

the qualifications of all candidates. Those initially
found qualified shall undergo further assessment
such as written examination, skills test, interview,
personality tests and others.
3.1.2.7
The HRMO shall notify all applicants of the outcome

of the preliminary evaluation.
3.1.2.8
The HRMO shall submit the selection line-up to the

FSB for its deliberation en banc.
3.1.2.9
The FSB shall make a systematic assessment of the

competence and qualifications of candidates for
appointment to the corresponding level or positions,
evaluate and deliberate en banc the qualifications of
those listed in the selection line-up,
3.1.2.10
The FSB shall submit a comprehensive evaluation

report of all the candidates screened for appointment
so that the appointing authority will be guided in
choosing the one who can efficiently perform the
duties and responsibilities of the position to be filled.
This evaluation report should not only specify
whether the candidates meet the qualification
standards of the position but should also include
observations and comments on the candidates'
competence and other qualifications that are
important in the performance of the duties and
responsibilities of the position to be filled. Likewise,
information about the candidate's preference of
assignment should be mentioned in the report. The
evaluation report should specify the top five ranking
candidates whose over-all points scores are
comparatively at par based on the comparative
assessment in terms of performance, education and
training,
experience
and
outstanding
accomplishments, and other relevant criteria.
3.1.2.11
The UA President shall assess the merits of the FSB's

evaluation report of candidates screened for
appointment and in the exercise of sound discretion,
select, in so far as practicable, from among the top
five ranking candidates deemed most qualified for
appointment to the vacant position. The top five
ranking candidates, however, should be limited to
those whose overall point scores are comparatively at
par based on the comparative assessment. To
Page 29
determine candidates who are comparatively at par,

the FSB shall set reasonable differences or gaps
between point scores of candidates for
appointment.
3.1.2.12
The UA President shall issue the appointment in

accordance with the provisions of the UA Merit
Selection Plan as approved by the governing board,
and submitted to the CSC.
3.2.
Pursuant to the University Merit System for faculty members, the

minimum educational qualification for recruitment shall be a masters
degree or its equivalent in the appropriate specific area of specialization.
3.3.
In the absence of one qualified, the following will be recruited/hired in

the order of preference, provided the appointment shall be temporary
until such time the person concerned has acquired the requisite
qualification within a period of no more than two (2) years. BS/BA
degree holder of needed specialization and the following shall be the
order of preference:
3.3.1
Has taught for a minimum of two (2) years with very

satisfactory performance and has earned at least fifteen (15)
units in relevant Masters Degree
3.3.2
Has achieved national/international prominence in the area

of specialization.
3.3.3
Has received scholarship grants, fellowships, travel grants

and the like which are related to his/her area of
specialization.
3.3.4
Graduated with academic honours such as summa cum

laude, magna cum laude, or cum laude.
3.3.5
Belongs to the top ten in the appropriate Board

Examination.
3.3.6
Has taught for a minimum of two (2) years in the tertiary

level
Entry to faculty and academic staff positions shall be at an appropriate

faculty rank based on the prevailing criteria for evaluation.
Section 4. Policy on In-breeding
In the hiring of faculty members, in-breeding is discouraged. However, a
graduate of the university may be hired provided he/she has shown exemplary
performance or record while he/she is still a student in the university.
Page 30
CHAPTER 5.
APPOINTMENT, PROMOTION, TENURE & SEPARATION FROM SERVICE
Section 1. Appointment
The appointment of the faculty shall be based on the UA Merit System for the
Faculty members. The selection of the faculty members shall be based on their
relative qualifications and competence to perform the duties and responsibilities
of the position. There shall be no discrimination in the selection of the faculty on
account of gender, civil status, disability, religion, ethnicity, or political
affiliation.
1.1.
Appointment Status
1.1.1
Temporary Status
1.1.1.1
A faculty member who has been newly appointed to

full-time work is given a probationary period of no
more than four (4) consecutive terms or two (2)
years. At the end of which the appointee may either
be retained or dropped, based on performance
evaluations.
1.1.1.2
A faculty on temporary status is expected to consider

the employment strictly temporary. In case of
universitys non-renewal of contract, a notice of
termination shall be served at least thirty (30) days
before the last day of employment
1.1.1.3
A temporary appointment shall be given to an

individual who is employed due to exigencies of the
service and shall be given two (2) years to meet the
required minimum educational qualification. In case
of failure, a more qualified applicant may replace the
appointee.
(CHED Manual of Operations for State Universities
and Colleges, January 2004)
1.1.2
Permanent
A permanent appointment shall be given to a faculty after the

two-year probationary period. For non-MA faculty members who
do not have the required educational qualification but are
employed due to exigencies the following criteria shall be
followed:
1.1.2.1
Very satisfactory teaching performance as evaluated

by students, peers, the department head and the
dean;
1.1.2.2
Values and attitudes reflecting the university mission

statement, such as the sense of cooperation, and
responsibility in academic tasks;
Page 31
1.1.2.3
Completion of a Masters Degree for those hired with

a Bachelors Degree;
1.1.2.4
Compliance with regulations and academic

responsibilities and requirements for attendance, and
punctuality in institutional activities, and prompt
submission of grades and other reports.
1.1.2.5
Demonstration of research capability; and
1.1.2.6
Active participation and membership in department,

college, and university committees and activities.
(CHED Manual of Operations for State Universities
and Colleges, January 2004)
1.1.3
Substitute
A substitute appointment shall be issued when the regular

faculty is temporarily unable to perform the duties of his position
as when he is on approved leave of absence or is under
suspension or on scholarship or is on secondment. This is
effective only until the return of the former incumbent. A
substitute appointment is issued only if the leave of absence of
the incumbent is at least three (3) months, except in the case of
teachers.
(Civil Service Guidelines)
1.2.
Exemption from Civil Service Examination

Faculty of the University of Antique being closed-career professionals
are not required Civil Service Eligibility as a requirement for
appointment. However those teaching Professional Courses in boarddegree programs should be a licensed professionals.
1.3.
Types of Faculty Appointment

1.3.1
Original
The original appointment is issued to a faculty member to enter

the government service. The first six (6) months of service
following a permanent appointment shall be probationary in
nature and the appointee shall undergo a thorough character
investigation. A probationer may be dropped from the service for
unsatisfactory conduct or want of capacity anytime before the
expiration of the probationary period: Provided that such action
is appealable to the Civil Service Commission.
1.3.2
Promotion
The advancement of the faculty from one position to another

within an increase duties and responsibilities as authorized by
law and usually accompanied by increased in salary.
Page 32
Section 2. Ranking and Promotion

BOR Resolution No. 211, s. 2006, approves the Revised 2005 Integrated Scheme
for Ranking and Promotion (ISRP) and outlines the positions and corresponding
qualifications of faculty members. For details on the procedure for ranking and
promotion and full text of the ISRP, refer to 2005 ISRP: Implementing
Guidelines and Procedures
The following policies outline the positions and corresponding qualifications of
faculty members:
2.1.
Rank Promotion
Ranking for promotion is a form of institutional recognition of the
meritorious performance and outstanding achievements of a faculty. A
faculty member who has attained significant achievement or has
demonstrated exemplary performance is given due recognition through
evaluation for rank promotion.
2.1.1
Promotions of faculty shall give careful considerations of

points in the faculty salary schedule as well as the
candidates ability, research competence and productivity,
scholastic performance, dedication to service, length of
service, positive evidence of educational interest and
marked academic growth, moral integrity, and personal
character and conduct, public relations and loyalty to UA.
2.1.2
The UA shall promote the faculty in accordance to the

following policies:
2.1.2.1
A faculty member maybe considered for promotion to

a higher faculty rank/sub-rank on the basis of the
minor requirements (Educational training and
scholastic grants) of the position, including
performance rating of at least Very Satisfactory,
during the last two (2) rating period according to
criteria set in the NBC (SUCs) and CSC
policies/guidelines.
2.1.2.2
In cases where the competence and qualifications of

two or more faculty members are comparatively at
par, preference shall be given to the candidate in the
department where the vacancy exists.
2.1.2.3
The filing and pendency of the administrative case

against a faculty member shall not constitute a
disqualification from promotion.
2.1.2.4
Promotion within six (6) months prior to compulsory

retirement shall not be allowed except as otherwise
provided by law.
Page 33
2.1.2.5
Positions belonging to close career are exempted

from the three (3) salary grade limitation on
promotion.
2.1.2.6
A faculty member who is on local or foreign

scholarship or training grant or pregnant or on
maternity leave or on secondment may be considered
for promotion.
For this purpose, the performance ratings to be
considered shall be the two (2) ratings immediately
prior to the scholarship or training grants or
maternity leave or secondment if promoted, the
effectivity date of the promotional appointment,
including in those on secondment shall be after the
scholarship or training grant or maternity leave or
upon assumption to duty.
(Reference: 2005 ISRP: Implementing Guidelines and
Procedure)
2.2.
Rank Categorization
FACULTY
RANK
Instructor
Assistant Professor
Associate
Professor
Professor
University
Professor
SUB-RANK
SALARY
GRADE
POINT BRACKET (as of

NBC 461 Cycle 4)
I
II
III
I
II
III
IV
I
II
III
IV
V
I
II
III
IV
V
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
65 and below
66-76
77-87
88-96
97-105
106-114
115-123
124-130
131-137
138-144
145-151
152-158
159-164
165-170
171-176
177-182
183-188
VI
29
189-194
30
195-200
Section 3. Appointment to Specific Ranks and Tenure

Tenure or permanency is granted to a faculty member who meets the
requirements for the position to which she/he is being appointed after a trial
period in accordance with the rules and standards set by the University.
Page 34
The criteria for tenure set by the University ensure that each faculty
satisfactorily performs his/her teaching duties as well as contribute to the pool
of knowledge in his/her chosen field or discipline. The inextricable link between
teaching and research/creative work/extension, which is an essential
requirement for faculty promotion.
3.1.
Appointment to Part-time Faculty

Part-time Faculty shall be appointed to teach in a college or a program
based on his/her educational qualification. His/her compensation rate
shall be based on said educational qualification. Present position and
experience related to courses taught shall also be considered in
determination of compensation rate based on the following table:
Position
Equivalent
Level
SG
Per
Hour
Instructor
12
172
13
184
14
198
15
213
16
229
17
246
18
265
19
286
20
307
21
330
22
354
Assistant
Professor
3rd Mate
4/E
Associate
Professor
2nd
Mate
3/E
Chief
mate
2/E
Professor
Master
Mariner
Chief
Engineer
23
381
24
409
Educational
Qualification
Bachelor
Degree
Masters
Degree
Doctorate
Degree
Relevant Professional Experience
At least 5 years experience or At least

24 units in related Masters Degree
At least 10 years experience or At
least 30 units in related Masters
Degree
least 36 units in related Masters
Degree
At least 5 years experience or At least
24 units in related Doctoral Degree
least 36 units in related Doctoral
Degree and/or Head of Office
Degree or Head of Office
Degree or Head of Office
At least 5 years experience or Head of
Office
At least 10 years experience or Head
of Office
of Office
of Office
* Based on the Third Tranche Salary Schedule for Civilian Personnel of the National Government
* Head of Office refers to supervisory position in at least Municipal LGUs, Provincial NGOs, NGAs & GOs
A step increment after every three years of very satisfactory teaching

experience shall be given.
Page 35
Highly technical or specialized professionals who will be hired by the

university and whose qualification does not fall on any classification in
the above table will have an entry salary to be determined by the
Administrative Council.
Health condition shall be considered in the hiring of part-time faculty.
Section 4. Separation from Service
An appointment of a faculty member may be terminated by resignation,
retirement or removal for a cause.
4.1.
4.2.
Resignation
4.1.1
A faculty who shall resign from the University is required,

pursuant to law, to give to the President through channel a
written notice of his decision to resign at least one (1)
month prior to the effective date of resignation. A
resignation is deemed accepted upon filing thereof and
deemed irrevocable without prejudice to necessary
clearance or legal action of the University if the 30-day
notice has not been complied with. However, the 30-day
notice may not be complied with based on Art.285 of the
Labor Code of the Philippines.
4.1.2
It is incumbent upon all faculty, whether full-time or parttime, to finish the semester or school year as provided for in
the contract.
4.1.3
A probationary faculty has to submit a letter of resignation if

he leaves the University within the school year for some
valid reasons.
4.1.4
The written resignation notice and quit claim duly signed by

the faculty must be filed with the Office of the President
through channel.
4.1.5
Upon filing his resignation notice, the faculty must secure a

clearance form and clear himself of all accountabilities and
other obligations with the University. All University
property, records, documents, tools, and other assets in the
facultys possession, custody, or control must be submitted
to the Chair/Dean within three (3) days before the effective
date of the resignation.
4.1.6
All faculty who resign are entitled to all benefits that are due
to them as provided by law.
Expiration of Contract
A faculty whose contract expires need not file a resignation letter but has
to accomplish the necessary clearance form or clear himself of all
accountabilities and other obligations with the University. All applicable
benefits shall be given to him.
Page 36
4.3.
Preventive Suspension and Termination for a Cause.

The services or employment of faculty may be terminated or separated
for a cause, laid off or suspended from one month to not more than six
months, in accordance with the rules and regulations of the University
and conformable to existing and applicable laws and implementing
regulations.
4.4.
Retirement
Those faculty members who became GSIS members prior to the
implementation of Republic Act No. 8291 otherwise known as the
Government Service Insurance System Act of 1997 shall have the option
to retire under P.D. 1146, R.A. 660, or R.A.1616, subject to eligibility.
4.4.1
Optional (Under R.A. 660) known as magic 87 (retirees

age plus years in service must sum up 87)
4.4.1.1
Options for this kind of retirement in the GSIS:

Option 1: Automatic pension. A pensioner below 60
has the option either to receive automatic pension or
a lump sum of one year monthly pension in advance
for 5 years. After the 5-year lump sum, they will start
receiving their monthly pension for life.
Option 2: Initial 3-year lump sum. To those who are
60 but below 63 years old upon the date of their
retirement, they will receive a 3-year lump sum. On
their 63rd birthday, they will then receive the
subsequent 2-year lump sum. If the pensioner is still
living after the 5-year guaranteed period, he shall be
entitled to a monthly pension for life.
Option 3: 5-year lump sum. This is intended for those
who are 63-65 years old. They can receive a 5-year
lump sum of cash upon retirement. After 5 years, they
will receive their monthly pension for life then.
4.4.1.2
Conditions with this pension plan must be met:

4.4.1.2.1
The maximum monthly pension for those

above 57 years old shall be 80% of the
Average Monthly Salary (AMS) received
during the last 3 years immediately
preceding retirement.
4.4.1.2.2.
The Maximum pension for those aged 57

and below shall be 75% of the AMS.
The requirements for
retirement plan will be:
this
type
of
1. The retiree's last 3 years of service

before retirement must be continuous,
Page 37
except in cases of death, disability,

abolition, and phase- out of position
due to reorganization.
2. His/her appointment status must be
permanent in nature.
3. Must be under the magic 87 as
shown below:
Age
4.4.2
52
56
60
64
53
57
61
65
54
58
62
55
59
63
Service 35
31
24
16
34
30
22
15
33
28
20
32
26
18
Retirement under R.A. 1616 under this plan a faculty

member can claim refund of all his/her GSIS premiums and
receive gratuity payments from his/her last employer.
The requirements for the RA 1616 retirement option are:

4.4.2.1
The retiree must be in the government service on or

before May 31, 1977
4.4.2.2
The retiree must have rendered at least 20 years of

service regardless of age and employment status
4.4.2.3
The retiree's last 3 years of service before his

retirement must be continuous, except in cases of
disability, death, abolition or phase out of position
due to reorganization.
4.4.3
Retirement under P.D. 1146 only those who have been in

government service after May 31, 1977 but before June 24,
1997 can avail of this retirement program. It gives you a
choice between a basic monthly pension (BMP) and cash
payment.
4.4.4
Retirement Under R.A. 8291
To qualify for this retirement mode:

4.4.4.1
The retiree must have rendered at least 15 years of

service and must be at least 60 years of age upon
retirement.
4.4.4.2
The retiree must not be a permanent total disability

pensioner.
Page 38
Unlike other retirement modes, the last three years of

service of a retiree need not to be continuous under
R.A. 8291.
Retiring members who will opt to retire under R.A.
8291 are entitled to either of the following:
Option 1: 5-Year Lump Sum and Old Age Pension
With this, the retiree can get a 5-year worth of
pension in advance in a lump sum amount. The lump
sum is equivalent to 60 months of the Basic Monthly
Pension (BMP) payable at the time of retirement.
After 5 years, the retiree will start receiving his/her
monthly pension then.
Option 2: Cash payment and Basic Monthly
Under this option, the retiree will receive a Cash
Payment equivalent to 18 times the Basic Monthly
Pension (BMP) payable at the time of his/her
retirement and then a monthly pension for life
payable immediately after his/her retirement date.
4.4.4.3
Retirement under R.A. 7699 known as Portability

Law.
SSS years of service plus the retirees GSIS years of
service can qualify him/ her for retirement pension.
Section 5. Extension of Service in the University

5.1.
[The Civil Service Law and Rules, Omnibus Rules on Appointment and
Other Personnel Actions ]
Rule XIII, Sec. 12 (a) No person who has reach the compulsory
retirement age of 65 can be appointed to any position in the
government, subject on the to the exemption provided under subsection (b) hereof.
However, in meritorious cases the commission may allow the extension
of service of a person who has reach the compulsory retirement of sixty
five (65) years, for a period of six (6) months only unless otherwise
stated. Provided, that, such extension maybe for a maximum period of
one year for one who will complete the fifteen years of service required
under the GSIS Law.
A request for extension shall be made by the head of office and shall be
filed with the commission not later than three (3) months prior to the
date of the official/employees compulsory retirement.
Henceforth, the only basis for heads of offices to allow an employee to
continue rendering service after his/her sixty fifth (65) birthday is a
Resolution of the Commission granting the request for extension. Absent
Page 39
such Resolution, the Salaries of the said employee shall be the personal
account of the responsible official.
Services rendered during the period of extension shall no longer
credited as government service. However, services rendered specifically
for the purpose of completing the fifteen (15) years of service required
under the GSIS Law shall be credited as part of government service for
purposes of retirement. An employee on service extension shall be
entitled to salaries, allowances, and other remuneration, that are
normally considered part and parcel of an employees compensation
package, subject to existing regulations on the grant thereof.
CHAPTER 6.
FACULTY DUTIES AND RESPONSIBILITIES
Section 1. General Tasks

Every faculty of the University shall:
1.1.
Perform his/her duties to the school by discharging his/her

responsibilities in accordance with the Mission, Vision, and Objectives of
the University.
1.2.
Be accountable for the efficient and effective attainment of specified

learning objectives in pursuance of national development goals within
the limits of available school resources.
1.3.
Render regular reports on performance of each student and to his/her

parents or guardians with specific suggestions for improvement.
1.4.
Assume the responsibility of sustaining ones professional growth and

advancement and of maintaining professionalism and proper behaviour
at all times.
1.5.
Perform other functions like research, extension and production

whenever necessary and required.
1.6.
Participate as a catalyst of change in the University and community

within the context of national goals (Section 16, Chapter 3, Batas
Pambansa Blg. 232: Education Act of 1982)
Section 2. Working Hours, Workload and Other Related Work

2.1.
Working Hours
Fulltime members of the faculty and employees of the University shall be
on duty for a maximum of 40 hours each week in accordance with the
time schedule approved by the VPAA as reflected in the instructors
individual faculty load.
When the interest of the University service so require, the head of any
office may request the proper authorities to extend the daily hours of
duty for any or all of the employees under him/her and may likewise
require any or all of them to do overtime work not only on workdays but
Page 40
also on holidays. Provided, that work, in excess of eight (8) hours must
be properly compensated.
2.2.
Workload
[Book II, Chapter 13, Article 57, Sections 1-13 of the University Code)
A fulltime faculty member renders a minimum of twenty five (25) hours
of service per week; maximum of forty (40) hours of which twenty-four
(24) hours are devoted to actual teaching and sixteen (16) hours to
preparation and post-teaching activities.
Activities to constitute the total workload shall include instruction,
research, extension, production, administration and other academicrelated functions and shall be determined using the formula on total
workload:
TW = IA + REPA + AdmA + ARA
where:
IA
Instructional Activities
REPA =
Research, Extension & Production Activities
AdmA =
Administrative Assignments
ARA
Academic-Related Assignments
Teaching loads from home department or unit shall be not less than fifty
percent (50%) of the total workload.
In assigning teaching loads, expertise or field of specialization shall be
strictly considered.
Teaching load assignments shall be limited to three (3) preparations
only. However due to exigency of service, preparations beyond three (3)
shall be given equivalent teaching unit.
2.2.1
Overload. The regular members of the faculty may render

the compensable overload inside the regular working hours
while the regular faculty with administrative positions shall
render the same only after office hours.
When funds are available, overload shall be paid or
compensated with honorarium based on the basic monthly
salary of the concerned faculty member during the time said
overload is rendered, provided such overload shall be
limited to a maximum of three (3) to six (6) units depending
on exigency of the service and that no faculty member in the
same college/department is underloaded. Furthermore, the
overload pay of the faculty must not exceed seventy five
(75%) of his/her monthly basic salary.
Faculty members with the same qualifications but with
lower academic ranks shall be given priority for overload
teaching.
Page 41
2.2.2
Service Credit. In case the budget allocated for honoraria is

insufficient, service credit shall be given in lieu of all unpaid
or uncompensated overloads.
For conversion purposes, five (5) contact/service hours
shall be equivalent to one day of service credit.
Whenever a faculty member on TL status is required to
perform regular functions and/or assigned important
tasks/jobs to work on including other emergency
assignments on Saturdays, Sundays, holidays or outside the
regular official time by school officials due to exigency of the
service, the faculty shall be granted service credits upon
recommendation of the said school officials and approval by
the President.
2.2.3
Compensatory Time-Off. When funds are not available,

overload shall be granted compensatory time-off in lieu of
said overtime service rendered without pay in accordance
with the Joint CSC-DBM Circular No. 2, s. 2004.
2.2.4
Emergency Load. A faculty member, even when he/she is

already overloaded, shall be given preference to teach
emergency loads before anybody else from the ranks of the
academic non-teaching personnel is considered.
An overloaded faculty member shall be assigned three (3)
units emergency load only.
Emergency load shall be justified by the Department/Area
Head in writing and approved by the Dean.
The schedule for emergency load shall be outside of the
regular official time.
2.2.5
Substitution of Load. Substitution is given only to faculty

members who shall take over for those on short-term leave
such as maternity/paternity leave, vacation/sick leave and
on official businesses.
Substitution is allowed only if arranged and authorized by
the Department/Area Head and Dean thus substitution
through internal arrangement between and among faculty
members is extremely prohibited.
When duly arranged and authorized, services for
substitution shall be considered as part of the teaching load.
2.2.6
Outside Teaching Load. Faculty members shall be allowed

outside teaching load on part-time basis only.
Those who wish to teach in other universities and colleges
shall secure permission from the President coursed through
channels.
Page 42
The schedule for outside teaching load shall be outside of

the regular official time and the time for emergency load.
Outside teaching load shall not be in conflict with the faculty
members duties and responsibilities which are given first
and foremost priority.
2.3.
Equivalent Teaching Units

[Book II, Chapter 13, Article 57, Section 14 of the University Code]
Equivalent teaching unit (ETU) shall be accorded to the different
instruction, research, extension, production, administration and other
academic-related functions/assignments based on tphe Matrix for ETU.
2.3.1
Matrix for Equivalent Teaching Unit (ETU) corresponding to

the different functions of the faculty of the university.
Instructional Activities (IA)

Function
Classroom
Instruction
Roles/Activities
ETU
Lecture (LHS & 1.0 unit per
College)
contact hour
Laboratory
Class
Preparation
0.75 unit
per contact
hour
0.33 unit
after the 3rd
preparation
Remarks
If team
teaching is
employed,
the load
equivalence
shall be
divided
proportionall
y between
and among
the faculty
members
involved.
Research, Extension and Production Activities (REPA)

Function
Research
Extension
Production
Roles/Activities
Single Authorship
Group Authorship
Program Leader
Project Leader
Project Member
ETU
(units)
6
3
6
3
1
Project In-Charge of IGP

with ROI:
below 10%
10% - 20%
2
3
21% - 30%
Remarks
Max 3
Members
Min 3 Projects
Max 3
Projects
Approved
production
project
proposal shall
be required
Page 43
Administrative Assignments (AdmA)

ETU
(units)
Designation
Vice President
21
Dean
18
Director,
University Sports/
Cultural Coordinator
12
Program/Area Head
Coordinator (College
R&E)
Coordinator (College)
Accreditation (Task
Force Chair),
Cultural, GAD, IGP,
IPR, QuAA, Sports
Additional
Load (units)
3
6
12
18
21
1.5
22.5
Academic-Related Assignments (ARA)

Assignment
Particulars
ETU
(units)
Remarks
Regional
&
National
Coach/Trainer
Varsity Team: SCUAA
Adviser
University Paper
College Paper
Homeroom (LHS)
SG / FLP
Recognized Student
Organization
1
2
3
0.5
All other designations in the university which are not enumerated above
shall also earn corresponding ETUs with the approval of the academic
council.
Page 44
Other Assignments
Assignment
QSS Internal Auditor
Principal (LHS)
Commandant/Asst. Commandant
Dean of Discipline
Co-Adviser (SG & FLP)
Laboratory Custodian
Faculty Federation President
CMS Assessors
Special Project Manager*
Below Php500,000
Php 501,000 Php 1,000,000
Above Php1,000,000
MIS Designations
Network Administrator
Database Administrator
Web Administrator
Head, PC Technical Support
Technical Training Manager
Other Coordinators
Practicum (University/Campus)
Practicum (Colleges)
CIU Coordinator
* If there is no management honoraria
ETU
(units)
1
12
3
6
1
3
3
3
1 per project
2 per project
3 per project
3
3
3
2
1
3
1.5
3
The payment or compensation for overload shall be computed in the

excess of twenty four (24) hours total workload as computed in the
formula for Total Workload (TW) provided it shall not exceed six (6)
hours and three (3) hours for emergency load.
2.4.
Service Report
Faculty members, both in full-time and part-time basis, shall accomplish
a certificate of service called Faculty Daily Time Record (FDTR) which
they shall submit to the Dean of the College/Head of Unit at the end of
every month. Sanctions for non-submission of FDTR shall be governed by
the CSC regulations.
2.5.
Consultation Hours
Each member of the faculty shall be available for student consultation for
at least two (2) hours a week during regular office hours. The faculty
member shall determine his/her consultation hours at the beginning of
every semester or term subject to the approval of the Vice President of
Academic Affairs as recommended by the Dean. The time and day of
consultation, as approved, shall be posted in a conspicuous place for
information and guidance of the students. Consultation hours are
Page 45
provided to help and guide students in their registration, assignments,

the progress of their academic work and other curricular problems
regarding their subjects.
2.6.
Summer Equivalent Load

Administrative Assignments
for
Faculty
Members
Designation
Equivalent
Units
Dean, Campus Administrators, Registrar,

SAS Director
Asso. Dean, Program Heads, Directors,
Coordinators, Area Chairman, Chief of
Division/Office/Unit, MIS Director,
Principal, Librarian
Coordinators, Research Study Leader,
Guidance Coordinator or Counsellor
Section Head
2.7.
Holding
1
0.5
Other Requirements
Faculty members are required to submit other documents such as, but
not limited to:
2.7.1
Faculty Profile
2.7.2
Personal Data Sheet
2.7.3
Photocopy of Latest Credentials
2.7.4
Photocopy of Latest Certificates of Trainings/Seminars

Attended
2.7.5
Photocopy of Latest Valid PRC Identification Card
2.7.6
Faculty Window
2.7.7
Syllabus of all courses taught
2.7.8
Sample Midterm and Final Examinations
2.7.9
TOS of Midterm and Final Examinations
2.7.10 Item Analysis of Midterm and Final Exam (based on TOS

submitted)
2.7.11 Record of Students Consultation
2.7.12 Record of Students Projects Returned
2.7.13 Record of Students Examination Returned
2.7.14 Photocopy of Class Record
2.7.15 Grade Sheets
Page 46
2.7.16 Accomplishment Report

2.7.17 Semestral Faculty Evaluation Report
2.7.18 Research and Extension Proposal/Report
2.7.19 University Clearance
Section 3. Class Management
3.1.
Grading System
The work of the students shall be graded at the end of each term in
accordance with the following rating system:
1.0
..Excellent
1.1 to 1.5 ..Superior

1.6 to 2.0 ..Very good
2.1 to 2.5 ..Good
2.6 to 3.0 ..Fair or Passing
3.1 to 3.5 ..Conditional Failure
3.6 to 5.0 ..Failure
Drpd
..Dropped
INC
..Incomplete
..Withdrawn
The University shall adopt a common grading system for General

Education courses, while the grading system for major/professional
courses shall be set by each college.
3.1.1
Failing Grades. Failing grades, i.e. lower than 3.0, are given
to students who do not perform satisfactorily according to
standards required in the course.
Conditional failure (3.1 to 3.5) can be removed by passing a
removal examination, while a Failure (3.6 to 5.0) requires
re-enrolment or repetition of the course. If the student
passes the removal examination, the highest grade for is
3.0 while if he fails, he will be given a grade of 5.0.
The instructor/professor, however, shall administer
removal examination during the time specified in the
academic calendar.
3.1.2
Incomplete Grades. INC. indicates that the work is

incomplete or unfinished. Incomplete (INC) grade is given if
a student, whose class standing throughout the semester is
passing, fails to appear for the final examination due to
illness or other valid reasons and failure to comply other
requirements. In this case, if in the opinion of the Dean the
absence from the examination is justifiable, the student may
be given examination. On the other hand, in case the class
Page 47
standing is not passing and the student fails to take the final
examination for any reason, a grade of 5.0 is given.
3.2.
3.1.3
Dropped. A grade of Dropped, as indicated by Drpd, is

given to those who voluntarily drop the course or to those
who were dropped by the instructor/professor due to
excessive absences
3.1.4
Computation of Students Grade. Computation of students

grades shall be in accordance to the following grading
system (Appendix D).
Class Attendance
When the number of hours lost by absence of a student reaches 20
percent of the hours of recitation, lecture, laboratory, he may be dropped
from the course; provided, that a faculty member may prescribe longer
attendance requirement to meet his special needs. If the absences are
incurred before the midterm examination, he shall be dropped; however,
after the midterm examination he shall be given a grade of 5.0. Time
lost by late enrolment shall be considered as time lost by absence.
3.3.
Submission of Grades
Grade sheets shall be submitted by the instructor personally to the Office
of the Dean during the designated dates and forwarded to the Office of
the University Registrar within fourteen (14) days after the last day of
the final examinations for the regular non-graduating students.
The following implementing rules and regulations shall govern penalties
applicable to faculty members who, without good reason, fail to submit
grades of students within the deadline prescribed above:
3.3.1
Since the prompt submission of grades is in large part a

matter of good management, discipline, and enforcement of
University regulations, Department Chairs, Deans and VPAA
are enjoined to exert all effort towards compliance with
codal provisions regarding deadlines for submission of
grade sheets.
3.3.2
Faculty members who fail to meet deadlines for the

submission of grades should be reported to the appropriate
authorities in the University. The delinquencies should be
entered in the personnel records of the erring faculty
members.
3.3.3
Upon recommendation of the Dean and subject to the

approval of the VPAA, a faculty member who, without
justifiable cause, fails to submit grades on time, shall be
liable to any of the following penalties:
3.3.3.1
1st Offense - a fine of Fifty pesos (Php50.00) per

subject per day and a written reprimand from the
Dean on the day after the deadline set.
Page 48
3.3.3.2
3.3.4
2nd and Succeeding Offenses - a fine of One

Hundred Pesos (Php100.00) per subject per day
and a written reprimand from the VPAA, copy
furnished to the Dean/ Campus Administrator, and
the Human Resource Management Officer and to form
part of the personal file of the erring faculty
members.
The procedure for the imposition of the penalty shall consist

of the following steps:
3.3.4.1
Notification of deadline, including request for an

explanation;
3.3.4.2
Report of delinquency; and
3.3.4.3
Issuance of order imposing the penalty.
In no case, however, shall a penalty be imposed to faculty

member without affording him/her due process.
The money shall be collected by the Treasurer of the UAFA, Inc.
and deposited in a special trust fund in the name of the UA FA,
Inc.
A copy of the class records and grade sheets should also be
submitted and filed in the Deans office for reference in cases of
inquiries regarding computations and incomplete grades.
Moreover, no student shall be entrusted to submit these records
to any office.
Clearance of instructors shall only be signed when he/she has
submitted the grade sheets, class records and other
requirements.
Changes in Grades
A change of grade is valid only if the faculty member has
erroneously entered a grade on the grade sheet or made an error
in the computation. The request is officially made by the
concerned faculty and noted by the Dean before it is forwarded
to the University Registrar.
Errors on the grade sheet of ratings should be corrected clearly
and legibly. Rectification of an erroneous grade should be done
upon discovery of discrepancy. In addition, faculty members
should fill-up a Rectification Form, state the reason for change of
grade, and affix their signature for any erasures or correction
done on the grade sheets.
Rectified grades must be supported by class record depicting
how the grade was computed.
Page 49
3.4.
Examinations
Each written, oral, and practical midterm/final examination shall not
exceed three hours.
A student may be allowed to take the midterm/final examination after
the issuance of examination permit provided he/she can present a
promissory note.
Midterm/final examinations shall be administered only during the
officially designated time schedule unless approved by the Dean and
VPAA. A student who fails to take the periodic examination on schedule
without valid reason shall pay a special examination fee to the Cashier
before he/she will be given an examination.
Course teachers are held responsible for the reliability, validity, and
confidentially of the test items.
3.4.1
Disallowed Reexamination. A student who has received a

passing grade in a given course is not allowed reexamination for the purpose of improving his grades.
3.4.2
Use of Test Booklet
Use of test booklets in Midterm and Final Examinations is

compulsory, except as may otherwise be permitted.
3.4.3
Proctoring System
Proctoring system shall be observed during major examinations.

This system involves examination proctors and supervisors.
Proctors and supervisors shall be designated by the dean.
Proctors shall be responsible in retrieving, administering and
returning the test papers to the Deans office. He/She shall see to
it that examination starts and ends on time. He/she shall affix
his/her signature in the examination permit to confirm that the
student has taken the examination in a particular course.
Proctors shall also maintain the integrity of the examination.
Should there be an incidence of misconduct during examinations,
such cases should be reported immediately to the Dean for
proper action.
Proctors shall account all the test papers/test booklets and
submit the same to the Deans Office immediately after the
examination.
3.4.4
Examination supervisors shall be responsible in maintaining

the proper conduct of the examination. He/she shall keep a
record or logbook of the examinations received and
retrieved in the Deans Office. He/She is tasked to release
and retrieve the test papers from the proctors after the
conduct of the examination.
Page 50
3.5.
Class Size
The class size in any course shall be determined by the institution itself,
taking into account the total capacity of its facilities, the nature of the
course, whether lecture or laboratory, that promotes a conducive
teaching-learning process. Except for those programs which follow the
prescribed class size based on policies, standards and guidelines of
CHED/TESDA, the maximum class size for the different class activities
shall be as follows:
Lecture/Discussion
50
Laboratory
25
Unless otherwise in exigencies, the class size may be increased or

decreased. No class shall be divided into sections to suit personal
convenience of the instructor or to increase the teaching load.
No faculty member shall change the officially approved class schedule
nor meet the students for class or consultation purposes in any
unscheduled room or place except when expressly permitted to do so by
the Dean concerned.
Each college or unit shall have general authority to limit or to increase its
enrolment subject to the approval of the University President. The Vice
President for Academic Affairs, the University Registrar, Deans,
Directors, and Area/Program Chairpersons are charged with the
enforcement of these rules.
3.6.
Changing , Adding, and Dropping of Courses

Changing, adding and dropping of courses shall be made only for valid
reasons as determined by the Dean.
A student with the consent of his instructor and Dean may change, add,
or drop a course by filling out the prescribed forms within the specified
period and course to payment of corresponding fees.
A student who intends to drop any course enrolled for a particular
semester may do so, provided that the official dropping of the course is
made before the midterm. Dropping which is done after the midterm
shall be given a grade of 5.
Dropping forms must be accomplished and submitted to the Office of the
University Registrar before a student is officially considered as
Dropped from the roll.
Unauthorized dropping may result to a grade of 5.0 in the course.
3.7.
Dismissal and Postponement of Classes

No member of the faculty shall postpone the holding of his/her class to
any hour other than that officially scheduled nor shall he/she meet
his/her students for class or consultation in any unscheduled room or
place except when expressly permitted to do so by the Dean or Director
of academic units concerned.
Page 51
Classes shall not be dismissed/suspended without authority from the

President or in his absence by the one in-charge except in unusual cases
for which a report giving reason for such action shall be submitted by the
Vice President for Academic Affairs to the President.
3.8.
3.7.1
Rescheduling and Postponement of Classes. No faculty

member shall postpone the holding of his class to another
hour than that officially scheduled unless recommended by
the deans and approved by the Vice President for Academic
Affairs nor shall he/she meet his/her student for class or
consultation purposes in any unscheduled room or place.
3.7.2
Remedial Classes. Remedial classes may be conducted

according to the needs of students without extra
remuneration on the part of the instructor/professor.
3.7.3
Make-up Classes. Make-up classes may be conducted by

any faculty with the consent of the students and as
determined by the Dean and upon approval of the VPAA. The
make-up class may be conducted only for classes missed
during leaves on official time and/or other excusable
circumstances, provided the instruction period should not
exceed the prescribed hours for the course. The
instructor/professor is entitled to an hourly pay for the
services rendered for the make-up class.
Removal of INC
The deficiency indicated by the grade of INC must be removed within
the prescribed time (1 calendar year), otherwise, the grade becomes a
5.0 except for the Graduate School students which retains the INC
grade. An INC grade in the Graduate School that is not completed within
a year shall be re-enrolled.
Upon completion of the deficiency for an INC in a course, the students
grade shall be computed accordingly.
Students with INC in a prerequisite subject are not allowed to enrol in
higher subjects.
3.8.1
Guidelines for Completion of Incomplete Grades. The

student secures an Application for Completion of Grades
from the Office of the University Registrar to be given to the
instructor/professor concerned.
The instructor/professor concerned signs and submits the
completion form to the Deans and the latter forwards the
same to the Office of the University Registrar.
Students with INC grades under part time instructors who
had been separated from the University may comply the
requirements to the Dean.
Page 52
No student shall be entrusted to submit the completion form

with grade to the Deans/Registrars Office.
3.9.
Shifting From One Course to Another

A student with a valid reason and with the concurrence of the Dean may
be allowed to shift.
A student should apply for a shift of course to the Dean where he/she is
getting out to be endorsed to the Dean of his new program, who in turn
shall approve said application.
The University Registrar must be informed of the shift.
Students shall be allowed to shift from one degree program to another.
However, students enjoying scholarship and grants shall be covered by
specific shifting provisions of their respective scholarship and grants.
3.10.
Students Transfer
The University allows for the accreditation of courses taken by
transferees from the University where they came from.
The College Dean from where the transferee is presently enrolled
evaluates the courses taken from the previous university/college.
The Office of the University Registrar is furnished a copy of the
evaluation for permanent recording in the students academic file.
Students who seek transfer to the University must submit and comply
with all admission requirements and pass the validation examination of
the course determined by the Dean and the University Registrar;
If the course being applied for an audit requires a prerequisite, the
prerequisite course must be taken first. If the student passes the course
then the course being applied for will be automatically accredited.
Application for advance credit shall be made on the prescribed form to
the University Registrar and to the Dean of the college or school which
offers the course and for which advanced credit is applied.
A validating test may be given two weeks prior to the first day of
registration at the opening of each term and shall end one week after the
last day of registration. A minimal fee shall be charged for the validating
test taken on schedule. However late applicants may take the validating
test upon approval of the Dean and upon payment of the prescribed fine.
Transferees from campuses within the University System are no longer
required to be subjected to course validation provided that a common
curriculum is followed for all General Education and Professional
Courses, and the essentials of updated course descriptions are strictly
followed for other courses.
3.11.
Retention Policies
3.11.1 Scholastic Status. Evaluation of student records for
purposes of retention is guided by the following standards:
Page 53
%
Failure
25%49%
50%75%
76%100%
Status
WARNING
Allowable Load for

the
following semester
Less 3 units from
the normal load
PROBATION
15 units only
PERMANENT
DISQUALIFICATION
Not allowed to
enroll
Any student who has received two successive warnings shall be

placed on probation.
Probation status of a student may be lifted upon passing all the
courses carried during the term he/she is on probation.
3.11.2 Actions on Delinquency
The faculty of each college shall approve suitable and effective
provisions governing undergraduate delinquent students, subject
to the following minimum standards:
3.11.2.1
Warning. Any student who obtains final grades of

below 3 in 25 percent to 49 percent of the total
number of academic units in which he is registered
for the semester shall be warned by the Dean to
improve his work;
3.11.2.2
Probation. Any student who obtains final grades of

number of academic units in which he has final
grades at the end of the semester shall be placed on
probation for the succeeding semester and his load
shall be limited to the extent to be determined by the
Dean; provided, that this shall not apply to students
who receive grades in less than six academic units.
Any student who dropped from one college or school
shall not ordinarily be admitted in another unit of the
College, unless in the opinion of the Dean, his natural
aptitude and interest may qualify him in another field
of study.
Any student who, at the end of the semester or term,
obtains final grades below 3 in all of the academic
units in which he is given final grades, shall be
permanently barred from readmission to any college
or school of the College. Provided further that this
shall not apply to student who received final grades
in less than twelve (12) academic units. Any student
who has dropped and again fails, so that it becomes
Page 54
necessary again to drop him, shall not be eligible for

readmission to any college or school of UA.
Permanent disqualification does not apply to cases
where, on the recommendation of the instructors
concerned, the faculty certifies that the grades of 5
were due to the students authorized dropping of the
courses and to poor scholarship. However, if the
unauthorized withdrawal takes place after the midsemester and the students class standing is poor, his
grade of 5.0 shall be counted against him for the
purpose of his scholarship rule. The Dean shall deal
with these cases on their individual merits; provided,
that in no case of readmission to the same or another
college or school shall the action be lighter than
probation.
3.12.
Dismissal
A student is considered dismissed from the official roll of the University
when:
3.12.1 He/she has failed in one course when for the previous
semester, he/she was placed on probation;
3.12.2 He/she has been placed on probation for three successive
semesters.
A student who is already considered dismissed from the University is no
longer qualified to enroll in any course, college, or campus of the
university.
A student may apply for his/her honorable dismissal to allow him/her to
enroll in other institutions of learning.
3.13.
Withdrawal from the University

Any student wishing to officially withdraw from the University and
transfer to another school, college or university may do so, provided, that
he/she has already cleared himself/herself of all liabilities and
responsibilities (academic and financial) in the University.
The necessary documents for withdrawal such as clearance and request
for certificate of eligibility to transfer could be availed of from the Office
of the University Registrar.
3.13.1 Certificate of Eligibility to Transfer. Eligibility to Transfer
is voluntary withdrawal from the University with the
consent of the University Registrar or equivalent official
duly authorized by the President of the University.
University Clearance should be accomplished before a
Certificate of Eligibility to Transfer is issued. The certificate
indicates that the student withdraws in good standing as far
as character and conduct are concerned. If the student has
Page 55
been dropped from the rolls on account of poor scholarship,

a statement to the effect shall be added to the transfer
credential. A certification of good moral character maybe
issued separately.
A student in good standing who desires to sever his
connection with the University shall request Certificate of
Eligibility to Transfer from the University Registrar.
For a student who leaves the University for a reason of
suspension, dropping, or expulsion due to disciplinary
action, a statement of the disciplinary action rendered
against him may be included in the Certificate of Eligibility
to Transfer.
3.14.
Leave of Absence
Leave of absence of a student must be sought with a written petition to
the Dean. The petition must state the reason for which the leave is
desired and must specify the period of leave. This must not be counted
against the maximum residency of ten (10) years.
Students who failed to file a formal leave of absence shall be considered
Absence Without Official Leave (AWOL) and shall be counted against the
maximum residency of ten (10) years.
3.15.
Maintenance of Class Record

According to accepted University practice, each faculty member shall
maintain a class record for each subject, indicating there at the names of
the students in alphabetical order and their corresponding grading
components. The class record will greatly help the faculty member in the
accomplishment of the Report of Grades. Extreme care should be taken
by the faculty member to ensure that all students duly enrolled in
his/her subjects are properly listed in his/her Class Record.
Faculty members are required to keep class records for five (5) years
after teaching the course and surrender these records to their
Department/Program Chair or Dean in the event of leave of absence,
sabbatical, or separation from the University within said time.
3.16.
CHAPTER 7.
Other Assignments
FACULTY PRIVILEGES
Section 1. Leave Benefits in General

1.1.
Teacher's Leaves
Leave shall be granted to regular members of the faculty who do not
normally perform administrative functions. It shall consist of vacation
and sick leaves, neither of which shall be cumulative.
Page 56
1.1.1
Summer and Christmas Vacation Leave
A regular faculty member who do not normally perform

administrative functions shall not be entitled to the usual
vacation and sick leave credits but to proportional vacation pay
(PVP) of 70 days summer vacation plus 14 days of Christmas
vacation which shall not be cumulative.
All applications for vacation leave of absence for one (1) full day
or more shall be filed in advance or whenever possible five (5)
days before the effective date of such leave and shall be
submitted on the prescribed form for proper action by the head
of agency.
1.1.2
Cumulative Leave (Vacation and Sick Leaves)
Cumulative leave shall be granted to members of the faculty who

perform administrative functions which are necessary in the
management of the affairs of the University and its units. The
privilege shall only be granted when the assignment carries an
official designation or appointment lasting at least one academic
year. Computation of vacation leave and sick leave shall be made
on the basis of 1.25 days vacation and 1.25 days sick leave for
every month of service.
Faculty members who are engaged in assignments which involve
reporting for work beyond the normal office hours, and which
prevent them from taking advantage of the teachers vacation
leave, both conditions being certified by the appropriate Dean
and VPAA, may enjoy cumulative leave status.
1.1.2.1
Cumulative leave shall also be granted to faculty

members who are engaged in research under the
following conditions:
1.1.2.2
The faculty carries an official designation as

program/ project/study leader lasting at least one (1)
academic year;
1.1.2.3
The assignment as program/project/study leader

prevents him/her from taking advantage of the
teacher's vacation leave;
1.1.2.4
The faculty shall be entitled to cumulative vacation

and sick leave credit only during the summer period,
to be computed based on the following: for 30
calendar days of service during the summer period,
1.25 vacation leave credit and 1.25 sick leave credit
shall be earned. After at least six (6) months of
continuous, faithful, and satisfactory service, the
persons mentioned in shall be entitled to vacation
and sick leaves, both with full pay and exclusive of
Saturdays, Sundays and holidays for each calendar
year of service.
Page 57
Vacation leave of 15 days and sick leave of 15 days may be

granted to officers and employees of the University at such times
during the calendar year as may be approved by the University
President. Both leaves shall be cumulative and any part thereof
which may not be taken within the calendar year in which it is
earned may be carried over to the succeeding years; and
whenever any officer or employee referred to herein shall
voluntarily resign or be separated from the University through
no fault of her/his own, s/he shall be entitled to the commutation
of all accumulated vacation and/or sick leave to her/his credit;
Provided, That the President may, in his/her discretion,
authorize the commutation of the salary that would be received
during the period of the vacation and sick leave of any
permanently appointed officer or employee and direct its
payment on or before the beginning of such vacation and/or sick
leave from the fund out of which the salary would have been
paid;
Provided, furthermore, That no person whose leave has been
commuted following the separation from the University shall be
re-appointed or re-employed in the University before the
expiration of the leave commuted unless s/he first refunds the
money value of the unexpired portion of the leave commuted.
For the purpose of granting leave of absence to employees
required to observe service schedules which extend to six (6) or
more days a week, leave credit shall be charged with only the
number of hours that are supposed to be rendered on that day.
1.2.
Leave of Absence
Leave of Absence (LOA) is a privilege to be absent from duty for one or
more days, with his/her positions held for him/her until his/her return.
A leave of absence requires authorization and consent of the facultys
immediate supervisor/head or his/her designated representative.
All kinds of leave of absence taken by the faculty should be applied for
and submitted to the Dean for action. The prescribed form for leave
application is Civil Service Form No. 6 series (revised 1984), where the
purpose/reason for such leave has to be clearly indicated. An official or
an employee who is continuously absent without approved leave for at
least thirty (30) calendar days shall be considered on absence without
official leave (AWOL) and shall be separated from the service or dropped
from the roll without prior notice. A notice of separation for service shall
be sent to his/her last known address not later than five (5) days after
the 30-day period. If the number of unauthorized absences incurred is
less than thirty (30) calendar days, a written Return-to- Work Order
shall be served to him/her at his/her last known address on record.
Failure on his/her part to report for work within the period stated in the
order shall be a valid ground for dismissal.
Page 58
1.3.
Sick Leave
A faculty without administrative function, who is unable to report for
work due to illness, may apply for sick leave with pay provided he/she
has accumulated service credit. Those with administrative function shall
apply for Sick Leave provided he/she has accumulated Sick Leave
Credits.
All applications for sick leave of absence for one full day or more shall be
made on the prescribed form and filed immediately upon employees
return from such leave. Notice of absence, however, should be sent to the
immediate supervisor and/or to the agency head.
A proper medical certificate shall accompany an application, for sick
leave in excess of five (5) successive days. Sick leave may be applied for
in advance in cases where the faculty will undergo medical examination
or operation or advised to rest in view of ill health duly supported by a
medical certificate. In ordinary application for sick leave already taken
not exceeding five days, the head of the department concerned may duly
determine whether or not granting of sick leave is proper under the
circumstances. In case of doubt, a medical certificate may be required.
Sick leave shall be granted only on account of sickness or disability on
the part of the faculty concerned or any member of his/her immediate
family. In no case shall Sick Leave be used for any other purpose other
than sickness.
A sick faculty member who cannot return on schedule may apply for an
extension of Sick Leave as recommended by a government physician.
1.4.
Maternity Leave (CSC Resolution no. 021420, Oct. 22, 2002]

A married female faculty can avail of a 60-day maternity leave after
rendering an aggregate of two or more years of service. She can avail
herself of maternity benefits even if the period of delivery occurs during
the long vacation, in which case, both the maternity benefits and the
proportional vacation pay shall be received by the faculty concerned.
Maternity leave of those who have rendered one (1) year or more but
less than two (2) years of service shall be computed in proportion to
their length of service, provided that those who have served for less than
one (1) year shall be entitled to 60-day maternity leave with half pay.
The maternity leave cannot be deferred but it should be availed of either
before or after the actual period of delivery in a continuous manner, not
exceeding sixty (60) calendar days. Every woman, married or unmarried,
may be granted maternity leave more than once a year. Maternity leave
shall be granted to female employees in every instance of pregnancy
irrespective of its frequency.
Maternity leave shall also be enjoyed by the adoptive parents if the
adoptee is below seven (7) years of age as of the date the child is placed
with the adoptive parents through the Pre-adoptive Placement Authority
issued by the Department of Social Welfare and Development. R.A. 8552
An Act Establishing the Rules and Policies on the Domestic Adoption of
Filipino Children and for Other Purposes provides that the adoptive
Page 59
parents shall, with respect to the adopted child, enjoy all the benefits to
which biological parents are entitled.
When a married female faculty wants to report back to duty before the
expiration of her maternity leave, she may be allowed to do so provided
she presents a medical certificate that she is physically fit to assume the
duties of her position.
The commuted money value of the unused portion of the leave need not
be refunded and so that when the faculty returns to work before the
expiration of her maternity leave, she may receive both the benefits
granted under the maternity leave law and the salary for actual services
rendered effective the day she reports back for work (Sec. 11 & 14,CSC
MC No. 14 s. 1999).
1.5.
Paternity Leave (R.A. no. 8187 The Paternity Leave Act of 1996]
A married male faculty may go on paternity leave of seven (7) days that
shall be nonconvertible to cash.
Paternity leave is a privilege granted to a married male employee
allowing him to not to report for work for seven (7) days while
continuing to earn the compensation therefore, on the condition that his
legitimate spouse has delivered a child or suffered a miscarriage, for
purposes of enabling him to effectively lend support to his wife in her
period of recovery and/or in the nursing of the newly born.
This is true for the first four (4) deliveries of the legitimate spouse with
whom he is cohabiting.
Paternity leave shall also be enjoyed by the adoptive parents if the
adoptee is below seven (7) years of age as of the date the child is placed
with the adoptive parents through the Pre-adoptive Placement Authority
issued by the Department of Social Welfare and Development. R.A. 8552
An Act Establishing the Rules and Policies on the Domestic Adoption of
Filipino Children and for Other Purposes provides that the adoptive
parents shall, with respect to the adopted child, enjoy all the benefits to
which biological parents are entitled.
1.6.
Military Service Leave

1.6.1
Military service leave shall be granted to members of the

faculty, officers, and employees who may be called in
accordance with the National Defense Act, or any other law
for trainee instruction or for regular active duty training,
and shall be paid the salary during the absence for such
purpose.
1.6.2
When the employee goes for training voluntarily with the

Armed Forces of the Philippines, without being obliged to
go, the employee shall apply for leave of absence. In case the
application is approved, no compensation shall be drawn
from the University during the absence; Provided, that the
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absence shall not curtail the vacation leave privileges in the

University.
1.7.
Leave Without Pay

The University President may, upon recommendation of the Dean or
head of office, grant leave of absence without pay not to exceed one (1)
year at a time, provided it does not go beyond two (2) consecutive years,
the absence to be planned in advance so as not to interfere with the work
schedule of the University. If the faculty has a temporary appointment,
the leave may be granted ONLY FOR THE PURPOSE OF STUDY, in which
case the existing rules on study leave shall apply. Failure to report back
to UA shall be considered absence without leave.
Any member of the academic staff, officer, or employee of the University
shall be dropped from the service for unexplained absence for at least 30
days after the expiration of the period of the leave granted.
1.8.
Terminal Leave
A faculty who resigns or retires or to be terminated may apply for a
terminal leave with unspent leave service or have the leave converted to
cash based on existing Civil Service rules.
1.9.
Sabbatical Leave
A sabbatical leave is a privilege granted to an individual who has
demonstrated above average ability in instruction, scholarship, research,
or other creative accomplishment as seen in ones publication, teaching,
exhibition or performance.
The program aims to maintain and improve the quality of the
educational programs of the University by creating opportunities for the
faculty to enhance professional competence for service to the University
through study, research, and other professional development activities.
Sabbatical leave for a period not exceeding one year may be granted to
any faculty member with a rank of Associate Professor and above.
Sabbatical leave may be enjoyed more than once in the entire service of
the faculty, provided that succeeding sabbatical leaves may be granted
only after serving another six (6) years after termination of the previous
sabbatical leave.
1.9.1
Eligibility for the Grant:
1.9.1.1
A faculty member with the rank of at least Associate

Professor who has rendered a minimum of six (6)
years of continuous teaching immediately preceding
the filing of application. He/she is entitled to a
sabbatical leave of one full school year (2 terms and 1
summer). Services outside the University/College are
considered
part
of
the six-consecutive-year
requirement provided that they are rendered by them
applicant on secondment to a government institution,
either locally or internationally and that the year
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immediately before the filing is spent in the

University/College. The required continuous service
for the subsequent leave shall be counted from the
date of return. In cases where the sabbatical leave
applied for in writing is deferred due to scheduling
difficulties, years of continuous service for the next
leave shall include the period of deferment.
1.9.1.2
The grantee must have manifested unquestionable

commitment to and desirable behavior in the
University.
1.9.1.3
The applicant for the Sabbatical grant must submit to

the Dean/Unit Head and to the Faculty Development
Committee a schedule of activities (and
corresponding proposals) related to the sabbatical
assignment.
Only two (2) Sabbatical grantees for the whole
university shall be approved per school year; no other
applicant shall be given the same grant unless the
present grantee has returned to station.
A Sabbatical grantee shall be entitled to leave with
pay and this leave shall be for two (2) terms and one
(1) summer only. In the event that the grantee will
not be able to finish all the requirements during the
given period, the grantee will be granted an extension
of only one-semester leave without pay.
A sabbatical leave for not more than one year with
full payment of salary may be granted to a faculty
member if in the judgment of the President and the
Board of Regents, the applicants record as a teacher
or researcher shows reasonable assurance of
fulfilment of the aforementioned purpose of the
sabbatical leave.
No person shall receive a sabbatical leave more than
once in seven years.
1.9.2
Priority Categories
An applicant for a sabbatical leave may do one of the following

options:
1.9.2.1
To finish post-graduate studies on a particular

discipline.
1.9.2.2
For those requesting a leave for a study leading to

advanced terminal degrees, recent and consistent
effort toward the attainment of the degree should be
shown;
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1.9.2.3
To conduct research. The completed research study

shall be published in reputable journals within or
outside the University
1.9.2.4
To write/translate a book in relation to one's field of

specialization;
1.9.2.5
To write and produce a play or engage in any

artistic/creative production.
To write and produce a play or engage in any artistic/creative

production.
1.9.3
Procedures
Application for sabbatical leave should be submitted to the Office

of the President, through channels, at least one semester prior to
the intended leave. Those who apply for sabbatical leave should
submit their plan at least one (1) term before the intended leave
to the Vice-President for Academic Affairs for approval. The
merit of the sabbatical plan will be evaluated by the Faculty
Development Committee.
1.9.4
Obligations
A faculty member granted a sabbatical leave assumes a

professional obligation to return and render service to the
University/College for a period of at least two (2) full academic
years subsequent to his/her leave. Within three (3) months of
the completion of a sabbatical leave, the faculty member must file
a written report to the Office of the President, through channels.
This report should detail the accomplishments of the sabbatical
leave specifically in terms of benefits accruing to the University
and the specific activities listed in the original sabbatical
proposal. He/She may be required to present a report in an
appropriate forum.
The following are the privileges of a faculty on a sabbatical leave:
1.9.4.1
full salary corresponding to his/her leave
1.9.4.2
Free round-trip transportation from place of origin to

destination and back.
1.9.4.3
Advanced enhancement allowance equivalent to

three (3) months salary.
Section 2. Tuition Privileges

2.1.
For the Faculty Members

Permanent members of the faculty and employees, shall have the
privilege of enrolling in the University for not more than nine (9) units a
semester in courses beneficial to their regular work in the University,
and shall enjoy free payment of tuition fees.
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2.2.
For Spouse and Children

A faculty member's spouse and children enrolled in any unit of the
University shall be entitled to free tuition fees provided they have no
failing grade the previous semester. (BOT Res. 315, 1995).
In the case of demise of a permanent faculty/employee, who has served
the University for at least five (5) years, his/her legitimate/
acknowledged children, not to exceed four (4), who are enrolled or yet to
enroll in tertiary or post-secondary curricular offering of the University,
shall also enjoy free tuition until he/she finishes the course within the
required period as provided in the program. Expenses for extra years
needed to finish the course shall be borne by the beneficiary.
Section 3.
3.1.
Training, Research and Travel Grants/Incentives

Scholarship Grants
Qualified faculty members may apply for scholarship grants sponsored
by local or international organizations. These scholarships are
categorized into two:
3.2.
3.1.1
Local- scholarships are enjoyed within the country and are

sponsored by local agencies such as the Commission on
Higher Education (CHED), Philippine Association of State
Universities and Colleges (PASUC), Department of Science
and Technology (DOST), the Faculty Development Program
of the University of Antique, etc.
3.1.2
International scholarships are enjoyed within or outside

the country and sponsored by international agencies such as
the Fulbright Foundation (USA), the Japan Ministry of
Education (MONBUSHO), the Korean International
Cooperation Agency, the PROBE (Australia), etc.
Scholarship Plans for UA Faculty

These are scholarship grants given to nominees from every college or
from the University based on their short-term or long-term Faculty
Development Plans which reflect both the needs and priorities of the
institution.
Provisions on specific scholarships/grants are found in Chapter 8.
3.3.
Field Trips
Faculty members are encouraged to plan field trips for ocular or on-thespot education of students. It is expected that these field trips be
carefully correlated with the subject matter of the course. Before
finalizing any official field trip, however, the faculty adviser/in-charge
should submit in writing its details to secure the permission of the VPAA
and the Dean at least two weeks before the planned activity. Before
undertaking the trip, the faculty member may require that a written
consent or waiver of parents be submitted and accomplished by the
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students at least three days in advance and countersigned by the Dean of

the College.
If a school transport facility is desired, the faculty member should
accomplish and submit an application form for this purpose available at
the Office of the Vice President for Administration. All other
requirements set by the CHED on the conduct of the field trip must be
strictly followed.
3.4.
Travel Grants
Travels maybe classified as either local or international.
3.4.1
When faculty members deem it necessary to travel

domestically or internationally for research purposes,
observation or study, the President, in his discretion, may
authorize the college to allot from its appropriation for
Traveling Expenses of Personnel, such amount as may be
necessary for travel. When the travel is abroad the faculty
member should inform the President in writing the details
at least two weeks before the planned travel to obtain the
approval and confirmation of support from the
University/College.
3.4.2
Travels which are social, religious, or personal in nature but

are contingent on the needs of the service may be
considered official, hence, approval for authority to travel is
needed when a faculty represents the University/College
functions. Such trip may be sponsored by the
University/College or by the sponsoring, inviting agency.
3.4.2.1
Local travel
A faculty member who travels to present a paper
(both oral and poster) shall be granted full privileges.
3.4.2.2
Foreign travel
A faculty member who travels to present paper (both
oral and poster) shall be granted either official or
partial privileges. For partial privileges, local travel
and per diem to include three (3) days before and
after travel will be subsidized provided it is covered
by a special order duly signed by the President.
3.5.
Research and Extension Grants

A research and extension projects duly approved and funded by the
University entitles the Faculty researcher to an honorarium prescribed
by the Department of Science and Technology and those provided by the
National Compensation Circular No. 75 for the conduct of research and
extension
projects,
and
other
related
future
legislations/circulars/memoranda. As faculty researcher, he/she shall
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also enjoy deloading in accordance with BOT Res. No. 50, s. 2007 and an
insurance coverage of Php25, 000.00 chargeable against the project fund.
3.5.1
Privileges
As per BOT Resolution No. 50, s. 2007, the faculty engaged in

research and extension may avail any of the following privileges:
deloading, cash incentive or service credit.
3.5.1.1
Deloading
Aside from the approved research and extension
budget,
the
researcher/extensionist
shall
automatically enjoy deloading of six (6) hours per
week for single authorship and three (3) hours for
group authorship or its equivalent teaching unit
(ETU) as determined in the University Code and this
manual.
Faculty-researchers/extensionists should observe the
maximum limit of equivalent teaching units (ETU) of
24 units or six units overload. The normal faculty
workload
may
be
partially
satisfied
by
research/extension, authorized graduate studies,
creative writing or other productive scholarship,
community service, or by administrative work.
3.5.1.2
Service Credits.
In lieu of deloading, the researcher/extensionist may
avail eighteen (18) days service credit for single
proponent and pro-rated for two or more
proponents.
3.5.1.3
Cash Incentive
A cash incentive of Php25,000.00 Php50,000.00
depending on the type and quality of
research/extension to be determined by the R & E
Committee shall be given.
3.5.1.4
Release of Approved Research and Extension

Budget
The budget for the approved research projects may
be taken from the College or the university research
budget. They shall be released according to the
following schedule:
a. An allowance of 20% of the
compensation
upon
submission
approval/renewal of the proposal.
total
and
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b. Additional 40% upon submission of

interim/progress report/output of 50% based
on the approved work plan
c. Final 40% upon submission and acceptance of
the final report/project.
3.6.
Research / Extension Incentives

3.6.1
Best Paper Award
All R & E grantees shall be required to submit scientific/technical

papers on the research and extension project outputs that shall
be eligible for awards. The awards are as follows:
Award
Most
Outstanding
Research
3.6.2
Cash
Incentive
Category
a. Local
Php 10,000
b. Regional
Php 20,000
c. National
Php 30,000
d. International
Php 50,000
Remarks
Per
Research/
Extension
Special Awards
Cash incentives shall be awarded to any R & D outputs published

in the refereed journal of the following categories:
3.6.2.1
National Circulation
Category
Cash
Incentive
a. Authorship of a research/extension
article/abstract in a refereed journal with ISI
Php 20,000
b. Authorship of a book
Php 10,000
c. Authorship of a chapter in a book
Php 5,000
d. Authorship of a paper in a non-ISI refereed

journal
Php 2,000
3.6.2.2
International Circulation
Category
Cash
Incentive
e. Authorship of a research/extension
article/abstract in a refereed journal with ISI
Php 40,000
f.
Php 20,000
Authorship of a book
g. Authorship of a chapter in a book
Php 10,000
h. Authorship of a paper in a non-ISI refereed

journal
Php 5,000
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3.6.3
3.7.
Paper presenter/s in local, regional, national or

international research forum shall be given a cash incentive
of Php 2,000, Php 4,000, Php 6,000 and Php 10,000
respectively.
Faculty Awards and Recognition

3.7.1
Distinguished Teacher of the Year Award
To uphold the dignity of the teaching profession the

Distinguished Teacher of the Year Award give due recognition to
teachers who have served the University/College with exemplary
teaching competence and dedication. Nominees for the
Distinguished Teacher Award must be:
Filipino citizen,
A permanent and full-time instructor/professor for ten
(10) continuous years at UA, and;
Directly involved in classroom instruction at UA during
the last (5) years preceding the date of nomination.
The following are not eligible to apply:

University/College President, Vice Presidents, Deans and
faculty members with a total workload of less than 24
units teaching load at the time of nomination. Regular
teaching loads refer to teaching loads reported as regular
loads on the Report on Faculty Load.
Past recipients of the Distinguished Teacher Award given
by the University and other award giving bodies
Basis of evaluation will be performance within the last ten (10)
years and other relevant criteria set by the Evaluation Committee
as reflected in the nomination forms with supporting documents.
All nominations must be submitted in the prescribed nomination
form duly signed by the nominee and nominator. Each nominee
goes through the following selection procedures:
3.7.1.1
Nomination
The respective Deans or Campus Administrators will
disseminate the Search for Distinguished Teacher of
the Year to all faculty members every first week of
July of the current school year.
Any faculty member may nominate a maximum of
two (2) qualified faculty members for the award, fill
out the nomination forms and submit these to their
respective Deans or Campus Administrators. The
qualified nominee who concurs with the nomination
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shall submit the supporting documents to the

screening committee. The screening committee will
be headed by the Dean, two (2) unit heads and two
(2) faculty members who have not made any
nomination or are not nominated and are selected by
fish bowl technique to go over all nominations
following the criteria. The Dean is entitled to submit
at most three (3) nominees.
3.7.1.2
Final Screening
The board of judges composed of five (5) past
Distinguished Teacher of the Year Awardees (during
transition years, the VPAA, will form the Board of
Judges) will select three (3) finalists for investigation.
3.7.1.3
Election of the Awardee

The finalists will be observed and interviewed by a
final board of judges composed of the Vice President
for Academic Affairs, Vice President for Research,
Extension, Continuing Education and Training
Services, Vice President for Administration and
Finance, Deans of Colleges without any finalist,
Faculty Association President, and a Student
Government representative. The Distinguished
Teacher of the Year Awardee will then be selected
from among the three finalists. The Distinguished
Teacher of the Year will be honored during the
University annual Pasidungog rites.
He/she will
receive a cash award of Php 15,000.00 and a plaque
of recognition.
3.7.2
Professorial Chair Awards
Professorial Chair is a term used in educational institutions to

designate a position of prestige, usually in recognition of
achievement in an educational endeavor. This is given to faculty
members who are in active teaching service for the last three (3)
years with administrative designations but with no less than
50% teaching load of the total load requirement. Excluded are
President, Vice Presidents, Campus Administrators, and Deans.
Professorial chair awards encourage the pursuit of academic
excellence by recognizing outstanding achievement in education
in the areas of teaching, research, management and service, and
the arts. The Selection Committee for the professorial chair
awards shall be the same as that in Distinguished Teacher of the
Year Award.
3.7.2.1
Qualifications:
In addition to having achieved distinction in an
academic field as stipulated above, and unless
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otherwise stipulated in the terms of the award by the

donor of the chair, a recipient of the award for a
professorial chair should possess the following
qualities:
a. Independence of mind
b. Originality and creativity
c. Ability to communicate his ideas in writing or
speaking, and;
d. Qualities specified by the donor
A recipient of an award for a chair must have an
academic rank not lower than Assistant Professor
and/or must occupy an administrative position at the
time of the award. A chair holder must be willing to
share his/her expertise through lectures, seminarworkshops, research publications, exhibits, or similar
activities specified in the terms or as determined by
the Selection Committee.
A stipend, honoraria, research funds or other forms of
emolument may accompany the award as may be
determined by the Academic Council and approved
by the BOR.
3.7.2.2
Prizes:
a. Plaque of Recognition (finalists included)
b. Cash Award of P10,000
3.7.3
Emeritus/Emerita Awards
It is a recognized tradition among established institutions of

higher learning to bestow academic recognition and honor to its
faculty retirees. One such tradition is the award of the sublime
rank of Professor Emeritus. A retired faculty member may be
elected Professor Emeritus, on recommendation by the Academic
Council to the Board of Regents, for extremely meritorious and
distinguished service to the University, with emoluments as may
be determined by the Board of Regents.
The title Emeritus/Emerita is given to a faculty member or
administrator who holds the rank of at least Associate Professor
at UA, in recognition of exceptional competence in his or her field
of specialization. The full title is one of the following: Professor
Emeritus/Emerita,
Dean
Emeritus/Emerita
or
VicePresident/President
Emeritus/Emerita,
Director
Emeritus/Emerita, the first part of the term denoting the position
last held by the retiree.
Page 70
3.7.3.1
The Emeritus/Emerita Committee composed of

the following:
Vice-President for Academic Affairs, as Chair
College Deans as Members
Faculty Association President as Member
The Committee has no power to award the title. It only studies

the papers of those who have retired and who qualify for the
award and makes appropriate recommendations to the Board of
Regents, through the President.
3.7.3.2
The following lists some basic guidelines for the

selection process:
The title of Emeritus/Emerita is awarded by
the University Board of
Regents,
upon
recommendation of the President.
The Emeritus Committee assists the President
in screening the candidates.
A retiree's candidacy for the title is initiated
by nomination, either by the President, the
Vice-President for Academic Affairs, a Dean or
the Faculty Association through its President.
3.7.3.3
The candidate for the emeritus title should:

Have served at least 25 years in the field of
education, fifteen of which should have been
spent at the University;
Be on full time service at the University at the
time of retirement;
Hold the rank of at least associate professor.
Proven and accepted in his/her field of
academic expertise, discipline or interest;
Distinctive performance as a teacher;
Excellent academic credentials, and solid
experience in research and extension work
supported by published materials and
extension services;
Brought recognition to UA through awards
and commendations of national and
international coverage;
Membership in recognized national and
international professional and/or academic
societies and/or organizations;
Page 71
Of good moral character, unquestionable

probity and remarkable public relations;
Of sound mental health;
Physical availability to conduct research
and/or to attend to assigned related
functions.
The Emeritus Committee, using the scoring card, processes
candidacies for the title of Emeritus. No interview should be
required for the purpose of having the candidate define his
qualifications for the title. Instead his curriculum vitae and other
evidences of his achievements should be presented as basis for
scoring. All proceedings of the Emeritus Committee shall be held
in strict confidentiality. To qualify for recommendation for the
award, the nominee should have a total score of at least 8 based
on submitted evidences, averaged over the ratings of members of
the Emeritus Committee.
Scoring Card
ATTRIBUTES
Poor
Good
(0-4 pts)
(5-6 pts)
Very
Good
(7-8 pts)
Outstanding
(9-10 pts)
Outstanding achievement
in his/her field of
specialization (30%)
National and International
Recognition (20%)
Research and Publication
(20%)
Professional ethics and
moral character well
recognized in the UA
community (15%)
Interest and active
participation in at least one
field other than his/her own
(10%)
Membership in Learned
societies (5%)
Total: 100%
3.7.3.4
Functions and Duties

A Professor Emeritus shall have the following
functions and duties:
a. To serve as a researcher/consultant, lecturer
in
class/seminars
to
provide
Page 72
technical/professional
upgrading
instruction,
extension;
assistance
research
in
and
b. To offer free consultative services in the

research and publication boards of UA; and
c. To perform other relevant and/or allied
functions that may be assigned by competent
authority.
3.7.3.5
Privileges
A Professor Emeritus shall have the following
privileges:
a. Living allowance of not more than 50% of last
regular salary received prior to retirement;
b. Free cottage rental, if staying in the campus,
exclusive of water and electric power bills;
c. Travelling expenses while attending seminars
or while giving lectures outside the campus,
in accordance with standard rules and
regulations on travel expenditures;
d. Free access to and use of University buildings
and facilities in the pursuit of assigned tasks,
to include academic lecture halls and
classrooms, the libraries, health, medical, and
sports facilities; and
e. Hospital and medical expenses when
necessary, not to exceed P5,000.00 per
semester; and others that may be determined
by competent authority.
3.7.4
Recognition for Services Rendered to the University
Services rendered by a faculty for the University, with or without

pay, merit a certificate of recognition. The chair of the
department, project, program, and others should issue a
certificate of recognition to active members two days after the
completion of the service for the activity.
Section 4. Faculty Federation Multi-Purpose Cooperative
The UA Federation of Faculty Association may establish a multi-purpose
cooperative and the benefits, incentives, and privileges of its members shall be
defined in its By-laws.
Faculty Benefit Programs under the Collective Negotiation Agreement also forms
part of the benefits of the faculty.
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Section 5. Faculty Federation Provident Fund

The Provident Fund Program is a retirement plan for all eligible employees of
the University of Antique. The objective of the Program is to supplement the
benefits given by the GSIS to the University employees upon retirement,
voluntary resignation or separation from the service for causes not their fault, or
in case of death prior to retirement, to their dependents. The program is
designed as an additional compensation to such employees.
All permanent employees of UA who are members of the Faculty Federation are
eligible Provident Fund Program as defined in the By-laws of the Association.
Membership to the Program is voluntary and shall not be retroactive.
Section 6. Incentives
6.1.
Basic Incentives
6.1.1
Personal Emergency Relief Allowance (PERA) and

Additional Compensation (ADCOM)
All faculty members, permanent or temporary, are entitled to a

monthly PERA and ADCOM,
which amounts to P500.00
each.
6.1.2
Year-end Bonus and Cash Gift
Republic Act. No. 6686, as implemented by National

Compensation Circular No. 54, both dated Dec. 04, 1988,
provides for an annual year-end bonus equivalent to one-month
basic salary known as Thirteenth Month Bonus and a cash gift
of P5,000.00 to all government officials and employees who have
rendered at least four months of service with pay within the year
6.1.3
Clothing Allowance
The provision on annual clothing allowance of Php 5,000 is an

additional economic aid for permanent or temporary faculty
members. This is given to a faculty, regardless of status,
provided he/she renders six (6) months of service at the time of
payment and should stay another 6 months after payment.
6.1.4
Productivity Incentive
An amount of P2,000.00 is given each year to a faculty member

with permanent, full-time, or temporary appointment, who has
rendered at least one year of service in the government.
6.1.5
Length of Service Incentive (Longevity Award)
This is given to a faculty member who has rendered at least three

(3) years of continuous very satisfactory service in a particular
position. This incentive shall consist of salary step increments in
accordance with the provisions of Joint CSM DBM Circular No. 1
s, 1990.
Page 74
6.2.
Services
6.2.1
The University/College Library
All faculty members are issued a library card and may borrow
materials, references, journals, and books for as long as she/he
observes the library rules and regulations. The Chief Librarian
issues the library card and those who wish to borrow books and
other materials from the library should inquire at the office of
the Chief Librarian.
A faculty member may also take out not more than two nonreserve books for two weeks. Overnight loans are available from
4:30 PM 6:30 PM and these should be returned on or before
10:00 AM the next school day.
The library also offers special services to faculty members. A
reservation system for required course readings and researches
might be availed. In addition, the library provides assistance to
faculty members looking for specific information or library
materials relevant to the subjects they teach. It also provides
information about the library, its collections and services,as well
as links to a selection of high quality Web resources. The library
welcomes all faculty suggestions for materials, print or
electronic, to be considered for addition to the collections.
6.2.2
Technology and Media Services
All faculty members can borrow equipment or avail the services

of the technology room after accomplishing the necessary
forms/papers issued and required by the center. Faculty
members are required to take good care of the equipment and
return borrowed items in good condition.
Reservations should be made at least three days before the
scheduled date of use to avoid overlaps/conflicts of schedule. In
case borrowed equipment is damaged, the borrower will be held
responsible for the repair or replacement.
6.2.3
E-mail Account
Faculty members maybe provided e-mail accounts in the

Management Information System (MIS) of the University subject
to approved usage policies passed by the BOR.
6.2.4
Transportation Services
The University vehicle can be used by the faculty only for official
businesses and with the approval of the President. Requests for
the use of school vehicles should be filed at least one day prior to
the reserved date, except in cases of emergency.
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6.2.5
Medical/Dental Services
The University also provides free medical and dental services to

members of the faculty, staff and the immediate members of their
family.
Section 7. Professional Development Activities
7.1.
Educational, Social, Cultural, and Athletic Functions

At all social affairs and athletic events held or sponsored by the
University/College, faculty members are to be admitted free of charge
unless specific otherwise.
Where an admission fee or charge is required, the University/College
endeavors as much as possible to provide special and adequate seating
arrangements rates for faculty members.
7.2.
PASUC Athletic Events

The University/College is a member of the Philippine Association of State
Colleges and Universities Athletic Association (PASUC) and, within
reasonable limits, faculty members may secure tickets for all PASUC
events. Faculty members are to be admitted free of charge to any and all
athletic events authorized by the University/College unless specified
otherwise.
7.3.
Requests for Use of Facilities

7.3.1
Venues for Conferences, Workshops, Seminars, etc
At times when a faculty member needs a bigger venue for

conferences, seminars, workshops, Special class presentations,
programs, celebrations, and the like, he/she can use the
University/College auditorium, audio-visual theatre, auditorium
or other special rooms.
Reservations have to be made with the Office of the Vicepresident for Administration not less than a week before the
event. Venue transfers are not allowed without due notice.
7.3.2
Food Centers
Faculty members can request for catering services provided

arrangements are made with the In-charge of University
Cafeteria/canteen.
7.3.3
Sports and Recreational Facilities
To ensure physical fitness and well-being of all faculty members,

the University allows them to use the gymnasium and other
athletic equipment for physical fitness activities. Faculty
members should consult the Head of the PE Department for the
permit and reservation.
Page 76
7.3.4
Board and Lodging
The University may provide shelter to faculty transients lodgers

for free or at discounted rates.
7.3.5
Parking Spaces
Faculty with vehicles may secure a pass/sticker from the Office of

the Director for Security Services to avail of a parking space at
the University to be renewed annually.
7.3.6
Others
All faculty members are enjoined to use the Laboratory School

facilities and resources for academic activities such as
observation of classes, demonstration of new and emerging
strategies, try out of instruments and researches provided
necessary arrangements have been made with the Office of the
Principal.
They may also avail of the other University laboratory facilities,
technology, room, equipment or services after accomplishing the
necessary forms issued by the center. Borrowed equipment must
be returned in good condition. University/College properties
such as equipment, supplies and others shall be under the
immediate custody and responsibility of the concerned offices. At
the request of any college and with the approval of the President
or his duly authorized representative, the heads of offices shall
assume responsibility of the property in their respective offices.
They may also avail of the other University laboratory facilities,
technology, room, equipment or services after accomplishing the
necessary forms issued by the center. Borrowed equipment must
be returned in good condition. University/College properties
such as equipment, supplies and others shall be under the
immediate custody and responsibility of the concerned offices. At
the request of any college and with the approval of the President
or his duly authorized representative, the heads of offices shall
assume responsibility of the property in their respective offices.
CHAPTER 8.
FACULTY DEVELOPMENT PROGRAM
The University of Antique is an educational institution that fully supports the

development of its faculty members, nurtures competence and excellence of its human
resources and assures the delivery of quality services. To this end, a comprehensive and
rational Faculty Development Program in the institution must be in place in order to
maximize the potentials of teaching and teaching- support staff and to promote growth
and development in the academe.
Although professional growth is a responsibility of every individual and that provision
for assistance is not obligatory on the part of the institution, the University is conscious
of its role in developing its human resource especially in extending assistance for
Page 77
professional growth. Such benefits may be voluntarily availed by those who are
interested and deserving. Likewise, the college administration, with its limited
resources and identified priorities, reserves the right to approve or disapprove
applications and recommendations as it deems fit subject to conditions which ensure
the units abilities to meet their teaching responsibilities.
Section 1. The following are the plans for Faculty Development
1.1.
Plan A Full Time Scholarship.

Faculty members on study leave may enjoy a full study leave with pay as
follows, subject to availability of funds, exigencies of service, and based
on merit.
The grantees for a masters degree program maybe allowed at most two
and a half years (30 months) while grantees for a doctoral program
maybe allowed up to four years (48 months) after a master's degree or
its equivalent has been earned and up to five years (60 months) for
straight Ph.D. program
However, consideration to the actual duration of the study may depend
on the requirements of the program pursued by the grantee. In cases
where the applicants have already earned units toward the degree
applied for, the duration of the scholarship grant shall be reduced as
evaluated by the Committee based on the appraisal of the institution
where he/she is enrolling. Grantees under Plan A shall enroll with a
regular full load per semester. In cases where the grantee cannot carry a
full load for reasons beyond his/her control, he/she will ask for
deferment of the scholarship.
In very exceptional cases, and on the recommendation of the Faculty
Development Committee, the University President may authorize an
extra semester for those pursuing a master's degree or an extra year for
those pursuing a doctoral degree.
Furthermore, scholarships (local or abroad) shall be awarded on a yearby-year basis, depending on the academic performance of the grantee.
On the other hand, full study leave with pay (local or abroad) shall be
awarded only on a semester-by-semester basis, depending on the
academic performance of the student-grantee and the need by the
department or college for his/her regular faculty services.
1.1.1
Privileges for those who will enroll outside of Antique:
Regular monthly salary and other mandated remunerations, e.g.

13th month pay, cash gift, etc. including eligibility for promotion.
1.1.1.1
Full de-loading from regular faculty duties.
1.1.1.2
Full payment for tuition and other school fees.
1.1.1.3
Php 5,000.00 monthly stipend.
1.1.1.4
Php 5,000.00 book allowance per semester
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1.1.1.5
One round trip ticket only during the duration of

his/her scholarship.
1.1.1.6
Assistance for thesis (Php 40,000.00) or dissertation (

Php 70,000.00)
1.1.2
1.2.
Privileges for those who will enroll within Antique:
1.1.2.1
Regular monthly salary and other mandated

remunerations, e.g. 13th month pay, cash gift, etc.
including eligibility for promotion.
1.1.2.2
allowance for tuition and other school fees
1.1.2.3
Php 3,000.00 monthly stipend
1.1.2.4
Php 5,000.00 book allowance per semester
1.1.2.5
Assistance for thesis (Php 40,000.00) or dissertation

(Php 70,000.00)
Plan B1 Full time Study Grants sponsored by other agencies and

organizations.
1.2.1
Grantees shall be entitled to the following benefits:
1.2.1.1
Regular monthly
remunerations
salary
and
other
mandated
1.2.1.2
round-trip fare for cheapest mode of transportation
1.2.1.3
medical insurance if not provided by the granting

institution
1.2.1.4
visa fees (for international)

Other privileges shall be implemented in accordance
with the provisions of the scholarship grant or the
agreement between the University and the
sponsoring agency, whichever is more beneficial to
the grantee.
1.3.
Plan B2 Part time scholarship grants sponsored by other agencies and

organizations. This shall be implemented in accordance with the
agreement between the University and the sponsoring agency. Grantees
may be deloaded of not more than 50% of the full time faculty load.
Those already deloaded shall not be further deloaded but shall have the
right to make arrangements that would facilitate their enjoyment of the
scholarship grant.
1.4.
Plan C Study Leave with Special Problem/Thesis/Dissertation

Assistance. Faculty who are enrolled in thesis/dissertation writing and
with an approved research proposal may apply for a study leave with full
salary for one (1) year for doctoral candidate and six months (6) full
salary for masters candidate and a thesis and dissertation assistance of
Php 40,000.00 for masters program and Php 70,000.00 for doctoral
program respectively.
Page 79
Schedule of Releases
1st Release
50%
2nd Release
50%
Upon approval of research proposal

(Chapters 1-3)
Upon submission of approved
bound copy
1.5.
Plan D Special Problem/Thesis/Dissertation Assistance. Those who

are enrolled in thesis/dissertation writing with an approved research
proposal but are not qualified for study leave may apply for a
thesis/dissertation allowance in the amount of Php 40,000.00 and Php
70,000.00, respectively. The schedule of releases shall be the same as
that in Plan C.
1.6.
Plan E Self-financed Study. Regular permanent faculty members who

are taking advanced studies at their own expense and enrolled in a
minimum of nine (9) units. This plan also includes faculty members who
enjoys free tuition as students of any graduate program in the university.
He/she shall be entitled to the following benefits:
1.7.
1.8.
1.6.1
Deloading of six (6) units from the maximum teaching load
1.6.2
Book allowance of Php 5,000.00
Plan F Distance Education/ Open-University Scholarship

1.7.1
Deloading of six (6) units
1.7.2
Full payment of tuition Fees and other school fees
1.7.3
Php 3,000.00 monthly stipend
1.7.4
Book allowance of Php 5,000.00 per semester
1.7.5
Travel allowance by the cheapest mode of transportation to

and from the place of study to be given only once in a
semester.
Plan G - Enhancement Training. This may be availed by

regular/permanent faculty of the college to acquire and upgrade
personal and professional skills in line with their specialization. They
shall enjoy the following privileges:
1.8.1
Registration and other fees.
1.8.2
Free round trip to venue of training
1.8.3
Accommodations and other privileges allowed by law
Section 2. Criteria for Scholarship Grant

2.1.
To facilitate fair and equitable distribution of scholarship privileges, the

granting of scholarship privileges for Plan A (described below) shall be
guided by the following criteria:
Page 80
2.1.1
Age Requirement
Applicants for Plan A shall not be over 45 years old at the start of
the grant.
2.1.2
Performance Rating
Applicants must have a performance rating of at least Very
Satisfactory for the last two semesters prior to the scholarship
grant.
2.1.3
Field of specialization/Priorities
Applicants must pursue a program along his/her area of
specialization and/or based on the Faculty Development Plan.
2.1.4
Benefits
The stipend for Plan A grantees will be uniform for both masters
and doctoral programs.
2.1.5
Prohibition on Double Degree

No scholarship shall be granted for a degree on the same level as
what the grantee had already completed (e.g. those with a
masters degree are disqualified to apply for scholarship for
another masters degree program) unless specified in the Faculty
Development Plan.
2.1.6
Maximum Availment
To assure the equitable distribution of a faculty development

scholarship grant to faculty members, a faculty can avail of such
grant only once in a masteral program and also another in a
doctoral degree program.
2.2.
Additional requirement for Doctoral scholarship grantees:

Graduates of non-thesis masteral programs who would like to apply for
doctoral scholarship grant must have conducted and completed at least
one (1) Research Project, either individual or group and must be duly
recognized by the University.
2.3.
Obligations of the Grantee

2.3.1
Before the start of the full study leave with pay or

fellowship, the Fellow (also those on full study leave with
pay) must execute a return service contract and the
corresponding surety agreement with the University.
2.3.2
Complete within the allotted schedule, the graduate

program for which the scholarship was granted;
2.3.3
to study full-time (i.e. carry at least the normal load)
2.3.4
Local Scholarship grantees shall be obliged to render one (1)

year return service to the University for every year or major
Page 81
fraction thereof of scholarship availed. For international

scholarship grantees, they shall be obliged to render two (2)
years return service to the University for every year or
major fraction thereof of scholarship availed.
2.4.
2.3.5
Not to engage in any other employment or practice of

profession during the period of the award
2.3.6
Submit to the VPAA, at the end of each semester a true copy

of grades and a progress report duly certified by the dean of
the college he/she is enrolled in
2.3.7
to return to the unit immediately upon completion or

termination of the grant
2.3.8
to submit a written report within 60 days after return to

duty specifically for foreign grants and trainings of more
than 30 days.
Renewal, Extensions or Recall of Scholarship Grant

Annual evaluation for the renewal, extension or recall of a grantee by the
FDC shall be based on the following considerations:
2.4.1
Renewal, extension or recall of scholarship contracts shall

be on the basis of very satisfactory academic performance.
A weighted semester average lower than 2.0 (or its
equivalent), or more than two (2) INCs within one semester
shall be sufficient ground for the recall of the grantee.
2.4.2
Any academic personnel awarded a scholarship grant with

full privileges shall not, in any manner during the period of
study leave, apply for or accept another scholarship,
research or graduate assistantship, or any form of
remunerative employment without the written permission
from the University president.
2.4.3
No grantee shall change his/her field of specialization

and/or venue of his/her studies without prior clearance
from the Office of the Vice President for Academic Affairs.
2.4.4
The scholarship grant is good for one degree only. However,

grantees who are able to secure doctoral grants while they
are still on the Master's program may be allowed to go on
with the Doctoral degree provided this is cleared first with
the unit head and the University President in terms of
exigency to service, physical and mental fitness, and the like.
2.4.5
Applicants for a scholarship grant on the last lap of their

studies may be prioritized. However, they shall not be
treated as regular grantees in terms of frequency of
renewals and extensions.
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2.5.
Return Service
The return service requirements of grantees shall be based on the
following guidelines:
2.5.1
Local
2.5.1.1
For study grants of one year or more, a return service

of one year for every year of study grant or a major
fraction thereof shall be required.
2.5.1.2
For study grants, travel grants for observation and

attendance in seminars, special training grants, and
other grants involving six months but not less than
one month, a return service of one year shall be
required.
2.5.2
Foreign
2.5.2.1
For study grants of one year or more, a return service

of two years for every year of study leave or a major
fraction thereof shall be required.
2.5.2.2
For study grants, travel grants for observation and

attendance in seminars, special training grants, and
other grants involving six months but not less than
one month, a return service of one and a half years
shall be required.
2.5.2.3
For grants involving less than one month, no return

service shall be required.
2.5.2.4
The return service proviso applies without distinction

to both study grants on official time only and those
with privileges. The same return service may be
complied in any unit within the university.
2.5.2.5
When a grantee does not render the required return

service stipulated in the scholarship contract
following the expiration of the grant:
a. The Dean where the grantee is presently
connected shall write to the FDC about his/her
return service obligation and lack of clearance
from the University;
b. The grantees case shall be submitted to the
University
Legal
Counsel/Division
for
administrative and legal charges.
c. In case the grantee does not fulfil the return
service requirements, then s/he must reimburse
the following to the University:
All expenses incurred, plus
Page 83
An equity charge of 50% of the total

amount expended, and
Interest at the prevailing legal rate at the
time of the breach or revocation of the
contract.
A member of the UA faculty or staff may act as
guarantor in the surety agreement only if s/he is a
relative of the faculty grantee.
2.6.
Faculty Development Grant Procedures

The grant of fellowship shall have the following procedures:
2.6.1
All scholarship nominations from each college/campus must

be received by the Office of the VPAA not later than end of
December except those scholarship grants given by external
agencies. Late nominations shall be entertained by the
Office of the Vice President for Academic Affairs to be
considered for the next school year.
2.6.2
The nomination shall be based on the College/ Campus

Faculty Development Plan and that the nominees official
leave does not jeopardize the Departments teaching load.
2.6.3
The nomination shall also be based on the

Evaluation Rating (FER) of the applicant.
Satisfactory (VS) rating for every semester of the
academic years prior to the application of the
required.
2.6.4
Nominees are advised to seek admission to programs along

their areas of specialization to institutions accredited by
PASUC, PAASCU, other accrediting institutions or recognized
by CHED as Centers of Development or Centers of Excellence
to ensure that the required standards of the chosen
discipline are met.
2.6.5
The Office of the Vice President for Academic Affairs

prepares the list of nominees for deliberation by the Faculty
Development Scholarship Committee which shall schedule
the nominees for interviews. The Faculty Development
Scholarship Committee shall recommend qualified nominees
to the Academic Council for a Study Grant.
2.6.6
Nominees shall submit to the Faculty Development

Scholarship Committee certifications from government
physicians that they are physically, mentally and
emotionally stable to undergo the rigors of graduate studies.
2.6.7
The Office of the Vice President for Academic Affairs shall

submit, through the Faculty Development Scholarship
Committee, a list of nominees to the Office of the President
Faculty
A Very
last two
grant is
Page 84
for the issuance of a Special Order which shall be submitted

to the Board of Regents for confirmation. The Special Order
shall cover the entire duration of the grantees study leaves.
2.6.8
Upon the issuance of the Special Order, the grantee shall

clear ones self of all money and property accountabilities.
He/She shall sign a contract with the University and post a
surety bond prior to his/her departure.
2.6.9
The grantee shall submit to the Office of the President the

duly accomplished and notarized contract and surety bond
before he/she can claim any of the privileges stipulated in
the contract.
2.6.10 Grantees of foreign scholarships must inform the head of

his/her unit and the Vice President for Academic Affairs of
the expected start of his/her study leave preferably one
semester earlier.
2.7.
Prohibitions
2.7.1
No payment on personal effects such as freight charges and

others shall be made to any grantee by the University.
2.7.2
In cases where the grantee received some privileges from

other granting institutions, local or foreign, the remaining
privileges not covered by the award shall be shouldered by
the University of Antique. In cases where foreign grants do
not include transportation cost and the University Faculty
Development Program budget cannot afford to shoulder said
cost, the awarding of the grant shall be finalized depending
on the individuals ability and willingness to pay for his/her
own transportation.
2.7.3
Grantees on official time only may apply or accept

scholarship like DOST, BFAR, SEARCA, etc., provided the
provisions of their contracts are not inconsistent with the
provisions of the UA contract, especially regarding return
service.
2.7.4
No grantee shall be allowed to enrol in privately-owned

colleges/universities if the intended field of specialization
can be taken in a more accessible PASUC-member
institution.
2.7.5
No local grantee shall be allowed to shift to foreign

scholarships/courses, except on conditions that his/her
study period shall not go beyond the regular allotment or
that the units previously earned be duly credited.
2.7.6
No grantee of foreign scholarships shall be allowed to bring

his/her spouse if the latter who is a past grantee has not
served at least two thirds of the required return service.
Page 85
Section 3. Guidelines For Faculty Development Program

3.1.
Rationale
The University of Antique is an educational institution that fully
supports the development of its faculty members, nurtures
competence and excellence of its human resources and assures
the delivery of quality services. To this end, a comprehensive
and rational Faculty Development Program in the institution
must be in place in order to maximize the potentials of teaching
and teaching- support staff and to promote growth and
development in the academe.
Although professional growth is a responsibility of every
individual and that provision for assistance is not obligatory on
the part of the institution, the University is conscious of its role in
developing its human resource especially in extending assistance
for professional growth. Such benefits may be voluntarily availed
by those who are interested and deserving. Likewise, the college
administration, with its limited resources and identified
priorities, reserves the right to approve or disapprove
applications and recommendations as it deems fit subject to
conditions which ensure the units abilities to meet their teaching
responsibilities. The grants are not gifts but are awards to those
who are ready, willing and deserving to assume a share in their
self-improvement.
3.2.
General & Specific Policy

3.2.1
The Faculty Development Grant is open to interested and

qualified members of the UA faculty.
3.2.2
The University shall provide faculty development grants in

the graduate, post-graduate levels, all forms of continuing
education.
3.2.3
Every academic unit shall develop and maintain a unit-based

Faculty Development Plan which must be reflective of the
programs and needs of said unit
3.2.4
The grants are awarded in the interest of the University and

for the purpose of enhancing the usefulness of the teaching
staff.
3.2.5
The nominee must be physically and mentally healthy to

undergo the rigors of academic scholarship in order to serve
the University effectively.
A Faculty Development Committee shall be created to interview,

screen, evaluate and supervise applicants or nominees for the
Faculty Development Program. This committee shall have the
following membership:
Page 86
3.2.5.1
The Vice-President
Chairperson;
for
Academic
Affairs
as
3.2.5.2
The Vice-President for Research, Extension and

Development, as Member;
3.2.5.3
The Vice-President for Administration, as Member;
3.2.5.4
The Dean of the College where the applicant belongs,

as Member
3.2.5.5
President of Federation of Faculty Association
3.2.5.6
HRMO as Member and Secretariat

The chair and committee members may also choose:
One representative from the Full/Associate
Professor rank
One representative
Professor rank.
from
the
Assistant
If any of the members listed above is himself/ herself

an applicant, he/she shall be replaced by a member
chosen by the remaining members of the Committee.
3.2.6
This committee shall evaluate the applicants based on the

provisions of the policies and guidelines and submit its
findings and recommendations for the perusal of the
University Council which shall make the appropriate
endorsements to the University President and the Board of
Regents for final approval.
3.2.7
Faculty Development Grants shall be given to applicants

with permanent appointments.
3.2.8
The applicant must have served the college for at least five
(5) years except for those who will avail Plans C & D.
3.2.9
As much as possible, there shall be a proportional

distribution of the Faculty Development Scholarship Grant
to the different colleges/units.
3.2.10 Approval of the grants shall be guided by the following

priority schemes:
3.2.10.1
FIRST PRIORITY - non - masters degree holders

who will pursue a masters degree in a relevant field.
3.2.10.2
SECOND PRIORITY - masters degree holders who

will pursue a doctoral degree in a relevant field.
3.2.10.3
THIRD PRIORITY - special training to include retooling, updating and industry immersion.
Page 87
3.2.11 A contract between the University of Antique and the

grantee shall be entered into before the start of the grant.
3.2.12 The grantee must finish the program within the specified
period. In case of failure to do so, the scholarship of the
grantee shall be terminated and he/she shall refund all
financial privileges he/she has received after due process.
3.2.13 No extension shall be granted to those who failed to finish
the course within the time allotted, except in justifiable
cases. An extension shall be allowed for one year for a
doctorate degree and one semester for a master's degree
during which the grantee shall be entitled to only his/her
salary.
Scholarship grantees shall be obliged to submit a true copy
of their grades to the Dean of the college/ campus
administrator and to the HRMO as a prerequisite for the
renewal or extension of privilege.
3.2.14 A grantee is not allowed to accept another job while on
scholarship otherwise he forfeits his scholarship/grant and
shall refund all privileges he has received.
3.2.15 Academic personnel who refuse to accept a study grant
awarded by the University without justifiable reasons shall
be given a low priority in the award of future scholarships.
3.2.16 A Faculty Development scholarship grant may be deferred
for one year on the basis of a strong justification.
3.2.17 Academic personnel who have already enjoyed the privilege
of a study grant may not be authorized to have another leave
of absence, unless he/she has served the University for at
least three-fourths (3/4) of the return service required in
the contract. The remaining term of the unserved return
service shall be rendered in addition to the subsequent
return service.
3.2.18 The University shall encourage its faculty to pursue
available, relevant local and foreign-assisted training and
scholarship grants other than the Faculty Development
Grant.
CHAPTER 9.
CONDUCT, RESTRICTIONS AND DISCIPLINE
Section 1. Code of Ethics

The behavior of the faculty of the University of Antique as civil servants of the
government shall be governed by Code of Conduct and Ethical Standards for
Public Officials and Employees as stipulated in RA 6713 (Appendix B).
Page 88
The faculty is also required to adhere to the Code of Ethics of Professional

Teachers promulgated by the Board for Professional Teachers, Resolution No
435, series of 1997 (Appendix C). Such will provide them with a set of ethical
and moral principles, standards and values.
Section 2. Specific Prohibitions
2.1.
Non-wearing of the Prescribed Dress Code of UA Faculty*

UA adopts the dress code prescribed by the Civil Service Commission for
government employees (CSC MC No. 14, s.1991 and CSC MC No. 2, s.
1999). An official uniform is to be worn by the faculty on weekdays.
Depending on the agreement reached by the faculty, a common free day
(when the wearing of uniform is not required) may be declared.
The design of the official uniform, which is decided by the faculty and
staff members themselves, should follow the guidelines for modesty
prescribed by the Civil Service Commission. The official uniform is worn
in class, except for field work, in which the appropriate attire for the
occasion is left to the discretion of the concerned faculty member.
Faculty members should dress themselves in appropriate business attire.
Long or short polo/ barong Tagalog is preferred for male faculty. The
University is a reputable educational institution and therefore the faculty
is encouraged to act as a model of appropriate dress code. Ostentatious
display of jewelry and wearing of heavy or theatrical make-up and
tattoos are prohibited. Ear piercing of the male faculty members are
likewise disallowed.
2.2.
Prohibited Attire*
The following attire shall be prohibited when performing official duties
in the University. Gauzy, transparent or net-like shirt, blouse with overplunging necklines; sando, strapless or spaghetti-strap blouse (unless
worn as an undershirt) tank-tops, micro-mini skirt, walking shorts,
cycling shorts, leggings, tights, tight-fitting pants, hanging blouse, rubber
sandals, rubber slippers, and "bakya.
Exemptions for the above dress requirements are allowed for the
following cases:
2.2.1
When the nature of work of the faculty demands that he/she

wears clothing other than those prescribed above;
2.2.2
When religious affiliations or creed or any legitimate

practice by the faculty in relation thereto, requires him/her
to wear a particular clothing;
2.2.3
Physical disabilities, and other legitimate health reasons;
2.2.4
Pregnant female faculty are allowed to wear maternity dress

during the period of their pregnancy;
2.2.5
A faculty member who lost a loved one can wear mourning

clothes during the mourning period.
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2.3.
Unjustified Non-Attendance in University and/or College Activities*

Several times during the academic year, the presence of all faculty
members may be required. These include but not limited to:
The week of registration
The first two weeks of classes
The last week of the end of every semester
Sometimes the services of some faculty members may be
required. The College Dean may request the Vice-President for
Academic Affairs to extend the daily hours of work for all the
employees under him/her whose services are considered
necessary. The College Dean may also require any or all the
subordinate faculty to work overtime, not only on workdays but
also on holidays.
2.3.1
Convocation
From time to time, the University invites guests to speak before

the student body on some topic of current interest. If a faculty
members receives a notice from the Dean to attend the
convocation, he or she may opt to dismiss the class or if the
attendance of the class is required, the faculty member may bring
the whole class to the program. If the faculty members attends
the convocation, then the credit is the same as having conducted
the class. Notably however, that not all classes suspended during
the convocations may be admitted, in view of the limited
capacities of the venues. In this case, only those classes having a
direct bearing upon the topic may attend. If the faculty member
receives no notice, he/she should first consult the College Dean
as to whether dismiss or bring the class to the convocation.
2.3.2
Foundation Week/University/College Week/Intramural

Week
All faculty members are required to report and participate in the

activities for the University celebrations. Part-time members and
regular members of the faculty/staff who have classes after 5 PM
and are present during these activities are deemed to have
taught and must be compensated accordingly provided they are
to render a make-up class in a schedule approved by the Dean.
2.3.3
Commencement Week Activities
All faculty members are required to attend the activities during

the Commencement Week and Recognition. Attendance in these
activities must be monitored by the College Dean.
2.3.4
Academic Council Meeting
This meeting is attended by the teachers who have rank of at

least Assistant Professor. Deans are likewise required to attend.
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2.4.
Violation of Traffic Rules and Regulations*

Faculty members are required to follow traffic rules and regulations.
2.5.
Receiving and Accepting Invitations for Extension Services*

Faculty members are allowed to accept invitations and engagements to
Speak in symposia, act as judges in contests, as LET reviewers, and
others, outside the University as long as these activities do not conflict
with their duties in the University. As much as possible, it must not
disrupt the classes, otherwise, the faculty members should arrange
make-up classes with their students. The number of accepted
engagements outside UA should not exceed 20% of the total number of
days in a semester.
Formal letters from outside activities of the like above should be coursed
through the VPAA, the Dean concerned and the faculty invited.
2.6.
Collection of Monies***
No solicitation for funds, canvassing for the sale of merchandise,
subscriptions for securities, insurance, publications, sale of tickets and
any other promotional or charity schemes shall be conducted within the
University without a previously written approval of the President.
No faculty member should directly or indirectly solicit, require, collect or
receive any money, service or anything of value from any person or
entity, in exchange for grades or for promotion of any political, religious
or other partisan interest.
The teacher should not hold possession of the fund or the money
collected of recognized student organization. It must be kept by the
treasurer or deposited in the bank. After an activity which requires
student to contribute, the Dean or the teacher must come up with the
financial statement.
2.7.
Tutorial and Remedial Services for a Fee**

Faculty members are not allowed to conduct personal tutorial services of
any kind for a fee within the College or University. They should not
require their students to attend other tutorial services elsewhere, if with
a cost.
2.8.
Unauthorized Use and Sale of Textbooks***

No book, study guides, manual or syllabus, whether printed or
duplicated, shall be used as a basis or required textbook in any class
unless approved by the Instructional Material Evaluation Committee of
the University, in accordance with the rules prescribed by the President.
Prices shall be determined in accordance with the rules issued by the
textbook committee.
2.9.
Study Without Permission**

Faculty members shall have the privilege of enrolling in the University to
no more than six units a semester in regular courses that shall be
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beneficial to their work provided it is approved by the president and

does not conflict with their schedule and diminish their efficiency.
Permanent faculty members could study for free while part-time faculty
can study for a fee. This privilege may also be extended to permanent
members of the staff provided it is to be done after 5 PM.
2.10.
Teaching in Other Institutions Without Permission**

Regular faculty members who wish to teach outside UA must secure the
approval of the President. Those found guilty of working in other
institutions without permission, will be dismissed from service after due
process.
2.11.
Use of names and Insignias**

University names, insignias and similar materials that are used to
announce, advertise or publicize events, products, or the like shall be
posted only after a written permission from the President is obtained.
2.12.
Smoking in the Campus**

Faculty members are not allowed to smoke inside the campus.
2.13.
Taking Prohibited Drugs, Drinking and Gambling***

Under the penalty that ranges from suspension to outright dismissal
from service, the Faculty of UA is barred from gambling, drinking
alcoholic drinks and worse, taking prohibited drugs. Under the sanction
of severe penalty, in no circumstance that a faculty shall enter the
university under the influence of alcohol or drugs.
2.14.
Carrying Firearms and Deadly Weapon***

Carrying firearms and deadly weapons by the members of the faculty is
absolutely prohibited unless used in instruction like the ROTC and
Criminology classes. Penalty ranges from suspension to dismissal.
2.15.
Misrepresentation of the University in demonstration, rally or mass

action.**
Under the pretense of representing the University, the faculty should
refrain from participating to rallies, demonstration or mass actions and
the like. Respecting their freedom of expression, they may participate to
these activities with the clear notion that it is out of their free will and
individual responsibility.
2.16.
Sanctions
Without prejudice for the filing of administrative case or criminal case
for the erring faculty for violating the above enumeration of specific
prohibitions, the following sanctions are to be imposed based on the
gravity of offenses;
2.16.1 LIGHT OFFENSE*
2.16.1.1
1st Offense: Warning from the Dean

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2.16.1.2
2nd Offense: Written reprimand from the Dean
2.16.1.3
3rd Offense: Second Written reprimand from the

Dean to Form part of the Facultys Record in the
HRMO
2.16.1.4
4th Offense: 3rd written reprimand from the VPAA
2.16.1.5
5th Offense: Suspension for 3 days
2.16.2 LESS GRAVE OFFENSE**

2.16.2.1
1st Offense: Written reprimand from the Dean to

form part of the facultys record
2.16.2.2
2nd Offense: Written reprimand from the VPAA
2.16.2.3
3rd Offense: Suspension for 3 days
2.16.3 GRAVE OFFENSE***

2.16.3.1
1st Offense: Suspension for 5 days
2.16.3.2
2nd Offense: Dismissal
Section 3. Classification of Administrative Offenses and Sanctions

Based on Civil Service regulation administrative cases may be filed against a
faculty member for the offenses enumerated below.
Administrative offenses with corresponding penalties are classified into grave,
less grave or light, depending on their gravity or depravity and effects on the
government service.
3.1.
The following grave offenses shall be punishable by dismissal from the

service:
3.1.1
Serious Dishonesty;
3.1.2
Gross Neglect of Duty;
3.1.3
Grave Misconduct;
3.1.4
Being Notoriously Undesirable;
3.1.5
Conviction of a crime involving moral turpitude;
3.1.6
Falsification of official document;
3.1.7
Physical or mental incapacity or disability due to immoral or

vicious habits;
3.1.8
Receiving for personal use of a fee, gift or other valuable

thing in the course of official duties or in connection
therewith when such fee, gift or other valuable thing is given
by the person in the hope or expectation of receiving a favor
or better treatment than that accorded to other persons, or
committing act punishable under anti-graft laws;
Page 93
3.1.9
Contracting loans of money or other property from persons

with whom the office of the employee has business
relations;
3.1.10 Soliciting or accepting directly or indirectly, any gift,

gratuity, favor, entertainment, loan or anything of monetary
values which in the course of his/her official duties or in
connection with any operation being regulated by, or any
transaction which may be affected by the functions of
his/her office. The pro Soliciting or accepting directly or
indirectly, any gift, gratuity, favor, entertainment, loan or
anything of monetary value which in the course of his/her
official duties or in connection with any operation being
regulated by, or any transaction which may be affected by
the functions of his/her office. The propriety or impropriety
of the foregoing shall be determined by its value, kinship, or
relationship between giver and receiver and the motivation.
A thing of monetary value is one which evidently or
manifestly excessive by its very nature;
3.1.11 Nepotism; and
3.1.12 Disloyalty to the Republic of the Philippines and to the
Filipino People.
3.2.
The following grave offenses shall be punishable by suspension of six (6)

months and one (1) day to one (1) year for the first offense and dismissal
from the service for the second offense:
3.2.1
Less serious dishonesty;
3.2.2
Oppression;
3.2.3
Disgraceful and immoral conduct;
3.2.4
Inefficiency and incompetence in the performance of official

duties;
3.2.5
Frequent unauthorized absences, or tardiness in reporting

for duty, loafing from duty during regular office hours;
3.2.6
Refusal to perform official duty;
3.2.7
Gross insubordination;
3.2.8
Conduct prejudicial to the best interest of the service;
3.2.9
Directly or indirectly having financial and material interest

in any transaction requiring the approval of his/her office.
Financial and material interest is defined as pecuniary or
proprietary interest by which a person will gain or loss
something;
3.2.10 Owning, controlling, managing or accepting employment as

officer, employee, consultant, counsel, broker, agent, trustee,
or nominee in any private enterprise regulated, supervised
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or licensed by his/her office, unless expressly allowed by

law;
3.2.11 Disclosing or misusing confidential or classified information
officially known to him/her by reason of his/her office and
not made available to the public, to further his/her private
interests or give undue advantage to anyone, or to prejudice
the public interest;
3.2.12 Obtaining or using any statement filed under the Code of
Conduct and Ethical Standard for Public Officials and
Employees for any purpose contrary to morals or public
policy or any commercial purpose other than news and
communications media for dissemination to the general
public; and
3.2.13 Recommending any person to any position in a private
enterprise which has a regular or pending official
transaction with his/her office unless such recommendation
or referral is mandated by (1) law, or (2) international
agreements, commitment and obligation, or as part of the
functions of his/her office.
3.3.
The grave offense of Inefficiency and Incompetence in the performance

of official duties is punishable by Demotion. In this case, the guilty
person shall be appointed to the next lower position to which he/she is
qualified in the plantilla of the agency. In case there is no such next lower
position available, he/she shall suffer diminution in salary
corresponding to the next lower salary grade.
3.4.
The following less grave offenses are punishable by suspension of one

(1) month and one (1) day suspension to six (6) months for the first
offense; and dismissal from the service for the second offense:
3.4.1
Simple Neglect of Duty;
3.4.2
Simple Misconduct;
3.4.3
Discourtesy in the course of official duties;
3.4.4
Violation of existing Civil Service Law and rules of serious

nature;
3.4.5
Insubordination;
3.4.6
Habitual Drunkenness;
3.4.7
Unfair discrimination in rendering public service due to

party affiliation or preference;
3.4.8
Failure to file sworn statements of assets and liabilities and

Net worth, and disclosure of business interest and financial
connections including those of their spouses and unmarried
children under eighteen (18) years of age living in their
households;
Page 95
3.4.9
Failure to resign from his/her position in the private

business enterprise within thirty (30) days from assumption
of public office when conflict of interest arises, and/or
failure to divest himself/herself of his/her shareholdings or
interest in private business enterprise within sixty (60) days
from assumption to public office when conflict of interest
arise; Provided, however, that for those who are already in
the service and conflict of interest arises, the official or
employee must either resign or divest himself/herself of
said interest within the periods hereinabove provided,
reckoned from the date when the conflict of interest had
arisen; and
3.4.10 Engaging directly or indirectly in partisan political activities

by one holding non-political office.
3.5.
The less grave offense of Simple Dishonesty is punishable by suspension

of one (1) month and one (1) day to six (6) months for the first offense;
six (6) months and one (1) day to one (1) year for the second offense;
and dismissal for the third offense.
3.6.
The following light offense are punishable by reprimand for the first
offense; suspension of one (1) to thirty (30) days for the second offense;
and dismissal from the service for the third offense:
3.6.1
Simple discourtesy in the course of official duties;
3.6.2
Improper or unauthorized solicitation of contributions from

subordinate employees and by teachers or school officials
from school children;
3.6.3
Violation of reasonable office rules and regulations;
3.6.4
Frequent unauthorized tardiness (Habitual Tardiness);
3.6.5
Gambling prohibited by law;
3.6.6
Refusal to render overtime service;
3.6.7
Disgraceful, immoral or dishonest conduct prior to entering

the service;
3.6.8
Borrowing money by superior officers from subordinates;
3.6.9
Willful failure to pay just debts or willful failure to pay taxes

due to the government;
The term "Just debts" shall apply only to:

3.6.9.1
Claims adjudicated by a court of law, or
3.6.9.2
Claims the existence and justness of which are

admitted by the debtor.
3.6.10 Lobbying for personal interest or gain in legislative halls and

offices without authority;
Page 96
3.6.11 Promoting the sale of tickets in behalf of private enterprises

that are not intended for charitable or public welfare
purposes and even in the latter cases, if there is no prior
authority;
3.6.12 Failure to act promptly on letters and request within fifteen
(15) working days from receipt, except as otherwise
provided in the rules implementing the Code of Conduct and
Ethical Standards for Public Officials and Employees;
3.6.13 Failure to process documents and complete action on
documents and papers within a reasonable time from
preparation thereof, except as otherwise provided in the
rules implementing the Code of Ethical Standards for Public
Officials and employees.
3.6.14 Failure to attend to anyone who wants to avail
himself/herself of the service of the office, or act promptly
and expeditiously on public transactions;
3.6.15 Engaging in private practice of his/her profession unless
authorized by the constitution, law or regulation, provided
that such practice will not conflict with his/her official
functions; and
3.6.16 Pursuit of private business, vocation, or profession without
the permission required by Civil Service rules and
regulations.
Section 4. Sexual Harassment/ Committee on Decorum and Investigation
As provided for by the law, the University establishes its policy in dealing with
sexual harassment cases.
Full text on the Administrative Disciplinary Rules on Sexual Harassment Cases is
found in Appendix A.
Section 5. Grievance Machinery
In line with the Revised Policies on the Settlement of Grievance in the Public
Sector contained in CSC Resolution No. 010113, dated January 10, 2001 and
implemented through CSC Memorandum Circular No. 02 , s. 2001, the University
hereby adopts the herein Grievance machinery mechanism.
5.1.
BASIC POLICIES
5.1.1
A grievance shall be resolved expeditiously at all times at

the lowest level possible in the agency. However, if not
settled at the lowest level possible, an aggrieved party shall
present his or her grievance step by step following the
hierarchy of positions.
5.1.2
The University of Antique establishes this grievance

machinery to address grievance between or among its
officials and employees.
Page 97
5.1.3
The aggrieved party shall be assured freedom from coercion,

discrimination, reprisal and biased action on the grievance.
5.1.4
Grievance proceedings shall not be bound by legal rules and

technicalities. Even verbal grievance must be acted upon
expeditiously. The services of a legal counsel shall not be
allowed.
5.1.5
A grievance shall be presented verbally or in writing in the

first instance by the aggrieved party to his or her immediate
supervisor. The latter shall within three (3) working days
from the date of presentation, inform verbally the aggrieved
party of the corresponding action.
If the party being complained of is the immediate
supervisor, the grievance shall be presented to the next
higher supervisor.
5.1.6
Grievance refers to work related issues giving rise to

employee dissatisfaction. The following cases shall be acted
upon through the grievance machinery.
5.1.6.1
Non-implementation of policies, practices. and

procedures on economic and financial issued and
other terms and conditions of employment fixed by
law including salaries, incentives, working hours,
leave benefits and other related terms and
conditions;
5.1.6.2
Non-implementation of policies, practices and

procedures which affect employees from recruitment
to
promotion,
detail,
transfer,
retirement,
termination, lay-offs, and other related issued that
affect them;
5.1.6.3
Physical working conditions;
5.1.6.4
Interpersonal relationships and linkages;
5.1.6.5
Protest on appointments; and
5.1.6.6
All other J;Ilatters giving rise to employee

dissatisfaction and discontentment outside of those
cases enumerated in Item No. 6.
5.1.7
The following cases shall not be acted upon through the

grievance machinery:
5.1.7.1
Disciplinary cases which shall be resolved pursuant

to the Uniform Rules on Administrative Cases;
5.1.7.2
Sexual harassment cases as provided for in RA 7877;

and
5.1.7.3
Union related issued and concerns.
Page 98
5.1.8
Only permanent officials and employees, whenever

applicable shall be appointed or elected as members of the
grievance committee.
In the appointment or election of the committee members,
their integrity, probity, sincerity and credibility shall be
considered.
5.1.9
The agency head shall ensure equal opportunity for men and
women to be represented in the grievance committee.
5.1.10 The agency grievance committee shall develop and

implement pro- active measures that would prevent
grievance, such as employee assembly which shall be
conducted at least once every quarter, "talakayan",
counseling, HRD interventions and other similar activities.
5.1.11 The personnel unit, in collaboration with the agency
grievance committee, shall conduct a continuing information
drive on grievance machinery among its officials and
employees.
5.1.12 The grievance committee may conduct an investigation and
hearing within ten (10) working days from receipt of the
grievance and render a decision within five (5) working
days after the investigation. Provided, however, that where
the object of the grievance is the grievance committee, the
aggrieved party may submit the grievance to top
management.
5.1.13 A grievance may be elevated to the Civil Service_
Commission Regional Office concerned only upon
submission of a Certification on the Final Action on the
Grievance (CFAG) issued by the grievance committee. The
CFAG shall contain, among other things, the following
information: history and final action taken by the agency on
the grievance.
5.1.14 The personnel unit of the agency shall extend secretariat
services to the grievance committee.
5.1.15 The grievance committee shall establish its own internal
procedures and strategies. Membership in the grievance
committee shall be considered part of the members' regular
duties.
5.1.16 The grievance committee shall submit a quarterly report of
its accomplishments and status of unresolved grievances to
the Civil Service Commission Regional Office.
5.1.17 Supervisors or officials who refuse to take action on a
grievance brought to their attention shall be liable for
neglect of duty in accordance with existing civil service law,
rules and regulations.
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5.1.18 The agency grievance machinery shall be submitted to the

Civil Service Commission Regional Office concerned for
approval. Subsequent amendments shall be subject to esc
approval and shall take effect immediately.
5.2.
OBJECTIVES
5.2.1
General
Create a work atmosphere conducive to good supervisoremployee relations and improved employee morale.
5.2.2
5.3.
Specific
5.2.2.1
Activate and strengthen agency's existing grievance

machinery;
5.2.2.2
Settle grievances at the lowest possible level m the

organization; and
5.2.2.3
Serve as a catalyst for the development of capabilities

of personnel on dispute settlement, especially among
supervisors in the agency.
SCOPE
The Grievance Machinery applies to all levels of officials and employees
in the agency. It may also apply to non-career employees whenever
applicable.
5.4.
DEFINITION OF TERMS
5.4.1
Accredited or Recognized Employee Union - an employee

union accredited pursuant to Executive Order No. 180 and
its implementing rules and regulations.
5.4.2
Bilis Aksyon Partner - is the counterpart Action Officer of

the Civil Service Commission under the Mamamayan Muna
Program pursuant to esc MC No. 3, .s. 1994.
5.4.3
Grievance - a work related discontentment or

dissatisfaction which had been expressed verbally or in
writing and which, in the aggrieved employee's opinion,
has been ignored or dropped without due consideration.
5.4.4
Grievance Machinery - a system or method of determining

and finding the best way to address the specific cause or
causes of a grievance.
5.4.5
Public Sector Labor-Management Council (PSLMC) - the

council responsible for the promulgation, implementation
and administration of the guidelines for the exercise of the
right of government employees to organize pursuant to
Executive Order No. 180.
Page 100
5.5.
APPLICATION OF GRIEVANCE MACHINERY

The following instances shall be acted upon through the grievance
machinery:
5.6.
5.5.1
Non-implementation of policies, practices and procedures

on economic and financial issues and other terms and
conditions of employment fixed by law, including salaries,
incentives, working hours, leave benefits such as delay in the
processing of overtime pay, unreasonable withholding of
salaries and inaction on application for leave;
5.5.2
Non-implementation of policies, practices and procedures

which affect employees from recruitment to promotion,
detail, transfer, retirement, termination, lay-offs, and other
related issues that affect them such as failure to observe
selection process in appointment, and undue delay in the
processing for retirement papers;
5.5.3
Inadequate physical working conditions such as lack of

proper ventilation in the workplace, and insufficient
facilities and equipment necessary for the safety and
protection of employees whose nature and place of work are
classified as high risk or hazardous;
5.5.4
Poor interpersonal relationships and linkages such as

unreasonable refusal to give official information by one
employee to another;
5.5.5
Protest on appointments; and
5.5.6
All other matters giving rise to employee dissatisfaction and

disco11tentment outside of those cases enumerated above.
5.5.7
The following cases shall not be acted upon through the

grievance machinery:
5.5.7.1
Disciplinary cases which shall be resolved pursuant

to the Uniform Rules on Administrative Cases;
5.5.7.2
Sexual harassment cases as provided for in RA 7877;

and
5.5.7.3
Union-related issues and concerns.
GRIEVANCE PROCEDURES
The procedures for seeking redress of grievances shall be as follows:
5.6.1
Discussion with Immediate Supervisor. At the first instance,

a grievance shall be presented verbally or in writing by the
aggrieved party to his or her immediate supervisor.
The supervisor shall inform the aggrieved party of the
corresponding action within three (3) working days from
the date of presentation.
Page 101
Provided, however, that where the object of the grievance is

the immediate supervisor, the aggrieved party may bring the
grievance to the next higher supervisor.
5.6.2
Appeal to the Higher Supervisor. If the aggrieved party is not

satisfied with the verbal decision, he or she may submit the
grievance in writing, within five (5) days to the next higher
supervisor who shall render his or her decision within (5)
working days from receipt of the grievance.
5.6.3
Appeal to the Grievance Committee. The decision of the next

higher supervisor may be elevated to the grievance
committee within five
(5) Working days from receipt to the decision of the next
higher supervisor.
The grievance committee may conduct an investigation and
hearing within ten (10) working days from receipt of the
grievance and render a decision within five (5) working
days after the investigation. Provided, however, that where
the object of the grievance is the grievance committee, the
aggrieved party may submit the grievance to top
management.
5.7.
5.6.4
Appeal to Top Management. If the aggrieved party is not

satisfied with the decision of the grievance committee, he or
she may elevate his or her grievance within five (5) working
days from receipt of the decision through the committee to
top management who shall make the decision within ten
(10) working days after the receipt of the grievance.
Provided, however, that where the object of the grievance is
the top management, the aggrieved party may bring his or
her grievance directly to the Civil Service Commission
Regional Office.
5.6.5
Appeal to the Civil Service Commission Regional Office. If

the aggrieved party is not satisfied with the decision of
top management, he or she may appeal or elevate his or
her grievance to the Civil Service Commission Regional
Office concerned within fifteen (15) working days from
the receipt of such decision.
Together with the
appeal, the aggrieved party shall submit a Certification on
the Final Action on the Grievance (CFAG).
GRIEVANCE COMMITTEE
External Campuses shall establish separate grievance committees. The
composition and responsibilities are as follows:
Page 102
5.7.1
Composition
Only permanent officials and employees, whenever applicable

shall be appointed or elected as members of the grievance
committee.
In the appointment or election of the committee members, their
integrity, probity, sincerity and credibility shall be considered.
The UA President shall ensure equal opportunity for men and
women to be represented in the grievance committee.
5.7.1.1
The VPAA if those involved are members of the

faculty as Chairman. VPAF is those involved are
administrative staff of the university. If those
involved are from the faculty and the administrative
staff, the VPAA will act as chair if the complainant is a
faculty and the VPAF if the complainant is from the
administrative staff.
5.7.1.2
Two (2) Division Chiefs (Deans/Directors/Heads) or

their equivalent positions chosen from among
themselves;
5.7.1.3
Two (2) members from the rank-and-me who shall

serve for a term of two (2) years and chosen through
a general assembly or any other mode of selection to
be conducted for the purpose; one from the first level
and another from the second level. In case there is
an accredited or recognized employee union, the
rank-and- file representatives shall be those named
by the employee union. The first level representative
shall participate in the resolution of the grievance of
first level employees while the
second
level
representative shall participate in the resolution of
grievance of second level employees; and
5.7.1.4
The Bilis Aksyon Partner (BAP)/HRMO duly

designated. The personnel unit of the agency shall
extend secretariat services to the grievance
committee.
5.7.2
Responsibilities
In addition to finding the best way to address specific
grievance the committee shall have the following
responsibilities:
5.7.2.1
Establish its own internal procedures and strategies.

Membership in the grievance committee shall be
considered part of the members' regular duties;
5.7.2.2
Develop and implement pro-active measures or

activities to prevent grievance such as employee
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assembly which shall be conducted at least once

every quarter, "talakayan", counseling and other HBD
interventions. Minutes of the proceedings of these
activities shall be documented for audit purposes;
5.8.
5.7.2.3
Conduct continuing information drive on Grievance

Machinery among officials and employees in
collaboration with the personnel unit;
5.7.2.4
Conduct dialogue between and among the parties

involved;
5.7.2.5
Conduct an investigation and hearing within ten (10)

working days from receipt of the grievance and
render a decision within five (5) working days after
the investigation. Provided, however, that where the
object of the grievance is the grievance committee,
the aggrieved party may submit the grievance to top
management;
5.7.2.6
Direct the documentation of the grievance including

the preparation and signing of written agreements
reached by the parties involved;
5.7.2.7
Issue Certification on the Final Action on the

Grievance (CFAG) which shall contain, among other
things, the following information: history and final
action taken by the agency on the grievance; and
5.7.2.8
Submit a quarterly report of its accomplishments and

status of unresolved grievances to the Civil Service
Commission Regional Office concerned.
GRIEVANCE FORMS
5.8.1
The following forms shall be used:
5.8.1.1
Grievance Form
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5.8.1.2
Grievance Agreement Form
GRIEVANCE AGRREMENT FORM

Name of Parties to a
Grievance______________________________________________________
Nature of the
Grievance______________________________________________________________
Steps toward
Settlement_____________________________________________________________
Agreements
Reached_________________________________________________________________
________________________________________________________________________________________
We promise to abide by the above-stated agreement.
Aggrieved Party
Subject of Grievance
Chairman Grievance Committee
5.8.2
Certificate Of Final Action On The Grievance
CERTIFICATE OF FINAL ACTION ON THE GRIEVANCE

This certified that the grievance filed by ______________________________________
(Aggrieved Party)
on______________has been acted upon by the Committee on__________________,
Final Action
Taken:______________________________________________________________________________
______________________________________________________________________________________
VICTOR E. NAVARRA, EdD

President
Approved by:
August 10. 2004

Date
__________________________________________________________________
CSC Regional Director (Signature over Printed Name)
__________________________________
Date
Page 105
5.9.
EFFECTIVITY
This Grievance Machinery shall take effect immediately upon approval
by the Civil Service Commission Regional Office concerned.
5.10.
COMMITMENT
I hereby commit to implement the provisions of this Grievance
Machinery and take necessary action in accordance with existing civil
service law and rules against supervisors or officials who refuse to act on
a grievance brought before their attention.
CHAPTER 10. ACADEMIC INFORMATION
Introduction
This section describes detailed conditions and procedures for academic processes and
services that students might need to complete during their stay in the university.
Section 1.
Academic Calendar
1.1.
The general framework of the academic calendar shall be prepared by

the University Registrar in consultation with the Vice President for
Academic Affairs, subject to the approval of the University President in
consonance with the prescribed academic calendar by the Commission
on Higher Education.
1.2.
The academic year is divided into two (2) semesters of at least one
hundred (100) class days each. Class work in the summer session is
equivalent to class work in one semester.
1.3.
All academic affairs and activities of every unit in the University shall be
reported to the University Registrar before the beginning of the school
year so that these can be included in the general framework of the
academic calendar.
Section 2. Admission Requirements and Policies

2.1.
Every applicant for admission to the University degree programs must

meet the requirements for admission prescribed by the University and
its academic unit concerned including passing entrance examination
required by the University.
2.2.
No qualified student shall be denied admission to UA by reason of age,

sex, nationality, religious belief, or political affiliations; however, a
student with special needs will only be admitted provided the University
has the capability to cater to his/her needs.
2.3.
Every student seeking admission, shall sign the Pledge of Good

Conduct. Refusal to take the pledge or (to accept its terms)violation of
its terms shall be sufficient cause for denial of admission.
2.4.
Every applicant for admission shall undergo a thorough health

examination as prescribed by each college. Specific colleges may require
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special medical/laboratory examination as needed to effectively assess

students fitness for enrollment in their course.
2.5.
Section 3.
5. No person shall be admitted who is found to be suffering from

dangerous, communicable, contagious or infectious disease or who is
physically unfit as determined by the accredited medical officer.
General Entrance Requirements
3.1.
The entrance requirements shall be prescribed by the respective college

or unit and by the Director for Admissions and approved by the
Academic Council and the Board of Regents.
3.2.
Students from foreign countries shall be required to meet the entrance

requirements prescribed; provided, that their previous training was
obtained in an institution of recognized standing.
Section 4. Registration
4.1.
Registration of students shall only be on the regular registration period

indicated in the academic calendar.
4.2.
A student is considered officially enrolled when he/she has paid his/her

tuition and other fees and has completed the enrolment process.
4.3.
No student shall be registered in any course after twelve (12%) percent

of regular classroom meetings have been held.
4.4.
A student must be officially registered in order to receive credit for

course work.
4.5.
Registration form, complete set of class cards with grades signed by the
instructor, and clearance from previous/ last semester attended shall be
required from old students as credentials.
4.6.
A student is not allowed to enroll in more than one program during his
stay in the University; however, a student may be allowed to enroll in
other courses provided that number of units does not exceed the
required number for the semester and that a written permit is secured
from the Dean where the student is primarily enrolled.
4.7.
Sequencing of courses (prerequisites and co-requisites) in the

curriculum shall be observed and followed during enrollment.
4.8.
Registration of a returning student is dependent on his previous

scholastic standing as stipulated in the retention policies.
4.9.
Practice Teaching/OJT/Practicum should not be taken with any other

courses to afford the student with full concentration and total immersion
(CMO No. 11, s. 1999; BOT Resolution #66 s. 2008), unless prescribed in
the curriculum.
4.10.
Late registration fee is charged to a student who enrolls after the

enrollment schedule by year level (? Isnt it that late enrollment fee shall
be charged only during late enrollment schedule?) in the academic
semester.
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Section 5. Cross-Registration
5.1.
Cross-registration shall be done within the period of enrolment.
5.2.
No student shall be registered in any other college or unit of the

University without the permission from the Dean of the college or unit
which the student is primarily enrolled.
5.3.
Cross-enrolment in another institution is allowed in all curricular levels,

provided these courses are not offered in the institution. The course
description and number of units must be consistent with the curriculum
of the program he/she is pursuing. The total number of units must not
exceed nine (9) units.
Likewise, cross-enrollment is only allowed for graduating students.
5.4.
No student who is registered in any other institution shall be admitted to

the University without a written permit from his Dean or University
Registrar. The permit shall state the total number of units for which the
student is registered and the course that he is authorized to take in the
University of Antique
5.5.
The University shall give credit to any course taken by students in any
other college or university provided it was authorized by the VPAA upon
the recommendation of the Dean. The validation of the courses taken
shall be done by the Dean and approved by the VPAA. The course
description is the basis for credit.
5.6.
No student is allowed to cross-enroll in two or more schools outside the

university; however, the Dean may institute other procedure to validate
the courses taken from other institutions.
Section 6. Classification of Students

6.1.
Students are classified as to Academic Load:

6.1.1
A regular student is one who is registered for formal

academic units and who carries the full load called for in a
given semester by the curriculum in which he is registered;
provided, that if a student has already finished some units of
the required program, the finished units shall be added to
the units he is actually taking in the computation of his load
for the purpose of determining his status
6.1.2
An irregular student is one who is registered for formal

credits but who carries less than the full load called for a
given semester by the curriculum for which he is registered
and takes a back/advanced course as approved in his special
program; and,
6.1.3
A special student is one who is not earning formal

academic credits for his work.
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6.2.
Students are also classified as to Curricular Level:

6.2.1
A freshman is a student who has not finished the prescribed

courses of the first year of his/her curriculum, or 25 percent
(25%) of the total number of units required in the entire
course;
6.2.2
A sophomore is a student who has satisfactorily completed

the prescribed courses of the first year of his/her
curriculum, or has finished 25 percent (25%) but not more
than 50 percent (50%) of the total number of units required
in the entire program;
6.2.3
A junior is a student who has completed the prescribed

courses of the first two (2) years of his/her curriculum, or
has finished 50 percent (50%) or not more than 75 percent
program;
6.2.4
A senior is a student who has completed the first three

years of his/her curriculum or has finished 75 percent
program. In the case of curricula in which the weights of the
courses are not expressed in terms of units, the computation
shall be made on the basis of the equivalents;
6.2.5
A terminal or fifth year is a student who has completed the

first four years of his/her curriculum or has finished eighty
five percent (85%) of the total number of units required in
the entire program.
Section 7. Academic Load

7.1.
The total number of units which a student may register shall be in

accordance with the curricular program the student is enrolled in.
7.2.
The total number of units of credit for which a student may register shall
not exceed the maximum allowed by rules on academic load.
7.3.
One credit unit is at least eighteen (18) full hours of instruction in the
form of lecture, discussion, seminar, tutorial, or recitation or in any
combination of these forms within a semester.
7.4.
No undergraduate student should be allowed to take more units than the

prescribed load for the semester; however, a graduating student may be
permitted to carry an extra load as approved by the Dean and VPAA
provided the total number of units does not to exceed 30 units.
7.5.
The normal load for summer term shall be six (6) units, however, in
justifiable cases; the Dean may allow enrolment up to nine (9) units.
7.6.
For graduate students, the maximum load of nine (9) units is allowed
during the semester. However, a full-time student on study leave may be
permitted to take twelve (12) units.
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7.7.
Prerequisite courses are those that must be completed to qualify the

student for enrollment in subsequent (and usually related) courses.
As a general rule, a student shall not be permitted to take any advanced
course until he has satisfactorily passed the prerequisite course or
courses. However, a student may be allowed to simultaneously enroll in
pre-requisite and advanced classes under the conditions as follows:
7.8.
Section 8.
8.1.
7.7.1
When the pre-requisite is a repeated course;
7.7.2
When the student has general weighted average) (GWA) of

not lower than 2.5; and
7.7.3
When the student is graduating at the end of the school

term.
If the student failed the prerequisite course, the higher course shall not
be given credit.
Curricular Matters
Program, Course, and Subject.
The name or title of a program shall consist of the degree (e.g., BS/AB)
and the discipline or field of study (e.g., Business Administration). It is
also called academic program, degree program, or curricular program. A
subject is a collection of topics intended to be taught by a faculty member
within a specific number of hours in a semester spread out over 18
weeks. A subject is also referred to as a course.
8.2.
Medium of Instruction.
The university shall adopt English and Filipino as media for instruction,
publication in the undergraduate programs, as well as in office
communications. Graduate courses of study shall be in English, although
in some courses the medium of instruction is Filipino.
8.2.1
Curricular Nomenclature.
The following are prescribed terms that shall be used in

curricular proposals:
8.2.1.1
Degree Program
Curriculum - The entire academic program

including admission requirements, list of
courses, etc.
Program of study - List of specific courses
including actual electives that a student takes.
Checklist - Courses arranged by semester with
descriptive titles, number of lecture/laboratory
units, pre-requisites, and co-requisites indicated.
Page 110
8.2.2
Program Area
8.2.2.1
Major/area of specialization - Principal discipline

or field of study as reflected in the title of the degree
program.
8.2.2.2
Minor - Sub-field or sub-specialization with fewer

units; may be in the major field or in another
discipline.
8.2.3
Courses
8.2.3.1
General education - Set of courses in each general

domain (languages, arts and humanities, social
science and philosophy, natural science and math)
that all students must take as specified by each
program.
8.2.3.2
Major/Professional - Set of courses in principal

discipline/field of study with prescribed total number
of courses and units, of which certain courses are
specifically required.
8.2.3.3
Cognate - Course outside of but related to the major

discipline or field, with minimum number of required
units; aims to complement or enrich the major
courses.
8.2.3.4
Core - Subset of major courses common to all majors

or tracks of a particular program; required major
courses.
8.2.3.5
Foundation - Required course from another

discipline usually as a prerequisite to major courses.
8.2.3.6
Prerequisite Course that must be taken prior to

another course; imposed to reflect the sequential
nature of knowledge involved in the courses.
8.2.3.7
Co-requisite - Course that is also required in order to

take another course but may be taken at the same
time as the other.
8.2.3.8
Legislated - Course mandated by law or, in the case

of professional fields, by the Professional Regulatory
Commission; for example, Philippine Constitution,
Rizal, TAR, etc.
8.2.3.9
Elective - Course a student can choose from any area

or discipline.
8.2.4
Instructional Format
8.2.4.1
Lecture - Presentation and discussion of the subject

by the instructor.
Page 111
8.2.4.2
Laboratory - Application of scientific and other

principles in a controlled environment by means of
experiments; usually an inductive exercise in which
students arrive at general principles from the
experiments or, in the case of human sciences (e.g.,
psychology), observe a specific occurrence in light of
general observations about human beings and the
world at large. In proficiency courses (e.g., language,
speech), application and repeated practice of skills.
8.2.4.3
Seminar - Student-led discussion (as in reading

seminar) or presentation of paper (as in research
seminar) at senior undergraduate and graduate
levels.
8.2.4.4
Colloquium - Development of student's research

proposal or thesis at senior undergraduate and
graduate levels.
8.2.4.5
Selected topics - Topic not normally covered by

major courses but selected by the appropriate
academic body because it deals with the latest
developments in the field or a new sub-specialization
or sub-area in the discipline; varies according to the
availability of the instructor's expertise; sometimes
may be taken more than once provided the topic is
not the same as the previous ones.
8.2.4.6
Special topics Similar to selected topics; sometimes

used to develop a new course.
8.2.4.7
Special problems/Case Analysis - Focuses on

research problems.
8.2.4.8
Special projects - Student research project or

production as in the visual and performing arts.
8.2.4.9
Thesis - A course for undergraduates and for

master's students, which requires the student to
demonstrate the capacity to research and write a
coherent, well-organized and substantive piece or the
equivalent in literary, visual and performing arts.
8.2.4.10
Dissertation a doctoral thesis in which the student

is expected to make a contribution to knowledge, as
follows: to uncover new facts or reinterpret known
facts in distinctly novel ways on the basis of sound
methodology; or in the case of the arts, devise a new
approach to the formal element of arts; or develop
new methods of investigation and analysis. The
literary (artistic or scientific, as the case may be)
presentation of the dissertation must also be
acceptable.
Page 112
8.3.
8.2.4.11
Workshop - Hands-on application

performing and literary arts.
of
visual,
8.2.4.12
Studio - Hands-on production course using radio, TV

equipment or architectural facilities.
8.2.4.13
Fieldwork - Research (data gathering) done in a field

site under a faculty supervision.
8.2.4.14
Practicum/Internship - apprenticeship in the

profession such as in business, hospitals, schools or
private industry under the university or external
supervision.
8.2.4.15
Residency a training program for at least one year

on a given specialization undertaken by a student
from another school in order to graduate in such
course. The maximum years for residency is ten
years, for which the student must repeat the whole
course or transfer to another program. It excludes
however cases of changes in the curriculum within
the 10-year residency period.
Scholastic Status
8.3.1
Standards
Evaluation of student records for purposes of retention is guided

by the following standards:
% Failure
Status
25% 49%
Warning
50% 75%
76% 100%
Probation
Permanent
Disqualification
Allowable Load for the

following semester
Less 3 units from normal
load
15 units only
Not allowed to enroll
8.3.1.1
Any student who has received two successive

warnings shall be placed on probation status.
8.3.1.2
Probation status of a student may be lifted upon

passing all the courses carried during the term
he/she is on probation.
8.3.2
Actions on Delinquency
The faculty of each college shall approve suitable and effective

provisions governing undergraduate delinquent students, subject
to the following minimum standards:
8.3.2.1
Warning. Any student who obtains final grades of

number of academic units in which he is registered
Page 113
for the semester shall be warned by the Dean to

improve his work;
8.4.
8.3.2.2
Probation. Any student who obtains final grades of

number of academic units in which he has final
grades at the end of the semester shall be placed on
probation for the succeeding semester and his load
shall be limited to the extent to be determined by the
Dean; provided, that this shall not apply to students
who receive grades in less than six academic units.
8.3.2.3
Any student who dropped from one college or school

shall not ordinarily be admitted in another unit of the
College, unless in the opinion of the Dean, his natural
aptitude and interest may qualify him in another field
of study.
8.3.2.4
Any student who, at the end of the semester or term,

obtains final grades below 3 in all of the academic
units in which he is given final grades, shall be
permanently barred from readmission to any college
or school of the University. Provided further that this
shall not apply to a student who received final grades
in less than twelve (12) academic units. Any student
who has dropped and again fails, so that it becomes
necessary again to drop him, shall not be eligible for
readmission to any college or school of UA.
8.3.2.5
Permanent disqualification does not apply to cases

where, on the recommendation of the instructors
concerned, the faculty certifies that the grades of 5
were due to the students authorized dropping of the
courses and not to poor scholarship. However, if the
unauthorized withdrawal takes place after the midsemester and the students class standing is poor, his
grade of 5.0 shall be counted against him for the
purpose of his scholarship rule. The Dean shall deal
with these cases on their individual merits; provided
that in no case of readmission to the same or another
college or school shall the action be lighter than
probation.
Attendance
When the number of hours lost by absence of a student reaches 20
percent of the hours of recitation, lecture, laboratory, he may be dropped
from the course; provided, that a faculty member may prescribe longer
attendance requirement to meet his special needs. If the absences are
incurred before the midterm examination, he shall be dropped; however,
after the midterm examination he shall be given a grade of 5.0. Time
lost by late enrolment shall be considered as time lost by absence.
Page 114
8.5.
Schedule, Dismissal, and Suspension of Classes

8.5.1
Schedule. The schedule of classes shall be prepared by the

Area/Program Chairpersons in consultation with the College
Deans and the Vice President for Academic Affairs.
No scheduled class shall be abolished after the last day of late

registration except for valid reason and provided that students
enrolled therein are not prejudiced.
Students will be allowed to select schedule of classes within the
college provided it will be on a first come first serve basis.
8.6.
8.5.2
Dismissal/Suspension of Classes. Classes shall not be

dismissed/ suspended without authority from the President
or in his absence by the one in-charge except in unusual
cases for which a report giving reason for such action shall
be submitted by the Vice President for Academic Affairs to
the President.
8.5.3
Rescheduling and Postponement of Classes. No faculty

member shall postpone the holding of his class to another
hour than that officially scheduled unless recommended by
the deans and approved by the Vice President for Academic
Affairs nor shall he/she meet his/her student for class or
consultation purposes in any unscheduled room or place.
8.5.4
Remedial Classes. Remedial classes may be conducted

according to the needs of students without extra
remuneration on the part of the instructor/professor.
8.5.5
Make-up Classes. Make-up classes may be conducted with

the consent of the students and as determined by the Dean.
The instructor/professor is entitled to an hourly pay for the
services rendered.
Changing, Adding, and Dropping of Courses

8.6.1
Changing, adding and dropping of courses shall be made

only for valid reasons as determined by the Dean.
8.6.2
A student with the consent of his instructor and Dean may

change, add, or drop a course by filling out the prescribed
forms within the specified period and course to payment of
corresponding fees.
8.6.3
A student who intends to drop any course enrolled for a

particular semester may do so, provided that the official
dropping of the course is made before the midterm.
Dropping which is done after the midterm shall be given a
grade of 5.0
8.6.4
Dropping forms must be accomplished and submitted to the

Office of the University Registrar before a student is
officially considered as Dropped from the roll.
Page 115
8.6.5
8.7.
Leave of Absence (LOA)

8.7.1
8.8.
Unauthorized dropping may result to a grade of 5.0in the

course.
A student may be granted a leave of absence for the

following cases:
8.7.1.1
Medical reasons, including pregnancy and childbirth;
8.7.1.2
Temporary change of residence of the family; and
8.7.1.3
Armed conflict within the area of residence, natural

and man-made calamities, and other reasons as
deemed valid and justifiable by the Dean.
8.7.2
Leave of absence of a student must be sought with a written

petition to the Dean. The petition must state the reason for
which the leave is desired and must specify the period of
leave. This must not be counted against the maximum
residency of ten (10) years.
8.7.3
Students who failed to file a formal leave of absence shall be

considered Absent without Official Leave (AWOL) and shall
be counted against the maximum residency of ten (10)
years.
Examinations
8.8.1
Each written, oral, and practical midterm/final examination

for each course shall not exceed three hours.
8.8.2
A student may be allowed to take the midterm/final

examination without examination permit provided he/she
can present a promissory note duly signed by
parent/guardian.
8.8.3
Course teachers and proctors are held responsible for the

reliability, validity, and confidentially of the test items.
8.8.4
A student who fails to take the periodic examination on

schedule without valid reason shall pay a special
examination fee to the Cashier before he/she will be given
an examination.
8.8.5
A teacher may reset the schedule of his/her examination,

provided such has been approved by the Dean and the VPAA
and that the students affected by the changes were duly
informed.
8.8.6
A student who fails an examination/ assessment may appeal

the same to the instructor who in turn schedule a resit. The
student, in his/her appeal, is given a chance to request that
only the area failed will be re-taken, subject to the approval
of the teacher.
Page 116
A student denied of this privilege may elevate the appeal to

the Dean whose decision is final and executory.
8.8.7
Interpretation/Transmutation of examination scores is

criterion-referenced. Transmutation table is prepared by
the Office of the VPAA and distributed to faculty members
thru the Deans.
8.8.8
Description Of Examination Scheme

Examination and assessment constitute an important phase
in the educative process. These measure the extent by which
the knowledge and skills are mastered by the students as
well as their capacity to perform specific tasks. The
examination and assessment policies in the university are as
follows:
8.8.8.1
Written examinations are administered to content

subjects while practical examination or assessments
are required for experiential, exploratory or
laboratory-based programs.
8.8.8.2
These modes evaluation are not contradictory but

rather complementary and therefore are encouraged
to be used by instructors and professors.
8.8.8.3
There are two major examinations in the universitythe midterm and the final examination. The major
examinations may be a written or theoretical
examination, a practical assessment or the
combination of both depending on the nature of the
course.
8.8.8.4
The date of the written midterm and final

examination forms part of the academic calendar
prepared by the University Registrar. Practical
assessment as part of the major examination may be
administered on the scheduled date or may be
arranged by the instructor in a separate date after the
approval of the Dean. The availability of the
laboratory room and the equipment are considered in
the arrangement for practical assessment.
8.8.8.5
Schedule of the major examination is prepared by the

College Dean.
8.8.8.6
Evaluation, whether written or practical must always

be based on the Table of Course Specification
approved by the Dean or from the skills or
competencies the students are expected to
demonstrate.
8.8.8.7
Proctoring system is to be followed in the conduct of

the examination.
Page 117
8.9.
8.10.
8.8.8.8
Except if the day falls during the wash-day, students

are required to come in school uniform during major
examinations.
8.8.8.9
Quizzes are also given to measure the understanding

of the objectives of the day. Long examinations may
be given to measure learning after a unit of study.
Quiz through assessment may also be given. The
criteria or the standard of performance must always
be set by the instructor whenever he/she gives
assessment.
8.8.8.10
Passing or failing in the examination is determined

through the passing score set by the teacher.
Criterion-referenced interpretation is used in the
university. In this scheme, the instructor sets what is
the passing score in the examination or assessment.
In the present transmutation formula, 50% of the
total number is the passing score. An instructor or
professor, seeing the relevance of the subject, may
raise the passing score after the approval of the Dean
and the VPAA. The college may set passing score in
their practical assessments.
Curricular Requirements
8.9.1
Projects. Projects required in any course shall be relevant

to the topics/contents included in the syllabus. They shall
be planned with the students at the beginning of the school
year;
8.9.2
Educational tours and field trips. Educational tours and

field trips either voluntary or prescribed by the curriculum
shall be governed by CMO No. 17 s. 2012 and or other future
related legislations.
8.9.3
No cash shall be collected by the University or faculty from

students for projects.
Thesis/Special Projects/Special Problems Requirements

8.10.1 For Undergraduate Students. The rules relating to
thesis/special projects/ special problems of undergraduate
students are as follows:
8.10.1.1
Students enrolled in the University are encouraged to

produce thesis/special problems that are innovative
in nature and are of high quality to meet world class
standards.
8.10.1.2
Undergraduate students enrolled in the technical

courses are required to submit a special project for
the completion of the course.
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8.10.1.3
For those enrolled in the degree courses, a thesis has

to be presented and defended before a panel.
8.10.1.4
If for any reason, the special project or the thesis

cannot be completed within the semester, the student
shall re-enroll the course for the coming semester
which deprives him/her to graduate.
8.10.2 For Graduate Students. The rules relating to special

project/thesis/dissertation of graduate students are as
follows:
8.11.
8.10.2.1
The special project (for those enrolled in the masters

program of a technology- based curriculum), the
thesis (for those enrolled in the masters program of a
non-technology-based curriculum) or the dissertation
(for those enrolled in the doctoral program) is a
major requirement before a graduate degree can be
conferred on a student enrolled in the graduate
programs of the University, except in non-thesis (Plan
B) programs.
8.10.2.2
No graduate student will be allowed to graduate

without the submission of the approved hardbound
copies of his/her thesis/dissertation to the Office of
the University Registrar.
Grading System
8.11.1 Rating system. The work of the students shall be graded at
the end of each term in accordance with the following rating
system:
Grade
Description
1.0
1.1 to 1.5
1.6 to 2.0
2.1 to 2.5
Excellent
Superior
Very good
Good
2.6 to 3.0
3.1 to 3.5
Fair or Passing
Conditional
Failure
3.6 to 5.0
Drpd
INC
W
Failure
Dropped
Incomplete
Withdrawn
8.11.2 General Education Courses Rating. The University shall

adopt a common grading system for General Education
courses.
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Area: General Education/Content Courses
Part I
Outputs
Class
Participation
Attendance
Character
%
9
15
%
15
9
3
3
3
3
Part II
Quizzes and/or Long Test
Major Exams (Midterm /
Finals)
30%
%
30
40
70%
TOTAL
TOTAL
Area: Content Courses Which Are Laboratory-Based (Physics, Chemistry,

Etc.)
Part I
Outputs
Class
Participation
Attendance
Character
TOTAL
Area:
%
15
9
Part II
Finals)
3
3
30%
%
30
40
TOTAL
70%
Part II
%
20
Midterm / Finals
40
Physical Education
Part I
Class Participation/
Performance and
Practical test
Project
Attendance
Character
TOTAL
%
25
9
3
3
40%
TOTAL
60%
Part II
Quizzes & Long Test
Finals)
(Exams may also be in
the form of handson/practical, provided
that it is accompanied by
a written exam on a 5050% basis.)
TOTAL
%
20
Area: ICT General Subject
Part I
Class Participation
Projects/Laboratory
Exercises
Attendance
Character
TOTAL
Final Grade =
%
10
30
5
5
50%
30
50%
Midterm Grade + Tentative Final Grade

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8.11.3 Major/Professional Courses Rating System. The grading

system for major/professional courses shall be set by each
college.
Area: ICT Professional Subject
Part I
Class Participation
Projects/Laboratory
Exercises
(if both are evaluated
Projects = 20%
Exercises = 10%
TOTAL
%
10
Part II
Quizzes/ Long Test
Major Exams
30 (Midterm / Finals
(Exams may also be in
the form of handson/practical, provided
that it is accompanied
by a written exam on a
50-50% basis.)
40%
TOTAL
%
20
40
60%
Area: Architecture (Lecture-Based)
Part I
Output
Class
Participation
Attendance
Character
TOTAL
%
15
9
Part II
Quizzes and/ or Long test
Plates/Exercises/ Projects
3
3
30%
TOTAL
%
30
40
70%
Area: Architecture (Output-Based)
Part I
Class
Participation
Attendance
Character
TOTAL
%
4
3
3
10%
Part II
%
70
Performance Test
20
TOTAL
90%
Area: Engineering (Lecture-Based)
Part I
Outputs
Class
Participation
Attendance
Character
TOTAL
%
10
4
3
3
20%
Part II
Quizzes and/ or Long Test
Major exams (Midterm & Final)
TOTAL
%
40
40
80%
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Area: Engineering (Output- oriented subjects)
Part I
Class
Participation
Attendance
Character
TOTAL
%
4
Part II
%
70
3
Performance Test
3
10%
TOTAL
20
90%
Area: Major Subjects of COT and other Output- Oriented Subjects
Part I
Project
Class
Participatio
n
Attendance
Character
%
30
10
5
5
50%
Part II
Quizzes and/ or Long Test
Major exams (Midterm & Final)
%
20
30
TOTAL
50%
TOTAL
Area: Major subjects of BSBA & Other Output- oriented subjects
Part I
Class
Participation
Attendance
Character
%
4
3
3
10%
Part II
Performance Task (Product
Development )
Written Output
%
70
20
TOTAL
0%
TOTAL
Final Grade =
Midterm Grade + Tentative Final Grade

2
8.11.4 Failing Grades. Failure requires re-enrolment, and

repetition of the course. Failing grades, i.e. lower than 3.0
are given to students who do not perform satisfactorily
according to standards required in the course. The
instructor/professor, however, shall administer removal
examination during the time specified in the academic
calendar.
8.11.5 Incomplete Grades. INC. indicates that the work is
incomplete
Incomplete (INC) grade is given if a student, whose class standing
throughout the semester is passing, fails to appear for the final
examination due to illness or other valid reasons and failure to
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comply other requirements. If in the opinion of the Dean the

absence from the examination is justifiable, the student may be
given examination.
In case the class standing is not passing and the student fails to
take the final examination for any reason, a grade of 5.0 is
given. INC is also given for work which is, for good reason,
unfinished. The deficiency indicated by the grade of INC must
be removed within the prescribed time, otherwise, the grade
becomes a 5.0 except for the Graduate School students which
retains the INC grade. If a student passes an examination for
the removal of an INC, the final grade may be a 3.0 or better. If
he fails, the final grade shall be 5.0. If the grade of INC is to be
removed by submitting a written report or term paper or other
requirements, the final grade may be a 3.0 or better.
Failure and incomplete grade should be indicated, even if
repeated and passed or removed. The highest grade for
conditional failure after removal is 3.0. A grade of incomplete
not removed within one (1) calendar year shall automatically
become a 5.0 except in the Graduate School wherein the grade
remains as INC.
An INC grade in the GS that is not completed within a year shall
be re-enrolled.
8.11.6 Completion of Incomplete Grades. The following are the
guidelines for completing incomplete grades:
8.11.6.1
The student secures an Application for Completion of

Grades from the Office of the University Registrar to
be given to the instructor/professor concerned.
8.11.6.2
The instructor/professor concerned signs and

submits the completion form to the Deans and the
latter forwards the same to the Office of the
University Registrar.
8.11.6.3
Students with INC grades under part time instructors

who had been separated from the University may
comply the requirements to the Dean.
8.11.7 Dropped. A grade of Dropped as indicated by Drpd, is

given to those who voluntarily drop the course or dropped
by the instructor/professor due to excessive absences.
8.11.8 Disallowed Reexamination. A student who has received a
passing grade in a given course is not allowed reexamination for the purpose of improving his grades.
8.11.9 Graduate Course Grade Requirement
In graduate courses, masteral level, the requirement for
graduation shall be either a grade of 2.0 or better in each
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formal course, while in the doctoral level, the requirement for

graduation shall be a grade of 1.75 or better in each formal
course.
If the student fails to obtain the grades which carry graduate
credit as required by the Graduate Studies, the UA rules on
Scholastic Delinquency shall be applied.
8.12.
Changes in Grades
8.12.1 A change of grade is valid only if the faculty member has
erroneously entered a grade on the grade sheet or made an
error in the computation. The request is officially made by
the concerned faculty and noted by the Dean before it is
forwarded to the University Registrar.
8.12.2 Errors on the grade sheet of ratings should be corrected
clearly and legibly. Rectification of an erroneous grade
should be done upon discovery of discrepancy. In addition,
faculty members should fill-up a Rectification Form, state
the reason for change of grade, and affix their signature for
any erasures or correction done on the grade sheets.
8.13.
Withdrawal and Dismissal from the University

8.13.1 Any student wishing to officially withdraw from the
University and transfer to another school, college or
university may do so, provided, that he/she has already
cleared himself/herself of all liabilities and responsibilities
(academic and financial) in the University.
8.13.2 The necessary documents for withdrawal such as clearance
and request for certificate of eligibility to transfer could be
availed of from the Office of the University Registrar.
8.13.3 A student may apply for his/her honorable dismissal to
allow him/her to enroll in other institutions of learning.
8.13.4 A student is considered dismissed from the official roll of the
University when:
8.13.4.1
He/she has failed in one course when for the previous

semester, he/she was placed on probation;
8.13.4.2
He/she has been placed on probation for three

successive semesters.
8.13.5 A student who is already considered dismissed from the

University is no longer qualified to enroll in any course,
college, or campus of the university.
8.14.
Certificate of Eligibility to Transfer

8.14.1 Eligibility to Transfer is voluntary withdrawal from the
University with the consent of the University Registrar or
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equivalent official duly authorized by the President of the

University. University Clearance should be accomplished
before a Certificate of Eligibility to Transfer is issued. The
certificate indicates that the student withdraws in good
standing as far as character and conduct are concerned. If
the student has been dropped from the rolls on account of
poor scholarship, a statement to the effect shall be added to
the transfer credential. A certification of good moral
character maybe issued separately.
8.14.2 A student in good standing who desires to sever his
connection with the University shall request Certificate of
Eligibility to Transfer from the University Registrar.
8.14.3 For a student who leaves the University for a reason of
suspension, dropping, or expulsion due to disciplinary
action, a statement of the disciplinary action rendered
against him shall be included in the Certificate of Eligibility
to Transfer.
8.15.
Validation/Accreditation of Courses
8.15.1 Resident credits refer to all academic courses and units
earned in the University including those earned in other
institutions which are required for a particular degree and
had already been validated/ accredited in the university.
8.15.2 All courses and units taken from any SUC may be credited,
provided that they are prescribed in the curriculum and
have the same course title/description as reflected in the
syllabus and number of units. This should not prejudice the
College Dean to give the validation exam.
8.15.3 If the number of units taken from other institution is less
than the prescribed units for the course, the student shall
enroll the course as offered in the University.
8.16.
Secondary Degree
In order to obtain a secondary degree, all required subjects with
corresponding credit units must be taken and complied with in addition
to the credited subjects in the first degree completed.
8.17.
Graduation
8.17.1 A student shall be recommended for graduation only after
he has satisfied all academic and other requirements for
graduation prescribed in his curriculum.
8.17.2 A graduating student shall accomplish an application form
for graduation and submit the same to the office of the
University Registrar during enrolment for his last semester
at the University.
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8.17.3 Candidates for graduation who began their studies under an

old curriculum and who had completed all the requirements
of the curriculum but did not apply for, nor were granted,
the corresponding degree or title shall have their graduation
upon approval of Academic Council and the Board of
Regents.
8.17.4 During the first three weeks after the opening of classes in
each semester, the Vice President for Academic Affairs or his
duly authorized representative shall certify to the University
Registrar a list of the candidates for graduation at the next
commencement exercises. The University Registrar in
consultation with the Dean concerned shall inquire into the
academic record of each candidate with a view to ascertain
whether any candidate in such list has any deficiency to
make up and whether he has fulfilled all other requirements.
Should there be any question regarding a candidate, his
name should not be deleted from the list of candidates for
graduation but footnotes to that effect should be given.
8.17.5 The University Registrar shall post on the bulletin board of
every college/department a complete list of the candidates
for graduation for the semester at least two months before
the end of semester. The list of candidates for graduation
must be deliberated upon and endorsed by the Academic
Council to the Board of Regents for confirmation.
8.17.6 All candidates for graduation must make up for their
deficiencies and clear their records not later than one month
before the end of the last semester.
8.17.7 No student shall be graduated from the University unless he
has completed at least one year of residence work.
8.17.8 No student who fails to pay the required graduation fee and
all other school fees within the specific period shall be
conferred any title or degree. (cf. UP case as of April 2014).
8.18.
Deans List and Graduation with Honors

8.18.1 Deans List.
The University recognizes the performance and excellence of
students in academics by coming up with a semestral list of top
achievers. The qualifications standards of students qualified for
Deans List are as follows:
8.18.1.1
He/she has obtained a GWA of 1.75 and above.
8.18.1.2
He/she has no grade lower than 2.0 in any of his/her

courses during the semester. Non-credit courses are
not included in the computation of the GWA.
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8.18.1.3
He/she has no marks of Dropped (whether official

or unofficial), Incomplete or Failed in any of
his/her courses including NSTP.
8.18.1.4
He/she has enrolled as a regular student who carries

the prescribed regular load.
8.18.2 Graduation with Honors

8.18.2.1
Students who completed their courses with the

following grade weighted average computed on the
basis of units, shall be graduated with honors:
Summa cum laude 1.00 to 1.24
(with no grade lower than 1.5)
Magna cum laude 1.25 to 1.49
Cum laude
1.50 to 1.75
Provided that all students graduating with honors,

has no dropped course in the curriculum; and
provided further, that in case of students graduating
with honors in courses the prescribed length of which
is less than four years, the English equivalents,
namely, With Honors, With High Honors, and
With Highest Honors, shall be used instead.
8.18.2.2
In the computation of the final weighted average of

students who are candidates for graduation with
honors, only credits earned while in residence shall
be included; provided they have no grade lower than
2.0 or its equivalent, obtained in another school.
8.18.2.3
Students who are candidates for graduation with

honors must have completed in the University at least
50 per cent of the total number of academic units or
hours for graduation and must have been in residence
therein for at least two (2) years immediately prior to
graduation.
8.18.2.4
Students who are candidates for graduation with

honors must have taken during each semester not
less than fifteen (15) units of credit or the normal
load prescribed in the curriculum in cases where such
normal load is less than fifteen (15) units, unless the
taking of the lighter load was due to justifiable causes.
8.18.2.5
Grades lower than 2.0 in non-credit course (e.g.

English + and NSTP) will NOT be considered in the
determination of graduates with honors.
8.18.2.6
Each College shall form a committee to evaluate and

determine the eligibility of students for graduation
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including students who will be conferred with

honors.
8.19.
Conferment of Honorary Degrees

The granting of honorary degrees is guided by the following:
8.19.1 The Board Regents is authorized to award honorary degrees
upon persons in recognition of outstanding contributions in
the field of education, public service, arts, science and
technology, or in any field of specialization within the
academic competence of the University.
8.19.2 The honorary doctorate degree shall be conferred upon
persons who have attained exceptionally meritorious
achievements in the arts, the science, the humanities, and/or
public services with tangible and relevant accomplishments.
8.19.3 The conferment of honorary degree by the University shall
be limited to two (2) honorary degrees per year except in
cases when a prior written approval is granted by the
Commission on Higher Education (CHED) En Banc for the
grant of more than two honorary degrees per year.
8.19.4 The conferment of honorary degrees by the University shall
be in accordance with the policies and guidelines prescribed
by the Commission on Higher Education in so far as the
Board may determine.
8.20.
Commencement and Baccalaureate Exercises

8.20.1 The University Registrar and the Vice President for
Academic Affairs shall be in-charge of the arrangements for
the commencement and baccalaureate exercises and may
call upon the deans of colleges/departments and other
officials for assistance in carrying out the plans.
8.20.2 All graduating students shall attend the commencement
exercises scheduled for their classes unless the University
Registrar recommends the graduation of a student in
absentia on grounds of sickness or other equally serious
reasons which must be supported by strong evidence
presented to the University Registrar/College Dean.
8.20.3 Graduating students, who absent themselves from the
commencement exercises without having been excused as
provided for in the preceding article, shall have the approval
of the President for the issuance of their diplomas.
8.20.4 Nobody who is under the influence of liquor must not be
admitted to join the graduation rites. Smoking is also not
allowed. (Commencement Procedures)
8.20.5 The names of the graduating students shall be included in
the commencement program.
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8.20.6 The diploma shall bear only one date which shall be the date
of the Commencement Exercises.
8.20.7 Candidates for graduation with degree or title which
requires no less than four years of collegiate instruction
shall be required to wear academic costumes during the
baccalaureate service and commencement exercises in
accordance with the University rules and regulations.
8.21.
Academic Costume
The following are the guidelines on academic costume:
8.21.1 Academic Gown/ Toga- The black academic gown worn
during the baccalaureate and commencement exercises
should be 14 from the ground for both male and female. For
ladies, dress worn inside should not show below the toga.
Males should wear black pants and light colored polo shirt
with black bow tie. Earrings and long hair for males are not
allowed. Rather, male candidates for graduation must be
clean shaven, while females should wear simple make-up.
8.21.2 Hoods and Tassels. Tassel should be on the left before the
confirmation/ declaration and should be transferred on the
right after declaration as graduate. The following are the
specific color code for tassel and hoods of each degree
course:
8.21.3 Shoes. For ladies, the prescribed shoes is black, close shoes
with 1 2 heels while for the males, black leather
shoes. Sandals mules, and open-toed shoes, and rubber
shoes are NOT allowed.
8.21.4 Jewelries and Accessories. Graduates shall wear modest
jewelries and accessories. They shall not wear dangling, big
earrings or necklace, as well as flashy and bright-colored
hair accessories during the ceremonies.
8.21.5 Medals. Honor students shall wear their medals during the
ceremonies as a symbol of distinction.
AMENDMENTS CLAUSE
This Faculty Manual may be amended as the need arises, upon petition of at least one
third of all members of the Joint Academic and Administrative Council and approved by
two thirds vote.
SEPARABILITY CLAUSE
Should any provision/s of this Manual be found to be contrary to law or future CHED
regulations, all other provisions of this code shall remain to be in effect.
EFFECTIVITY CLAUSE
This University Code shall take effect upon approval by the Board of Regents.
Page 129
APPENDICES
Appendix A. Administrative Disciplinary Rules on Sexual Harassment Cases
Republic of the Philippines

UNIVERSITY OF ANTIQUE
Sibalom, Antique
ADMINISTRATIVE DISCIPLINARY RULES ON SEXUAL HARASSMENT CASES
RULE 1. TITLE
Section 1. These Rules shall be known as the Administrative Disciplinary Rules on
Sexual Harassment Cases of the University of Antique, Sibalom, Antique.
RULE II. COVERAGE
Section 2. These Rules shall apply to all officials and employees of the University of
Antique whether in the Career or Non- Career Service and holding any level of
position regardless of status.
RULE III. DEFINITION
Section 3. For the purpose of these Rules, the administrative offense of sexual
harassment is an act, or a series of acts, involving any unwelcome sexual advance,
request or demand for a sexual favor, or other verbal of physical behaviour of a
sexual major, committed by a government employee or official in a work related or
training environment of the person complained of.
(a) Work related sexual harassment is committed under the following
circumstances:
(1) Submission to or rejection of the act series of acts is use as a basis
for any employment decision ( including, but not limited to,
matters related to hiring, promotion, raise in salary, job security,
benefits and any other personnel action) affecting the applicants/
employees; or
(2) The act or series of acts have the purpose of effect of interfering
with the complainants work performance, or creating an
intimidating, hostile or offensive work environment; or
(3) The act or series of acts might reasonably be expected to cause
discrimination, insecurity, discomfort, offense or humiliation to a
complainant, who may be a co- employee, applicant, customer, or
ward of the person complained of.
(b) Education or training-related sexual harassment is committed against
one who is under the actual or constructive care, custody or supervision
of the offender, or against one whose education, training, apprenticeship,
internship or tutorship is directly or constructively entrusted to, or is
provided by, the offender, when:
Page 130
(1) Submission to or rejection of the act or series of acts is used as a

basis for any decision affecting the complainant, including, but
not limited to, the giving of the grade, the granting of honors or a
scholarship, the payment of a stipend or allowance, or the giving
of any benefit, privilege or consideration.
(2) The act or series of acts have the purpose or effect of interfering
with the performance, or creating an intimidating, hostile or
offensive academic environment of the complaint; or
(3) The act or series of acts might reasonably be expected to cause
discrimination, insecurity, discomfort, offense or humiliation to a
complainant who may be a trainee, apprentice, intern, tutee or
ward of the person complained of.
Section 4. Sexual harassment may take place:
1. in the premises of the work place or office or of the school or training
institution;
2. in any place where the parties where found as a result of work or education
or training responsibilities or relation;
3. at work or education or training related social functions;
4. while on official business outside of the office or school or training
institution or during work or school or training- related travel;
5. at official conferences, fora, symposia, or training sessions; or
6. by telephone, cellular phone, fax machine or electronic mail.
RULE IV. FORMS OF SEXUAL HARASSMENT

Section 5. The following are illustrative forms of sexual harassment :
(a) Physical
(b) Verbal, such as but not limited to, requests or demands for sexual favors, and
lurid remarks.
(c) Use of objects, pictures or graphics, letters or written notes with sexual
underpinnings
(d) Other forms analogous to the foregoing
RULE V. PERSONS LIABLE FOR SEXUAL HARASSMENT

Section 6. Any government official or employee, regardless of sex, is liable for sexual
harassment when he/she:
(a) directly participates in the execution of any act of sexual harassment as
defined by these Rules;
Page 131
(b) induces or directs another or others to commit sexual harassment as defined

by these Rules;
(c) cooperates in the commission of sexual harassment by another through an
act without which the
sexual harassment would not have been
accomplished;
(d) cooperates in the commission of sexual harassment by another through
previous or simultaneous acts.
RULE VI. COMMITTEE ON DECORUM AND INVESTIGATION OF SEXUAL HARASSMENT

CASES
Section 7. Composition. The Committee on Decorum and investigation shall be
composed of the following:
(a) Vice-President for Academic Affairs as Chairman
(b) Members:
Human Resource Officer
Director for Gender & Development
Guidance Counsellors
UAFEDFA President
*Dean/Campus Director/Principal of the involved college or external
campus
*Director for Student Affairs & Services (in case a student is the
complainant)
*UA Student Government President (in case a student is the
complainant)
Section 8. The Committee shall perform the following functions:
(a) Receive complaints of sexual harassment ;
(b) Investigate sexual harassment complaints in accordance with the prescribed
procedure;
(c) Submit a report of its findings with the corresponding recommendation to
the disciplining authority for decision ;
(d) Lead in the conduct of discussions about sexual harassment within the
agency or
institution to increase understanding and prevent incidents
of sexual harassment;
(e) Submit the report of investigation with its recommendation directly to the
disciplinary authority.
When a member of the Committee is the complainant or the person complain
of in a sexual harassment case, he/she shall be disqualified from being a
member of the Committee.
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RULE VII. PRE-FILING STANDARD OPERATING PROCEDURES IN ATTENDING TO

VICTIMS OF SEXUAL HARASSMENT
Section 10. The Pre-filing Stage. This agency may adopt mechanisms to provide
assistance to an alleged victim of sexual harassment which may include counselling,
referral to an agency offering professional help, and advice on options available
before the filing of the complaint.
RULE VIII. STANDING PROCEDURAL REQUIRMENTS

Section 11. The procedural rules provided hereunder are the standard
requirements in handling a sexual harassment cases.
Section 12. Complaint.
(a) The complaint may be filed at any time with the disciplining authority of the
office, or with the committee on Decorum and Investigation. Upon receipt of
the complaint by the disciplining authority of the office, the same shall be
transmitted to the Committee on Decorum and Investigation.
(b) The complaint must be in writing signed and sworn to by the complainant.
It shall contain the following:
(1) the full name and address of the complainant;
(2) the full name, address, and position of the respondent;
(3) a brief statement of the relevant facts;
(4) evidence, in support of the complaint, if any;
(5) a certificate of non-forum shopping.
In the absence of any of the following aforementioned requirements,
the
complaint shall be dismissed without prejudice to its
refilling.
Where the complaint is not under oath, the complainant shall be
summoned by the
Committee to swear to the truth of the
allegations in the complaint.
(c) Complaints send by telegram, radiogram, electronic mail or similar means of
communication shall be considered non- filed unless the complainant shall
comply with the requirements provided in Section 12(b) within ten (10)
days from receipt of notice for compliance.
(d) Withdrawal of the complaint at any stage of the proceeding shall not
preclude the Committee from proceeding with the investigation where there
is obvious truth or merit to the allegation in the complaint or where there is
documentary or direct evidence that can prove the guilt of the person
complained of.
Section 13, Action on the Complaint. Upon receipt of a complaint that is sufficient
in form and substance, the Committee on Decorum and Investigation shall require
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the person complained of to submit a Counter Affidavit/Comment under oath within

three (3) days from receipt of the notice, furnishing a copy thereof to the
complainant, otherwise the Counter- Affidavit/Comment shall be considered as not
filed.
Section 14. Preliminary Investigation A preliminary investigation shall be
conducted by the Committee on Decorum and Investigation. The investigation
involves the ex parte examination of documents submitted by the complainant and
the person complained of, as well as documents readily available from other
government offices.
During the preliminary investigation, the parties may submit affidavits and counteraffidavits,
Upon receipt of the counter-affidavit or comment under oath, the Committee on
Decorum and Investigation may now recommend whether a prima facie case exist to
warrant the issuance of a formal charge.
During preliminary investigation, proceedings before the Committee on Decorum
and Investigation shall be held under strict confidentiality.
Section 15. Duration of the Investigation A preliminary investigation shall
commence not later than five (5) days from receipt of the complaint by the
Committee on Decorum and Investigation and shall be terminated within fifteen
(15) working days thereafter.
Section 16. Investigation Report Within five (5) working days from the
termination of the preliminary investigation, the committee on Decorum and
investigation shall submit the Investigation Report and the complete records of the
case to the disciplining authority.
Section 17. Decision or resolution after Preliminary Investigation - If a prima facie
case is established during the investigation, a formal charge shall be issued by the
disciplining authority within three (3) working days from receipt of the
Investigation Report.
In the absence of a prima facie case, the complaint shall be dismissed within the
same period.
Section 18. Formal Charge After finding a prima facie case, the disciplining
authority shall formally charge the person complained of. The formal charge shall
contain a specification of the charge(s), a brief statement of material or relevant
facts, accompanied by certified true copies of the documentary evidence, if any,
sworn statements covering the testimonies of witnesses, a directive to answer the
charge(s) in writing under oath in not less than seventy two hours from receipt
thereof, an advice for the respondent to indicate in his/her answer whether or not
he/she elects a formal investigation of the charge(s), and a notice that he/she is
entitled to be assisted by a counsel of his/her choice.
If the respondent has submitted his/her comment and counter affidavits during the
preliminary investigation, he/she shall be given the opportunity to submit
additional evidence.
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The Committee on Decorum and investigation shall not entertain requests for
clarification, bills of particulars or motions to dismiss which are obviously designed
to delay the administrative proceeding. If any of these pleadings is filed by the
respondent, the same shall be considered as part of his/her answer which he/she
may file within the remaining period for filing the answer.
Section 19. Answer.- The answer, which must be in writing and under oath, shall be
specific and shall contain material facts and applicable laws, if any, including
documentary evidence, sworn statement covering testimonies of witnesses, if there
be any, in support of respondents case which also include statements indicating
whether he/she elects a formal investigation.
Section 20. Failure to File an Answer. If the respondent fail or refuses to file
his/her answer to the formal charge within seventy two (72) hours from receipt
thereof without justifiable cause, he/she shall be considered to have waived his right
thereto and formal investigation may commence.
Section 21. Preventive Suspension. Upon petition of the complainant or motu
proprio upon the recommendation of the Committee on Decorum and Investigation,
at any time after the service of the Formal Charge to the respondent, the proper
disciplining authority may order the preventive suspension of the respondent
during the formal investigation, if there are reasons to believe he/she is probably
guilty of the charges which would warrant his/her removal from the service.
An order of preventive suspension may be issued to temporarily remove the
respondent from the scene of his/her misfeasance and to preclude the possibility of
his/her exerting undue influence or pressure on the witnesses against him/her or
tampering of documentary evidence on file with his office.
Section 22. Duration of Preventive Suspension . When the administrative case
against the respondent under preventive suspension is not finally decided by the
disciplining authority within the period of ninety (90) days after the date of his/her
preventive suspension, unless otherwise provided by special law, he/ she shall be
automatically reinstated into the service; provided that when the delay in the
disposition of the case is due to the fault, negligence or petition of the respondent,
the period of delay shall not be included in the counting of the ninety (90) calendar
days period of preventive suspension. Provided further that should the respondent
be on paternity/maternity leave, said preventive suspension shall be deferred or
interrupted until such time that said leave has been fully enjoyed.
Section 23. Remedies from the Order of Preventive Suspension.- The respondent may
file a motion for reconsideration with the disciplining authority or may elevate the
same to the Civil service Commission by way of an appeal within fifteen(15) days
from receipt thereof
Section 24. Conduct of Formal Investigation. Although the respondent does not
request a formal investigation, one shall nevertheless be conducted by the
committee on Decorum and Investigation, if it deems such investigation is necessary
to decide the case judiciously.
The investigation shall be held not earlier than five (5) days nor later than ten (10)
days from receipt of the respondents answer. Said investigation shall be finished
within thirty (30) days from the issuance of the formal charge or the receipt of the
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answer unless the period is extended by the disciplining authority in meritorious

cases.
Section 25. Pre-hearing Conference. At the commencement of the formal
investigation, the Committee on Decorum and Investigation may conduct a prehearing conference for the parties to appear, consider and agree on any of the
following:
(a) stipulation of facts;
(b) simplification of issues;
(c) identification and marking of evidence of the parties;
(d) waiver of objections to admissibility of evidence;
(e) limiting the number of witnesses and their names;
(f) dates of subsequent hearing; and
(g) Such other matters as may aid in the prompt and just resolution of the case.
The parties may submit position papers/memoranda and submit the case for
resolution based on the result of the pre-hearing conference without any need for
further hearing.
Section 26. Continuous Hearing Until Terminated; Postponed. Hearing shall be
conducted on the hearing dates set by the Committee on Decorum and Investigation
or as agreed upon during a pre- hearing conference.
Where no pre-hearing conference is conducted, the parties, their counsel and
witnesses, if any, shall be given a notice of at least five (5) days before the first
scheduled hearing specifying the time, date and place of the said hearing and
subsequent hearings. Thereafter, the schedule of hearings previously set shall be
strictly followed without further notice. A party shall be granted only three (3)
postponements upon oral or written requests. A further postponement may be
granted only upon written request and subject to the discretion of the Committee on
decorum and Investigation.
If the respondent fails to appear during the scheduled hearings despite due notice,
the investigation shall proceed ex- parte and the respondent is deemed to have
waived his right to be present and to submit evidence in his favor during those
hearings.
Section 27. Preliminary matters- At the start of the hearing, the Committee on
Decorum and Investigation shall note the appearances of the parties and shall
proceed with the reception of evidence for the complainant.
If the respondent appears without the said of the counsel, he/she shall be deemed to
have waived his/her right to counsel.
Before taking the testimony of a witness, the Committee on Decorum and
Investigation shall place him/her under oath and then take his/her name, address,
civil status, age and place of employment.
Section 28. Appearance of Parties. Any person representing any of the parties
before any hearing or investigation shall manifest orally or in writing his/her
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appearance for either the respondent or complainant, starting his/her full name and
exact address where he/she can be served with notices and other documents. Any
pleading or appearance made without complying with the above stated
requirements shall not be recognized.
Section 29. Order of Hearing. Unless the Committee on Decorum and Investigation
directs otherwise, the order of hearing shall be as follows:
(a) The complainant shall present evidence in support of the charge;
(b) The respondent shall then offer evidence in support of his/her defense;
(c) The complainant may then offer rebuttal evidence, and the respondent, surrebuttal evidence.
Every witness may be examined in the following order:
(a) Direct examination by the proponent;
(b) Cross-examination by the opponent;
(c) Re- direct examination by the proponent;
(d) Re-cross examination by the opponent.
A sworn statement of a witness, properly identified and affirmed by the witness
before the Committee on Decorum and Investigation shall constitute his/her direct
testimony.
When the presentation of evidence has been conclude, the parties shall formally
offer their evidence either orally or in writing and thereafter objections thereto may
also made either orally or in writing. Thereafter, both parties may be given time to
submit their respective memorandum which in no case shall be beyond five (5) days
after the termination of the investigation. Failure to submit the memorandum within
the given period shall be considered a waiver thereof.
Section 30. Objections. all objections raised during the hearing shall be resolved by
the Committee shall be noted with the information that the same shall be include in
the memorandum of the concerned party to be ruled upon by the proper disciplining
authority.
The Committee on Decorum and Investigation shall accept all evidence deemed
material and relevant to the case. In case of doubt, the Committee on Decorum and
Investigation shall allow the admission of evidence subject to the objection
interposed against its admission.
Section 31. Markings.- All documentary evidence and exhibits shall be properly
marked by letters (A,B,C, etc.) if presented by the complainant and by numbers
(1,2,3, etc.) if presented by the respondent. These shall form part of the complete
records of the case.
Section 32. Request for Subpoena.- if a party desires the attendance of a witness or
the production of documents or things, he/she shall make a request for the issuance
of the necessary subpoena , at least three (3) days before the scheduled hearing.
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Section 33. Issuance of subpoena. The committee on Decorum and Investigation

may essue subpoena ad testificandum to compel the attendance of witnesses and
subpoena duces tecum for the production of documents or objects.
Section 34. Records of proceedings. The proceedings of the formal investigation
must be recorded either through shorthand or stenotype or by any other method.
Section 35. Effect of the Pendency of an Administrative Case. The pendency of any
administrative case shall not disqualify the respondent for promotion or from
claiming maternity/paternity benefits. For this purpose, an administrative case shall
be construed as pending when the disciplining authority has issued a formal charge.
Section 36. Formal Investigation Report. Within fifteen (15) days after the
conclusion of the formal investigation, a report containing a narration of the
material facts established during the investigation, the findings and the evidence
supporting said findings, as well as the recommendation, shall be submitted by the
Committee on Decorum and Investigation to the disciplining authority. The complete
records of the case shall be attached to the Report of Investigation.
The complete records shall be systematically and chronologically arranged, paged
and securely bound to prevent loss. A table of contents shall be prepared. Whoever
is in-charge of the transmittal of the complete records shall be held responsible for
any loss or suppression of pages thereof.
Section 37. When Case is Decided.- The disciplining authority shall render his
decision on the case within thirty (30) days from receipt of the Report of
investigation.
Section 38. Finally of decisions. a decision rendered by disciplining authority
where a penalty of suspension for not more than thirty (30) days or a fine in an
amount not exceeding thirty (30) days salary is imposed, shall be final and executor.
However, if the penalty imposed is suspension exceeding thirty (30) days or a fine
exceeding thirty (30) days salary, the same shall be final and executory after the
lapse of the reglementary period for filing a motion for reconsideration or an appeal
and no such pleading has been filed.
RULE IX. REMEDIES AFTER A DECISION

Section 39. Filing of Motion for Reconsideration. the party adversely affected by the
decision may file a motion for reconsideration with the disciplining authority
decision within fifteen (15) days from receipt thereof.
Section 40. When Deemed Filed.- a motion for reconsideration shall be deemed filed
on the date stamped on the official copy by the proper receiving authority and in
case it was sent by mail, on the date shown by the postmark on the envelope which
shall be attached to the records of the case.
Section 41. Grounds for Motion for Reconsideration. The motion for
reconsideration shall be based on any of the following:
(a) New evidence has been discovered which materially affects the decision
rendered; or
Page 138
(b) The decision is not supported by the evidence on record; or

(c) Errors of law or irregularities have been committed prejudicial to the
interest of the movant.
Section 42. Limitation.- Only one motion for reconsideration shall be entertained.
Section 43. Effect of Filing. The filing of a motion for reconsideration within the
reglementary period of fifteen (15) days shall stay the execution of the decision
sought to be reconsidered.
Section 44. Filing of Appeals. Decisions of the head of office disciplining authority
imposing a penalty exceeding thirty (30) days suspension or fine in an amount
exceeding thirty (30) days salary, may be appealed to the Commission Proper within
a period of fifteen (15) days from receipt thereof.
In case the decision rendered by a bureau or office head appealable to the
Commission, the same may be initially appealed to the department head and finally
to the Commission Proper. Pending appeal, the same shall be executor except where
the penalty is removal, in which case the same be executor only after confirmation
by the Board of Regents.
A notice of appeal including the appeal memorandum shall be filed with the
appellate authority, copy furnish the disciplining office. The latter shall submit the
records of the case, which shall be systematically and chronologically arranged,
paged, and securely bound to prevent loss with its comment, within fifteen (15)
days, to the appellate authority.
Section 45. When Deemed Filed.- An appeal send by mail shall be deemed filed on
the date shown by the postmark on the envelope which shall be attached to the
records of the case and in case of personal delivery, the date stamped thereon by the
proper office.
Section 46. Appeal Fee. the appellant shall pay an appeal fee of three hundred
pesos (P300.00) and a copy of the receipt thereof shall be attached to the appeal.
Section 47. Perfection of an Appeal. To perfect an appeal, the appellant shall within
fifteen (15) days from receipt of the decision submit the following;
(a) Notice of appeal which shall specifically state the date of the decision
appealed from and the of receipt thereof;
(b) Three (3) copies of appeal memorandum containing the grounds relied upon
for the appeal, together with the certified true copy of the decision,
resolution or order appealed from, and certified copies of the documents or
evidence.
(c) Proof of service of a copy of the appeal memorandum to the disciplining
office;
(d) Proof of payment of the appeal fee; and
(e) A statement or certification of non-forum shopping.
Failure to comply with any of the above requirements within the reglementary
period shall be consulted as failure to perfect an appeal and shall cause its dismissal.
Page 139
Section 48. Effect of Appeal. An appeal shall not stop the decision from being
executory, and in case the penalty is suspension or removal, the respondent shall be
considered as having been under preventive suspension during the pendency of the
appeal, in the event he wins the appeal.
Section 49. When Case is Remanded for Violation of Respondents Right to Due
Process. If the case on appeal with the Commission Proper is remanded to the
proper disciplining authority for further investigation, the said disciplining authority
through the Committee on Decorum and Investigation shall finish the investigation
within three (3) calendar months from the date of receipt of records from the
Commission, unless the investigation is delayed due to fault, negligence or petition
of the person complained of, or an extension is granted by the Commission Proper in
meritorious cases. The period of delay shall not be included in the computation of
the prescribed period.
Within fifteen (15) days from the submission of the investigation report to the
disciplining authority, the disciplining authority shall render hid decision. If, at the
end of the said period, the disciplining authority fails to decide the case, the
Commission Proper shall vacate and set aside the appealed decision and declare the
person complained of exonerated of the change. If the person complained of is under
preventive suspension, he shall be immediately reinstated.
Section 50. Petition for Review. A complainant may elevate the decision of the
disciplining authority dismissing a complaint for lack of a prima facie case before the
Commission Proper through a Petition for Review within fifteen (15) days from the
receipt of said decision.
Section 51. Petition for Review with the Court of Appeals.- A party may elevate a
decision of the Commission before the Court of Appeals by way of Petition for
Review under Rule 43 of the 1997 Revised Rules of Court.
Section 52. Petition for Certiorari. When the disciplining authority has acted
without or in excess of jurisdiction, or with grave abuse of discretion amounting to
lack or excess of jurisdiction and there is no appeal, nor any plain, speedy and
adequate remedy in the ordinary course of law, a person aggrieved thereby may file
a verified petition for certiorari in the proper court under Rule 65 of the Rules of
Court.
RULE X CLASSIFICATION OF ACTS OF SEXUAL HARASSMENT

SECTION 53. Sexual harassment is classified as grave, less grave and light offences.
(a) Grave offences shall include but are not limited to:
(1) unwanted touching of private parts of the body (genitalia,
buttocks and breasts);
(2) sexual assault;
(3) malicious touching;
(4) requesting for sexual favor in exchange for employment,
promotion, local or foreign travels, favorable working conditions
Page 140
or assignments, a passing grade, the granting of honors or

scholarship, or the grant of benefits or payment of a stipend or
allowance; and
(5) other analogous cases
(b) Less Grave Offenses shall include but are not limited to:
(1) unwanted touching or brushing against a victims body;
(2) pinching not falling under grave offenses;
(3) derogatory or degrading remarks or innuendoes directed toward
the members of one sex or ones sexual orientation or used to
describe a person;
(4) verbal abuse or threats with sexual overtones; and
(5) other analogous cases.
(c) The following shall be considered Light Offences:
(1) Surreptitiously looking or stealing a look at a persons private
part or worn undergarments;
(2) Telling sexist/smutty jokes or sending these through text,
electronic mail or other similar means, causing embarrassment
or offense and carried out after the offender has been advised
that they are offensive or embarrassing or, even without such
advice, when they are by their nature clearly embarrassing,
offensive or vulgar;
(3) Malicious leering or ogling;
(4) The display of sexually offensive pictures, materials or graffiti;
(5) Unwelcome inquiries or comments about a persons sex file;
(6) Unwelcome sexual flirtation; advances, propositions;
(7) Making offensive hand or body gesture at an employee;
(8) Persistent unwanted attention with sexual overtones;
(9) Unwelcome
phone calls with sexual overtones causing
discomfort, embarrassment, offense or insult to the receiver; and
(10)
Other analogous cases.
RULE XI. ADMINISTRATIVE LIABILITIES

Section 54. The disciplining authority who fails to act within fifteen (15) days from
receipt of any complaint for sexual harassment properly filed against any employee
in this office shall be charged with Neglect of Duly .
Page 141
Section 55. Any person who is found guilty of sexual harassment shall, after the
investigation, be meted the penalty corresponding to the gravity and seriousness of
the offense.
Section 56. The penalties for light, less grave, and grave offenses are as follows:
(a) For light offenses:
1st offense
- Reprimand
2nd offense
- Fine or suspension not exceeding thirty (30) days
3rd offense
- Dismissal
(b) For less grave offenses:

1st offense
- Fine or suspension not less than thirty (30)
and not exceeding six (6) months
2nd offense
days
- Dismissal
(c) For grave offenses:

1st offense
- Dismissal.
Page 142
Appendix B. RA 6713 Code of the Ethical Standard for Public Officials and Employees
Republic Act No. 6713
Republic of the Philippines

Congress of the Philippines
Second Regular Session
Senate. No. 139

House No. 12069
An act establishing a code of conduct and ethical standards for public officials
and employees, to uphold the time-honored principle of public office being a
public trust, granting incentives and rewards for exemplary service,
enumerating prohibited acts and transactions and providing penalties for
violations thereof and for other purposes.
Be it enacted by the Senate and House of Representatives of the Philippines in
Congress assembled:
Sec. 1. Title. - This Act shall be known as the Code of Conduct and Ethical
standards for Public Officials and Employees.
Sec. 2. Declaration of Policy. - It is the policy of the State to promote a high

standard of ethics in public service. Public officials and employees shall at all
times be accountable to the people and shall discharge their duties with utmost
responsibility, integrity, competence, and loyalty, act with patriotism and justice,
lead modest lives, and uphold public interest over personal interest.
Sec. 3. Definition of Terms. - As used in this Act, the term:
(a) Government includes the National government, the local
governments, and all other instrumentalities, agencies or branches of the
Republic of the Philippines including government0owned or controlled
corporations and their subsidiaries.
(b) Public Officials includes elective and appointive officials and

employees, permanent or temporary, whether in the career or noncareer service, including military and police personnel, whether or not
they receive compensation, regardless of amount.
(c) Gift refers to a thing or a right disposed of gratuitously, or any act
of liberality, in favor of another who accepts it, and shall include a
simulated sale or an ostensibly onerous disposition thereof. It shall not
include an unsolicited gift of nominal or insignificant value not given in
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anticipation of, or in exchange for, a favor from a public official or

employee.
(d) Receiving any gift includes the act of accepting, directly or
indirectly, a gift from a person other than a member of his family or
relative as defined in this Act, even on the occasion of a family
celebration or national festivity like Christmas, if the value of the gift is
neither nominal nor insignificant, or the gift is given in anticipation of, or
in exchange for, a favor.
(e) Loan covers both simple loan and commodatum as well as
guarantees, financing arrangements or accommodations intended to
ensure its approval.
(f) Substantial stockholder means any person who owns, directly or
indirectly, shares of stock sufficient to elect a director of a corporation.
This term shall also apply to the parties to a voting trust.
(g) Family of public officials or employees means their spouses and
unmarried children under eighteen (18) years of age.
(h) Person includes natural and juridical persons unless the context
indicates otherwise.
(i) Conflict of interest arises when a public official or employee is a
member of a board, an officer, or a substantial stockholder of a private
corporation or owned or has a substantial interest in business, and the
interest of such corporation or business, or his rights or duties therein,
may be opposed to or affected by the faithful performance of official
duty.
(j) Divestment is the transfer of title or disposal of interest in property
by voluntarily, completely and actually depriving or dispossessing
oneself of his right or title to it in favor of a person or persons other than
his spouse and relatives as defined in this Act. Relatives refers to any
and all persons related to a public official or employee within the fourth
civil degree of consanguinity or affinity, including bilas, inso and balae.
Sec. 4. Norms of Conduct of Public Officials and Employees.
(A) Every public official and employee shall observe the following as standards
of personal conduct in the discharge and execution of official duties:
(a) Commitment to public interest. - Public officials and employees
shall always uphold the public interest over and above personal interest.
All government resources and powers of their respective offices must be
employed and used efficiently, effectively, honestly and economically,
particularly to avoid wastage in public funds and revenues.
(b) Professionalism. - Public officials and employees shall perform and
discharge their duties with the highest degree of excellence,
professionalism, intelligence and skill. They shall enter public service
with utmost devotion and dedication to duty. They shall endeavor to
Page 144
discourage wrong perceptions of their roles as dispensers or peddlers of

undue patronage.
(c) Justness and sincerity. - Public officials and employees shall remain
true to the people at all times. They must act with justness and sincerity
and shall not discriminate against anyone, especially the poor and the
underprivileged. They shall at all times respect the rights of others, and
shall refrain from doing acts contrary to law, good morals, good customs,
public policy, public order, public safety and public interest. They shall
not dispense or extend undue favors on account of their office to their
relatives whether by consanguinity or affinity except with respect to
appointments of such relatives to positions considered strictly
confidential or as members of their personal staff whose terms are
coterminous with theirs.
(d) Political neutrality. - Public officials and employees shall provide
service to everyone without unfair discrimination and regardless of
party affiliation or preference.
(e) Responsiveness to the public. - Public officials and employees shall
extend prompt, courteous, and adequate service to the public. Unless
otherwise provided by law or when required by the public interest,
public officials and employees shall provide information on their policies
and procedures in clear and understandable language, ensure openness
of information, public consultations and hearings whenever appropriate,
encourage suggestions, simplify and systematize policy, rules and
procedures, avoid red tape and develop an understanding and
appreciation of the socioeconomic conditions prevailing in the country,
especially in the depressed rural and urban areas.
(f) Nationalism and patriotism. - Public officials and employees shall
at all times be loyal to the Republic and to the Filipino people, promote
the use of locally-produced goods, resources and technology and
encourage appreciation and pride of the country and people. They shall
endeavor to maintain and defend Philippine sovereignty against foreign
intrusion.
(g) Commitment to democracy. - Public officials and employees shall
commit themselves to the democratic way of life and values, maintain
the principle of public accountability, and manifest by deeds the
supremacy of civilian authority over the military. They shall at all time
uphold the Constitution and put loyalty to country above loyalty to
persons or party.
(h) Simple living. - Public officials and employees and their families
shall lead modest lives appropriate to their positions and income. They
shall not indulge in extravagant or ostentatious display of wealth in any
form.
(B) The Civil Service Commission shall adopt positive measures to promote: (1)
observance of these standards including the dissemination of information
programs and workshops authorizing merit increases beyond regular
progression steps, to a limited number of employees recognized by their office
Page 145
colleagues t be outstanding in their observance of ethical standards; and (2)

continuing research and experimentation on measures which provide positive
motivation to public officials and employees in raising the general level of
observance of these standards.
Sec. 5. Duties of public Officials and Employees. - In the performance of their
duties, all public officials and employees are under obligation to:
(a) Act promptly on letters and requests. - All public officials and
employees shall, within fifteen (15) working days from receipt thereof,
respond to letters telegrams or other means of communications sent by
the public. The reply must contain the action taken on the request.
(b) Submit annual performance reports. - All heads or other responsible
officers of offices and agencies of the government and of governmentowned or controlled corporations shall, within forty-five (45) working
days from the end of the year, render a performance report of the agency
or office or corporation concerned. Such report shall be open and
available to the public within regular office hours.
(c) Process documents and papers expeditiously. - All official papers and
documents must be processed and completed within a reasonable time
from the preparation thereof and must contain, as far as practicable, not
more than three
(3) Signatories therein. In the absence of duly authorized signatories, the
official next-in-rank or officer-in-charge shall sign for and in their behalf.
(d) Act immediately on the publics personal transactions. - All public
officials and employees must attend to anyone who wants to avail
himself of the services of their offices and must, at all times, act promptly
and expeditiously.
(e) Make documents accessible to the public. - All public documents
must be made accessible to, and readily available for inspection by, the
public within reasonable working hours.
Sec. 6. System of Incentives and Rewards. - A system of annual incentives and
rewards is hereby established in order to motivate and inspire public servants to
uphold the highest standards of ethics. For this purpose, a Committee on Awards
to Outstanding Public Officials and Employees is hereby created composed of the
following: Ombudsman and Chairman of the Commission on Audit, and two
government employees to be appointed by the president, as members.
It shall be the task of this Committee to conduct a periodic, continuing review of
the performance of public officials and employees, in all the branches and
agencies of Government and establish a system of annual incentives and rewards
to the end that due recognition is given to public officials and employees of
outstanding merit on the basis of the standards set forth in this Act.
The conferment of awards shall take into account, among other things, the
following: the years of service and the quality and consistency of performance,
the obscurity of the position, the level of salary, the unique and exemplary
quality of a certain achievement, and the risks of temptations inherent in the
Page 146
work. Incentives and rewards to government officials and employees of the year
to be announced in public ceremonies honoring them may take the form of
bonuses, citations, directorships in government-owned or controlled
corporations, local and foreign scholarship grants, paid vacations, and the like.
They shall likewise be automatically promoted to the next higher position with
the commensurate salary suitable to their qualifications. In case there is no next
higher position or it is not vacant, said position shall be included in the budget of
the office in the next General Appropriations Act. The Committee on Awards
shall adopt its own rules to govern the conduct of its activities.
Sec. 7. Prohibited Acts and Transactions. - In addition to acts and omissions of
public officials and employees now prescribed in the Constitution and existing
laws , the following shall constitute prohibited acts and transactions of any
public official and employee3 and are hereby declared to be unlawful:
(a) Financial and material interest. - Public officials and employees shall
not, directly and indirectly, have any financial or material interest in any
transaction requiring the approval of their office.
(b) Outside employment and other activities related thereto. - Public
officials and employees during their incumbency shall not:
(1) Own, control, manage or accept employment as officer,
employee, consultant, counsel, broker, agent, trustee or nominee
in any private enterprise regulated, supervised or licensed by
their office unless expressly allowed by law;
(2) Engage in the private practice of their profession unless
authorized by the Constitution or law, provided that such
practice will not conflict or tend to conflict with their official
functions; or
(3) Recommend any person to any position in a private
enterprise which has a regular or pending official transaction
with their office. These prohibitions shall continue to apply for a
period of one (1) year after resignation, retirement, or separation
from public office, except in the case of subparagraph (b) (2)
above, but the professional concerned cannot practice his
profession in connection with any matter before the office he
used to be with, in which case the one-year prohibition shall
likewise apply.
(c) Disclosure and/or misuse of confidential information. - Public
officials and employees shall not use or divulge, confidential or classified
information officially known to them by reason of their office and not
made available to the public, either:
(1) To further their private interests, or give undue advantage to
anyone; or
(2) To prejudice the public interest.
(d) Solicitation or acceptance of gifts. - Public officials and employees
shall not solicit or accept, directly or indirectly, any gift, gratuity, favor,
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entertainment, loan or anything of monetary value from any person in

the course of their official duties or in connection with any operation
being regulated by, or any transaction which may be affected by the
functions of their office.
As to gifts or grants from foreign governments, the Congress consents to:
(i) The acceptance and retention by a public official or
employee of a gift of nominal value tendered and received as a
souvenir or mark of courtesy;
(ii) The acceptance by a public official or employee of a gift in
the nature of a scholarship or fellowship grant or medical
treatment; or
(iii) The acceptance by a public official or employee of travel
grants or expenses for travel taking place entirely outside the
Philippines (such as allowances, transportation, food, and
lodging) of more than nominal value if such acceptance is
appropriate or consistent with the interests of the Philippines,
and permitted by the head of office, branch or agency to which he
belongs.
The Ombudsman shall prescribe such regulations as may be necessary to
carry out the purpose of this subsection, including pertinent reporting
and disclosure requirements.
Nothing in this Act shall be construed to restrict or prohibit any
educational, scientific or cultural exchange programs subject to national
security requirements.
Sec. 8. Statements and Disclosure. - Public officials and employees have
an obligation to accomplish and submit declarations under oath of, and
the public has the right to know, their assets, liabilities, net worth and
financial and business interest including those of their spouses and of
unmarried children under eighteen (18) years of age living in their
households.
(A) Statement of Assets and Liabilities and Financial Disclosure. - All
public officials and employees, except those who serve in an honorary
capacity, laborers and casual or temporary workers, shall file under oath
their Statement of Assets, Liabilities and Net Worth and a Disclosure of
Business Interests and Financial Connections and those of their spouses
and unmarried children under eighteen (18) years of age living in their
households.
The two documents shall contain information on the following:
(a) real property, its improvements, acquisition costs, assessed
value and current fair market value;
(b) personal property and acquisition cost;
(c) all other assets such as investments, cash on hand or in
banks, stocks, bonds, and the like;
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(d) liabilities; and

(e) all business interests and financial connections.
The documents must be filed:

(a) within thirty (30) days after assumption of office;
(b) on or before April 30 of every year thereafter; and
(c) within thirty (30) days after separation from the service.
All public officials and employees required under this section to file the
aforestated documents shall also execute, within thirty (30) days from
the date of their assumption of office, the necessary authority in favor of
the Ombudsman to obtain from all appropriate government agencies,
including the Bureau of Internal Revenue, such documents as may show
their assets, liabilities, net worth, and also their business interests and
financial connections in previous years, including, if possible, the year
when they first assumed any office in the Government.
Husband and wife who are both public officials or employees may file the
required statements jointly or separately.
The Statements of Assets, Liabilities and Net Worth and the Disclosure of
Business Interests and Financial Connections shall be filed by:
(1) Constitutional and national elective officials, with the
national office of the Ombudsman;
(2) Senators and Congressmen, with the Secretaries of the
Senate and the House of Representatives, respectively; Justices,
with the Clerk of Court of the Supreme Court; Judges, with the
court Administrator; and all national executive officials with the
office of the President;
(3) Regional and local officials and employees, with the Deputy
Ombudsman in their respective regions;
(4) Officers of the armed forces from the rank of colonel or
naval captain, with the Office of the President, and those below
said ranks, with the Deputy Ombudsman in their respective
regions; and
(5) All other public officials and employees, defined in Republic
Act No. 3019, as amended, with the civil Service Commission.
(B) Identification and disclosure of relatives. - It shall be the duty of
every public official or employee to identify and disclose, to the best of
his knowledge and information, his relatives in the Government in the
form, manner and frequency prescribed by the Civil Service Commission.
(C) Accessibility of the documents.
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(1) Any and all statements filed under this Act shall be made
available for inspection at reasonable hours.
(2) Such statements shall be made available for copying or
reproduction after ten (100 working days from the time they are
filed as required by law.
(3) Any statement filed under this Act shall be available to the
public for a period of ten (10) years after receipt of the
statement. After such period, the statement may be destroyed
unless needed in an ongoing investigation.
(D) Prohibited acts. - It shall be unlawful for any person to obtain or use
any statement filed under this Act for:
(a) any purpose contrary to morals or public policy; or
(b) any commercial purpose other than by news and
communications media for dissemination to the general public.
Sec 9. Divestment. - A public official or employee shall avoid conflicts of
interest at all times. When a conflict of interest arises, he shall resign
from his position in any private business enterprise within thirty (30)
days from his assumption of office and/or divest himself of his
shareholdings or interest within sixty (60) days from such assumption.
The same rule shall apply where the public official or employee is a
partner in a partnership.
The requirement of divestment shall not apply to those who serve the
Government in an honorary capacity nor to laborers and casual or
temporary workers.
Sec. 10. Review and Compliance Procedure.
(a) The designated Committees of both Houses of the Congress
shall establish procedures for the review of statements to
determine whether said statements have been submitted on time
are complete and are in proper form. In the event a
determination is made that a statement is not so filed, the
appropriate Committee shall so inform the reporting individual
and direct him to take the necessary corrective action.
(b) In order to carry out their responsibilities under this Act, the
designated Committees of both Houses of congress shall have the
power, within their respective jurisdictions, to render any
opinion interpreting this Act, in writing, to persons, covered by
this Act, subject in each instance to the approval by affirmative
vote of the majority of the particular House concerned.
The individual to whom an opinion is rendered, and any other
individual involved in a similar factual situation, and who, after
issuance of the opinion acts in good faith in accordance with it
shall not be subject to any sanction provided in this Act.
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(c) The heads of other offices shall perform the duties stated in
subsections (a) and (b) hereof insofar as their respective offices
are concerned, subject to the approval of the Secretary of Justice,
in the case of the Executive Department and the Chief Justice of
the Supreme Court, in the case of the Judicial Department.
Sec. 11. Penalties.
(a) Any public official or employee, regardless of whether or not he
holds office or employment in a casual, temporary, holdover, permanent
or regular capacity, committing any violation of this Act shall be
punished with a fine not exceeding one (1) year, or removal depending
on the gravity of the offense after due notice and hearing by the
appropriate body of agency. If the violation is punishable by a heavier
penalty under another law, he shall be prosecuted under the latter
statute. Violations of Sections 7, 8, or 9 of this Act shall be punishable
with imprisonment not exceeding five (5) years, or a fine not exceeding
Five thousand pesos (P5, 000.00), or both, and, in the discretion of the
court of competent jurisdiction, disqualification to hold public office.
(b) Any violation hereof proven in a proper administrative proceeding
shall be sufficient cause for removal or dismissal of a public official or
employee, even if no criminal prosecution is instituted against him.
(c) Private individuals who participate in conspiracy as co-principals,
accomplices or accessories, with public officials or employees, in
violation of this Act, shall be subject to the same penal liabilities as the
public officials or employees and shall be tried jointly with them.
(d) The official or employee concerned may bring an action against any
person who obtains or uses a report for any purpose prohibited by
Section 8 (D) of this Act. The court in which such action is brought may
assess against such person a penalty in any amount not to exceed
Twenty-five thousand pesos (P25, 000.00). If another sanction
hereunder or under any other law is heavier, the latter shall apply.
Sec. 12. Promulgation of Rules and Regulations, Administration and
Enforcement of this Act. - The Civil Service Commission shall have the primary
responsibility for the administration and enforcement of this Act. It shall
transmit all cases for prosecution arising from violations of this Act to the proper
authorities for appropriate action: Provided, however, That it may institute such
administrative actions and disciplinary measures as may be warranted in
accordance with law. Nothing in this provision shall be construed as a
deprivation of the right of each House of Congress to discipline its Members for
disorderly behavior. The Civil Service Commission is hereby authorized to
promulgate rules and regulations necessary to carry out the provisions of this
Act, including guidelines for individuals who render free voluntary service to the
Government. The Ombudsman shall likewise take steps to protect citizens who
denounce acts or omissions of public officials and employees which are in
violation of this Act.
Sec. 13. Provisions for More Stringent Standards. - Nothing in this Act shall be
constructed to derogate from any law, or any regulation prescribed by any body
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or agency, which provides for more stringent standards for its officials and
employees.
Sec. 14. Appropriations. - The sum necessary for the effective implementation of
this Act shall be taken from the appropriations of the Civil Service Commission.
Thereafter, such as may be needed for its continued implementation shall be
included in the annual General Appropriations
Act. Sec. 15. Separability Clause. - If any provision of this Act or the application
of such provision of this Act or the application of such provision to any person or
circumstance is declared invalid, the remainder of the Act or the application of
such provision to other persons or circumstances shall not be affected by such
declaration.
Sec. 16. Repealing Clause. All laws, decrees and orders or parts thereof
inconsistent herewith, are deemed repealed or modified accordingly, unless the
same provide for a heavier penalty.
Sec. 17. Effectivity. - This Act shall take effect after thirty (30) days following the
completion of its publication in the Official Gazette or in two (2) national
newspapers of general circulation.
Approved, February 20, 1989
Rules Implementing the Code of Conduct and Ethical Standards for Public Officials
and Employees
Pursuant to the provisions of Section 12 of Republic Act No. 6713, otherwise known as
the Code of Conduct and Ethical Standards for Public Officials and Employees,
approved Dn February 20, 1989, and which took effect on March 25, 1989, conformably
to Section 17 thereof, the following Rules are hereby adopted in order to carry out the
provisions of the said Code:
Rule I
Coverage
Section 1. These Rules shall cover all officials and employees in the government,
elective and appointive, permanent or temporary, whether in the career or noncareer service, including military and police personnel, whether or not they
receive compensation, regardless of amount.
Rule II
Interpretation
Section 1. These Rules shall be interpreted in the light of the Declaration of
Policy found in Section 2 of the Code:
It is the policy of the State to promote a high standard of ethics in public service.
Public officials and employees shall at all times be accountable to the people and
Page 152
shall discharge their duties with utmost responsibility, integrity, competence

and loyalty, act with patriotism and justice, lead modest lives, and uphold public
interest over personal interest.
Rule III
Reforms on Public Administrative Systems
Section 1. Every department, office and agency shall, as soon as practicable and
in no case later than ninety (90) days from the effectivity of these rules, start
conducting value development programs for its officials and employees in order
to strengthen their commitment to public service and help promote the primacy
of public interest over personal interest in the performance of their duties. Such
programs and other parallel efforts on value development shall include, among
other things, the following subjects:
(a) Ethical and moral values;
(b) Rights, duties and responsibilities of public servants
(c) Nationalism and patriotism;
(d) Justice and human rights;
(e) Democracy in a free and just society;
(f) Philippine history. Culture and tradition; and
(g) Socio-economic conditions prevailing in the country, especially in the
depressed areas, and the need for a code of Conduct and Ethical
Standards.
Continuing refresher courses and seminars and/or workshops to
promote a high standard of ethics in public service shall be conducted.
Section 2. Professional, scientific, technical trainings and education programs
shall enhance to the highest degree, professionalism, excellence, intelligence and
skills in the performance and discharge of duties and responsibilities of officials
and employees. These programs shall be conducted in all offices of the
government and may include subjects that are enumerated in the preceding
section.
Section 3. It is the responsibility of every head of department, office and agency
to ensure that officials and employees attend the value development program
and participate in parallel value development efforts.
Section 4. Every department, office and agency shall conduct continuing studies
and analyses of their work systems and procedures to improve delivery of public
services. Towards this end, such studies and analyses shall: (1) identify systems
and procedures that lead or contribute to negative bureaucratic behavior; (2)
simplify rules and procedures to avoid red tape; and (3) devise or adopt systems
and procedures that promote official and employee morale and satisfaction.
Each department, office or agency shall develop a service guide or its functional
equivalent which shall be regularly updated and made available to the
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transacting public. A workflow chart showing procedures or flow of documents

shall likewise be posted in conspicuous places in the department, office or
agency for the information and guidance of all concerned.
Upon request, the Department of Budget and Management shall assists
departments, offices and agencies in the evaluation and adoption of work
systems and procedures that will institutionalize a management climate
conducive to public accountability.
Section 5. Every department, office and agency shall consult the public they
serve for the purpose of gathering feedback and suggestions on the efficiency,
effectiveness and economy of services. They shall establish mechanisms to
ensure the conduct of public consultations and hearings.
Section 6. Every department, office and agency shall continuously conduct
research and experimentation on measures and adopt innovative programs
which will provide motivation to officials and employees in raising the level of
observance of public service ethical standards.
Section 7. every department, office and agency shall, appoint or designate a
resident Ombudsman, who shall act immediately on all request for public
assistance referred to him by the Ombudsman and his Deputies. He shall be held
accountable for the disposition of all requests for assistance.
Section 8. Government officials shall make themselves available to their staff for
consultations and dialogues.
Rule IV
Transparency of Transactions and Access to Information
Section 1. Subject to reasonable conditions prescribed by law, the State adopts
and implements a policy of full public disclosure of all its transactions involving
public interest.
Section 2. it is the responsibility of heads of departments, offices and agencies to
establish measures and standards that will ensure transparency of and openness
in public transactions in their respective offices, such as biddings, purchases,
other internal transactions, including contracts, status of projects, and all other
matters involving public interest.
They shall establish information systems that will inform the public of the
following: (a) policies, rules, and procedures; (b) work programs, projects, and
performance targets; (c) performance reports; and (d) all other documents as
may hereafter be classified as public information.
Such information shall be utilized solely for the purpose of informing the public
of such policies, programs and accomplishment, and not to build the public
image of any official or employee or to advance his own personal interest.
Section 3. Every department, office or agency shall provide official information,
records or documents to any requesting public, except if:
Page 154
(a) such information, record or document must be kept secret in the

interest of national defense or security or the conduct of foreign affairs.
(b) such disclosure would put the life and safety of an individual in
imminent danger;
(c) the information, record or document sought falls within the concepts
of established privilege or recognized exceptions as may be provided by
law or settled policy or jurisprudence;
(d) such information, record or document compromises drafts or
decisions, orders, rulings, policy, decisions, memoranda, etc;
(e) it would disclose information of a personal nature where disclosure
would constitute a clearly unwarranted invasion of personal privacy;
(f) it would disclose investigatory records complied for law enforcement
purposes, or information which if written would be contained in such
records or information would (I) interfere with enforcement
proceedings, (ii) deprive a person of a right to a fair trial or an impartial
adjudication, (iii) disclose the identity of a confidential source and, in the
case of a record compiled by a criminal law enforcement authority in the
course of a criminal investigation, or by an agency conducting a lawful
national security intelligence investigation, confidential information
furnished only by the confidential source, or (iv) unjustifiably disclose
investigative techniques and procedures; or
(g) it would disclose information the premature disclosure of which
would (I) in the case of a department, office or agency which agency
regulates currencies, securities, commodities, of financial institutions, be
likely to lead to significant financial speculation in currencies, securities,
or commodities or significantly endanger the stability of any financial
institution, or (ii) in the case of any department, office or agency be likely
or significantly to frustrate implementation of a proposed official action,
except that subparagraph (f) (ii) shall not apply in any instance where
the department, office or agency has already disclosed to the public the
content or nature of its proposed action, or where the department, office
or agency is required by law to make such disclosure on its own initiative
prior to taking final official action on such proposal.
Section 4. Every head of department, office and agency shall establish
information systems and networks that will effect the widest possible
dissemination of information regarding the provisions of the Code, and the
policies and programs relative thereto.
Rule V
Incentive and Rewards System
Section 1. Incentives and rewards shall be granted officials and employees who
have demonstrated exemplary service and conduct on the basis of their
observance of the norms of conduct laid down in Section 4 of the Code namely:
Page 155
(a) Commitment to public interest - Officials and employees shall always

uphold the public interest over personal interest. All government
resources and powers and powers of their respective departments,
offices and agencies must be employed and used efficiently, effectively,
honestly and economically, particularly to avoid wastage in public funds
and revenues.
(b) Professionalism - Officials and employees shall perform and
discharge their duties with the highest degree of excellence,
professionalism, intelligence and skill. They shall enter public service
with utmost devotion and dedication to duty. They shall endeavor to
discourage wrong perceptions of their roles as dispensers or peddlers of
undue patronage.
(c) Justness and sincerity - Officials and employees shall remain true to
the people at all times. They must act with justness and sincerity and
shall not discriminate against anyone, especially the poor and the
underprivileged. They shall refrain from doing acts contrary to law, good
morals, good customs, public policy, public order, public safety and
public interest. They shall not dispense or extend undue favors on
account of their office to their relatives, whether by consanguinity or
affinity, except with respect to appointments of such relatives to
positions considered strictly confidential or as members of their
personal staff whose terms are coterminous with theirs.
(d) Political neutrality - Officials and employees shall provide service to
everyone without unfair discrimination regardless of party affiliation or
preference.
(e) Responsiveness to the public - Officials and employees shall extend
prompt, courteous, and adequate service to the public. Unless otherwise
provided by law or when required by the public interest, officials and
employees shall provide information on their policies and procedures in
clear and understandable language, ensure openness of information,
public consultations and hearings whenever appropriate, encourage
suggestions, simplify and systematize policy, rules and procedures, avoid
red tape and develop an understanding and appreciation of the socioeconomic conditions prevailing in the country, especially in the
depressed rural and urban areas.
(f) Nationalism and patriotism - Officials and employees shall at all
times be loyal to the Republic and to the Filipino people, promote the use
of locally produced goods, resources and technology and encourage
appreciation and pride of country and people. They shall endeavor to
maintain and defend Philippine sovereignty against foreign intrusion.
(g) Commitment to democracy - Officials and employees shall commit
themselves to the democratic way of life and values, maintain the
principle of public accountability and manifest by deeds the supremacy
of civilian authority over the military. They shall at all times uphold the
Constitution and put loyalty to country above loyalty to persons or party.
Page 156
(h) Simple living - Officials and employees and their families shall lead
modest lives appropriate to their positions and income. They shall not
indulge in extravagant or ostentatious display of wealth in any form.
Section 2. The following criteria shall be considered in the conferment of
awards:
(a) Years of service;
(b) Quality and consistency of performance;
(c) Obscurity of the position;
(d) Level of salary;
(e) Unique and exemplary quality of achievement;
(f) Risk or temptation inherent in the work; and
(g) Any similar circumstances or considerations in favor of the particular
awardee.
Section 3. Incentives and rewards to government officials and employees of the
year may take the form of any of the following, as may be determined by the
Committee on Awards established under the Code:
(a) Bonuses; or
(b) Citations; or
(c) Directorships in government-owned or controlled corporations; or
(d) Local and foreign scholarship grants; or
(e) Paid vacations; and
(f) Automatic promotion to the next higher position suitable to his
qualifications and with commensurate salary; provided, that if there is
no next higher position or it is not vacant, said position shall be included
in the next budget of the office; except when the creation of a new
position will result in distortion in the organizational structure of the
department, office or agency. Where there is no next higher position
immediately available, a salary increase equivalent to the next higher
position shall be given and incorporated in the base pay. When a new
position is created, that which is vacated shall be deemed abolished.
The grants of awards shall be governed by the merit and fitness
principle.
Section 4. (a) The system shall be administered by a Committee on Awards for
Outstanding Public Officials and Employees composed of:
(1) Ombudsman Co-Chairman
(2) Chairman CSC Co-Chairman
(3) Chairman COA Member
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(4) Two (2) Government Members Employees to be Appointed by the

President
(b) For this purpose, the Committee shall perform the following functions and
responsibilities:
(1) Conduct a periodic, continuing review of performance of officials and
employees in all department, offices and agencies;
(2) Establish a system of annual incentives and rewards to the end that
due recognition is given to officials and employees of outstanding merit
on the basis of standards set forth in Section 2, Rule V hereof;
(3) Determine the form of rewards to be granted;
(4) Formulate and adopt its own rules to govern the conduct of its
activities, which shall include guidelines for evaluating nominees, the
mechanism for recognizing the awardees in public ceremonies and the
creation of sub-committees;
In the evaluation of nominees, the Committee may be assisted by technical
experts selected from the government and the private sectors.
Section 5.The Civil Service Commission shall provide secretariat services to the
Committee.
Section 6. Nothing herein provided shall inhibit any department, office or
agency from instituting its own rewards program in addition to those provided
by, but not inconsistent with these Rules.
Section 7. The budget to cover all expenses in the implementation of this Rule
shall be incorporated in the appropriation of the Civil Service Commission.
Rule VI
Duties of Public Officials and Employees
Section 1. As a general rule, when a request or petition, whether written or
verbal, can be disposed of promptly and expeditiously the official and employee
in charge to whom the same is presented shall do so immediately, without
discrimination, and in no case beyond fifteen (15) working days from receipt of
the request or petition.
Section 2. In departments, offices or agencies that are usually swamped with
persons calling for a particular type of service, the head of the department, office
or agency shall devise a mechanism so as to avoid long queues, such as by giving
each person a ticket number duly countersigned which shall specify the time and
the date when the person, whose name and address shall be indicated, can be
served without delay. Said person shall have the right to prompt service upon
presentation of said ticket number.
Section 3. In case of written requests, petitions or motions, sent by means of
letters, telegrams, or the like, the official or employee in charge shall act on the
same within fifteen (15) working days from receipt thereof, provided that:
Page 158
(b) If the communication is within the jurisdiction of the office or agency, the
official and employee must:
(1) Write a note or letter of acknowledgement where the matter id
merely routinary or the action desired may be acted upon in the ordinary
course of business of the department, office or agency, specifying the
date when the matter will be disposed of and the name of the official or
employee in charge thereof.
(2) Where the matter is non-routinary or the issues involved are not
simple or ordinary, write a note or letter of acknowledgement, informing
the interested party, petitioner or correspondent of the action to be
taken or when such requests, petitions or motions can be acted upon.
Where there is a need to submit additional information, requirements, or
documents, the note or letter of acknowledgement shall so state,
specifying a reasonable period of time within which they should be
submitted, and the name of the particular official or employee in charge
thereof. When all the documents or requirements have been submitted
to the satisfaction of the department or office or agency concerned, the
particular official or employee in charge shall inform the interested
party, petitioner, or correspondent of the action to be taken and when
such action or disposition can be expected, barring unforeseen
circumstances.
(c) If communication is outside its jurisdiction, the official or employee must:
(1) Refer the letter, petition, telegram, or verbal request to the proper
department, office or agency.
(2) Acknowledge the communication by means of a note or letter,
informing the interested party, petitioner, correspondent of the action
taken and attaching a copy of the letter of the letter of referral to the
proper department, office or agency.
The department, office or agency to which the letter, petition, telegram
or verbal request was referred for appropriate action must take action in
accordance with subsection (a), pars. 1 and 2 thereof.
The period of fifteen (15) working days herein provided shall be counted
from the date of receipt of the written or verbal communication by the
department, office or agency concerned.
Section 4. All official papers and documents must be processed and completed
within a reasonable time from the preparation thereof. Reasonable time shall be
determined in accordance with the following rules:
(b) When the law or the applicable rule issued in accordance therewith
prescribes a period within which a decision is to be rendered or an action taken,
the same shall be followed;
(c) When the law or the applicable rule issued in accordance therewith does not
prescribe a period, the head of department, office or agency shall issue rules and
regulations prescribing, among other things, what is reasonable time, taking into
account the following factors:
Page 159
(1) Nature, simplicity or complexity of the subject matter of the official

papers of documents processed by said department, office or agency.
(2) Completeness or inadequacy of requirements or of data and
information necessary for decision or action;
(3) Lack of resources caused by circumstances beyond the control of the
department, office or agency or official or employee concerned;
(4) Legal constraints such as restraining orders and injunctions issued
by proper judicial, quasi-judicial or administrative authorities; and
(5) Fault, failure or negligence of the party concerned which renders
decision or action not possible or premature; and
(6) Fortuitous events or force majeure.
Section 5. Except as otherwise provided by law or regulation, and as far as
practicable, any written action or decision must contain not more than three (3)
initials or signatures. In the absence of the duly authorized signatory, the official
next-in-rank or officer-in-charge or the person duly authorized shall sign for and
in his behalf. The head of department, office or agency shall prescribe, through
and appropriate office order, the rules on the proper authority to sign in the
absence of the regular signatory, as follows:
(1) If there is only one official next in rank, he shall automatically be the
signatory;
(2) If there are two ore more officials next in rank, the appropriate office
order shall prescribe the order of priority among the officials next in
rank within the same organizational unit; or
(3) If there is no official next in rank present and available, the head of
department, office or agency shall designate an officer-in-charge from
among those next lower in rank in the same organizational unit.
Section 6. All public documents must be made accessible to, and readily
available for inspection by, the public during working hours, except those
provided in Section 3. Rule IV.
Section 7. All heads or other responsible officers of departments, offices or
agencies of the government and of government-owned or controlled
corporations shall, within forty five (45) working days from the end of the year,
render a full and complete report of performance and accomplishments, as
prescribed by existing laws and regulations.
Another report of compliance with the provisions of the Code and these Rules
shall be prepared and submitted to the Civil Service Commission. The
Commission may require officials to provide additional information or furnish
documents, if necessary.
Section 8. Officials and employees and their families shall lead modest and
simple lives appropriate to their positions and income. They shall not indulge in
extravagant or ostentatious display of wealth in any form.
Page 160
Basically, modest and simple living means maintaining a standard of living

within the public official and employees visible means of income as correctly
disclosed in his income tax returns, annual statement of assets, liabilities and net
worth and other documents relating to financial and business interests and
connections.
Public funds and proper for official use and purpose shall be utilized with the
diligence of a good father of a family.
Rule VII
Public Disclosure
Section 1. Every official and employee, except those who serve in an official
honorary capacity, without service credit or pay, temporary laborers and casual
or temporary or contractual workers, shall file under oath their statement of
assets, liabilities and net worth and a disclosure of business interests and
financial connections including those of their spouses and unmarried children
under eighteen (18) years of age living in their households, in the prescribed
form, Annex A.
(b) Contents of Statement
(1) The Statement of Assets and Liabilities and Net Worth shall contain
information on the following:
(a) Real property, its improvements, acquisition costs, assessed
value, and current fair market value;
(b) Personal property and acquisition costs;
(c) All other assets such as investments, cash on hand or in
banks, stocks, bonds, and the like; and
(d) All financial liabilities and long-term.
(2) The Disclosure of Business Interests and Financial Connections shall
contain information on any existing interests in, or any existing
connections with, any business enterprises or entities, whether as
proprietor, investor, promoter, partner, shareholder, officer, managing
director, executive, creditor, lawyer, legal consultant, accountant,
auditor, and the like, the names and addresses of the business
enterprises or entities, the dates when such interests or connections
were established, and such other details as will show the nature of the
interests or connections.
(c) When to File
The above documents under the Code must be filed:
(1) within thirty (30) days after assumption of office, statements of
which must be reckoned as of his first day of service;
(2) on or before April 30 of every year thereafter, statements of which
must be reckoned as of the end of the preceding year; or
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(3) within thirty (30) days after separation from the service, statements
of which must be reckoned as of his last day of office.
(d) Where to File
The Statement of Assets and Liabilities and Net Worth and the Disclosure of
Business Interests and Financial Connections shall be filed by the:
(1) President, Vice-President and Constitution al Officials, with the
National Office of the Ombudsman;
(2) Senators and Congressmen, with the Secretaries of the Senate and
the House of Representatives, respectively; Justices, with the Clerk of
Court of the Supreme Court; Judges, with the Court Administrator; and
national executive officials such as Members of the Cabinet,
Undersecretaries and Assistant Secretaries, including the foreign service
and heads of government-owned or controlled corporations with
original charters and their subsidiaries and state colleges and
universities, with the Office of the President.
(3) Regional and local officials and employees, both appointive and
elective, including other officials and employees of government-owned
or controlled corporations and their subsidiaries and state colleges and
universities, with the Deputy Ombudsman in their respective regions;
(4) Officers of the Armed Forces from the rank of Colonel or Naval
Captain, with the Office of the President, and those below said ranks,
with the Deputy Ombudsman in their respective regions; and
(5) All other officials and employees defined in Republic Act No. 3019, as
amended, with the Civil Service Commission.
A copy of said statements shall also be filed with their respective
departments, offices or agencies.
All Statement of Assets and Liabilities and Net Worth, as of December 31, 1988,
now on file with their respective agencies shall constitute sufficient compliance
with the requirements of the Code and they shall be required to accomplish and
file the new form as prescribed in these Rules on or before April 30, 1990, and
every year thereafter.
(e) Every official and employee shall also execute, within thirty (30) days from
the date of their assumption of office, the necessary authority in favor of the
Ombudsman to obtain, from all the appropriate government agencies, including
the Bureau of Internal Revenue, such documents as may show their assets,
liabilities, net worth, and also their business interests, and financial connections
in previous years, including, if possible, the year when they first assumed any
office in the government.
(f)Married couples who are both public officials and employees may file the
required statements jointly or separately.
Section 2. Every official or employee shall identify and disclose under oath to
the best of his knowledge and information, his relatives in the government, up to
the fourth civil degree of relationship, either of consanguinity or affinity,
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including bilas, inso and balae, in the prescribed form, Annex A, which shall be
filed; (a) within thirty (30) days after assumption of office, the information
contained therein must be reckoned as of his first day of office; (b) on or before
April 30 of every year thereafter, the information contained therein must be
reckoned as of the end of the preceding year; or (c) within thirty (30) days after
separation from the service, the information contained therein must be
reckoned as of his last day of office.
Section 3. (a) Any and all statements filed in accordance with the preceding
sections shall be made available for public inspection at reasonable hours;
(b) Such statements shall be made available for public inspection at reasonable
hours;
(c) Any duly authorized person requesting a copy of a statement shall be
required to pay a reasonable fee as may be determined and prescribed by the
Civil Service Commission to cover the cost of reproduction and mailing of such
statement, as well as the cost of certification.
(d) Any statement filed under the Code shall be available to the public, subject to
the foregoing limitations, for a period of ten (10) years after receipt of the
statement. The statement may be destroyed after such period unless needed in
an ongoing investigation.
Rule VIII
Review and Compliance Procedures
Section 1. The following shall have the authority to establish compliance
procedures for the review of statements to determine whether said statements
have been properly accomplished:
(a) In the case of Congress, the designated committees of both Houses of
Congress subject to approval by the affirmative vote of the majority of
the particular House concerned;
(b) In the case ef the Executive Department, the heads of departments,
offices and agencies insofar as their respective departments, offices and
agencies are concerned subject to approval of the Secretary of Justice.
(c) In the case of the Judicial Department, the Chief Justice of the
Supreme Court; and
(d) In the case of the Constitution al Commissions and other
Constitutional Offices, the respective Chairman and members thereof; in
the case of the Office of the Ombudsman, the Ombudsman.
The above officials shall likewise have the authority to render any opinion
interpreting the provisions on the review and compliance procedures in the
filing of statements of assets, liabilities, net worth and disclosure information.
In the event said authorities determine that a statement is not properly filed,
they shall inform the reporting individual and direct him to take the necessary
corrective action.
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The individual to whom an opinion is rendered, and any other individual

involved in a similar factual situation, and who, after issuance of the opinion acts
in good faith in accordance with it shall not be subject to any sanction provided
in the Code.
Rule IX
Conflict of Interest and Divestment
Section 1. (a) An official or employee shall avoid conflict of interest at all times.
(b) Conflict of interest occurs:
(1) When the official or employee is:
(a) a substantial stockholder; or
(b) a member of the Board of Directors; or (c)an officer of the
corporation; or
(d) an owner or has substantial interest in a business; or
(e) a partner in a partnership; and
(2) The interest of such corporation or business, or his rights or duties
therein, are opposed to or affected by the faithful performance of official
duty.
(c) A substantial stockholder is any person who owns, directly or indirectly,
shares of stock sufficient to elect a director of a corporation. This term shall also
apply to the parties to a voting trust.
(d) A voting trust means an agreement in writing between one or more
stockholders of a stock corporation for the purpose of conferring upon a trustee
or trustees the right to vote and other rights pertaining to the shares for certain
periods and subject to such other conditions provided for in the Corporation
Law.
Section 2. (a) When a conflict of interest arises, the official or employee involved
shall resign from his position in any private business enterprise within thirty
(30) days from his assumption of office and/or divest himself of his shareholdings or interests within sixty (60) days from such assumption. For those
who are already in the service, and conflict of interest arises, the officer or
employee must resign from his position in the private business enterprise
and/or divest himself of his shareholdings or interests within the periods
herein-above provided, reckoned from the date when the conflict of interest had
arisen. The same rule shall apply where the public official or employee is a
partner in a partnership.
(b) If the conditions in Section 1 (b) concur, divestment shall be mandatory for
any official or employee even if he has resigned from his position in any private
business enterprise.
(c) Divestment shall be to a person or persons other than his spouse and
relatives within the fourth civil degree of consanguinity or affinity.
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(d) The requirements for divestment shall not apply to those specifically
authorized by law and those who serve the government in an honorary capacity
nor to laborers and casual or temporary workers.
Rule X
Grounds for administrative disciplinary action
Section 1. In addition to the grounds for administrative disciplinary action
prescribed under existing laws, the acts and omissions of any official or
employee, whether or not he holds office or employment in a casual, temporary,
hold-over, permanent or regular capacity, declared unlawful or prohibited by
the Code, shall constitute grounds for administrative disciplinary action, and
without prejudice to criminal and civil liabilities provided herein, such as:
(a) Directly or indirectly having financial and material interest in any
transaction requiring the approval of his office. Financial and material
interest is defined as a pecuniary or proprietary interest by which a
person will gain or lose something;
(b) Owning, controlling, managing or accepting employment as officer,
employee, consultant, counsel, broker, agent, trustee, or nominee in any
private enterprise regulated, supervised or licensed by his office, unless
expressly allowed by law;
(c)Engaging in the private practice of his profession unless authorized by
the Constitution, law or regulation, provided that such practice will not
conflict or tend to conflict with his official functions;
(d) Recommending any person to any position in a private enterprise
which has a regular or pending official transaction with his office, unless
such recommendation or referral is mandated by (1) law, or (2)
international agreements, commitment and obligation, or as part of the
functions of his office;
These acts shall continue to be prohibited for a period of one (1) year
after resignation, retirement, or separation from public office, except in
the case of paragraph (c) above, but the professional concerned cannot
practice his profession in connection with any matter before the office he
used to be with, within one year after such resignation, retirement, or
separation provided that any violation hereof shall be a ground for
administrative disciplinary action upon re-entry to the government
service.
(e) Disclosing or misusing confidential or classified information officially
known to him by reason of his office and not made available to the
public, to further his private interests or give undue advantage to
anyone, or to prejudice the public interest;
(f) Soliciting or accepting, directly or indirectly, any gift, gratuity, favor,
entertainment, loan or anything of monetary value which in the course of
his official duties or in connection with any operation being regulated by,
or any transaction which may be affected by the functions of, his office.
The propriety or impropriety of the foregoing shall be determined by its
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value, kinship or relationship between giver and receiver and the

motivation. A thing of monetary value is one which is evidently or
manifestly excessive by its very nature.
Gift refers to a thing or a right disposed of gratuitously, or any act of
liberality, in favor of another who accepts it, and shall include a
simulated sale or an ostensibly onerous disposition thereof.
Loan covers both simple loan and commodatum as well as guarantees,
financing arrangement or accommodations intended to ensure its
approval. Commodatum refers to a contract whereby one of the parties
delivers to another something not consumable so that the latter may use
the same for a certain time and return it.
This prohibition shall not include:
(1) Unsolicited gift of nominal or insignificant value not given in
anticipation of, or in exchange for, a favor from a public official or
employee or given after the transaction is completed, or service
is rendered. As to what is a gift of nominal value will depend on
the circumstances of each case taking into account the salary of
the official or employee, the frequency or infrequency of the
giving, the expectation of benefits, and other similar factors.
(2) A gift from a member of his family or relative as defined in
the Code on the occasion of a family celebration, and without any
expectation of pecuniary gain or benefit.
(3) Nominal donations from persons with no regular, pending,
or expected transactions with the department, office or agency
with which the official or employee is connected, and without any
expectation of pecuniary gain or benefit.
(4) Donations coming from private organizations whether local
or foreign, which are considered and and accepted as
humanitarian and altruistic in purpose and mission.
(5) Donations coming from government to government entities.
As to gift or grants from foreign governments, the Congress
consents to:
(i) The acceptance and retention by public official or
employee of a gift of nominal value tendered and
received as a souvenir or mark of courtesy;
(ii)
The acceptance and retention by public
official or employee of gift in the nature of a
scholarship or fellowship grant or medical treatment;
or
(iii)
The acceptance by a public official or
employee of travel grant or expenses for travel taking
place entirely outside the Philippines (such as
allowances, transportation, food and lodging) of more
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than nominal value if such acceptance is appropriate

or consistent with the interests of the Philippines, and
permitted by the head of office, branch, or agency to
which he belongs.
Nothing in the Code shall be construed to restrict or
prohibit any educational, scientific or cultural
exchange programs subject to national security
requirements.
(g) Obtaining or using any statement filed under the Code for any
purpose contrary to morals or public policy or any commercial purpose
other than by news and communications media for dissemination to the
general public;
(h) Unfair discrimination in rendering public service due to party
affiliation or preference;
(i) Disloyalty to the Republic of the Philippines and to the Filipino
people;
(j) Failure to act promptly on letters and request within fifteen (15)
days from receipt, except as otherwise provided in these Rules;
(k) Failure to process documents and complete action on documents and
papers within a reasonable time from preparation thereof, except as
otherwise provided in these Rules;
(l) Failure to attend to anyone who wants to avail himself of the services
of the office, or to act promptly and expeditiously on public personal
transactions;
(m) Failure to file sworn statements of assets, liabilities and net worth
and disclosure of business interests and financial connections; and
(n) Failure to resign from his position in the private business enterprise
within thirty (30) days from assumption of public office when conflict of
interest arises, and/or failure to divest himself of his shareholdings or
interests in private business enterprise within sixty (60) days from such
assumption of public office when conflict of interest arises, the official or
employee must either resign or divest himself of said interests within the
periods herein-above provided, reckoned from the date when the
conflict of interest had arisen.
Rule XI
Penalties
Section 1. Any official or employee regardless of whether or not he holds office
or employment in casual, temporary, holdover, permanent or regular capacity,
committing any violation of the Code shall be punished with a fine not exceeding
the equivalent of six months (6) salary or suspension not exceeding one (1) year,
or removal depending on the gravity of the offense after due notice and hearing
Page 167
by the appropriate body or agency. If the violation is punishable by a heavier

penalty under another law, he shall be prosecuted under the latter statute.
Violations of Section 7, 8, or 9 of the Code shall be punishable with
imprisonment not exceeding five (5) years, or a fine not exceeding five thousand
pesos (P5,000.00) or both, and in the discretion of the court of competent
jurisdiction, disqualification to hold public office.
Any violation hereof proven in a proper administrative proceeding shall be
sufficient cause for removal or dismissal of an official or employee, even if no
criminal prosecution is instituted against him.
Private individuals who participate in conspiracy as co-principals, accomplices
or accessories, with officials or employees, in violation of the Code, shall be
subject to the same penal liabilities as the officials or employees and shall be
tried jointly with them.
The official or employee concerned may bring an action against any person who
obtains or uses a report for any purpose prohibited by Section 8 (d) of the Code.
The Court in which such action is brought may assess against such person a
penalty in any amount not to exceed twenty five thousand pesos (P25, 000.00). If
another sanction hereunder or under any other law is heavier, the latter shall
apply.
Section 2. Administrative proceedings for violation of these Rules shall be in
accordance with Civil Service Law and Rules.
Rule XII
Free Voluntary Service
Section 1. (a) Free voluntary service refers to services rendered by persons who
are in government without pay or compensation.
(b) The requirements of free voluntary service are as follows:
(1) Issuance of an appropriate document;
(2)Fitness and suitably for the duties and responsibilities of the
particular position; and
(3) Compliance with rule on nepotism
(c) The following are the functions or services that volunteers can perform:
(1) Advisory
(2) Consultancy or counseling
(3) Recommendatory;
(4) Professional Services;
(5) Staff work such as planning or research; or
(6) Humanitarian.
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(d) Those who render free voluntary service to the government are covered by
the following:
(1) Laws on rewards and incentives;
(2) Norms of conduct and ethical standards;
(3) Duties and obligations of public officers and employees;
(4) Prohibitions and sanctions enumerated in these Rules; and
(5) Civil and criminal liability.
(e) Those who render free voluntary service are, however, liabilities and net
worth and financial disclosures, the requirement on divestment and the
appropriate eligibility requirement, for their designations, and shall not enjoy
security of tenure.
Unless otherwise provided in the terms of their designations, volunteers are
prohibited from:
(1) Exercising supervisory functions over personnel;

(2) Exercising functions of position involving national security;
(3) Having access to confidential or classified information unless
authorized by proper authorities;
(4) Occupying regular plantilla positions;
(5) Having such services credited as government service and availing
themselves of retirement benefits;
(6) Using facilities and resources of the office for partisan political
purposes; and
(7) Receiving any pecuniary benefits such as honoraria, allowances and
other perquisites of office.
Rule XIII
Amendment
Section 1. The Civil Service Commission may amend or modify these Rules as
may be necessary.
Rule XIV
Effectivity
Section 1. These Rules shall take effect thirty (30) days following the completion
of their publication in the Official Gazette or in a newspaper of general
circulation.
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Appendix C. Board for Professional Teachers, Resolution No. 435, s. 1997

BOARD FOR PROFESSIONAL TEACHERS
Resolution No. 435
Pursuant to the provisions of Paragraph , Article II, of R.A. No. 7836, otherwise
known as the Philippine Teachers Professionalization Act of 1994 and
Paragraph (a), Section 6, P.D. No. 223, as amended, the Board for Professional
Teachers hereby adopts and promulgates the following Code of Ethics for
Professional Teachers.
Preamble
Teachers are duly licensed professionals who possesses dignity and reputation
with high moral values as well as technical and professional competence in the
practice of their noble profession, and they strictly adhere to, observe, and
practice this set of ethical and moral principles, standards, and values.
Article I: Scope and Limitations

Section 1. The Philippine Constitution provides that all educational institution
shall offer quality education for all competent teachers. Committed to its full
realization, the provision of this Code shall apply, therefore, to all teachers in
schools in the Philippines.
Section 2. This Code covers all public and private school teachers in all
educational institutions at the preschool, primary, elementary, and secondary
levels whether academic, vocational, special, technical, or non-formal. The term
teacher shall include industrial arts or vocational teachers and all other
persons performing supervisory and /or administrative functions in all school at
the aforesaid levels, whether on full time or part-time basis.
Article II: The Teacher and the State

Section 1. The schools are the nurseries of the future citizens of the state; each
teacher is a trustee of the cultural and educational heritage of the nation and is
under obligation to transmit to learners such heritage as well as to elevate
national morality, promote national pride, cultivate love of country, instill
allegiance to the constitution and for all duly constituted authorities, and
promote obedience to the laws of the state.
Section 2. Every teacher or school official shall actively help carry out the
declared policies of the state, and shall take an oath to this effect.
Section 3. In the interest of the State and of the Filipino people as much as of his
own, every teacher shall be physically, mentally and morally fit.
Section 4. Every teacher shall possess and actualize a full commitment and
devotion to duty.
Section 5. A teacher shall not engage in the promotion of any political, religious,
or other partisan interest, and shall not, directly or indirectly, solicit, require,
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collect, or receive any money or service or other valuable material from any
person or entity for such purposes.
Section 6. Every teacher shall vote and shall exercise all other constitutional
rights and responsibility.
Section 7. A teacher shall not use his position or official authority or influence to
coerce any other person to follow any political course of action.
Section 8. Every teacher shall enjoy academic freedom and shall have privilege
of expounding the product of his researches and investigations; provided that, if
the results are inimical to the declared policies of the State, they shall be brought
to the proper authorities for appropriate remedial action.
Article III: The Teacher and the Community

Section 1. A teacher is a facilitator of learning and of the development of the
youth; he shall, therefore, render the best service by providing an environment
conducive to such learning and growth.
Section 2. Every teacher shall provide leadership and initiative to actively
participate in community movements for moral, social, educational, economic
and civic betterment.
Section 3. Every teacher shall merit reasonable social recognition for which
purpose he shall behave with honor and dignity at all times and refrain from
such activities as gambling, smoking, drunkenness, and other excesses, much
less illicit relations.
Section 4. Every teacher shall live for and with the community and shall,
therefore, study and understand local customs and traditions in order to have
sympathetic attitude, therefore, refrain from disparaging the community.
Section 5. Every teacher shall help the school keep the people in the community
informed about the schools work and accomplishments as well as its needs and
problems.
Section 6. Every teacher is intellectual leader in the community, especially in the
barangay, and shall welcome the opportunity to provide such leadership when
needed, to extend counseling services, as appropriate, and to actively be
involved in matters affecting the welfare of the people.
Section 7. Every teacher shall maintain harmonious and pleasant personal and
official relations with other professionals, with government officials, and with
the people, individually or collectively.
Section 8. A teacher posses freedom to attend church and worships as
appropriate, but shall not use his positions and influence to proselyte others.
Article IV: A Teacher and the Profession
Section 1. Every teacher shall actively insure that teaching is the noblest
profession, and shall manifest genuine enthusiasm and pride in teaching as a
noble calling.
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Section 2. Every teacher shall uphold the highest possible standards of quality
education, shall make the best preparations for the career of teaching, and shall
be at his best at all times and in the practice of his profession.
Section 3. Every teacher shall participate in the Continuing Professional
Education (CPE) program of the Professional Regulation Commission, and shall
pursue such other studies as will improve his efficiency, enhance the prestige of
the profession, and strengthen his competence, virtues, and productivity in
order to be nationally and internationally competitive.
Section 4. Every teacher shall help, if duly authorized, to seek support from the
school, but shall not make improper misrepresentations through personal
advertisements and other questionable means.
Section 5. Every teacher shall use the teaching profession in a manner that
makes it dignified means for earning a decent living.
Article V: The Teachers and the Profession

Section 1. Teachers shall, at all times, be imbued with the spirit of professional
loyalty, mutual confidence, and faith in one another, self-sacrifice for the
common good, and full cooperation with colleagues. When the best interest of
the learners, the school, or the profession is at stake in any controversy, teachers
shall support one another.
Section 2. A teacher is not entitled to claim credit or work not of his own, and
shall give due credit for the work of others which he may use.
Section 3. Before leaving his position, a teacher shall organize for whoever
assumes the position such records and other data as are necessary to carry on
the work.
Section 4. A teacher shall hold inviolate all confidential information concerning
associates and the school, and shall not divulge to anyone documents which has
not been officially released, or remove records from files without permission.
Section 5. It shall be the responsibility of every teacher to seek correctives for
what may appear to be an unprofessional and unethical conduct of any associate.
However, this may be done only if there is incontrovertible evidence for such
conduct.
Section 6. A teacher may submit to the proper authorities any justifiable
criticism against an associate, preferably in writing, without violating the right of
the individual concerned.
Section 7. A teacher may apply for a vacant position for which he is qualified;
provided that he respects the system of selection on the basis of merit and
competence; provided, further, that all qualified candidates are given the
opportunity to be considered.
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Article VI: The Teacher and Higher Authorities in the Profession

Section 1. Every teacher shall make it his duty to make an honest effort to
understand and support the legitimate policies of the school and the
administration regardless of personal feeling or private opinion and shall
faithfully carry them out.
Section 2. A teacher shall not make any false accusations or charges against
superiors, especially under anonymity. However, if there are valid charges, he
should present such under oath to competent authority.
Section 3. A teacher shall transact all official business through channels except
when special conditions warrant a different procedure, such as when special
conditions are advocated but are opposed by immediate superiors, in which
case, the teacher shall appeal directly to the appropriate higher authority.
Section 4. Every teacher, individually or as part of a group, has a right to seek
redress against injustice to the administration and to extent possible, shall raise
grievances within acceptable democratic possesses. In doing so, they shall avoid
jeopardizing the interest and the welfare of learners whose right to learn must
be respected.
Section 5. Every teacher has a right to invoke the principle that appointments,
promotions, and transfer of teachers are made only on the basis of merit and
needed in the interest of the service.
Section 6. A teacher who accepts a position assumes a contractual obligation to
live up to his contract, assuming full knowledge of employment terms and
conditions.
Article VII: School Officials, Teachers, and Other Personnel

Section 1. All school officials shall at all times show professional courtesy,
helpfulness and sympathy towards teachers and other personnel, such practices
being standards of effective school supervision, dignified administration,
responsible leadership and enlightened directions.
Section 2. School officials, teachers, and other school personnel shall consider it
their cooperative responsibility to formulate policies or introduce important
changes in the system at all levels.
Section 3. School officials shall encourage and attend the professional growth of
all teachers under them such as recommending them for promotion, giving them
due recognition for meritorious performance, and allowing them to participate
in conferences in training programs.
Section 4. No school officials shall dismiss or recommend for dismissal a teacher
or other subordinates except for cause.
Section 5. School authorities concern shall ensure that public school teachers
are employed in accordance with pertinent civil service rules, and private school
teachers are issued contracts specifying the terms and conditions of their work;
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provided that they are given, if qualified, subsequent permanent tenure, in

accordance with existing laws.
Article VIII: The Teachers and Learners

Section 1. A teacher has a right and duty to determine the academic marks and
the promotions of learners in the subject or grades he handles, provided that
such determination shall be in accordance with generally accepted procedures of
evaluation and measurement. In case of any complaint, teachers concerned shall
immediately take appropriate actions, observing due process.
Section 2. A teacher shall recognize that the interest and welfare of learners are
of first and foremost concern, and shall deal justifiably and impartially with each
of them.
Section 3. Under no circumstance shall a teacher be prejudiced or discriminate
against a learner.
Section 4. A teacher shall not accept favors or gifts from learners, their parents
or others in their behalf in exchange for requested concessions, especially if
undeserved.
Section 5. A teacher shall not accept, directly or indirectly, any remuneration
from tutorials other what is authorized for such service.
Section 6. A teacher shall base the evaluation of the learners work only in merit
and quality of academic performance.
Section 7. In a situation where mutual attraction and subsequent love develop
between teacher and learner, the teacher shall exercise utmost professional
discretion to avoid scandal, gossip and preferential treatment of the learner.
Section 8. A teacher shall not inflict corporal punishment on offending learners
nor make deductions from their scholastic ratings as a punishment for acts
which are clearly not manifestation of poor scholarship.
Section 9. A teacher shall ensure that conditions contribute to the maximum
development of learners are adequate, and shall extend needed assistance in
preventing or solving learners problems and difficulties.
Article IX: The Teachers and Parents

Section 1. Every teacher shall establish and maintain cordial relations with
parents, and shall conduct himself to merit their confidence and respect.
Section 2. Every teacher shall inform parents, through proper authorities, of the
progress and deficiencies of learner under him, exercising utmost candor and
tact in pointing out the learner's deficiencies and in seeking parents cooperation
for the proper guidance and improvement of the learners.
Section 3. A teacher shall hear parents complaints with sympathy and
understanding, and shall discourage unfair criticism.
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Article X: The Teacher and Business

Section 1. A teacher has the right to engage, directly or indirectly, in legitimate
income generation; provided that it does not relate to or adversely affect his
work as a teacher.
Section 2. A teacher shall maintain a good reputation with respect to the
financial matters such as in the settlement of his debts and loans in arranging
satisfactorily his private financial affairs.
Section 3. No teacher shall act, directly or indirectly, as agent of, or be financially
interested in,any commercial venture which furnish textbooks and other school
commodities in the purchase and disposal of which he can exercise official
influence, except only when his assignment is inherently, related to such
purchase and disposal; provided they shall be in accordance with the existing
regulations; provided, further, that members of duly recognized teachers
cooperatives may participate in the distribution and sale of such commodities.
Article XI: The Teacher as a Person

Section 1. A teacher is, above all, a human being endowed with life for which it is
the highest obligation to live with dignity at all times whether in school, in the
home, or elsewhere.
Section 2. A teacher shall place premium upon self-discipline as the primary
principle of personal behavior in all relationships with others and in all
situations.
Section 3. A teacher shall maintain at all times a dignified personality which
could serve as a model worthy of emulation by learners, peers and all others.
Section 4. A teacher shall always recognize the Almighty God as guide of his own
destiny and of the destinies of men and nations.
Article XII: Disciplinary Actions

Section 1. Any violation of any provision of this code shall be sufficient ground
for the imposition against the erring teacher of the disciplinary action consisting
of revocation of his Certification of Registration and License as a Professional
Teacher, suspension from the practice of teaching profession, or reprimand or
cancellation of his temporary/special permit under causes specified in Sec. 23,
Article III or R.A. No. 7836, and under Rule 31, Article VIII, of the Rules and
Regulations Implementing R.A. 7836.
Article XIII: Effectivity

Section 1. This Code shall take effect upon approval by the Professional
Regulation Commission and after sixty (60) days following its publication in the
Official Gazette or any newspaper of general circulation, whichever is earlier.
Page 175
Appendix D. Revised Grading System (AY. 2013-2014)
GENERAL (CONTENT SUBJECTS) AND LABORATORY/OUTCOME BASED SUBJECTS
Area: GENERAL EDUCATION/CONTENT COURSES

Part I
Outputs
Quizzes and/or Long test
30
Class
Participation
15
Major Exams
(Midterm/Finals)
40
Attendance
13
Character
TOTAL
Part II
30
TOTAL
70%
Area: GENERAL COURSES WHICH ARE LABORATORY BASED

(PHYSICS, CHEMISTRY,ETC)
Part I
Part II
Outputs
15
30
Class
Participation
Major Exams (Midterm/Finals)
40
Attendance
Character
TOTAL
30
TOTAL
70%
Page 176
Area: P.E
Part I
Part II
Class
Participation/
Performance and
practical test
25
20
Project
(Midterm/Finals
40
Attendance
Character
TOTAL
40
TOTAL
60 %
Area: ICT GENERAL SUBJECT

Part I
Class
Participation
10
Quizzes and & Long test
20
Projects/
30
30
Laboratory
Attendance
Character
5
TOTAL
50
Part II
(Exams may also be in the form of hands on/practical, provided by that it is

accompanied by a written exam on a 50-50%
basis.)
TOTAL
50%
Area: ICT PROFESSIONAL SUBJECT

Part I
Part II
Class Participation
10
20
Projects/Laboratory
Exercises
30
40
(Exams may also be in the form of hands on/practical, provided by that it is

accompanied by a written exam on a 50-50%
basis.)
(if both are evaluated)

Projects = 20%
Exercises = 10%
TOTAL
40
TOTAL
60%
Page 177
Area: ARCHITECTURE (Lecture Based)

Part I
Part II
Output
15
30
Class Participation
Plates/ Exercises/Projects
40
Attendance
Character
TOTAL
30
TOTAL
70%
REVISION COMMITTEE MEMBERS
Page 178

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FACULTY MANUAL

Board Resolution No. S03

Leading university in science and technology by 2022

The Beginnings ................................................................................................... 1

Vision and Mission ............................................................................................. 3

GOVERNANCE AND ADMINISTRATION.................................................. 4

Powers and Duties of Board of Regents..................................................... 5

Rights and Responsibilities of BOR ................................................................ 5

Promulgation and Implementation of Policies

Organizational Structure of the University of Antique ............................ 6

Officers of the Administration........................................................................ 6

Offices Under The Vice President For Research, Extension,

Offices Under The Vice President For Administration

ACADEMIC FREEDOM ........................................................................... 23

Legal Bases ....................................................................................................... 23

Academic Freedom at the Institutional Level ........................................ 23

Academic Freedom of Teachers, Researchers &

Faculty Composition (University Code) .................................................... 26

Hiring Procedure of Faculty ......................................................................... 28

Policy on In-breeding .................................................................................... 30

APPOINTMENT, PROMOTION, TENURE & SEPARATION

Ranking and Promotion ................................................................................ 33

Appointment to Specific Ranks and Tenure ........................................... 34

Separation from Service ............................................................................... 36

Extension of Service in the University ......................................................... 39

FACULTY DUTIES AND RESPONSIBILITIES ............................................... 40

General Tasks ................................................................................................... 40

Working Hours, Workload and Other Related Work ............................. 40

Class Management ....................................................................................... 47

FACULTY PRIVILEGES ............................................................................. 56

Leave Benefits in General ............................................................................ 56

Training, Research and Travel Grants/Incentives .................................. 64

Faculty Federation Multi-Purpose Cooperative..................................... 73

Faculty Federation Provident Fund ........................................................... 74

Professional Development Activities ......................................................... 76

FACULTY DEVELOPMENT PROGRAM .................................................... 77

The following are the plans for Faculty Development ......................... 78

Criteria for Scholarship Grant ...................................................................... 80

Guidelines For Faculty Development Program ...................................... 86

CONDUCT, RESTRICTIONS AND DISCIPLINE ......................................... 88

Code of Ethics ................................................................................................. 88

Specific Prohibitions ....................................................................................... 89

Classification of Administrative Offenses and Sanctions .................... 93

Sexual Harassment/ Committee on Decorum and

Grievance Machinery ................................................................................... 97

CHAPTER 10. ACADEMIC INFORMATION................................................................. 106

Academic Calendar ................................................................................... 106

Admission Requirements and Policies .................................................... 106

General Entrance Requirements ............................................................. 107

Registration ..................................................................................................... 107

Cross-Registration ......................................................................................... 108

Classification of Students ............................................................................ 108

Academic Load............................................................................................ 109

Curricular Matters ......................................................................................... 110

AMENDMENTS CLAUSE .............................................................................................. 129

| Faculty Manual v2.72914 |

| Faculty Manual v2.72914 |

Section 1. The Beginnings

With the support of Assemblyman Arturo K. Pacificador who passed Batas

| Faculty Manual v2.72914 |

Section 2. Vision and Mission

Deliver quality instruction of international standards;

Implement innovative and research development system;

Develop viable and sustainable resource generating