Faculty Manual

Faculty Manual 2005 Edition
UNIVERSITY VISION, MISSION, AND GOALS

VISION The Ateneo de Davao University is a Filipino, Catholic, and Jesuit University that is inspired by the person and teaching of Jesus, rooted in the spirituality of St. Ignatius, and true to the humanistic tradition of Jesuit Education. It is responsive to the challenges and needs of the country today, particularly in Southern Philippines, through its work in the educational formation of the youth and professionals. MISSION As a Filipino University, it seeks to be a locus of research and a center for propagation of authentic Filipino culture; it aims to contribute to the creation of a peace-centered multicultural society; it strives to assist in the promotion of quality education in the country, particularly in Southern Philippines. And all the while, it seeks to create itself into a community of understanding and love that incarnate these goals it strives for; As a Catholic University, it participates in the mission of the universal Church most immediately articulated by the local church. It seeks to inculturate the life and teachings of Jesus into contemporary Filipino Society through the deeper understanding of the faith and the authentic nurturing of the spiritual life of its members, and its attempts to nd common ground with other religions and beliefs through open dialogue; and As a Jesuit University, it is a corporate apostolate of the Society of Jesus and the bearer of the Jesuit educational tradition of excellence. It strives to realize in its educational formation and in its institutional life the ideals and values found in both the Spiritual Exercises of St. Ignatius and in the humanistic heritage of Jesuit education. GOALS In more concrete terms, given the current challenges, the Ateneo de Davao University seeks to pursue, but not limit to, the identied key goal directions and address priority concerns on a University wide fashion, where each of the University units and levels taking these directions and addressing the concerns in a manner appropriate to itself, as a Filipino, Catholic, and Jesuit University As a Filipino University 1. A more systematic and critical understanding of the Filipino culture based on the insight that culture, being a creation of human society is open to intelligent modication and choice; and 2. A focus on distinctive areas of concern, among them are: Muslims and other ethnic minorities, children, and women; Environment Development and promotion of civic culture and consciousness and the promotion of responsive and responsible government; Job creation and entrepreneurship to address the endemic problem of poverty.
PART I
Ateneo de Davao University
As a Catholic University 1. The message of the gospel focused on specic areas of concern of the students on self-identity and personal growth, family, civil society, Christ and the Church, and the meaning of life among others; 2. The deeper understanding of the faith and inculturation into Philippine culture; 3. The human and spiritual formation of faculty and students; and 4. The creation of the University into a truly Christian community. As a Jesuit University 1. Excellence in all its programs; 2. Focus on Science and Math; Theology and Philosophy; 3. High level of competence in spoken and written English; 4. Incorporation of information technology into the very fabric of University Life and programs; and 5. The sense and mission of service for others and the country.
PART II
SCHOOL AND DIVISION OBJECTIVES A. SCHOOL OF ARTS AND SCIENCES
1. COMPUTER STUDIES DIVISION The Computer Studies Division of the Ateneo de Davao University envisions itself as a center of excellence and expertise in computer education, training, and services in Mindanao by channeling all its resources, both human and material, towards effective teaching, expertise building, quality services, and productive linkages in response to the challenges of nation-building. Its specic objectives are: (1) to train and develop well-rounded, competent, and globally competitive computer professionals who will actively participate in the technological development of Mindanao and the country in general; (2) to conduct relevant research in the eld of computers; (3) to provide and support progressive training programs geared towards continuous updating of faculty and staff with current technologies; and (4) to establish linkages with computer-oriented and non-computer-oriented groups sharing mutual goals and aspirations. The Computer Studies Division takes pride in being selected by the Commission on Higher Education (CHED) as the Center of Development for Excellence in Information Technology for Region XI for the years 2000-2003. For the Undergraduate level, the Division offers B.S. Computer Science (BSCS) and handles the computer electives of the different Divisions. Effective school year 2002-2003, two new academic programs are formally opened, namely: B.S. Information Technology (BSIT) and B.S. Information Management (BSIM). For the Graduate level, the Division offers M.S. Information Technology (MSIT) in collaboration with the Ateneo Information Technology Institute (AITI) of the Ateneo de Manila University.
2. ENGINEERING AND ARCHITECTURE DIVISION The Engineering and Architecture Division aims to provide the students a kind of education that promotes a dialogue among faith, culture, science, and technology. It strives to make them better persons, more prepared for life and capable of responding to the needs of the region with a sense of commitment and spirit of service. Thus, the division aims to provide: Learning activities and experiences for the students to discover God present in history and creation; A technological education advocating respect for the dignity of the human person, concern for the preservation of the environment, and commitment to the improvement of the quality of life; Programs for the development of technical knowledge and skills through research, interaction with experts, and community involvement; and Learning activities that encourage critical thinking and interaction with others to enhance the ability to communicate knowledge and work with others.
a. Architecture Department General Objectives To provide the students quality education that integrates science, technology, faith, and culture to prepare them for a career in Architecture in whatever area of work they choose to practice their profession, always striving for excellence guided by a strong faith in God and a commitment to serve others. Specic Objectives The Architecture curriculum aims to: To provide a solid foundation in the arts, science, and mathematics integrated with spirituality and responsibility through periodic review and continuous improvement of curriculum; To develop knowledge and skills in planning, design, and management of architectural projects with an awareness of the need to care for the environment and the commitment to enhance the quality of life; To produce humane architects who will consistently demonstrate respect for the dignity of the human person and love for God; To develop skills in critical thinking, communication, and team building through the use of traditional and innovative teaching strategies; To develop the ability to relate architecture to other disciplines with emphasis on ethical issues and, consequently, develop a sense of social responsibility; To develop the capability to conduct scientic research in architecture; and
To provide an education that extends beyond the classroom through exposures to actual architectural works, interaction with architects in the eld, and involvement in communities with the use of their knowledge and skills in architecture.
b. Chemical Engineering Department General Objectives To provide the students quality education that integrates science, technology, faith, and culture to prepare them for an Chemical Engineering career in whatever area of work they choose to practice their profession where they will always strive for excellence guided by a strong faith in God and a commitment to serve others. Specic Objectives The Chemical Engineering curriculum aims: To provide solid foundation in the arts, chemistry, physics and mathematics integrated with spirituality and responsibility through periodic review and continuous improvement of curriculum; To create a rich environment for the teaching and learning of these elds to provide the bases for design and production of new products or processes and the operation of industrial plants the purpose of which is to improve the quality of life: o the fundamentals of materials and energy balance; o momentum, heat and mass transfer; o reaction kinetics; o process instrumentation and control; o process equipment and plant design; o materials, biochemical and environmental engineering; and o industrial management; To produce humane chemical engineers who will consistently demonstrate respect for the dignity of the human person and love for God; To develop skills in critical thinking, communication, and team building through the use of traditional and innovative teaching strategies; To develop an awareness of the need to care for the environment and a commitment to enhance the quality of everybodys life; To develop the ability to relate chemical engineering to other disciplines with emphasis on ethical issues and, consequently, develop a sense of social responsibility; To develop the capability to conduct scientic research in chemical engineering; and To provide an education outside the classroom through exposure to actual chemical engineering work in the industry, interaction with chemical engineers in the eld, and involvement in communities with the use of their knowledge and skills in chemical engineering.
c. Civil Engineering Department General Objectives To provide the students quality education that integrates science, technology, faith and culture to prepare them for a Civil Engineering career in whatever area of work they choose to practice
their profession where they will always strive for excellence guided by a strong faith in God and a commitment to serve others. Specic Objectives: The Electrical Engineering curriculum aims: To provide a solid foundation in the arts, sciences, and mathematics integrated with spirituality and responsibility through periodic review and continuous improvement of curriculum; To develop knowledge and skills for planning, design, management, and maintenance of: o railways, roads, and bridges; o dam, reservoirs, and hydraulic structure and systems; o water and waste water disposal; o building and foundation; and o other types of civil works used by man; To produce humane civil engineers who will consistently demonstrate respect for the dignity of the human person and love for God; To develop skills in critical thinking, communication, and team building through the use of traditional and innovative teaching strategies; To develop an awareness of the need to care for the environment and a commitment to enhance the quality of everybodys life; To develop the ability to link civil engineering with other disciplines, thereby, promoting camaraderie among professionals, unied work with emphasis on ethical issues and, consequently, develop the sense of social responsibility; To develop the capability to conduct scientic research in civil engineering that will further enhance the profession; and To provide hands-on experience through linkage with the industry, interaction with civil engineers in the eld, and involvement in communities through quality services that will employ knowledge and skills in civil engineering.
d. Computer Engineering Department General Objectives To provide the students quality education that integrates science, technology, faith, and culture to prepare them for a Computer Engineering career in whatever area of work they choose to practice their profession, where they will always strive for excellence guided by a strong faith in God and a commitment to serve others. Specic Objectives The Computer Engineering curriculum aims to: To provide a solid in the arts, science, and mathematics integrated with spirituality and responsibility through periodic review and continuous improvement of curriculum; To provide a computer engineering education that will prepare the students for planning, design, development, management, and maintenance of computer systems; To produce humane computer engineers who will consistently demonstrate respect for the dignity of the human person and love for God;
To develop the awareness of the need to care for the environment and the commitment to enhance the quality of everybodys life; To develop the capability to conduct scientic research in computer engineering; To provide education that is beyond the classroom through exposure to actual computer engineering work in the industry, interaction with computer engineers in the eld, and involvement in communities with the use of their knowledge and skills in computer engineering; To develop skills in critical thinking, communication and team building through the use of traditional and innovative teaching strategies; To develop the ability to relate computer engineering with other disciplines with emphasis on ethical issues and intellectual property rights; and To develop a sense of social responsibility with due regard to the social, economic, and nancial signicance of his / her products or the applications of his / her technical expertise.
e. Electrical Engineering Department General Objectives To provide the students quality education that integrates science, technology, faith, and culture; to prepare them for an Electrical Engineering career in whatever area of work they choose to practice their profession; and to always strive for excellence guided by a strong faith in God and a commitment to serve others. Specic Objectives: The Electrical Engineering curriculum aims: To provide adequate training in planning, design, management, and maintenance relating to the generation and distribution of electrical power; To train students on how to conduct scientic research in electrical engineering; To provide education outside the classroom through exposure to actual electrical engineering work in the industry, interaction with electrical engineers in the eld, and involvement in communities with the use of their knowledge and skills in electrical engineering; To provide a solid foundation in the arts, sciences, and mathematics integrated with spirituality and responsibility through periodic review and continuous improvement of curriculum; To develop an awareness of the need to care for the environment and a commitment to enhance the quality of everybodys life; To produce humane electrical engineers who would consistently demonstrate respect of the dignity of the human person and love for God; To develop the ability to relate electrical engineering to other disciplines with emphasis on ethical issues and, consequently, a sense of social responsibility; and To develop skills in critical thinking, communication, and team building through the use of traditional and innovative teaching strategies.
f. Electronics and Communications Engineering Department General Objectives To provide the students quality education that integrates science, technology, faith, and culture
to prepare them for an Electronics and Communications Engineering career in whatever area of work they choose to practice their profession, where they will always strive for excellence guided by a strong faith in God and a commitment to serve others. Specic Objectives The Electronics and Communications Engineering curriculum aims to: To provide the student with an education in the fundamentals of electronics and communications that will allow them to be competitive in the industry or in graduate work; To provide a solid foundation in the arts, science, and mathematics integrated with spirituality and responsibility through periodic review and continuous improvement of curriculum; To produce humane electronics and communication engineers who will consistently demonstrate respect for the dignity of the human person and love for God; To develop the awareness of the need to care for the environment and the commitment to enhance the quality of everybodys life; To develop the capability to conduct scientic researches in electronics and communications engineering; To provide an education that is beyond the classroom through exposure to actual electronics and communications engineering work in the industry, interaction with electronics and communications engineers in the eld, and involvement in communities with the use of their knowledge and skills in electronics and communications engineering; To develop skills in critical thinking, communication, and team building through the use of traditional and innovative teaching strategies; and To develop the ability to relate electronics and communications engineering to other disciplines with emphasis on ethical issues and, consequently, develop a sense of social responsibility.
g. Industrial Engineering Department General Objectives To provide the students quality education that integrates science, technology, faith, and culture so as to prepare them for an Industrial Engineering career in whatever area of work they choose to practice their profession and where they will always strive for excellence guided by a strong faith in God and a commitment to serve others. Specic Objectives: The Industrial Engineering curriculum aims: To provide a solid foundation in the arts, sciences, and mathematics integrated with spirituality and responsibility through periodic review and continuous improvement of curriculum; To develop the necessary knowledge and skills to be able to create, build, improve, and install industrial and service systems that are efcient, effective, and robust; To develop the necessary knowledge and skills to be able to perform services in the form of consultation, design, preparation of plans, specications, estimates, implementation, and supervision of:
o work standards; o statistical process control systems; o production planning and material controls systems; o advance manufacturing systems; o manufacturing and service facilities; o operations research models for production and operations; and o information systems; To produce humane industrial engineers who would consistently demonstrate respect towards the dignity of the human person and love for God; To educate students with emphasis on skills in critical thinking, communication, and team building; To develop an awareness of the need to care for the environment and commitment to enhance the quality of everybodys life; To instill an awareness of ethical issues in industrial engineering and, consequently, develop a sense of social responsibility; To develop the capability to conduct scientic research in industrial engineering; and To provide education outside the classroom through exposure to actual industrial engineering work in the industry, interaction with industrial engineers in the eld and involvement in communities with the use of their knowledge and skills in industrial engineering.
h. Mechanical Engineering Department General Objectives To provide the students quality education that integrates science, technology, faith, and culture to prepare them for an Mechanical Engineering career in whatever area of work they choose to practice their profession, where they will always strive for excellence guided by a strong faith in God and a commitment to serve others. Specic Objectives The Mechanical Engineering curriculum aims: To provide a solid foundation in the arts, sciences, and mathematics integrated with spirituality and responsibility through periodic review and continuous improvement of curriculum; To develop the knowledge and skills necessary for planning, design, management, and maintenance of: o power plants; o refrigeration and air-conditioning systems; o industrial machines and equipment; and o internal combustion engine; To develop the capability to integrate the concepts of advanced technology to mechanical designs and industrial processes; To provide an in-depth understanding of the engineering processes and its impact on society; To produce humane mechanical engineers who will consistently demonstrate respect of the dignity of the human person and love for God; To develop skills in critical thinking, communication, and team building through the use of traditional and innovative teaching strategies;
To develop an awareness of the need to care for the environment and a commitment to enhance the quality of everybodys life; To instill an awareness of ethical issues in mechanical engineering and, consequently, develop the sense of social responsibility; To develop the capability to conduct scientic research in mechanical engineering; and To provide education that is beyond the classroom through exposure to actual mechanical engineering work in the industry, interaction with mechanical engineers in the eld, and involvement in communities with the use of knowledge and skills in mechanical engineering.
3. HUMANITIES DIVISION General Objectives The Humanities Division seeks the formation of graduates who excel in their elds of study and who are imbued with the social values necessary to become not only productive members of society but also its effective change agents. Toward this end, the Humanities Division seeks the constant development of its curricula, builds a competent and dedicated faculty, and creates a learning environment that meets the highest standards. a. English Department The Department aims to produce a new breed of leaders, who, inspired by the Ignatian ideals, are effective agents of change in the society through their excellent use of the four skills of listening, speaking, reading and writing using the whole language approach. The program intends to form graduates who can become published writers, teachers, researchers, and translators. b. Literature Department The Department aims to form intelligent and service-oriented individuals who have assimilated the living heritage of literature and other arts and who shall act as conveyors of culture and art to the community. Through a keen appreciation of the arts, they can express themselves creatively in any chosen endeavor, discriminate among human values and live according to those values essential to their development as persons for others. c. Mass Communication Department The Department aims to graduate professional mass communicators who will respond to the challenges of present social realities by harnessing available media resources in communicating truth and justice and whose performance measures up to the standards of integrity, accuracy, responsibility and leadership. 4. NATURAL SCIENCES AND MATHEMATICS DIVISION General Objectives The Natural Science and Mathematics Division aims to produce graduates who are: equipped with the scientic knowledge and functional skills needed in their chosen profession / eld of concentration;
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imbued with a strong faith in God; aware and concerned with present-day societal issues; and willing and determined to be a person for others especially towards the marginalized sector of the society.
a. Biology Department Specic Objectives The Biology Department aims: To develop an understanding of the theory and practices of the respective biology programs; To provide students with critical, methodological, and pedagogical knowledge and skills in learning the concepts in Biology or within its respective program offering; and To expose them to research oriented activities that will develop their values and attitude in response to the emerging problems of society. b. Chemistry Department Specic Objectives The Chemistry Department aims to provide its students with the best preparation for their chosen career. In their years at the Ateneo de Davao University, specically in the Chemistry Department, the students are expected to: Acquire a rm foundation in the basic elds of inorganic, organic, analytical, and physical chemistry, as well as the history of chemistry; Practice the scientic method of investigation; Develop the attitude of inquiry and critical thinking which are important factors in the acquisition of scientic knowledge; Have a clear understanding of the orderly nature of the universe as exemplied in chemical processes; Be able to formulate fundamental principles; Be procient in chemistry so as to grow in full stature as useful citizens and professionals in such diverse careers in the chemical (and other physical) industries, the medical professions and health services, teaching, engineering, and research positions. Develop an active awareness of the environment created by technological advances as well as interpret and understand the principles of its conservation; and Develop their potential for leadership through community extension work.
c. Mathematics Department Specic Objectives The Mathematics Department aims to provide its students with the best preparation for their chosen career. In their years at the Ateneo de Davao University, specically in the Mathematics Department, the students are expected to Attain a strong foundation both in concept and skills in the eld of mathematics so as to prepare them for a diverse nature of work;
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Determine and appreciate varied applications of mathematics not only in any eld of work but also in the development of ones logical and critical thinking abilities as one of the faculties given by the Supreme Being to persons for them to rationally approach the challenges of life; Be aware of the importance of a systematic and logical approach, which is the discipline viewed in mathematics, in solving not only personal or individual problems but also societal problems; and Acquire the interest to share their ideas to those who need their services in the government and in non-government ofces with condence and versatility in their profession.
5. PHILOSOPHY DIVISION General Objectives The Philosophy Division concerns itself directly with developing the students into well-rounded persons who, by reason precisely of this well roundedness, are persons for others, and are open to the Faith experience. Specic Objectives The Philosophy Division: Seeks to guide students to reect on the taken-for-granted assumptions of their lives and thereby help them to recognize those factors, personal, social, cultural, that tend to hamper their full development as human persons; Seeks to guide the students toward implicating for themselves the whole breadth of human values persons need to realize in order to achieve their wholeness, and also to help them see the true order of such values; In relation to other subjects, seeks to serve as a clearing-house for all various disciplines students are exposed to; Aims to enable the students to recognize the need for personal involvement in the world, if the students are to be truly well-rounded persons in the fast-paced world of today and of tomorrow; Aims itself to be a fruitful preparatory ground for the teaching of and/or further studies in Philosophy, Law, Business, Medicine, Social Work, Politics, and a priestly or religious life.
6. SOCIAL SCIENCE AND EDUCATION DIVISION General Objectives To prepare students and professionals to be o critical and analytical; o dynamic and responsive to the changing needs of the region; and o self-determined and self-reliant; Develop socially aware and concerned citizens anchored on ethical values and deep sense of spirituality geared towards building a peaceful community through intercultural dialogue.
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a. Economics Department The Economics program aims to develop socially responsible economists with a rm grasp of policy formulation, community work, research, and entrepreneurship. After four years the students must: Be able to critically analyze the existing social structures and situations in a manner which is scientic, culturally-sensitive, gender-responsive, and adoptive to ethical principle; Have acquired sufcient knowledge of economic principles and be able to interpret real life situations, and on this basis analyze their causes and map out possible solutions in a multinational and global context; Have acquired skills in Christian Leadership to be able to establish humane relationships with people in addressing the nations development needs; and Have developed skills in social and economic research towards advocacy for the less privileged.
b. Education Department The Education Program hopes to be the vehicle to improve our schools by preparing future teachers with a broad liberal education which will emphasize not only information but also the intellectual virtues of knowledge, understanding of the sciences as well as wisdom, and which will develop cognitive skills such as analysis, synthesis, and evaluation. At the end of four years, the Department hopes that the students must be able to demonstrate: Knowledge, attitudes, and skills necessary to function as professional quality teachers and leaders; Critical and analytical minds; Skill in research that will contribute to the advancement of knowledge; Facility of language for classroom management and expressions on contemporary vital issues; and Active participation in the affairs of the community. c. Physical Education Department General Objectives The Physical Education program concretizes the mission of the University in forming wellrounded persons by developing them physically, socially, physiologically, morally, and aesthetically through performance of physical activities, like physical tness activities, rhythmic activities, and folk dances, team sports (volleyball, basketball, kickball, soccer football, martial arts), social dances, and dancesport. Specic Objectives Physical tness activities lead the students to o learn and practice the proper execution of conditioning exercises; o practice different types of exercise programs to develop their muscular strength, power, cardiovascular endurance, exibility, and agility; and o appreciate the value of exercise for lifetime health and wellness;
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Rhythmic activities and folk dances help the students to o understand the Filipino culture through the study of different folk dances; o demonstrate graceful and rhythmic coordination of body movements; and o arouse better appreciation of Philippine dances and music; Different sports activities such as volleyball, basketball, kickball, soccer football, dancesport, and martial arts lead the students to o gain knowledge and understanding of the different basic sports skills inherent in varied sports like volleyball, basketball, kickball, soccer, football, and martial arts; o perform and execute properly the different sports skills relative to the specic sport; and o appreciate the value of learning different sports skills for recreational purposes and for lifetime health and wellness; and Social/Ballroom dances help the students to o gain knowledge and understanding of the different types of social dances; o perform and execute properly the basic steps of different ballroom dances; o apply the different basic steps in creating simple choreographies for these dances; and o appreciate the value of learning different social dances for socio-recreational purposes and for lifetime health and wellness.
d. Political Science Department The Political Science Program aims to prepare students for a career in development work, politics, law and other related endeavors. After four years, political science students must have: The scientic and critical understanding of the operation of state and government in a manner that is international in perspective, national in focus, and culturally adaptive and gender responsive; The competence to develop political analysis, values, skills, and attitudes reecting application of scientic ability in the appreciation of political conditions and issues; and The political and social attitudes and views consistent with the interest of the Filipino people and their Christian values. e. Psychology Department The Psychology Program prepares the graduates for a career in management, personnel training, research, testing, counseling, and community development. The program, in keeping with the Universitys mission of leadership in instruction, research and service, aims at developing competent professionals who Are aware of and have the ability to manage their intra psychic issues, inter personal dynamics, and inter group relations; Are skillful in scientic framework for teaching, testing, counseling, researches, and community development;
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Are equipped with knowledge, skills, values, and attitudes necessary in undertaking original research, training, and facilitating for the improvement of peoples well being.
f. Sociology Department The Sociology Program hopes to produce graduates who Are critical and analytical of the realities of the changing Philippine society in relation to the world situation; Have developed the ability to use the Sociological perspective in developing knowledge, attitude, and skills vital in becoming responsible, critical, resourceful, and future-oriented individuals; and Have developed values anchored on respect for cultural diversity in the pursuit of a just and peaceful community.
g. Social Work Department The Social Work Program offers theoretical and practical training for students who wish to make development work a lifetime career and commitment. At the end of four years, students must be able to: Exhibit professional competence (knowledge and skills) in working with individuals, groups, and communities; Analyze social realities, organize, and mobilize resources for problem solving; and Develop a sense of commitment to the plight of the poor and the oppressed.
7. THEOLOGY DIVISION General Objectives The Theology Program concretizes the mission of the University in forming mature and committed Christians, specically, in providing for the intellectual understanding of the content of Faith and its practice. Specic Objectives to deepen the understanding and awareness of God revealing Himself to people in history and how they responded to this revelation as Gods call; to have a fuller and richer understanding of the person and the message of Jesus Christ in the light of the Sacred Scriptures and the teachings of the Church, this promoting the Kingdom of God; to understand that Christ is uniquely present in the community, living and celebrating sacramentally the mystery of salvation; to understand the nature and role of the Church in the on-going dialogue of salvation between God and persons; to understand the various ways of responding and living-out the basic Christian vocation, such as single life, married life, and religious life; to have maturity in faith measured by the following norms, such as the recognition that Christian life is a call towards constant conversion and renewal; the conviction
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that the mystery of salvation in Christ is grasped as actually being worked out now, today, day by day and personally by the students themselves; the indispensable role of an active sacramental and prayer life to live a truly genuine Christian life; the growing ability and instinctive habit of interpreting human events in terms of Christian values and norms; and the zeal to spread the Gospel and tell others of Jesus Christ through the service of faith and the promotion of justice.
B. SCHOOL OF BUSINESS AND GOVERNANCE

General Objectives The Ateneo de Davao University School of Business and Governance seeks to make a difference in the business community by producing professional leaders equipped with the traditional Christian values rooted in Ignatian Spirituality. It aims to provide a combination of technical skills and eld-based methods that will address business problems. It further aims to offer responsive and relevant programs and services geared toward the total formation of responsible individuals, with an orientation toward development and service. 1. ACCOUNTANCY PROGRAM Specic Objectives To produce professional accountants who possess analytical and creative abilities with a broad perspective to think across disciplines, geographical and political boundaries, and with a mastery of todays technology; To train and develop students to successfully pass the Certied Public Accountant Licensure Examination; To prepare students to be specialists who will engage in accountancy work to provide information for decision makers; To enable students to gain a broad perspective, a quickness in identifying opportunities, an incisiveness in analyzing problems, an alertness in responding to situations and a propensity for reecting on their experiences to arrive at concrete and viable solutions to problems; and To enable students to have a full grasp of the professional accountants high standards of integrity and objectivity. 2. COMMERCE/ MANAGEMENT ACCOUNTING PROGRAM Specic Objectives To produce management accountants with a sound prociency in accounting, nance, and management disciplines; To prepare students to be professionals who will engage in nancial controllership and or treasurership work to provide information for decision makers; To enable students to gain a broad perspective, a quickness in identifying opportunities, an incisiveness in analyzing problems, an alertness in responding to situations, and a propensity for reecting on their experiences to arrive at concrete and viable solutions to problems; and To imbue students with the high ideals of the management accountants code of ethics.
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3. FINANCE PROGRAM Specic Objectives To develop among students the analytical and creative abilities with a broad perspective to think across disciplines, geographical and political boundaries, and with a mastery of todays technology; To prepare students to be professionals who will engage in nancial economics study to provide information for decision makers and investors; To train and develop students to successfully pass the Financial Management and Analysis Test; To enable them to gain a broad perspective, a quickness in identifying opportunities, an incisiveness in analyzing problems, an alertness in responding to situations and a propensity for reecting on their experiences to arrive at concrete and viable solutions to problems; and To enable students to have a deep understanding of the high professional ethical standards for nance managers. 4. MANAGEMENT PROGRAM Specic Objectives To be a catalyst of change in the business community of Southern Mindanao by developing well-equipped graduates who have a deep understanding of the basic concepts, theories, principles, and techniques of management; To promote and nurture the sense of entrepreneurship among students as an option for greater business opportunities; To develop and strengthen the students research capability; To expose the students to the fast changing business environment through seminars, research dissemination, workshops, and immersion programs; To enhance the students capability in the use of quantitative tools in business to be effective in decision-making; and To open the sensitivity of students to serve or uplift the way of life of the indigenous peoples like the Lumads or Muslims by sharing with them the business knowledge acquired. 5. MARKETING PROGRAM Specic Objectives To develop students understanding of marketing concepts and marketing functions as a management process; To develop among students the analytical and creative marketing abilities with a broad perspective to think across disciplines, geographical and political boundaries, and with a mastery of todays technology; To produce students who will understand the underlying disciplines to study effective management of several dimensions of marketing within a rm; To have a deep understanding of consumer behaviorism, marketing organization and control, product and pricing policy, consumer marketing and retailing, multinational and international marketing, and marketing strategy formulation;
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To develop among students the importance of research output in marketing decisionmaking; and To develop social responsiveness and good ethical behavior as a marketing practitioner.
C. COLLEGE OF NURSING
1. ASSOCIATE IN HEALTH SCIENCE EDUCATION PROGRAM General Objective To develop competent partners in primary health care, equipped with the base knowledge that will prepare them for entry into any of the health courses 2. NURSING PROGRAM The focus of the Bachelor of Science in Nursing program is the total formation of the students, not only the technical skills of the nursing profession as such, but also critical skills such as communication and computer skills, so vital for effective work in todays environment to be able to situate this service career in the broader context of ones personal, spiritual, and religious development, as well as its impact on the care receivers and the community at large is an important concern of the program. Specic objectives a. To apply theory and safe practice of comprehensive nursing care to individual members and families of the community; b. To develop skills in making sound decisions using the problem solving approach and the nursing processes; c. To critically analyze family and community situations using skills in management and community-based approaches; d. To be able to experience self-discovery through enriched and well-planned clinical experience in each level; e. To develop good ethico-moral behavior when confronted by ethical dilemmas related nursing practice; f. To be an effective and efcient primary health nursing care giver;
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CENTRAL UNIVERSITY ADMINISTRATION

A. PRESIDENT 1. Qualications The President of the University must be a member of the Society of Jesus; elected by the Board of Trustees after consultation with the Jesuit Provincial; elected for a three-year term, renewable for other terms of three years; and a Member of the Board of Trustees. 2. Functions and Responsibilities The President of the University has the following responsibilities: a. The President of the University reports to the Board of Trustees; b. Presides at meetings of the Corporation; c. Directly supervises the Treasurer, all school unit heads and directors/heads of service, auxiliary and other budgets units; d. Exercises the general supervision of the affairs and property of the University and of its ofcers and employees; e. Sees that orders and resolutions of the Board are effected; f. Makes an annual report to the Board and the Corporation on the general condition of the University; g. Prepares the annual budget for presentation to the Board; h. Acquaints himself to the state, interests, and needs of the whole University and its constituent units; i. Executes and signs contracts for the University; j. Presides over and conducts public ofcial functions including commencements and convocations; k. Confers degrees; l. Appoints and removes permanently or temporarily such ofcials, faculty, and staff members as may be needed for the discharge of his functions and the needs of the University; and m. Performs such other functions, as the Board shall delegate to him. B. EXECUTIVE ASSISTANT TO THE PRESIDENT The Executive Assistant is appointed by the President for a three-year (3) term and may be renewed for another three-year (3) term, and reports directly to the President. He/She will manage the day-to-day operations of the institution and ensures that set policies and procedures are being followed and undertaken respectively. The functions of the Executive Assistant to the President are as follows: 1. Supervises the day-to-day operations involving the administrative and academic affairs of the entire university;
PART III
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2. Assists the President in the preparation of all documentary requirements including corporate plans and programs and its corresponding budgets; 3. Coordinates with the Deans, Asst. Deans, Headmaster, Assistant Headmasters, Principal and Assistant Principals in the implementation of programs and projects of the university; 4. In the absence of the President, attends and conducts meetings for and in his behalf; and 5. Performs other functions, which may be directed by the President from time to time. C. ASSISTANT TO THE PRESIDENT FOR FORMATION The Ofce for Formation will serve as the prime mover of the Spiritual Formation Program for the Administrators, Faculty, and the students in the various units of the university. It shall ensure that the formation programs decided upon are implemented in the various units. The duties and responsibilities of the Assistant to the President for Formation are as follows: 1. Supervises the day-to-day operations of the formation programs of the University with the assistance of the Committee on Formation; 2. Assists the President in preparing plans including the corresponding budgets relative to formation programs; 3. Coordinates with the Campus Ministry Directors of the College, High School, and Grade School; 4. Oversees the Retreat Programs of the Administrators, Faculty, and Staff; 5. Attends meetings of the Presidents Council and other administration meetings that may be called by the President; and 6. Performs other functions, which may be directed by the President from time to time. D. TREASURER The Treasurer will be appointed by the Board for a three-year (3) term, at the recommendation of the President, renewable for subsequent terms of three (3) years; and will be reporting to the President. The duties and responsibilities of the Treasurer are as follows: 1. Supervises the Assistant Comptroller, Chief Accountant, Internal Auditor, cashiers, and Finance ofce staff; 2. Is in charge of the funds, receipts and the disbursement transactions of the University covering the following functions: Manages the nancial affairs of the University, subject at all times to the direction of the Board and the President; Assists the President in preparing the University budget and the University nancial records; Oversees the day-to-day operations of the Finance Ofce and is responsible for the implementation of proper auditing procedures in the University; Acts as investment portfolio manager for the University; Advises the President and other unit heads in nancial matters;
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Acts as administrator of contracts: generally reviews them before they are signed by the President and sees to it that contract terms are kept; and Acts as custodian of important documents, legal papers, securities, and other records essential for the efcient business administration and operation of the University. Makes an annual report to the Board of the receipts and expenditures of the University; and Performs other functions, which may be assigned by the President from time to time.
E. BUDGET OFFICER The Budget Ofcer shall be appointed by the President at the recommendation of the Treasurer for a term of three (3) years. The duties and responsibilities of the Budget Ofcer are as follows: 1. Reports to the Treasurer; 2. Assists the President and the Treasurer in the computation of salaries and benets of University personnel, especially to insure that necessary adjustments are made in accordance with DECS / CHED requirements related to tuition increases, and with other adjustments arising from school policies, government mandates and collective bargaining agreements; 3. Assists the President and the University Budget committee in the preparation of budgets, in coordination with different heads of budget units; 4. Controls budgetary expenditures to assure compliance with approved budgets: approves purchase orders, requests for checks and petty cash against balances of approved budgets; prepares monthly budget reports; attends to inquiries regarding individual budgetary expenditures and the status of budget balances; 5. Updates schedules of school tuition and other fees in accordance with approved rates of increase; 6. Attends to the inquiries and complaints regarding student accounts and approves enrollment of students and/or withdrawal upon full/partial payment of accounts; and 7. Performs such other functions as may be assigned to him/her by the President from time to time. F. CHIEF ACCOUNTANT The Chief Accountant shall be appointed by the President at the recommendation of the Treasurer, to whom he / she directly reports. The duties and responsibilities of the Chief Accountant are as follows: 1. Coordinates and maintains sound accounting practices and procedures with adequate internal controls for all nancial transactions of the University and its various units; 2. Prepares, analyzes, and interprets nancial results for management use; 3. Advises, coordinates, and monitors the activities of independent external auditors in their annual audit of the University; 4. Reviews monthly reconciliation of all banks of the University;
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5. Prepares the nancial reports as required by government regulatory bodies such as BIR, SEC, DECS, CHED and for other purposes; 6. Manages all SSS, tax, and retirement matters; 7. Supervises the Accounting Ofce Staff in the performance of their respective functions; 8. Acts as Ofce Manager for the Finance Ofce; and 9. Performs other duties as may be assigned by the Treasurer from time to time. G. INTERNAL AUDITOR The Internal Auditor shall be appointed by the President at the recommendation of the Treasurer and will be reporting to the Treasurer. The duties and responsibilities of the Internal Auditor are as follows: 1. Safeguards cash funds of the University; 2. Checks the correctness of daily total of cash receipts in comparison with deposit slips; 3. Checks the activities of departments receiving cash to ensure that cash collections are properly remitted to the Finance Ofce; 4. Prepares reconciliation of bank statements and sees to it that bouncing checks are properly recorded; 5. Updates collections from all leases of University properties and prepares statements of account; 6. Journalizes all matters related to cash; 7. Ensures the correctness of deposits in Trust balances and prepares statements of account when needed; 8. Collects other receivables and prepares regular statements of accounts for the Jesuit community; 9. Checks that disbursements/payments are within approved budgets and that these follow required procedures. 10. Assists the Chief Accountant in reporting/analyzing/interpreting nancial data when needed; and 11. Performs other functions as may be assigned by the Treasurer from time to time. H. UNIVERSITY REGISTRAR The University Registrar is appointed by the President at the recommendation of the Jacinto campus school Unit heads for a term of three years and may be renewed for other terms. The duties and responsibilities of the University Registrar are as follows: 1. 2. 3. 4. 5. 6. 7. Reports to the President; Works closely with the Deans and other heads of degree granting ofces; Supervises the staff of the Registrars Ofce; Member of the Higher Education Council; Supervises the general registration of students; Examines student credentials for purposes of registration and graduation; Responsible for keeping students academic records, documents, and other related materials up to date;
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8. Enforces DECS/ CHED and school regulations regarding enrollment, student load, subject sequence and equivalence, promotion, graduation, transfer, suspension, and dismissal in coordination with the proper academic Unit / ofce; 9. Endorses to DECS / CHED all school communications channeled through his Ofce; 10. Prepares the school calendar in consultation with the school heads for approval of the President and presentation to DECS / CHED; 11. Prepares and submits to DECS / CHED all reports required; 12. Issues transfer credentials, transcripts of record, diplomas, certicates, and other school documents as requested; 13. Publishes the semestral University directory; 14. Prepares and administers the Ofce budget; and 15. Performs other functions expected of Unit heads or which may be assigned by the President from time to time. I. DIRECTOR FOR PERSONNEL The President shall appoint the Personnel Director for a term of three (3) years, renewable for other terms of three years. The duties and responsibilities of the Personnel Director are as follows: 1. Reports to the President; 2. Supervises the Personnel Ofce staff; 3. Assists Unit heads in the supervision of non-teaching personnel and faculty of the University; 4. Supervises the development, recommendation, and implementation of programs, policies, and procedures concerning the various aspects of the personnel administration of the University, and to supply advice, assistance, service, and information on these matters to University Administration and to the operating Units; 5. Organizes and supervises the recruitment, selection, hiring, appointment and placement of new academic and non-academic employees; 6. Assists the President and other Unit heads to ensure that the appointments, workload and compensation of administrators, faculty, and staff follow University policies and practices; 7. Initiates the implementation of government, school and CBA-related rules and regulations as they affect University personnel; 8. Supervises the operations of the Personnel Ofce to ensure adequate application and administration of approved programs; and 9. Performs such other functions as may be delegated by the President. J. DIRECTOR OF GENERAL SERVICES / PHYSICAL PLANT ADMINISTRATOR The Director of General Services / Physical Plant shall be appointed by the President for a period of three (3) years and may be renewed for other terms. The duties and responsibilities of the Director of General Services / Physical Plant are as follows:
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1. Reports to the President; 2. Directly supervises the General Services Ofce staff, janitorial and maintenance staff at the Jacinto Campus, bookstore and printing ofce staff, including Jacinto security and janitorial services, and coordinates with the Jacinto Unit heads in the physical plant needs of the University and its various Units; 3. Supervises the maintenance, cleanliness, and sanitation of the Jacinto Campus and school buildings and facilities; 4. Assists in the supervision of construction and of major repairs in the University; 5. Oversees the maintenance of order and security at the Jacinto Campus; 6. In matters related to physical plant and facilities, represents the University in dealing with utility companies and pertinent city/ national government agencies; 7. Supervises the operations of the College bookstore; 8. Consolidates and recommends budgetary requirements for the various units and operations under his supervision; 9. Coordinates with and supervises the janitorial and security services personnel at Jacinto Campus; 10. Supervises the technicians for the Jacinto Audio-visual Rooms and; 11. Acts as purchasing ofcer for materials required by Jacinto campus Unit; 12. Approves schedule of use of motor vehicles, Jacinto covered court and other school facilities both for inside and outside users, in accordance with policies determined by the President; and 13. Performs other functions expected of Unit heads or which may be assigned by the President from time to time. K. DIRECTOR OF UNIVERSITY LIBRARIES AND THE AUDIO-VISUAL CENTER The Director of University Libraries and Audio-Visual Center is appointed by the President at the recommendation of the University administrators and shall serve for a term of three (3) years and may be renewed for other terms. The duties and responsibilities of the Director of University Libraries and the Audio-Visual Center are as follows: 1. 2. 3. 4. Reports to the President; Works closely with the Deans, the Division Chairpersons, and Program Directors; Sits as a member of the Higher Education Council; Exercises general supervision, planning, and administration of the University Libraries and the Audio-Visual Center which services all tertiary school Units and the various research and extension Units of the University; 5. Supervises and directs the University Libraries and Audio Visual Center staff to accomplish all academic and technical tasks in the Library operations; 6. Makes recommendations on major library and audio-visual policies and services for approval of the President, in coordination with the school Unit heads concerned; 7. Coordinates with administration and other service units to accomplish procedural requirements, resolve problems or expedite actions on needs of the library and the audio-visual center with regard to personnel, purchasing, budgeting, accounting, and maintenance;
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8. Coordinates with the division chairpersons, program directors, and faculty in building library book collections that are relevant to and supportive of the various academic programs of the University; 9. Prepares, justies, and administers the library and audio-visual center budget; 10. Coordinates and networks with other institutions which may be able to provide technical and nancial assistance to improve the library facilities and its collection of books and periodicals; and 11. Performs other functions expected of Unit heads or which may be assigned by the President from time to time. L. DIRECTOR OF ALUMNI AFFAIRS The Director of Alumni affairs shall be appointed by the President for a period of three (3) years and may be renewed for other three-year terms. The duties and responsibilities of the Director of Alumni Affairs are as follows: 1. Reports to the President; 2. Serves as the liaison between the University, the alumni, and the Ateneo de Davao University Alumni Association and coordinates Alumni activities along the lines of University objectives and priorities; 3. Establishes and maintains linkages with the Alumni Association and the various alumni groups from the different schools and from different years; 4. In coordination with the Board of Directors of the Alumni Association, plans, organizes, and programs activities which rebound to the well-being of the alumni and generate among them understanding, loyalty, and commitment to the University and its goals; 5. Assists and supports the Alumni Association in its various activities and projects and serves as secretariat for Alumni Board of Directors and their various activities; 6. Supervises the collection and updating of basic data on all alumni of the University; 7. Coordinates with the Alumni Association in the preparations for the Alumni Homecoming and encourages meetings/homecomings of smaller alumni groupings; 8. Initiates programs for the continuing spiritual growth and support of alumni groups and their families; 9. Supervises, follows up, and evaluates programs and activities related to the alumni; 10. Assists the President in seeking alumni support for development, scholarship, and other University needs; 11. Supervises staff who may be assigned to the ofce; and 12. Performs such other functions as may be assigned by the President from time to time. M. DIRECTOR OF STUDENT AFFAIRS The President shall appoint the Director of Student Affairs for a three-year (3) term, renewable for other three-year (3) terms. The duties and responsibilities of the Director of Student Affairs are as follows:
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1. Reports to the President; 2. Provides the opportunities for the students active involvement in activities of the college community as well as of the outside community, including athletics; 3. Promotes conduct required in the College academic community, leading to the objectives of the schools and colleges with the assistance of the Student Affairs Committee; 4. Plans the calendar of student events / activities in coordination with undergraduate academic ofcers, club moderators and students leaders. 5. Oversees the implementation of measures on external discipline and student behavior; 6. Prepares and publishes the College Student Handbook, which contains the policies, rules and regulations of the schools and colleges; 7. Oversees the school doctors, dentist, and nurses; 8. Plans, organizes, directs, and coordinates the activities and operations of the Ofce of Student Affairs (OSA); 9. Prepares the budget and/or seeks the necessary funding for the continuing operation of the OSA; 10. Supervises and coordinates the staff of the OSA; 11. Works closely with the Assistant Deans for Undergraduate Programs, Division Chairpersons, Program Directors, Director of Admissions, Director of Campus Ministry, and Director of Social Involvement and Coordinating Ofce; and 12. Performs other functions which may be assigned by the President and the Deans from time to time. N. DIRECTOR OF ADMISSIONS / FIRST YEAR CHRISTIAN FORMATION PROGRAM The Director for Admissions shall be appointed by the President for a term of three (3) years and may be renewed for other three-year (3) terms. The duties and responsibilities of the Director of Admissions / FYCF are as follows: 1. Reports to the President; 2. Serves as a member of the Higher Education Council and Management Councils of the Schools and Units of the University; 3. Provides coordination with the School Deans and Assistant Deans, Division Chairpersons, Programs Directors and Coordinators, and the University Registrar on matters pertaining to admission and transfer of students; 4. Oversees the recruitment, admissions and registration of new students, transfer students and international students; 5. Undertakes the planning activity with the assistance of the Division Chairpersons and Program Directors with regard to the annual recruitment program for new students of the College; 6. Evaluates candidates and their credentials for admission and registration of new students with the assistance of the Admissions Committee; 7. Screens and recommends applicants for testing; 8. Arranges and conducts interviews of prospective students; 9. Supervises the Coordinator of First Year Christian Formation Program;
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10. Exercises general supervision over rst year students relative to their academic and non-academic activities, in close coordination with the Division Chairs, Program Coordinators and Asst. Dean for Undergraduate Programs; 11. Plans, organizes, directs, and coordinates the activities and operations of the Admissions ofce; 12. Prepares the budget and/or seeks the necessary funding for the continuing operation of the Admissions Ofce; 13. Serves as liaison between the Admissions Ofce and the University and off-campus agencies with which the unit deals; and 14. Performs other functions expected for unit heads and which may be assigned from time to time. O. DIRECTOR OF FACULTY DEVELOPMENT AND SCHOLARSHIPS OFFICE The Director of Faculty Development and Scholarships Ofce (FDSO) shall be appointed by the President for a three (3) year term and may be renewed for other three-year (3) terms. The duties and responsibilities of the Director of Faculty Development and Scholarships are as follows: 1. Reports to the President; 2. Plans, organizes, directs, and coordinates the activities and operations of the Faculty Development and Scholarships Ofce; 3. Undertakes periodic training needs assessment of administrators, faculty, and staff to determine the training programs required to upgrade and enhance their knowledge and skills level and so with attitudes and values in close coordination with the Personnel Director and the Formation Committee; 4. Conducts regular faculty development programs like seminars, trainings, and special sources, both for in-house and the outside educational community; 5. Coordinates with the Unit heads of the University in matters concerning faculty development and scholarship programs; 6. Develops and maintains a system of selection of scholarship grantees both for internal and external scholarships opened to the faculty and students with the assistance of concerned committees; 7. Networks with institutions, foundations, and agencies both in the private and the public sector who may be sponsors and donors of scholarships intended for the administrators, faculty members and students; 8. Prepares the budget and/or seeks the necessary funding for the continuing operation of the FDSO; 9. Serves as liaison between the FDSO and the University and off-campus agencies with which the unit deals; and 10. Performs other functions, which may be assigned by the President from time to time. P. DIRECTOR OF GUIDANCE CENTER The Director of Guidance Center shall be appointed by the President for a three (3) year term and may be renewed for other three-year (3) terms.
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The duties and responsibilities of the Director of Guidance Center are as follows: 1. Reports to the Asst. to the President on Formation; 2. Plans, organizes, directs, and coordinates the activities and operations of the Guidance Center; 3. Ensures that the Guidance Ofce provides guidance and counseling services, personal, spiritual, personality, family, social, vocational development to students, faculty members, administrators, and staff of the University; 4. Supervises the conduct of entrance examination in-campus and in satellite areas, in close coordination with the Director of Admissions; 5. Supervises the interpretation of test results, student performance, school standards, curriculum and specializations in relation to the core curriculum, individual backgrounds, and social family values and ambitions of students; 6. Initiates the conduct of research / studies of students performance in relation to admission test scores; 7. Assists in the application and selection process of scholars in close coordination with the Director of Faculty Development and Scholarships Programs; 8. Develops programs to provide venues where meetings and discussions are undertaken with faculty on matters affecting student life; 9. Provides counseling services to alumni as requested and works with parents regarding the progress of students when needed; 10. Prepares the budget and / or seeks the necessary funding for the continuing operation of the Guidance Ofce; 11. Serves as liaison between the Guidance Ofce and the University and off-campus agencies with which the Unit deals; 12. Works closely with the Deans, Assistant Deans, Division Chairpersons, Program Directors, Director of Admissions, Director of Student Affairs, Director of Campus Ministry, and Director of Social Involvement and Director if Faculty Development and Scholarships; 13. Performs other functions expected for ofce heads, which may be assigned by the Asst. to the President on Formation from time to time. Q. DIRECTOR OF CAMPUS MINISTRY OFFICE The Director of Campus Ministry shall be appointed by the President for a three (3) year term and may be renewed for other three-year (3) terms. The duties and responsibilities of the Director for Campus Ministry Ofce are as follows: 1. Reports to the Assistant to the President for Formation; 2. Initiates, implements, and evaluates spiritual programs and activities for the student body. This includes opportunities for the daily Masses and special occasion Masses and for the Sacrament of Reconciliation, and the encouragement and direction of spiritually-related student activities and clubs, with their various campus and offcampus activities; 3. Facilitates and coordinates retreats, prayer groups, spiritual renewal programs, special occasion Masses, and recollections for students, faculty, and staff of the Jacinto campus;
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4. Operates the Manresa by the Sea (the Universitys retreat house in Talomo), the La Storta (the Universitys retreat house in Matina), and the University Chapel; 5. Ensures that the University pursues the spiritual and religious aspects of its mission statement by facilitating the faith development of its Catholic members and by sustaining a genuine Christian community in the University through the implementation of spiritually oriented programs and activities; 6. Prepares the budget and / or seeks the necessary funding for the continuing operation of the Campus Ministry Ofce; 7. Serves as liaison between the Campus Ministry Ofce and the University and offcampus agencies with which the unit deals; 8. Works closely with the Deans, Assistant Deans, Division Chairpersons, Program Directors, Director of Admissions, Director of Student Affairs, Director of Guidance Center, and Director of Social Involvement and Coordinating Ofce; and 9. Performs other functions expected for unit heads and which may be assigned by the Asst. to the President on Formation from time to time. R. DIRECTOR OF SOCIAL INVOLVEMENT COORDINATING OFFICE The Director of Social Involvement Coordinating Ofce shall be appointed by the President for a three (3) year term and may be renewed for other three-year (3) terms. The duties and responsibilities of the Director of Social Involvement Coordinating Ofce are as follows: 1. Reports to the President; 2. Initiates, implements, and evaluates social involvement programs and activities for the student body. This includes opportunities for involvement in social issues, forum and other socio-political oriented proceedings, and the encouragement and direction of socially-related student activities and clubs, with their various campus and off-campus activities; 3. Facilitates and coordinates regular exposure programs and involvement for students, faculty, staff and administrators; 4. Ensures that the University pursues the socio-political aspects of its mission statement by facilitating the promotion of faith and justice in the community and by sustaining a genuine Christian community in the University through the implementation of peace and socially oriented programs, forum, movement and activities; 5. Serves as administrator of National Service Training Program (NSTP); 6. Initiates, implements and evaluates the CWTS-NSTP program of the university; 7. Prepares the budget and / or seeks the necessary funding for the continuing operation of the Social Involvement Coordinating Ofce; 8. Serves as liaison between the Social Involvement Coordinating Ofce and the University and off-campus social agencies with which the unit deals; 9. Works closely with the Deans, Assistant Deans, Division Chairpersons, Program Directors, Director of Student Affairs, Director of Guidance and Counseling, Admissions Director; and
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10. Performs other functions expected for unit heads and which may be assigned by the President from time to time. S. DIRECTOR OF RESEARCH AND PUBLICATION OFFICE The Director of Research and Publication Ofce (RPO) shall be appointed by the President for a three (3) year term and may be renewed for other three-year (3) terms. He must be at least a holder of a masters or doctoral degree or an equivalent degree; a regular member of the faculty; have undergone research and/or published a book or an article in an academic journal. The duties and responsibilities of the Director for RPO are as follows: 1. Reports to the President; 2. Supervises and directs the Associates of Research and Publication and the other RPO staff to accomplish the ofce goals, objectives and tasks; 3. Plans, organizes, directs and coordinates the activities of RPO; 4. Presents recommendations on research and publication policies and services to the University Research Committee; 5. Coordinates and networks with other institutions that may be able to provide technical and nancial assistance to publication and research projects; 6. Prepares the budget and/or seeks necessary funding for the continuing operation of the RPO; 7. Serves as liaison between RPO and the University and off-campus research agencies and institutions; 8. Performs other functions that may be assigned by the President from time to time. T. DIRECTOR FOR MANAGEMENT INFORMATION SYSTEM The Director for Management Information System (MIS) shall be appointed by the President for a three (3) year term and may be renewed for other three-year terms. The duties and responsibilities of the Director for Management Information System are as follows: 1. Reports to the President; 2. Plans, organizes, directs, and coordinates the activities and operations of the Management Information System including clearinghouse function of the MIS Ofce; 3. Initiates efforts to develop, maintain, and upgrade the information systems including all databases that may be installed in the various units and ofces of the university; 4. Develops the systems for the Universitys Internet and Intranet facilities including the Inter-Campus backbone, the Internet Laboratories; 5. Coordinates with the Technical Services Ofce and the Information Technology Training Center with regard to their software requirements for their operations; 6. Coordinates with Deans and other academic and administrative heads in terms of the assistance requirements in improving their management information systems; 7. Prepares the budget and/or seeks the necessary funding for the continuing operation of the MIS Ofce;
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8. Serves as liaison between the MIS and the University and off-campus agencies with which the Unit deals; and 9. Performs other functions, which may be assigned by the President from time to time. U. DIRECTOR FOR TECHNICAL SERVICES The Director for Technical Services shall be appointed by the President for a three (3) year term and may be renewed for other three-year (3) terms. The duties and responsibilities of the Director for Technical Services are as follows: 1. Reports to the President; 2. Plans, organizes, directs, and coordinates the activities and operations of the Technical Services Ofce (TSO); 3. Provides technical support to Jacinto university units in terms of both computer software and hardware requirements and needs; 4. Coordinates with the MIS Ofce and ITT Center in their requirements for technical servicing of their computer systems; 5. Coordinates with the Deans and the other administrative and academic heads to ensure that their computer operating systems are well maintained and upgraded; 6. Assists in the procurement, assembly, repair, upgrade and maintenance programs of the universitys computers and peripherals; 7. Maintains the technical systems for the universitys Internet and Intranet facilities including the Inter-Campus backbone, the Internet Laboratories; 8. Prepares the budget and/or seeks the necessary funding for the continuing operation of the TSO; 9. Serves as liaison between the TSO and the University and off-campus agencies with which the unit deals; and 10. Performs other functions, which may be assigned by the President from time to time. V. WEBSITE ADMINISTRATOR The Website Administrator shall be appointed by the President for a three (3) year term and may be renewed for other three-year (3) terms. The duties and responsibilities of the Website Administrator are as follows: 1. Reports to the President; 2. Plans, organizes, directs, and coordinates the activities and operations of the Web Team; 3. Initiates efforts to develop, maintain, and upgrade the university website including all net interactive features that may be installed in the various units and ofces of the university; 4. Develops the systems of publication in the website relevant university information like admissions, grants, program offers, school calendar, activities, announcements and news; 5. Coordinates with the Technical Services Ofce and Management Information System Ofce with regard to the Web Team software and hardware requirements for its operations;
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6. Supervises the webmasters and web programmers and staff of the Web Team; 7. Coordinates with the Principal of the High School, Headmaster of the Grade School, Deans and other academic and administrative heads in terms of the assistance requirements and unit point persons in improving the management web site; 8. Prepares the budget and/or seeks the necessary funding for the continuing operation of the Web Team; 9. Serves as liaison between the Web Team and the University and off-campus agencies with which the Unit deals; and 10. Performs other functions, which may be assigned by the President from time to time. W. COMMITTEE ON INSTRUCTION The members of the Committee on Instruction shall be appointed by the President in consultation with the Deans for a twelve (12) month term and may be renewed for another twelve (12) month terms. They must be at least a holder of a masters degree, have taught in the college for not less than ten (10) years, have maintained a good evaluation rating by students and administrators. The duties and responsibilities of the COI members are as follows: 1. Report to the Deans; 2. Render at least six (6) working hours daily, ve days a week for the conduct of classroom observations, holding pre and post conferences with faculty, monitoring of classes, journeying with teachers and preparing reports; 3. Attend all meetings called by the Deans and/or Assistant Deans; 4. Observes classes of a number of teachers from different divisions or programs which are in line with the COI members eld of specialization; 5. Assist in the review and development of course syllabi; 6. Assist in the preparation and conduct of in-service training and workshops that are geared towards improvement of instruction; 7. Help in the preparation of progress and semestral reports of the Committee. X. ACADEMIC COUNCIL The Academic Council functions as the academic policy governing body of the Schools. Its performance features are as follows: 1. Composition a. Deans as co-chairs; b. University Registrar; c. Assistant Deans for Undergraduate Programs; d. Assistant Deans for Graduate Programs; e. All SAS Division Chairpersons; f. All SBG Program Directors; g. Director of Admissions; h. Director of Student Affairs; i. Director of Faculty Development and Scholarships;
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j. Director of Campus Ministry; k. Director of Social Involvement Coordinating Ofce; l. Director of Guidance Center; 2. Powers and Duties The Academic Council has the following powers and duties: a. It has co-deliberative powers with the Deans regarding internal academic policies affecting the Schools and colleges on the following areas: Admission; Curriculum; Academic standards; School Discipline; and Other matters of great importance to the Schools b. Decisions that may have implication to other schools and colleges and/or issues that cannot be resolved are elevated to the Higher Education Council (HEC); c. In all cases, decisions of the Academic council are subject to nal revision by the Higher Education Council or the University President; and d. The Council has a consultative role and is advisory to the Deans in academic matters affecting the Schools and colleges, which are not policy formulation in nature. 3. Meetings Meetings of the Academic Council are governed by the following policies: a. Meetings shall be called at least once a month in each semester of the regular school year; b. Special meetings may be called by the Chair or upon request of a majority of the Council members; and c. Copies of the Agenda and Minutes of each meeting shall be sent to the President, Executive Secretary, and to the members of the Academic Council. 4. Voting Procedure When cases of vital decisions are to be undertaken and when there is no agreement reached between dissenting parties, then, the voting procedure is as follows: a. A quorum is established by a simple majority of the Council members; b. Resolutions involving policy changes are carried by a two-thirds majority of those present; resolutions on routine matter are carried by a simple majority of those present; and c. There shall be no voting by proxy or by a representative of the member. Y. HIGHER EDUCATION COUNCIL The Higher Education Council is a deliberative body serving students and faculty in all matters within the jurisdiction of the School of Arts and Sciences, School of Business and Governance
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and College of Nursing. It functions as the highest policy making body of the three units. Its performance features are as follows: 1. Composition a. President as ex-ofcio Chairman; b. Schools/ College Deans; c. Assistants to the President; d. University Registrar; e. Assistant Deans for Undergraduate Programs; f. Assistant Deans for Graduate Programs; g. All SAS Division Chairpersons; h. All SBG Program Directors; i. SAMAHAN President and two ofcers of SAMAHAN; j. Faculty Club President and two ofcers of Faculty Club; k. Physical Plant Administrator/ General Services Director; l. NTS-Union President; m. Treasurer/ Comptroller; n. Director of Personnel; o. Director of Alumni Affairs; p. Director of Research and Publications; q. Director of Libraries and Audio-Visual Center; r. Director of Admissions; s. Director of Student Affairs; t. Director for Management Information Systems; u. Director of Faculty Development and Scholarships; v. Director of Campus Ministry; w. Director of Social Involvement Coordinating Ofce; x. Director of Guidance Center; y. Two (2) Faculty Members elected at large by the Faculty; 2. Powers and Duties a. In all cases, decisions of the higher education council are subject to nal revision by the University President and the University Board of Trustees in accordance with Philippine Corporation Law; and b. The Council has a consultative role and is advisory to the President in matters affecting the University. 3. Meetings Meetings of the Higher Education Council are governed by the following policies: a. Meetings shall be called once in each semester of the regular school year; b. Special meetings may be called by the President or upon request of a majority of the Council members; and
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c. Copies of the Agenda and Minutes of each meeting shall be sent to the University Executive Secretary and to the members of the Higher Education Council. 4. Voting Procedure When cases of vital decisions are to be undertaken and when there is no agreement reached between dissenting parties, then, the voting procedure is as follows: a. A quorum is established by a simple majority of the Council members; b. Resolutions involving policy changes are carried by a two-thirds majority of those present; resolutions on routine matter are carried by a simple majority of those present; and c. There shall be no voting by proxy or by a representative of the member. 5. Standing Committees of the Council a. b. c. d. e. f. g. h. Complaints and Grievance Committee; Curriculum Committee; Disciplinary Board; Formation Committee; Graduation Committee; Library Committee. Research and Publication Committee; Standards Committee;
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THE UNIVERSITY ACADEMIC AND ADMINISTRATIVE UNITS

The Ateneo de Davao University has various academic and administrative Units. The University has six (6) operating Units namely: School of Arts and Sciences School of Business and Governance College of Law College of Nursing High School Unit Grade School Unit
PART IV
Each unit has very distinct organizational character and composition. This manual includes only the School of Arts and Sciences, School of Business and Governance and the College of Nursing.
A. SCHOOL OF ARTS AND SCIENCES

1. FUNCTION The School of Arts and Sciences (SAS) is a vertically articulated unit that covers the management of applicable undergraduate, graduate, and post-graduate offerings. It operates under the By-Laws and Statutes of the University and is subject to the central administration of the University with the President as its chief executive. 2. COMPOSITION The SAS is composed of the following divisions: Philosophy, Humanities, Theology, Social Science and Education, Natural Science and Mathematics, Computer Studies, and Engineering and Architecture. 3. THE DEAN The Dean is the chief academic and administrative ofcer of the SAS. S/he is responsible for the organization and conduct of instruction, research and community service activities of SAS consistent with the university mission. S/he shall be appointed by the Board of Trustees upon the recommendation of the President for a term of three (3) years and may be re-appointed for other three-year (3) terms. The duties and responsibilities of the SAS Dean are as follows: a. Coordinates with the Ofce of Admissions, Formation Ofces, the University Treasurer, and the heads of the University service units and other Deans; b. Acts as the academic head and chief operating ofcer of the SAS; c. Directs, coordinates, and supports the work of the administrative ofcials and staff, faculty, and students of the SAS;
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d. Performs the principal budgetary responsibilities of the School, both for budget preparation and for the proper execution of the budget; e. Recommends to the President appointment of Division Heads and Academic Coordinators as may be necessary for the operation of the SAS; f. Recommends to the President the hiring, appointment, promotion and separation of faculty and other staff in close coordination with the University Personnel Director; g. Articulates the visions and directions of the SAS in all undertakings; h. Presides over meetings of the SAS Management Council and general faculty meetings; i. Represents the School with outside agencies and institutions as needed; j. Meets regularly with Division Chairpersons and other administrative ofcials on administrative matters and on the implementation of school policies; k. Coordinates with the Treasurer and other heads of University service units and with the Deans of other schools and colleges and heads of auxiliary and research units; l. Meets with the SAMAHAN and other student leaders; m. Meets with and attends to questions and problems of faculty and staff, parents and students, by administrative action and/or with assistance of University counsel; and n. Performs other functions expected of school Unit heads or as may be delegated by the President from time to time. 4. THE ASSISTANT DEAN FOR UNDERGRADUATE PROGRAMS The Assistant Dean for Undergraduate Programs shall be appointed by the President upon the recommendation of the Dean for a term of three (3) years and may be re-appointed for other threeyear (3) terms. The duties and responsibilities of the Assistant Dean for Undergraduate Programs are as follows: a. Assists the Dean in managing the Undergraduate Programs of the School; b. Oversees the activities and programs of the various divisions and departments of the undergraduate programs of the School; c. Assists the Dean in the preparation of plans and programs including the budget and the school year academic and non-academic calendar of activities of the undergraduate programs of the School; d. Assists the Dean in the assessment process for promotions and ranking of faculty members of the undergraduate programs; e. Assists the Dean in the recruitment, selection, and hiring of faculty and staff that will serve the School; f. Attends meetings and conferences as may be directed by the Dean and the President; g. Coordinates with other Units of the University in the course of administering the functions assigned to him / her; and h. Performs other functions, which may be assigned by the Dean from time to time. 5. THE ASSISTANT DEAN FOR GRADUATE PROGRAMS The Assistant Dean for Graduate Programs shall be appointed by the President upon the recommendation of the Dean for a term of three (3) years and may be re-appointed for other three-year (3) terms.
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The duties and responsibilities of the Assistant Dean for Graduate Programs are as follows: a. Assists the Dean in managing the Graduate Programs of the School; b. Oversees the activities and programs of the various divisions and departments of the graduate programs of the School; c. Assists the Dean in the preparation of plans and programs including the budget and the school year academic and non-academic calendar of activities of the graduate programs of the School; d. Assists the Dean in the assessment process for promotions and ranking of faculty members of the graduate programs; e. Assists the Dean in the recruitment, selection, and hiring of both part-time and fulltime faculty and staff that will serve the School; f. Makes arrangements for y-in faculty members and visiting professors who may be needed to provide additional inputs for graduate students; g. Attends meetings and conferences as may be directed by the Dean and the President; h. Coordinates with other Units of the University in the course of administering the functions assigned to him / her; i. Performs other functions, which may be assigned by the Dean from time to time. 6. THE DIVISION CHAIRPERSON The SAS is divided into various Divisions. A Division is composed of the faculty engaged in the work of the given Division together with the students enrolled in the academic programs offered by the Division. The Division Chairperson shall be appointed by the President upon the recommendation of the Dean for a three-year (3) term, renewable for other three-year (3) terms The duties and responsibilities of the Division Chairperson are as follows: a. Assists the SAS Dean and Assistant Deans in the performance of their tasks; b. Serves as a member of the Management Council of the school and reports directly to the Dean; c. Supervises Division Faculty, Ofce staff, and students of the Division; d. Works closely with the Director of the Admission, University Registrar, Guidance Counselor, and other College ofces relative to other supervisory function over Division faculty and students; e. Exercises general supervision over the faculty of the Division relative to their regular functions and duties as faculty members; f. Communicates University policies to faculty and leads the Division in the implementation of these policies; g. Presides over all regular meeting of their Division; h. Organizes and supervises the programs and personnel of the Division, in consultation with the Dean and the faculty; i. Determines assignments of faculty in accordance with directives of the Dean and school policy; j. Directs and advises students in their program of study; k. Promotes continued improvement and development of library holdings; l. Prepares the division budget in coordination with the Dean; and
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m. Performs other functions as may be assigned, by the Dean and Assistant Deans from time to time. 7. PROGRAM COORDINATOR The Program Coordinator is designated to focus on the specic needs of a specic program or course. He/She shall be appointed by the President upon the recommendation of the Dean and Division Chair for a term of one (1) year and may be re-appointed for another term. His/her duties and responsibilities are as follows: a. Assists the Chairperson of the Division in all matters affecting the policies, functions, and goals of the Division programs; b. Cooperates in activities for the upliftment and the attainment of the goals of the programs of the Division; c. Ensures the efcient and effective operation of the assigned program in accordance with the policies, functions, and goals of the Division programs in particular and of the school/ college in general; d. Assists and guide students in their academic and non-academic activities in order to fully hone their skills; e. Evaluates course offerings with the assistance of other faculty and recommend curriculum changes or revisions; f. Communicates University policies to faculty and leads the Division in the implementation of these policies; g. Presides over all regular meeting of their Department; h. Assigns substitute teachers and proctors of the Department; i. Visits, observes classes and supervises faculty of the Department; j. Assists the Division Chairperson in the assignment of faculty loads and in the process of hiring, evaluating and retaining of faculty; and k. Performs other functions, which may be assigned by the Chair from time to time. 8. MANAGEMENT COUNCIL The Management Council functions as the policy governing body of the School. Its performance features are as follows: a. Composition i. School Dean as presiding ofcer; ii. Assistant Dean for Undergraduate Programs; iii. Assistant Dean for Graduate Programs; iv. All Division Chairpersons; The following may also attend upon the invitation of the council: v. Director of Admissions; vi. Director of Students Affairs; vii. Director of Campus Ministry; viii. University Registrar; ix. Director of University Libraries and Audio-Visual Center; x. Director of Guidance Center;
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xi. Director of Social Involvement Coordinating Ofce; and xii. Director of Faculty Development and Scholarships b. Powers and Duties The Management Council has the following powers and duties: i. It has co-deliberative powers with the Dean regarding internal academic policies of the School on the following areas: Admission; Curriculum; Academic standards; School Discipline; and Other matters of great importance to the School ii. Decisions and policies that may have implication to other schools and colleges of the university will be elevated to the Higher Education Council (HEC). iii. In all cases, decisions of the management council are subject to nal revision by the University President and/or University Board of Trustees in accordance with Philippine Corporation Law; and iv. The Council has a consultative role and is advisory to the Dean in matters affecting the School, which are not policy formulation in nature. c. Meetings Meetings of the Management Council are governed by the following policies: i. Meetings shall be called at least once per month in each semester of the regular school year; ii. Special meetings may be called by the Dean or upon request of a majority of the Council members; and iii. Copies of the Agenda and Minutes of each meeting shall be sent to the President and to the members of the Management Council. d. Voting Procedure When cases of vital decisions are to be undertaken and when there is no agreement reached between dissenting parties, then, the voting procedure is as follows: i. A quorum is established by a simple majority of the Council members; ii. Resolutions involving policy changes are carried by a two-thirds majority of those present; resolutions on routine matter are carried by a simple majority of those present; iii. There shall be no voting by proxy or by a representative of the member. 9. EXTENSION OFFICES As part of the mandate to ensure the translation of the vision, mission, and goals of the University, the School has embarked on various extension programs as part of its social and community involvement efforts. Its outreach arms are as follows: a. Regional Science Teaching Center (RSTC) The Regional Science Teaching Center (RSTC) is under the direct supervision of the Dean of the School of Arts and Sciences and shall be headed by a Center Director
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who shall be appointed by the President upon the recommendation of the immediate Dean for a period of three (3) years and may be renewed for other three-year (3) terms. The RSTC functions in coordination with and with the support of the Department of Science and Technology. It holds training courses in mathematics and on the basic sciences for the improvement of the teaching of mathematics and science in elementary and high schools. b. Social Research, Training and Development Ofce (SRTDO) The Social Research, Training and Development Ofce (SRTDO) is directly lodged at the Social Sciences and Education Division. A Director who shall be appointed by the President upon the recommendation of the Social Sciences and Education Division Chairperson and the SAS Dean for a period of three (3) years and may be renewed for other three-year (3) terms heads it. The SRTDO seeks to serve as vehicle for advancement of research and training to meet the development needs of Mindanao. As such, its functions are the following: i. Provides professional services, research assistance and training for research capability-building to different agencies / organization; ii. Encourages the faculty, students, and other concerned parties to develop an interest and expertise in research whether in the basic / applied areas; iii. Prepares and/or assists in the preparation of research proposals, including the review of such proposals for submission to funding agencies; iv. Encourages the dissemination and utilization of research ndings; v. Provides a collection of research materials and references for students, faculty and other interested parties; and vi. Establishes linkages with other institutions or agencies whether private or public, local or foreign, for research training, consultancy, and other related activities. c. ADDU Statistical Center The ADDU Statistical Center is the extension arm of the Mathematics Department of the School. A Coordinator who shall be appointed by the President upon the recommendation of the Dean for a period of three (3) years and may be renewed for other three-year (3) terms heads it. The Center serves as a support mechanism to the advancement of research and training most specially on the needs of the Mindanao area. As such, its functions are the following: i. Provides professional services, research assistance and training for research capability-building to different agencies / organization; ii. Encourages the faculty, students and other concerned parties to get involved in research and to undertake statistical applications in both, basic and applied areas;
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iii. Prepares and/or assists in the preparation of research proposals, including the review of such proposals for submission to funding agencies; and iv. Establishes linkages with other institutions or agencies whether private or public, local or foreign, for training, consultancy, and other related activities related to statistically related researches. d. Licensure Examinations for Teachers (LET) Review Center The Licensure Examinations for Teachers (LET) Review Center is an effort of the School to ensure that its graduates are properly guided to pass the governments licensure exams. A Coordinator who is appointed by the Dean of the SAS heads the center. The duties and responsibilities of the Coordinator are as follows: i. Oversees the management of the center; ii. Recruits, hires, and selects Reviewers / Faculty members who will assist the students during the review; iii. Assists in the compilation of review materials including reviewers and testing materials of the past licensure examinations; iv. Supervises the conduct of pre-board examinations; v. Assists the students in the processing of the academic requirements to ensure that all qualied reviewers will be able to take the licensure examinations; vi. Provides the necessary motivation to prepare the students to be academically and mentally prepared for the licensure examinations; and vii. Monitors the performance of the students and of the national standing of the School. e. Social Work Review Center The Review Center for the Social Work Licensure Examinations is an effort of the School to ensure that its graduates are properly guided to be able to pass the governments licensure exams. A Coordinator who is appointed by the Dean of the SAS heads the center. The duties and responsibilities of the Coordinator are as follows: i. Oversees the management of the center; ii. Recruits, hires, and selects Reviewers / Faculty members who will assist the students during the course of the review; iii. Assists in the compilation of review materials including reviewers and testing materials of the past licensure examinations; iv. Supervises the conduct of a Pre-board examinations; v. Assists the students in the processing of the academic requirements to ensure that all qualied reviewers will be able to take the licensure examinations; vi. Provides the necessary motivation to prepare the students to be academically and mentally prepared for the licensure examinations; and vii. Monitors the performance of the students and of the national standing of the School.
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f. Science Research Laboratory (SRL) The Science Research Laboratory (SRL) serves as the extension arm of the Natural Sciences Division. A Coordinator who shall be appointed by the President upon the recommendation of the Natural Sciences Division Chairperson and the Dean for a period of three (3) years and may be renewed for other three-year (3) terms heads it. The SRL serves as vehicle for advancement of science-related research and training to meet the development needs of Mindanao. As such, its function includes the following: i. Provides professional services, research assistance, and training for research capability-building to different science-related agencies / organization; ii. Encourages the faculty, students, and other concerned parties to develop an interest and expertise in scientic research whether in the basic / applied areas; iii. Prepares and/or assists in the preparation of research proposals, including the review of such proposals for submission to funding agencies; iv. Encourages the dissemination and utilization of research ndings; v. Provides a collection of research materials and references for students, faculty, and other interested parties; and vi. Establishes linkages with other institutions or agencies whether private or public, local or foreign, for scientic research training, consultancy, and other related activities.
B. SCHOOL OF BUSINESS AND GOVERNANCE

1. FUNCTIONS The School of Business and Governance (SBG) is the academic unit of the University that offers vertically articulated courses in Business Administration. This means that the School offers undergraduate, graduate, and postgraduate programs in business administration. Graduate programs for public administration and governance are also being pursued to provide the complete spectrum of both corporate and public governance. The school operates under the By-Laws and Statutes of the University and is subject to the central administration of the University with the President as chief executive. 2. COMPOSITION The SBG is composed of the following programs: Accountancy, Management Accounting, Marketing, Management, and Banking and Finance. 3. THE DEAN The Dean is the chief academic and administrative ofcer of the School. S/he is responsible for the organization and conduct of instruction, research and community service activities of the SBG
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consistent with the university mission. S/he shall be appointed by the Board of Trustees upon the recommendation of the President for a term of three (3) years and may be re-appointed for other three-year (3) terms. The duties and responsibilities of the SBG Dean are as follows: a. Coordinates with the Ofce of Admissions, Formation Ofces, the University Treasurer, and the heads of the University service units and other Deans; b. Acts as the academic head and chief operating ofcer of the SBG; c. Directs, coordinates, and supports the work of the administrative ofcials and staff, faculty, and students of the SBG; d. Performs the principal budgetary responsibilities of the School, both for budget preparation and for the proper execution of the budget; e. Recommends to the President appointment of Academic Coordinators and Program Directors as may be necessary for the operation of the SBG; f. Recommends to the President the hiring, appointment, promotion and separation of faculty and other staff in close coordination with the University Personnel Director; g. Articulates the visions and directions of the SBG; h. Presides over meetings of the SBG Management Council and general faculty meetings; i. Represents the School with outside agencies and institutions as needed; j. Meets regularly with Program Directors and other administrative ofcials on administrative matters and on the implementation of school policies; k. Coordinates with the Treasurer and other heads of University service units and with the Deans of other schools and colleges and heads of auxiliary and research units; l. Meets with the SAMAHAN and other student leaders; m. Meets with and attends to questions and problems of faculty and staff, parents and students, by administrative action and/or with assistance of University counsel; and n. Performs other functions expected of school Unit heads or as may be delegated by the President from time to time. 4. THE ASSISTANT DEAN FOR UNDERGRADUATE PROGRAMS The Assistant Dean for Undergraduate Programs shall be appointed by the President upon the recommendation of the Dean for a term of three (3) years and may be re-appointed for other three-year (3) terms. The duties and responsibilities of the Assistant Dean for Undergraduate Programs are as follows: a. Assists the Dean in managing the Undergraduate Programs of the School; b. Oversees the activities and programs of the various divisions and departments of the undergraduate programs of the School; c. Assists the Dean in the preparation of plans and programs including the budget and the school year calendar of activities of the undergraduate programs of the School; d. Assists the Dean in the assessment process for promotions and ranking of faculty members of the undergraduate programs; e. Assists the Dean in the recruitment, selection, and hiring of faculty and staff that will serve the School; f. Attends meetings and conferences as may be directed by the Dean and the President;
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g. Coordinates with other Units of the University in the course of administering the functions assigned to him / her; and h. Performs other functions, which may be assigned by the Dean from time to time. 5. THE ASSISTANT DEAN FOR GRADUATE PROGRAMS The Assistant Dean for Graduate Programs shall be appointed by the President upon the recommendation of the Dean for a term of three (3) years and may be re-appointed for other three-year (3) terms. The duties and responsibilities of the Assistant Dean for Graduate Programs are as follows: a. Assists the Dean in managing the Graduate Programs of the School; b. Oversees the activities and programs of the various divisions and departments of the graduate programs of the School; c. Assists the Dean in the preparation of plans and programs including the budget and the school year calendar of activities of the graduate programs of the School; d. Assists the Dean in the assessment process for promotions and ranking of faculty members of the graduate programs; e. Assists the Dean in the recruitment, selection, and hiring of both part-time and fulltime faculty and staff that will serve the School; f. Makes arrangements for y-in faculty members who may be needed to provide additional inputs for graduate students; g. Attends meetings and conferences as may be directed by the Dean and the President; h. Coordinates with other Units of the University in the course of administering the functions assigned to him / her; i. Performs other functions, which may be assigned by the Dean from time to time. 6. UNDERGRADUATE PROGRAM DIRECTOR An SBG Undergraduate Program is composed of the faculty engaged in the work of the given academic program. The director is appointed by the President upon the recommendation of the Dean for a three-year (3) term, renewable for other three-year (3) terms. He/ she also serves as a member of the Management Council of the SBG and reports directly to the Assistant Dean for Undergraduate programs. The duties and responsibilities of the Undergraduate Program Director are as follows: a. Assists the Assistant Dean for Undergraduate Programs in all matters affecting the policies, functions, and goals of the undergraduate programs; b. Cooperates in activities for the development and the attainment of the goals of the undergraduate programs; c. Ensures the efcient and effective operation of the assigned program towards the achievement of its functions and goals; d. Continuously develops all areas of operation of the assigned program in accordance with the policies, functions, and goals of the undergraduate programs in particular and of the School of Business and Governance in general;
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e. Coordinates with other program directors and concerned personnel on matters (academic and non-academic) critical to the operation of the assigned program. This must be done in close coordination with the Assistant Dean of the Undergraduate Business Programs; f. Attends to academic and non-academic functions outside Ateneo which are necessary to link up with the business and non-business communities for the enhancement of the program; g. Ensures that the ofce equipment, xtures, furniture, etc. assigned to the program are properly used and maintained; h. Assists and guides students in their academic and non-academic activities in order to hone their skills fully; and i. Perform other functions, which may be assigned by the Dean from time to time. 7. GRADUATE PROGRAM DIRECTORS The Graduate Program Directors manage the Graduate and Post Graduate Programs respectively. They are appointed by the President upon the recommendation of its Dean for a period of three (3) years and may be renewed for other three-year (3) terms. Their duties and functions are as follows: a. Assist the Assistant Dean for Graduate Programs in all matters affecting the policies, functions and goals of the undergraduate programs; b. Cooperate in activities for the development and the attainment of the goals of the Graduate programs; c. Ensure the efcient and effective operation of the assigned program towards the achievement of its functions and goals; d. Continuously develop all areas of operation of the assigned program in accordance with the policies, functions and goals of the undergraduate programs in particular and of the School of Business and Governance in general; e. Coordinate with other program directors and concerned personnel on matters (academic and non-academic) critical to the operation of the assigned program. This must be done in close coordination with the Assistant Dean of the Graduate Business Programs; f. Attend to academic and non-academic functions outside Ateneo which is necessary to link up with the business and non-business communities for the development of the program; g. Network with other institutions which may contribute to the enhancement and development of their respective programs; h. Ensure that the ofce equipment, xtures, furniture, etc. assigned to the program are properly used and maintained; i. Assist and guide students in their academic and non-academic activities in order to hone their skills fully; and j. Perform other functions, which may be assigned by the Dean from time to time.
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8. MANAGEMENT COUNCIL The Management Council functions as the policy governing body of the School. Its performance features are as follows: a. Composition: i. School Dean as non-voting Chairman; ii. Assistant Dean for Undergraduate Programs; iii. Assistant Dean for Graduate Programs; iv. All Program Directors; v. Director, Center for Local Governance; vi. Director, Center for Business Research and Extension; vii. Director, CPA Review Center; and viii. Coordinator, Computer Literacy Laboratory The following may also attend upon the invitation of the Council: i. Director of Admissions; ii. Director of Students Affairs; iii. Director of Guidance Center; iv. Director of Campus Ministry; v. University Registrar; vi. Director of University Libraries and Audio-Visual Center; vii. Director of Social Involvement Coordinating Ofce; and viii. Director of Faculty Development and Scholarships b. Powers and Duties The Management Council has the following power and duties: i. It has co-deliberative powers with the Dean regarding internal academic policy of the school on basic and major school academic policies on the following areas: Admission; Curriculum; Academic standards; School Discipline; and Other matters of great importance to the School; ii. Issues, decisions and policies that have implication to other schools and colleges of the university must be elevated to the Higher Education Council (HEC). iii. In all cases, decisions of the Management Council are subject to nal revision by the University President and/or University Board of Trustees in accordance with Philippine Corporation Law; and iv. The Council has a Consultative role and is advisory to the Dean in matters affecting the School, which are not policy formulation by nature. c. Meetings The meetings will be governed with the following general guidelines: i. Meetings shall be called at least three (3) times in each semester of the regular school year;
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ii. Special meetings may be called by the Dean or upon request of majority of the Council members; and iii. Copies of the Agenda and Minutes of each meeting shall be sent to the President and to the members of the Management Council. d. Voting Procedure The voting procedure will be undertaken as follows: i. A quorum is established by a simple majority of the Council members; ii. Resolutions involving policy changes are carried by a two-thirds majority of those present; resolutions on routine matter are carried by a simple majority of those present; and iii. There shall be no voting by proxy or by a representative of the member. 9. EXTENSIONS OFFICES AND SPECIAL UNITS Social and community involvement is one of the critical values of Ignatian education. Thus, extension work is undertaken by the University to respond to the needs of the community. a. ADDU Center for Business Research and Extension (CBRE) The ADDU Center of Business Research and Extension (CBRE) serves as the implementing arm of the outreach and extension efforts of the Business Component of the School of Business and Governance. The CBRE is primarily tasked to: i. Formulate research initiatives that bring faculty and students together from different areas of the integrated business school to engage in scholarly work that draws on multiple business disciplines on functional areas of management; ii. Address the training needs of the business faculty; iii. Extend to and interact with the business community by offering general and customized executive programs to selected clients; iv. Plan and implement an effective development program for the integrated business school to carry out its tasks in the areas of teaching, research, and extensions; v. Initiate research and developmental linkages with other schools in the Philippines and overseas; vi. Coordinate with professional business and management organizations in the Philippine and overseas specially on activities that will promote ample opportunities for collaborating with colleagues on vital research for communicating new management ideas and for guiding students as well as business practitioners returning to the classroom in search for new ideas and practices; and
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vii. Network with business and economic databank to have a database that will be of value to the entire business school. An Executive Director who shall be appointed by the President upon the recommendation of the Dean of the School of Business and Governance for a threeyear (3) term and may be renewed for other three-year (3) terms heads CBRE. b. ADDU Resource Center for Local Governance (ARCLG) The Ateneo Resource Center for Local Governance (ARCLG) aims to contribute to the improvement of the people in its area of operations through: i. The development of efciently and effectively managed LGUs and GOs which readily respond to the needs of their clientele; ii. The development of enlightened, self-determined, and politically mature citizenry who actively participate in local governance; and iii. Advocacy for and the promotion of a sound and ecologically balanced environment. Thus, the ARCLG seeks to: i. Help bring about holistic development in the region; ii. Advocate and promote genuine empowerment among the citizenry; iii. Foster better NGO/PO/LGU collaboration; iv. Enhance LGUs capabilities for effective and efcient government administration and management; v. Promote the professional development of LGU personnel and ofcials and of NGOs / POs; vi. To be the center of excellence on Local Governance; and vii. Concretize and institutionalize a sustainable center in the university. An Executive Director who shall be appointed by the President upon the recommendation of the Dean of the School of Business and Governance for a period of three (3) years and may be renewed for other three-year (3) terms heads ARCLG. c. CPA Review Center The CPA Review Center is an effort of the School to ensure that its graduates are properly guided to be able to pass the governments licensure exams for Certied Public Accountants. A Director who is appointed by the Dean of the School of Business and Governance heads the center. The duties and responsibilities of the Director of the CPA Review Center are as follows: a. Oversees the management of the center; b. Recruits, hires, and selects Reviewers / Faculty members who will assist the students during the course of the review;
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c. Assists in the compilation of review materials including reviewers and testing materials of the past licensure examinations; d. Supervises the conduct of pre-board examinations; e. Assists the students in the processing of the academic requirements to ensure that all qualied reviewers will be able to take the licensure examinations; f. Provides the necessary motivation to prepare the students to be academically and mentally prepared for the licensure examinations; and g. Monitors the performance of the students and of the national standing of the School. d. SBG Practicum Program The SBGs Practicum Program is an innovative approach to the educational process of the student by undertaking an immersion program in the various industries and institutions in the area. Graduating students are required to undertake a certain number of hours with companies and ofces to be able to experience and participate in a work place even before they graduate. Thus, the Practicum Program is tasked to undertake the following: i. Identify companies and institution to serve as training host for students taking the practicum subject; ii. Match the interest and skills of the students with companies and institutions identied; and iii. Monitor the developments and evaluate the students undergoing practicum work. A Director who will be appointed by the President upon the recommendation of the Dean for a period of three (3) years and may be renewed for other three-year (3) terms heads the program. e. Computer Literacy Laboratory The Computer Literacy Laboratory is a special unit of the SBG, which is tasked to ensure that business and public governance students will have a cutting edge in Information Technology so that they may be able to apply computer-aided management tools. The unit is therefore tasked to undertake the following functions: i. Continuously design and conduct computer literacy programs for both faculty members and students of the SBG; ii. Constantly update its capability both in the software and hardware components; and iii. Coordinate with the ADDU Computer Science Center with regard to the technical requirements of the Center.
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A Coordinator who will be appointed by the President upon the recommendation of the SBG Dean for a period of three (3) years and which may be renewed for other three-year (3) terms manages the laboratory.
C. COLLEGE OF NURSING
1. FUNCTION The College of Nursing (CON) is a vertically articulated unit that covers the management of applicable undergraduate and graduate offerings. It operates under the By-Laws and Statutes of the University and is subject to the central administration of the University with the President as its chief executive. 2. COMPOSITION The CON is composed of the following programs: Associate in Health Science Education (AHSE), Bachelor of Science in Nursing (BSN) and Master of Arts in Nursing (MAN). 3. THE DEAN The Dean is the chief academic and administrative ofcer of the CON. S/he is responsible for the organization and conduct of instruction, research and community service activities of CON consistent with the university mission. S/he shall be appointed by the Board of Trustees upon the recommendation of the President for a term of three (3) years and may be re-appointed for other three-year (3) terms. The duties and responsibilities of the CON Dean are as follows: a. Coordinates with the Ofce of Admissions, Formation Ofces, the University Treasurer, and the heads of the University service units and other Deans; b. Acts as the academic head and chief operating ofcer of the CON; c. Directs, coordinates, and supports the work of the administrative ofcials and staff, faculty, and students of the CON; d. Performs the principal budgetary responsibilities of the College, both for budget preparation and for the proper execution of the budget; e. Recommends to the President for appointment ofcials, academic coordinators and academic chairs as may be necessary for the operation of the CON; f. Recommends to the President the hiring, appointment, promotion and separation of faculty and other staff in close coordination with the University Personnel Director; g. Articulates the visions and directions of the CON in all undertakings; h. Presides over meetings of the CON Management Council and general faculty meetings; i. Represents the College with outside agencies and institutions as needed; j. Meets regularly with Division Chairpersons and other administrative ofcials on administrative matters and on the implementation of school policies; k. Coordinates with the Treasurer and other heads of University service units and with the Deans of other schools and colleges and heads of auxiliary and research units;
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l. Meets with the SAMAHAN and other student leaders; m. Meets with and attends to questions and problems of faculty and staff, parents and students, by administrative action and/or with assistance of University counsel; and n. Performs other functions expected of school Unit heads or as may be delegated by the President from time to time. 4. THE ASSISTANT DEAN The Assistant Dean shall be appointed by the President upon the recommendation of the Dean for a term of three (3) years and may be re-appointed for other three-year (3) terms. The duties and responsibilities of the Assistant Dean are as follows: a. Assists the Dean in managing the Programs of the College; b. Oversees the activities and programs of the College; c. Assists the Dean in the preparation of plans and programs including the budget and the school year academic and non-academic calendar of activities of the undergraduate programs of the College; d. Assists the Dean in the assessment process for promotions and ranking of faculty members of the undergraduate programs; e. Assists the Dean in the recruitment, selection, and hiring of faculty and staff that will serve the College; f. Attends meetings and conferences as may be directed by the Dean and the President; g. Coordinates with other Units of the University in the course of administering the functions assigned to him / her; and h. Performs other functions, which may be assigned by the Dean from time to time. 5. THE PROGRAM COORDINATOR The Program Coordinator is designated to focus on the specic needs of a specic program or course. He/She shall be appointed by the President upon the recommendation of the Dean and Division Chair for a term of one (1) year and may be re-appointed for another term. His/her duties and responsibilities are as follows: a. Assists the Assistant Dean in all matters affecting the policies, functions, and goals of the programs; b. Cooperates in activities for the development and the attainment of the goals of the programs of the college; c. Ensures the efcient and effective operation of the assigned program in accordance with the policies, functions, and goals of the programs in particular and of the college in general; d. Assists and guide students in their academic and non-academic activities in order to fully hone their skills; e. Evaluates course offerings with the assistance of other faculty and recommend curriculum changes or revisions; f. Communicates University policies to faculty and leads faculty in the implementation of these policies;
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g. Assigns substitute teachers and proctors; h. Visits, observes classes and supervises faculty; i. Assists the Assistant Dean in the assignment of faculty loads and in the process of hiring, evaluating and retaining of faculty; and j. Performs other functions, which may be assigned by the Dean from time to time. 6. MANAGEMENT COUNCIL The Management Council functions as the policy governing body of the College. Its performance features are as follows: a. Composition i. College Dean as non-voting Chair; ii. Assistant Dean; iii. Program Coordinators The following may also attend upon the invitation of the Council: i. Director of Admissions; ii. Director of Students Affairs; iii. Director of Guidance Center; iv. Director of Campus Ministry; v. University Registrar; vi. Director of University Library; vii. Director of Social Involvement Coordinating Ofce; and viii. Director of Faculty Development and Scholarships b. Powers and Duties The Management Council has the following powers and duties: i. It has co-deliberative powers with the Dean regarding internal academic policies of the College on the following areas: a. Admission; b. Curriculum; c. Academic standards; d. College Discipline; and e. Other matters of great importance to the College ii. Issues, decisions and policies that may have implication to other schools and colleges of the university must be elevated to the Higher Education Council (HEC). iii. In all cases, decisions of the management council are subject to nal revision by the University President and University Board of Trustees in accordance with Philippine Corporation Law; and iv. The Council has a consultative role and is advisory to the Dean in matters affecting the College, which are not policy formulation in nature. c. Meetings Meetings of the Management Council are governed by the following policies:
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i. Meetings shall be called at least once per month in each semester of the regular school year; ii. Special meetings may be called by the Dean or upon request of a majority of the Council members; and iii. Copies of the Agenda and Minutes of each meeting shall be sent to the President and to the members of the Management Council. d. Voting Procedure When cases of vital decisions are to be undertaken and when there is no agreement reached between dissenting parties, then, the voting procedure is as follows: i. A quorum is established by a simple majority of the Council members; ii. Resolutions involving policy changes are carried by a two-thirds majority of those present; resolutions on routine matter are carried by a simple majority of those present; iii. There shall be no voting by proxy or by a representative of the member.
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FACULTY
The Faculty Manual details the denition of faculty, the faculty system of appointments and ranking, hiring and retention, promotions, rights and duties, and gives provision for academic freedom for faculty of the Schools/ Colleges. The Faculty has organized a Faculty Club to undertake various activities and to represent them in various dealings with University administration. Together with the Chairs, Program Directors and Coordinators, the Dean is ultimately responsible for the faculty of the School/ College. The Dean has a special responsibility to encourage and provide for faculty development not only higher studies in degree programs and short-term training within and outside the School but also for research extension work.
PART V
A. FACULTY RECRUITMENT
The Universitys primary objective as an employer is to recruit, select, and hire academic personnel who meet the Universitys standards of employment, who are competent and who have the capacity for growth and advancement. The University observes a non-discriminatory policy with regard to race, sex, color, or creed in hiring personnel. Applicants are selected on the basis of their individual qualications in their willingness and ability to personally appropriate the mission of the school and to contribute faithfully to its fulllment. Entry qualications are dictated by the requirements of their job, as shown in the job specication, and as described in the personnel requisition forms. The University puts a premium on its human resources. The University rmly believes that academic personnel should contribute, through their job performance, to the effort of the institution and achieve, at the same time, personal satisfaction. In this relationship, the University and employees have basic responsibilities. The University provides each employee continuous employment, recognition and reward for individual effort and opportunity for growth and personal development. The employees, on the other hand, dedicate their best efforts and skills to performing their assigned task. 1. Recruitment of new faculty members is the responsibility of the Division Chairperson or Program Director who obtains approval from the Dean (or unit head) for the academic position, new or old, to be lled up. The person responsible for requesting the personnel, whether for replacement or newly created positions, reinstated positions or additional faculty, is required to write a personnel requisition letter. The requesting party should justify the need for the personnel being requested by submitting a job specication/description to the Deans Ofce (for academic positions) and Personnel Ofce (for nonacademic positions). If approved by the President, the Deans Ofce in close coordination with the Division Chairperson or Program Director initiates the recruitment and selection process for teaching positions. 2. The Personnel Ofce assists the unit heads in the recruitment and selection of qualied applicants for teaching positions. Recruitment usually involves searching for potential applicants either among qualied, interested, current
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employees or among applicants on active le or among placement bureaus of other colleges/universities or personnel contacts. If and when necessary, the Personnel Ofce places advertisements in the local papers, TV, or radio stations. 3. The Division Chair and three other senior faculty members conduct the preliminary interviews with the applicants and check on their qualications. Qualied applicants are then advised to take appropriate tests whenever applicable in the Guidance Testing Center, and undergo a physical, medical and dental check up with the Universitys retained physician and dentist. As a general rule the University will not employ an applicant whom the Universitys retained physician has diagnosed to be physically unt for work. The Unit Head or the Personnel Director may also conduct a background check or contact referrals for additional information. For teacher-applicants, once the test results are with the Personnel Ofce, the schedule for a Classroom Demonstration is coordinated with the Division Chairperson or Program Director and the applicant conducts an actual class demonstration. With the results of the class demonstration, the qualied applicant is then sent to the Dean (or Unit Head) for the formal interviews using the Personnel Interview Form. In cases where two or more teaching personnel are to be hired and many prospective and qualied applicants are being considered, the College may resort to a selection process by ranking them according to the following criteria: Educational qualication/Degree; Teaching Experience; Teaching Demo Rating; Communication Skill; Record of Productivity (publication/research output/ service as resource person); Potential (ranked according to DIQ results); and Overall Impression (based on interview and teaching demo remarks/comments). 4. When the prospective applicant has been recommended by the Dean (or the Unit Head), and the Division Chair, the Personnel Ofce, then, prepares the Decision-Sheet for hiring (or non-hiring) of the prospective academic personnel. The Decision-Sheet form, together with folder of the applicant which contains all relevant documents such as interview results, class-documentations results, application letter and credentials of the applicants, etc., is then circulated for nal decision and approval of hiring.
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It is a policy of the University that only the President can hire/employ or terminate the services of any type of employee whether temporary, probationary, or permanent. Once the University President has approved the hiring, the Personnel Ofce issues the employment forms to be accomplished by the new hiree. These are as follows: 1.) 2 copies of Bio-Data Form, 2.) Treasurers Blue Form, 3.) Pag-Ibig Form, 4.) Tax Update Form, 5.) Payroll Bank Form, and 6.) ID Form. The applicant will likewise be asked to procure and submit the following other requirements: a.) physical, medical and dental exam results, b.) TIN and/or Tax Update, c.) SSS number, d.) Birth Certicate, e.) Xeroxed Copy of Latest Community Tax Update f.) Two 1x1 photos, g.) Marriage Contract, and when necessary, h.) NBI and Police Clearance. Only after the completion of all the employment requirements will a new hiree ofcially start reporting for work. 5. Appointment to the teaching position is made by the President after recommending approval of the Dean and recommendation of the Division Chair. Recommendations for appointment include evidence of the candidates preparation and background in the form of transcript of academic records; indications of research and publication activities; professional background and an evaluation of the personal interview conducted with the candidate. 6. Upon approval of the hiring of the academic personnel and completion of all the employment requirements, the Personnel Ofce prepares the Letter of Appointment or Employment Contract for signature by the President and is processed for signing of the new hiree. The appointment document contains the position, monthly salary according to his/her rank classication, effectivity of hiring, and other relevant information. After the hiree signs the contract, it is submitted for notarization and upon completion copies are distributed to the new employee, the Unit Head, the Treasurers Ofce, and the Personnel Ofce. The Faculty Manual, which outlines the schools academic or personnel policies and benets, is likewise given to the newly hired employee. 7. All faculty contracts are bilateral and cannot be rescinded except by mutual agreement or for grave cause. Acceptance of a contract should be deemed by the University to include acceptance of all ofcial statements of the College policy embodied in the contract and in this Faculty Manual. 8. Any substantial misrepresentation of facts considered essential by the College, such as degrees held, marital status, past or present membership in subversive organizations, and general reputation, shall be deemed sufcient reason for immediate dismissal of a faculty member.
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9. Appointments of new faculty members are for a specic period and are subject to renewal, although it involves no obligation to renew either by the College or by the appointee.
B. FACULTY STATUS, QUALIFICATIONS, AND ADVANCEMENT IN RANK

1. PERSONNEL CLASSIFICATION The University personnel are divided into academic and non-academic personnel. a. Academic Personnel The academic personnel are those with academic degrees and responsible for academic matters. They consist of all professional staff with faculty status which include academic administrators, faculty, researchers, formators attached to the division in an academic capacity, guidance counselors, campus ministry staff, SICO program ofcers, FYCF facilitators, and full-time librarian/s. b. Non-Academic Personnel The non-academic personnel are those not belonging to the above category. 2. QUALIFICATIONS A faculty member is understood to be a person contracted by the school to formally give instruction, carry out research, and/or serve as formator. As such, said faculty member, must have appropriate and adequate academic competencies in line with the area of assignment. The faculty must have a Masters degree, a Doctorate or its equivalent. Those hired with a Bachelors degree must work for the completion of their graduate degrees. All members of the faculty are expected to observe the Code of Ethics of the Ateneo Educator (See Appendix). Everyone must demonstrate behavior in consonance with the promotion of the ideals of Ignatian education. 3. CLASSIFICATION OF THE FACULTY BY STATUS a. Full-Time and Part-Time Faculty Their working status as full-time or part time classies faculty members. Full-time academic personnel are those meeting all the following requirements: i. Those who possess at least the minimum academic qualications prescribed by the Department under this Manual for all academic personnel; ii. Those who are paid monthly, based on the regular teaching loads as provided for in the policies, rules, and standards of the school; iii. Those who have no other remunerative occupation elsewhere requiring regular hours of work that will conict with the working hours in the school; and iv. Those who are not teaching full-time in any other educational institution. All teaching personnel who do not meet the foregoing qualications are considered parttime. Part-Time faculty members are those who cannot render academic services on full-time basis due to some deterrent factors such as regular employment outside the University.
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b. Permanent, Non-Permanent or Probation, Non-Permanent Contractual and NonTeaching Full-time faculty members are further classied as non-permanent or probation and permanent. i. Non-Permanent or Probationary Status (a) All faculty members who have been hired in the University as full-time regardless of their rank, start with a probationary status. They are those whose contract is for a specied period of time and with no commitment by either party for an extension or renewal. The probationary period is meant to provide both the individual and the institution ample time to evaluate the new relationship. (b) The maximum probationary period is three years. In this period, the faculty member on probation must demonstrate worthiness of permanent employment in overall performance and accomplishment of requirements necessary for permanent employment. This probationary period also serves as a time for acquainting the new teacher with the entire job situation as well as for on-the-job training. At the outset the Unit Head through the Division Chairperson/ Program Director and Program Coordinator informs the teacher of the norms and standards to be met. It is also in this period that he/she is introduced to the members of the Ateneo community and oriented on the academic personnel policies, benets and services given by the University. (c) This probationary period is designed to work in two ways. First, it provides the employee the opportunity to demonstrate his/her ability, interest, aptitude and competence in his/her teaching assignment. It also provides him/her enough time to nd out whether or not employment at the University is truly his/her desire. Second, this period gives the Division Chair and/or Dean adequate time to properly evaluate the performance of the faculty. This evaluation, conducted twice in a year within three years of probation for faculty, will be one of the bases for recommendation to permanent/regular status or non-employment as the case may be. (d) Faculty members who started service either in the rst or second semester are given a ve-month appointment. Said appointment may be renewed or lifted within two to four semesters. However, the administration reserves the right to extend the probationary period for another year. This should provide ample time for both parties to have a clear evaluation of the situation. The terms and conditions in the contract of employment signed prior to hiring are therewith deemed incorporated. (e) Every semester of appointment or re-appointment, a faculty member on probation discusses and agrees with his/her respective Program Coordinator/Director, Division Chair, and Dean the priority areas of performance s/he has to focus on. These areas should conform with the University requirements of its faculty, needs of the department to which the faculty is assigned, and the norms for advancement namely: 1) Teaching Capacity and Efciency this refers to the performance of teacherrelated duties. This is measured in terms of the answers to the questions on mastery of the subject matter, techniques and methods, and classroom management asked in the evaluation questions answered by students, program coordinators, Division Chairs/Program Directors, and Dean before the end of the semester.
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2) Professional Growth this comprises credited Graduate courses (Masters and Doctoral), attendance in seminars and trainings, and involvement in research and publication activities. 3) University and Community Service - this refers to involvement in extra/cocurricular activities within the University and or involvement in community work outside of the University. Specically, the University/College service includes committee and administrative roles and student organization moderatorship, while community service may include being a resource person, lecturer, panelist, mentor, ofcer, member, director, and consultant in local, national, and international organizations or agencies. 4) Personal Qualities of a Teacher in a Jesuit University this refers to personal attributes of the teacher pertinent to teaching and is measured in terms of responses to questions on personality in the standard teachers evaluation questionnaire that is in use. In addition, it is based on the observed behavior that is consistent with the Code of Ethics of the Ateneo Educator (see Appendix) and the Ignatian ideals for education. (f) The Program Director/Division Chair monitors the performance of probationary faculty every semester. The result is submitted to the Dean in time for deliberation. (g) Not later than September 15 of the rst semester, on the basis of the report submitted by the Division Chair, the Dean recommends an extension of the appointment of the full-time faculty member on probation status for the second semester, provided these conditions concur: 1) The faculty member teaches the required regular load that second semester; and 2) No under load of a permanent faculty member in that department for the second semester arises in rehiring the probationary faculty. (h) Not later than February 15 of every school year, on the basis of the report submitted by the Division Chair or Program Coordinator, the Dean recommends an extension of the appointment of a full-time faculty member on probation status for the summer term, provided all these three conditions concur: 1) The faculty member is to be rehired for the subsequent school year; 2) The faculty member teaches the required regular load that summer; and 3) No under load of a permanent faculty in that department/ division for the summer arises in rehiring probationary faculty. (i) If the University does not intend to rehire a faculty under contract, he/she should be informed not later than February 15 of the current school year to give ample time for the said faculty to look for other employment. (j) Upon satisfactory completion of the probationary period, subject to the recommendation of the Dean and approval of the Father President, the teacher is granted permanent appointment together with all the benets and privileges that go with his/her teaching position. Norms on lifting on Probation must be followed (see page 62).
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ii. Non Permanent Contractual Faculty may be hired on a contractual basis. This includes retirees, people not on permanent track and visiting professors. iv. Non-teaching Faculty Librarians and other library personnel have faculty status but they are not given teaching loads. v.Permanent or Regular Status Permanent or regular status is granted to a full-time faculty after satisfactory completion of the probationary period. The contract of a permanent faculty is for an unspecied period of time which may be terminated by either party with due notice and under certain dened conditions. Permanent status is granted only through explicitly signed approval of the President, after consultation with the Dean and the appropriate Division Chair/Program Director, following the Structure and Procedure on Permanent Appointment. The permanent and non-permanent distinction is quite separate from rank; and it is determined by the type of contractual arrangements entered into by both parties, according to government regulations. v. Ranked, Unranked and Provisionally Ranked Faculty Rank is a measure of professional attainment. On such basis, faculty members are classied as ranked, unranked, and with provisional or tentative rank. Specically this means: Ranked faculty members are those on permanent status assigned to the rank of Instructor up to a Full Professor. Unranked faculty members are those who are new and were hired by the Ateneo de Davao University with only a Bachelors degree or with adequate progress towards a Masters degree with little or no teaching experience. They take on the role of an Assistant Instructor. A Provisional or tentative rank is assigned to a beginning faculty who has a more extensive academic background. The appropriate Division Chair offers the provisional rank after approval by the Dean. The tentative ranking is subject to review by the Rank and Promotions Committee before nalized by the University President. Specication of the Ranked Faculty (Pls. refer to Table 1, page 61) i) Instructor An instructor without a Graduate Degree and/or a professional board/bar is ranked from I to IV and as such is categorized by levels one (1) and two (2) with corresponding points of 21 up to 140; and Senior Instructor 1 III with corresponding points of 141 up to 171 and up. An instructor with a Masters Degree is ranked from I II and as such is categorized by levels one (1) and two (2) with corresponding points of 21 up to 80.
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Table 1 Ranking-Point System Scale Without Graduate Degree Assistant Instructor 1 Assistant Instructor 2 Instructor I, Level 1 Instructor I, Level 2 Instructor II, Level 1 Instructor II, Level 2 Instructor III, Level 1 Instructor III, Level 2 Instructor IV, Level 1 Instructor IV, Level 2 Senior Instructor 1 Senior Instructor 2 Senior Instructor 3 With Masters Degree Instructor I, Level 1 A Instructor I, Level 2 A Instructor II, Level 1 A Instructor II, Level 2 A Assistant Professor 1 Assistant Professor 2 Assistant Professor 3 Assistant Professor 4 Assistant Professor 5 Assistant Professor 6 Assistant Professor 7 With Doctorate Degree Associate Professor 1 Associate Professor 2 Associate Professor 3 Associate Professor 4 Associate Professor 5 Associate Professor 6 Professor Points 1 10 11 20 21 35 36 50 51 65 66 80 81 95 96 110 111 125 126 140 141 155 156 170 171 up 21 35 36 50 51 65 66 80 81 95 96 110 111 125 126 140 141 155 156 170 171 up 81 - 95 96 - 110 111 - 125 126 - 140 141 - 155 156 - 170 171 - up
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ii) Assistant Professor An Assistant Professor with a Masters Degree and/or a professional board/bar license is ranked from I VII with corresponding points of 81 up to 171. The ceiling for the rank is Assistant Professor VII. However, the teacher may continue to earn points to merit additional compensation. iii) Associate Professor An Associate Professor, a holder of a Doctoral Degree, is ranked from I VI with corresponding points of 81 up to 170. iv) Professor A Full Professor holds a Doctoral degree with corresponding points of 171 and up. He/She may continue to earn points to merit additional compensation. However, to merit a full professor status, he/she must be a published writer, in book or refereed journal. Period in Respective Rank Presuming full academic qualications the faculty member ordinarily may move to the next rank: Three (3) years for the rank lower than professor; Five (5) years for the rank of professor, an Associate Professor rank is required. 4. APPOINTMENT OF THE FACULTY a. Appointments are issued upon initial service, upon change in status and/or promotion to the next rank upon substantial change in primary assignment and therefore change in conditions of the appointment. b. Appointments about to expire are renewed by the University President on the recommendation of the Dean who in turn acts on the recommendation of the Division Chair/Program Director or Ofce Director. The terms of each re-appointment are embodied in a new contract. No oral commitment supplementing such written agreement is made or recognized. Structure and Procedure on Permanent Appointment must be followed. 5. NORMS ON LIFTING OF PROBATION a. Lifting of probation is not an automatic promotion to next rank. The Chair/Program Director and/or the Dean should initiate the procedure for the lifting of probation. The involvement of the Rank and Promotion Committee on this matter is to determine the over-all rating of the faculty in the four areas of evaluation based on the submitted documents. It shall proceed from the Chair/ Program Director to the Dean and to the University President. b. Recommendation of the concerned Chair/ Program Director must be done in writing and with basis.
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c. Possession of the required minimum faculty qualication as set by the Manual of Regulations for Private Schools, Sec. 44, pp. 256-257 which provides as follows: holder of a masters degree, to teach largely in his/her major eld; or, for professional courses, holder of the appropriate professional license required for at least a bachelors degree. for Physical Education: Holder of the degree of Bachelor of Science in Physical Education, or Bachelor of Science in Education, with major or minor in physical education, or any other bachelors degree with certicate in physical education. d. Basic papers required to support the recommendation of the Chair/ Program Director: Teachers evaluation from the Program Coordinator, Division Chair or Program Director, and Dean; Overall rating of the four areas of evaluation by the Rank and Promotion Committee for the past two or three years; Synthesis of student evaluation in at least 50% of classes taught by the concerned faculty for the past one, two or three school years including the current school year (which may be the third); Evaluation of the Committee on Instruction (COI); Results of other required prociency exams. e. Once a year in December or January, the University President acts on request for lifting of probation submitted through the Ofce of the Dean. Requests and recommendations are normally considered at no other time of the year. f. The decision to make a faculty member permanent is made by the University President. For lifting a probation of a faculty one must have: Obtained at least an over-all rating of three (3) in the four areas of evaluation. Computation of the over-all rating must be based on the allocations so indicated in the Table on the Norms for Lifting of Probation (Table 2, below). Passed all the required prociency exams administered by the University.

Academic Rank Maximum Numerical Criteria of Areas for Specialization 1 2 3 4 2.5 2.5 1 .875 1 1.125 .5 .5 5 1-3 MA/MS/MAT/ Prof Licentiate MA/MS/ MAT/Prof Licentiate or PhD units PhD or its equivalent PhD Overall Rating* 5 Year Degree Other Requirement Proficiency in required tests Proficiency in required tests Proficiency in required tests Proficiency in required tests Proficiency in required tests
ASST INSTRUCTOR INSTRUCTOR ASST. PROFESSOR
1-3
MA
2.5
.875
1.125
.5
1-3
ASSOCIATE PROFESSOR PROFESSOR
2.375 2
1 1.375
1.125 1.125
.5 .5
5 5
1-3 1-3
Teaching Capacity and Efficiency (teaching and related duties) Professional Growth (seminars, publications, research) University and Community Service Personal Qualities of a Teacher in a Jesuit University
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Recommended by the Division. Taught in the College for a minimum of two full academic semesters (one year), except in cases when administration deems it necessary to extend the probationary period to another year. In addition, those whose initial appointment Assistant Instructor or Instructor must have earned a Masters Degree.
g. At the recommendation of the Dean, Division Chair and/or Program Director or Coordinator, non-permanent probationary faculty members who have high evaluation rating but have not nished their Masters degree may be rehired after three (3) years of full-time teaching. They can be hired in successive semesters on contract basis until such time that they have nished their graduate degree. h. Structure and Procedure on Permanent Appointment Step 1: Notice from the Personnel Ofce is served to qualied faculty on the basis of the number of years served on probation. The Chairperson and Dean of the concerned faculty is copy furnished of said notice. The issuance of this notice shall not be later than February 1 of the current school year. Step 2: The faculty applies for permanent status through a formal letter and an accomplished form addressed to the Personnel Director within 15 days after receipt of notice. The respective Dean and Chairperson must be copy furnished of said letter that states the facultys intention to serve, based on her qualications and performance as faculty. In case a faculty does not apply, but nevertheless a decision has to be made which need not necessarily be granting of performance status, the Chair proceeds with Step 3. Step 3: Within 15 days after receipt of notice, the Chair evaluates the faculty based on records on: 1. All past performance records during the entire probationary period, such as semestral classroom observation, chairpersons evaluation, and students evaluation, COI evaluation; 2. Performance of administrative functions during the entire probationary period such as: submission of grades, course syllabi, test questions, attendance in division and departmental meetings, committee work rendered in the Division, the college unit or the institution; 3. Attendance records; 4. Level of graduate studies and other qualications; and 5. Potential. Step 4: The Chairs evaluation is forwarded to the Dean who will review and submit recommendations to the Ofce of the President through the Personnel Director within seven days after receipt of Division Chairs recommendation.
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Step 5: The Dean and the Personnel Director, based on the recommendations of the Division Chair/ Program Director, seeks the approval of the University President within one week after submission of the recommendations to the President. Step 7: All those who have been recommended for permanency, and those who are completing their second year probation, shall undergo an interview with the University President, prior to the Presidents decision. Step 8: The Personnel Director communicates the approved permanent appointment (or extension of probationary period or non-rehiring) to the faculty at least 45 days or 1.5 months before the expiration of the contract of probation for the year. 6. NORMS ON ADVANCEMENT IN RANK a. Rank Rank is a measure of professional attainment of a faculty member. It is distinct from the permanent and non-permanent status. The type of contractual arrangement entered into by both parties determines status. Being a measure of the professional attainment, rank should not be made a gauge of the nancial status of the school/college. If salary scales are to be rigidly pegged to academic rank it may happen that the University President would be forced to place a ceiling on promotions or establish a xed quota for each rank simply because of insufcient funds for additional promotions. In similar manner, a faculty members entitlement to a salary increase should not be automatically limited due to a personal desire not to seek promotion unless it also lessens ones service to the University. Hence it is recommended that faculty salary be only loosely attached to academic rank. b. Process All faculty promotions are made by the University President acting upon the authority of his ofce. The Rank and Promotions Committee is the chief advisory board to the University President on all matters pertaining to faculty rank and promotions. A month before the end of each academic year, all faculty members are to submit to their respective Dean/s two (2) accomplished copies of the Annual Faculty Prole together with every form of evidence which will assist the Rank and Promotions Committee in evaluating the faculty members activities and various forms of involvement during the past academic year. Failure to submit this Annual Faculty Prole may be regarded as a lack of interest in the annual service points, which are particularly based on the Annual Faculty Prole and submitted evidence. c. Faculty Qualied for Promotion All faculty members except those who have the rank of full professor are normally eligible for promotion. Any new faculty member, who has been assigned a provisional rank at the time of employment is to be considered as an applicant for that rank, and is expected to submit all necessary documents and credentials for evaluation by the Rank and
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Promotions Committee which will recommend an ofcial rank for the University Presidents approval. d. Basis of Ranking and Promotion General Norms On Faculty Promotion (See Appendix) Appraisal for promotion is primarily premised on the current rank of the faculty member. The faculty may be promoted after one (1) year of service or in the subsequent years thereafter, provided the number of points necessary for attainment of the next rank is achieved. The percentage allocation of points per area of the preceding section is subject to the approved norms followed by the Rank and Promotion Committee. e. Rank and Promotion approved norms of point assignment: 1) Seminars Attended/ Organized Seminar Attendance = 0.027 point per hour (maximum of 2.0 points per year) Seminar Organizing = 0.081 point per hour (maximum of 2.0 points for local1 conferences; maximum of 2.5 for national; maximum of 3.0 for international) 2) Research and Publication Publication A o Feature article, essay, poems, and stories = 1.0 point o Subsequent publication of the same article in different journals will earn 25% of the original point Publication B o Scholarly Publication Refereed journal publication = 2.0 points Other journals = 1.0 point o Annotated compilation and manual = 1.0 point o Monograph = 2.0 points o Newspaper column = 0.01 point per instance o Division paper and publication = 0.50 point o Copyrighted Book = 5.0 points for international; 3.0 points for local/ national Research o Research project coordinator = 0.108 per hour Local research = maximum of 2.0 points
Local, National, International - an activity/training/conference or workshop is considered local if it is open only to local participants (regional residents) regardless of institution offering the activity/training/conference or workshop; national if it is open to different regional residents (Philippine residents); international if it is open to both local and international participants regardless of the institution offering the activity/training/conference or workshop.
1
67 National research = maximum of 2.5 points International research = maximum of 3.0 points Research staff = 0.020 per hour
3) Resource Person Lecturer o Professional level = 0.054 point per hour (this includes LET, CPA, Engineering, Social Work, Nursing Board review, research dissemination) o Student level = 0.027 point per hour (this includes NMAT reviewers, facilitators, documentors and reactor panelist) o Lecturer (outside Ateneo) = 0.040 point (75% of 0.054) Limits: Maximum of 2.0 points per year for local lectures Maximum of 3.0 points per year for national lectures Maximum of 5.0 points for international lectures Modular Lecturer for Special Projects o 0.50 point per class with a maximum of fty-four (54) hours (for RSTC, CBRE, CLG, SRO, RPO,etc.; must be not part of the teaching load of teacher) o Limit: maximum of 2 points per year.
4) Panel or Mentor of Thesis/ Dissertation o o o o Graduate Level Mentor: maximum of three (3) theses at 0.67 per thesis Panelist: maximum of three (3) theses at 0.1675 per thesis Undergraduate Level Mentor: maximum of six (6) theses at 0.33 per thesis Panelist: maximum of six (6) theses at 0.0825 per thesis
5) College Service University Committee Work o Committee meetings/ work = 0.020 per hour (maximum of 3.0 points per year o Chair of the Committee = 0.10 per hour of committee work/ meeting o Exclusive of Division or Department committee works Student Organization Moderator o Maximum of 1.5 points per year o Based on the Ofce of Student Affairs (0.75 point) assessment and student organization evaluation (0.75 point) FYCF Facilitator/ NSTP-CWTS Lecturer o Maximum of 2.0 points per year Based on the average of evaluation submitted by the Coordinators of FYCF and NSTP-CWTS
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Administrative Work o Maximum of 5.0 points per year o Per year evaluation of administrators based on the faculty members and staff evaluation o Ofcer-in-Charge (OIC) = 0.005 point per hour of administrative work exclusive of teaching loads o This includes heads of all administrative ofces and programs, Tambara, RPO, CLG, RSTC, SRO, etc. o Tambara and Other in-house University Journals - Editor-In-Chief - 3.0 per year - Associate Editor - 2.5 per year - Staff - 1.5 per year
6) Community Service Accreditor (PAASCU, CHED Technical pane) = 0.25 point per visit (maximum of 1.0 point per year) Judge in competition relevant to the eld of specialization and the vision and mission of the university = 0.0135 point per instance regardless whether the faculty is the chair or a member of the board of judges Admission recruitment campaign = 0.027 point per school Ofcer of Organization o Outside Associations/ Professional Organizations National President = 0.10 point Chapter President = 0.050 point Other Ofcial Position = 0.0250 point o Ateneo College Faculty Club President = 0.50 point Other Ofcial Position = 0.25 point o ADDECCI Chair = 0.50 point Other Ofcial Position = 0.250 point 7) Teaching Performance Students evaluation (maximum of 1.5 points) Coordinators evaluation (maximum of 1 point) Attendance/ Level of Participation in Departmental meetings and activities 0.20 Performance in Growth Session and Training 0.15 pt. Classroom Observation with emphasis on teaching competence 0.25 pt. Student feedback focused on teaching competence and subject content 0.10 pt. Submission and assessment of syllabi and course packs 0.20 pt. Personal qualities 0.10 pt. Division Heads evaluation (maximum of 1.25 points) Submission of Grades 0.20 pt. Attendance/Level of Participation in Division meetings and activities 0.20 pt. Committee Assignment and Participation 0.20 pt. Performance in Growth Sessions and Training 0.20 pt.
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Classroom Observation focused on Teaching Competence 0.20 pt. Personal Qualities 0.15 pt. Classroom Attendance 0.10 pt.
Committee on Instructions (COI) evaluation (maximum of 0.5 point) o Deportment 0.05 pt. (10%) o Communication Skills 0.10 pt. (20%) o Classroom Management 0.125 pt. (25%) o Teaching Competence 0.175 pt. (35%) o Students Behavior - 0.05 pt. (10%) Deans evaluation (maximum of 0.75 point) Attendance in General Faculty Meetings and other university functions 0.15 pt. Submission of annual faculty requirements: proles, grades, evaluation, and other documents for Rank and Promotion Committee) 0.15 pt. Feedback from Faculty Club and other stakeholders 0.10 pt. Personal qualities 0.10 pt. Participation in university committees, training and workshops 0.15 pt. Faculty development requirements 0.10 pt. f. Formal Graduate and Post Graduate Studies The following are the norms for assigning of points based on formal studies: 1. Those pursuing their rst Masters Degree or Doctorate Degree shall be given fty per cent (50%) of the maximum points to be earned after completion of their academic work. The remaining fty per cent (50%) shall be given after completion of the degree. 2. A diploma course taken prior a Masters Degree shall get 2/3 of the assigned point for a 3-unit course in an MA class (e.g. 2/3 of 1.5 is 1). The same principle applies for a post-doctoral diploma course (e.g. 2/3 of 3 is 2). 3. Any formal studies pursued after the rst Masters Degree or Doctorate Degree shall be given credits following the norms of seminars. Upon completion of the full degree the norm of cognate will apply. g. Rank and Promotion Documents. The faculty member has to supply the Rank and Promotions Committee the documents and evidence in the categories on professional growth and community /college/University services. h. Claims. All claims for University and public service, research, professional advancement, and publications must be properly updated, explained, and substantiated whether presented for the rst time or in support of previously disapproved/deferred application. 7. EVALUATION OF TEACHING PERFORMANCE a. Purposes of Evaluation Every faculty member undergoes a periodic evaluation by the students, peers, coordinator, Division Head/Program Director, and Dean/s. Results of such evaluation may be used for supervision, lifting of probation, promotion, input to faculty development planning, and basis for separation and termination.
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b. Conduct and Mode of Evaluation i) Evaluation by Students a) Evaluation by students is administered by their respective Divisions. This is conducted once before the end of every semester. The Division prepares a schedule of the Evaluation and informs the faculty about their assignments. The Division assigns codes to teachers No faculty must handle his/her own classes in the conduct of evaluation. b) As standard operating procedure, the evaluating supervisor (usually the Division Chair and the Program Coordinator) will hold post-observation interview or dialogue with each faculty member. c) The results of faculty evaluation shall be treated with utmost condentiality. These shall be communicated to the concerned faculty at the end of the semester. However, should circumstances arise that the teacher be urgently followed-up, proper course of action is to be initiated by the concerned Division Head. ii) Evaluation by Administrators and by the Committee on Instruction (COI) Classroom observation is the main mode of evaluation used by administrators and COI; This classroom observation may be done with or without prior notice; A post-conference must be done by the administrator or COI member at the instance of an arranged visitation. iii) Bases of Faculty Evaluation The faculty evaluation shall be based on the following: Students evaluation (maximum of 1.5 points) o o o o o o Coordinators evaluation (maximum of 1 point) Attendance/ Level of Participation in Departmental meetings and activities 0.20 Performance in Growth Session and Training 0.15 pt. Classroom Observation with emphasis on teaching competence 0.25 pt. Student feedback focused on teaching competence and subject content 0.10 pt. Submission and assessment of syllabi and course packs 0.20 pt. Personal qualities 0.10 pt.
Division Heads evaluation (maximum of 1.25 points) o Submission of Grades 0.20 pt. o Attendance/Level of Participation in Division meetings and activities 0.20 pt. o Committee Assignment and Participation 0.20 pt. o Performance in Growth Sessions and Training 0.20 pt. o Classroom Observation focused on Teaching Competence 0.20 pt. o Personal Qualities 0.15 pt. o Classroom Attendance 0.10 pt. Committee on Instructions (COI) evaluation (maximum of 0.5 point) o Deportment 0.05 pt. (10%) o Communication Skills 0.10 pt. (20%)
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o o o
Classroom Management 0.125 pt. (25%) Teaching Competence 0.175 pt. (35%) Students Behavior - 0.05 pt. (10%)
Deans evaluation (maximum of 0.75 point) o Attendance in General Faculty Meetings and other university functions 0.15 pt. o Submission of annual faculty requirements: proles, grades, evaluation, and other documents for Rank and Promotion Committee) 0.15 pt. o Feedback from Faculty Club and other stakeholders 0.10 pt. o Personal qualities 0.10 pt. o Participation in university committees, training and workshops 0.15 pt. o Faculty development requirements 0.10 pt. 8. CESSATION OF EMPLOYMENT Cessation of faculty employment in the University may be in the form of termination/ dismissal for cause, non-renewal of contract, resignation, retirement and death. a. Termination/ Dismissal for cause i. Denition. Termination is the severance of the employer-employee relationship. Dismissal for cause shall mean termination of ones employment made during its effectivity based on lawful, valid, and serious ground/s. ii. Causes of Terminating Employment. In addition to the just causes enumerated in the Labor Code, the employment of school personnel, including faculty, may be terminated for the following causes: a) Gross inefciency and evident professional incompetence or continued failure or negligence in the performance of responsibilities such as but not necessarily limited to habitual and inexcusable absences and tardiness from classes, willful abandonment of employment or assignment; poor evaluation results; b) Negligence in keeping school or student records, or tampering with or falsication of the same; c) Conviction by nal judgment by a court involving a serious crime or crime involving moral turpitude; or has been convicted by nal judgment of an offense where the penalty is more than 6 years imprisonment; d) Grave moral delinquency; e) Physical or mental incapacity, health disability, death; f) Inability to accommodate activities with the purposes and objectives of the University; g) In the event of phasing out, closure or cessation of the educational program or course or the school itself; h) Other causes analogous to the foregoing as may be provided for in the regulations prescribed by the CHED or in the school rules or in a collective bargaining agreement; and iii. The university will follow due process in all cases of faculty being terminated for due cause.
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iv. Non-Renewal of Contract a) Denition. It should be recalled that contracts of all faculty members on probation indicate a denite date of expiration of the contract. For such faculty, a non-renewal of such an expiring contract is not to be understood as a termination of contract. It only refers to separation from service at a date prior to the date of expiration specied in the contract. However, upon expiration thereof, all relationships arising from the contract are deemed terminated. b) Procedure. The President of the University may decide not to renew the contract of a faculty member on probationary status. The University is not bound to give reasons either verbally or in writing for a decision not to renew an expiring contract, and in such case there is no question of an appeal to a Board of Review or to the Commission on Higher Education (CHED). v. Resignation a) Denition. Resignation is termination of service freely and voluntarily affected by the faculty member during the term of his/her employment. It shall result in the forfeiture of all privileges of a permanent faculty member and re-employment in the future shall not necessarily mean reinstatement to permanent rank status. b) Procedure. A faculty member tenders resignation by submitting a letter to this effect two months before the end of the semester and/or academic year as stipulated in the contract, to take effect at the end of the semester or academic year. vi. Retirement a) Denition. Retirement is the cessation of employer-employee relationship under the following circumstances: Optional retirement this may be opted by those who have served the University for twenty-ve 25 years. However, the college faculty has to nish the academic semester. Mandatory retirement this refers to the cessation of working relationship of the faculty in the university upon reaching the age of sixty (60) years regardless of length of service. Early retirement this may be opted by those who have served the university for twenty (20) years subject to approval. However, favorable action on this would depend on certain factors such as availability of replacement, retirement fund, and others. 9. GROUNDS FOR DISCIPLINARY ACTION The University may initiate disciplinary action on faculty for conduct unbecoming a faculty member. The University assures that due process will be followed. Being a part of a professional and academic community requires conduct and performance in keeping with ones role as faculty as stated in the Code of Ethics of the Ateneo Educator (See Appendix). Hence, in the interest of community and institutional harmony the faculty may be held to answer for their undesirable conduct such as the following:
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Repeated non-submission of Final Grades on time Repeated acts of indecency in the workplace Sexual Harassment Abusive use of University facilities Tampering of ofcial documents and school facilities Bribery Undue solicitation of material reward/favor in exchange of a passing mark, position, or any benet granted by the institution Acts of gender-related violence Repeated failure to perform expected functions in the University Commission of criminal offenses
C. DUTIES AND RESPONSIBILITIES OF FACULTY MEMBERS

1. IMPLEMENTATION OF THE MISSION STATEMENT a. The University mission statement denes the goals and the context where one works. It serves as guide and source of motivation for the faculty in the performance of their work. b. Each faculty has to exert conscious effort to reect the Universitys mission in the content and methods of teaching and in the performance of other assigned University tasks and functions. c. Each faculty must aim to instill in the students not only the pursuit of knowledge, but also the attainment of richer human and Christian values that the Ateneo objectives emphasize. 2. ADMINISTRATIVE RESPONSIBILITIES
a. Attendance at Orientation Sessions, Meetings and University Functions i. Faculty attendance at orientation sessions given by various levels of ofcials in the University is compulsory. The Dean coordinates orientation sessions on institutional matters (e.g. University Mission Statement, organizational structure, institutional responsibilities, etc.) initiated and conducted by appropriate ofcials. ii. The Dean is responsible for acquainting faculty on School goals, development plans, policies, academic standards, procedures, and corresponding faculty responsibilities to the School and University. iii. The Division Chair/Program Director is responsible for orienting faculty on division objectives, development plans, policies, academic standard procedures, and corresponding faculty responsibilities to the division. iv. Likewise, all faculty members are expected to attend college and University functions such as spiritual/religious, cultural, academic convocations, assemblies, faculty meetings, staff development sessions, and special faculty meetings which are called by appropriate academic ofcials as necessary. v. Should faculty members be unable to attend School/University function, they must obtain permission from their respective Division Chair/ Program Director or Dean for their absence.
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b. Tutorial/Academic, Advisory and Formative Responsibilities i. A faculty member is expected to render thirty (30) hours of service per week to the School, which includes teaching, community service, and other professional/campus activities. ii. A faculty member is expected to be in attendance at regular division meetings and general faculty meetings. iii. The Division Chair/Program Director draws up the schedule of formal classes. Similarly, the faculty draws up their schedule of residence hours, which will be devoted to tutorials/academic consultation, moderating, and conducting remedial work. Within the rst or second week of every semester, the faculty submits a copy of this schedule to the Division Chair/Program Director. iv. Full-time faculty members are expected to spend about one and a half (1 12) hours each class day for student consultation or counseling. The Division Ofce will have this schedule posted on its bulletin board. v. Faculty members are required to keep regular hours on campus when not on regular vacation. They are to be available especially during registration and the week after nal examination. vi. A faculty member may be assigned to handle administrative position as coordinator, director, Division Chair/Program Director, head of other ofces, Dean, and Assistant Dean. vii. Faculty members may be asked to serve on such committees as are related to academic activities of the school. viii. Faculty members attend all assemblies in- or off-campus at which their presence is expected or requested (faculty spiritual renewals, growth sessions, commencement exercises, academic convocations, etc.). ix. Full-time faculty may be assigned as full-time formators for specied students and/or do other advising work. x. Faculty members may be assigned the primary function as formators of students under the First Year Christian Formation Program (FYCF) and CWTS-NSTP. xi. Faculty members must ensure that in their personal ways, views, and attitude they embody the Ignatian ideals as they may have an impact on students formation. xii. Faculty members are expected to be available to the students for consultation and to show interest in their personal development as well as their involvement in cocurricular and extra-curricular activities. As effective guides it is necessary that teachers be acquainted with the student handbook. xiii. Faculty members are expected to assist students in their total development by advising and moderating their curricular/co-curricular activities. c. Program Performance i. The Faculty is expected to endeavor towards the realization of the Universitys thrust for excellence. This, they have to demonstrate in the course of performing assigned tasks of the Programs and the Division where they belong. ii. Accordingly, the Division Chair/Program Director/Program Director orients faculty on the mechanism for supervision and control adopted by the Division and the College to improve and maintain excellence.
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d. Registration A Full-time faculty is expected to assist during registration period. e. Admission and Scholarship Summer Services i. Full-time faculty members may be assigned to assist the Admissions Ofce as interviewers of incoming rst year students and applicants for nancial assistance and scholarship grants. ii. This assignment may form part of their summer load, as approved by the Division Chair/ Program Director and the Dean. Hours of service in the Admissions Committee of Interviewers are determined by the Admissions Director according to the demands of the workload assigned to the faculty. f. Library Acquisition i. The faculty may suggest to the University librarian titles of books to be purchased which are within their eld of specialization, a month or two before the beginning of the semester/summer session. ii. The faculty may recommend to the Division Chair/Program Director textbooks and other instructional aids for requisition and procurement. g. Care for University Property i. In their role as members of the Ateneo de Davao University community, the faculty is expected to cooperate in securing University property and in the care and upkeep of the halls and campus. ii. The faculty is expected to report to the Director of Students Affairs any damage caused by students. h. Manual/Handbook i. Each faculty member is expected to be familiar with the content of the Administrative Manual, Faculty Manual, Staff Manual, and Student Handbook. ii. Administrative Manual The Dean sees to it that each Division is furnished a copy of the Administrative Manual. The Division Head must display this in the Division Ofce. The Faculty may refer to this copy for more detailed information of the Universitys administrative structure and operations. iii. Faculty Manual The Dean sees to it that each full-time faculty member through the Division Head has a copy of the Faculty Manual. Each Division has at least a copy of the Faculty Manual on display in the Division Ofce. iv. Staff Manual The Dean sees to it that each Division has a copy of the Staff Manual. The faculty may refer to their divisions copy whenever needed. It is good for faculty to be informed of the contents of this manual. v. Student Handbook The Director of Student Affairs through the Division Heads sees to it that all faculty members have a copy of the Student Handbook. Each division must have a copy of the Student Handbook on display in the ofce.
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i. Community Involvement Faculty members are encouraged to participate actively in any professional, religious, educational, and social development organization/association and initiate or get involved in other development oriented projects consistent with the mission of the school. Such participation or involvement may not be in line with their expertise so long as it is in line with the mission statement of the University. j. Research Faculty members are encouraged to engage in research and submit for publication either in the University Journal (TAMBARA) or other scholarly periodicals, and or a separate book or publication the result of their work. k. Conduct Becoming of A Teacher i. To fulll the noble mission, the faculty must have the respect of the students, peers, supervisors, staff, and the public. This respect needs to be earned. Such can be easily earned if the faculty, in dealing with others, manifests intellectual and emotional maturity and shows utmost regard for the human rights of others regardless of their sex, age, creed, religion, and status. ii. Since the nature of the profession puts the faculty in constant public observation, an appearance that invites greater public attentiveness, exudes credibility, and elicits favorable remarks is highly desirable. Use of right speech and proper attire would be most helpful for this purpose. iii. The faculty should cultivate among themselves a spirit of mutual esteem and friendly cooperation. l. Private Tutoring, Teaching in Other Schools and Consultancy i. The University disallows private tutoring with pay of ones own students and would expect faculty to exercise due caution and prudence in tutoring students of other faculty. ii. Full-time faculty members are expected to devote full-time work at the university. With due approval of the Dean and at the recommendation of the Division Chair, faculty members may be allowed to teach somewhere else for not more than six (6) units at a time; iii. Provided that their full-time responsibilities in the University are not hampered, faculty members may also engage in various consultancy and private enterprise. m. Use of Faculty Status No member of the faculty or administration in any opinion or certicate concerning the merit or credit of any business undertaking, or the value of any scientic or practical invention, or in the sponsorship of any organization, may use the ofcial title and seal of the Ateneo De Davao, or of any of its parts, without the expressed approval of the President. (Statutes VII, p. 13) n. Fund Raising Faculty members may not sell tickets to students nor solicit contributions nor engage in any form of fund raising, without the explicit approval of the Dean.
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o. Clearance i. Permanent faculty members are to submit a faculty clearance to the Finance Ofce at the end of the school year before collecting the last quincena salary for that year/ term. Probationary and part-time faculty has to comply with this every end of the semester. ii. In the event that the faculty member fails to get the necessary clearance, a corresponding disciplinary sanction shall be effected. iii. The faculty also need to secure faculty clearance before beginning a study leave, leave of absence, or resignation. p. Faculty Prole i. Full-time and part-time faculty members are required to submit a faculty prole on a date set by the Deans or Asst. Deans, for the purpose of ranking and records of Faculty Development and Scholarship Ofce (FDSO). Forms for such prole are available at the Deans ofce. ii. The Personnel Ofce keeps personnel les of University employees, faculty and personnel, on a permanent and condential basis. An employees personnel le, which is also known as the 201 le, contains basic information about him/her in connection with his/her employment. This includes certain personal data that are subject to change. A change in civil status, and in the number of dependents, should be reported promptly to the Personnel Ofce. This information may affect the employees withholding tax exemption status, as well as the coverage of his/her dependents in certain benet programs. An updated home address and/or telephone number can help the University reach the employee, or his/her family, in an emergency. iii. It is the responsibility of the employees to inform the Personnel Ofce and the Faculty Development Ofce of any upgrading of qualications, such as completing a training course or degree program, or passing a qualifying examination. This information is useful when additional assignments or promotions are being considered. 3. INSTRUCTIONAL RESPONSIBILITIES a. The Teaching Function of Faculty. The primary function of a teaching faculty is to conduct classes in a conscientious manner, taking care always not to violate or disparage the Catholic beliefs of the University. i. The faculty should exert all efforts to maintain high quality education. ii. The facultys teaching must be an effective instrument for the attainment of the University Mission. b. Faculty Load i. Schedule for Giving of Loads 1) To give the faculty sufcient time to prepare his/her teaching materials and ascertain availability of library and audio-visual references, Division Chair/ Program Director/Program Directors shall keep a regular cycle of course offerings as agreed by the faculty. 2) Normally, Division assignments for the school year are released by Division Chair/Program Directors/Program Directors during the summer preceding that school year. The Department Chair furnishes the Dean the list of faculty
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members with their corresponding class schedule and total load for that semester/s. ii. Number of Loads 1) Faculty members devote a minimum of thirty (30) hours a week on campus for teaching, counseling, consultation, moderatorship, committee work, research, etc. 2) Those working in SICO, CAMIN, and Guidance Ofce are of faculty status with teaching loads of 6 units. 3) Full-time teachers who have become permanent before school year 1986-87 have a minimum teaching load of eighteen (18) hours a week for those who have a Bachelors degree; fteen (15) hours a week for those with Masters degree; twelve (12) hours a week for those with Doctoral degrees. Those employed after school year 1986-87 have three (3) hours correspondingly added to the above-given load. 4) Research deloading may be granted as part of faculty load upon the recommendation of the Research Committee and with the approval of the Division Chair/Program Director and the Dean. Deloading may also be granted if the faculty is under the faculty development program. 5) The maximum load of part-time teachers is normally twelve (12) units but additional loads may be given, subject to the discretion of the Division Chair/ Program Director/Program Directors in consultation with the concerned Dean. 6) Teaching loads over and above the minimum stated above is subject to extra compensation. 7) A faculty with more than three subject preparations in a given semester is entitled to a deloading corresponding to the number of units of the extra subject preparation. (A formula had been used for years in Engineering Division on subject loads of faculty with more than three (3) preparations.) iii. Class Size. The maximum number of students in a lecture class is 45 students; and for laboratory and writing classes are 40 students. Faculty members with oversize classes are given additional compensations. iv. Summer Policy for Full-time Faculty 1) All faculty members who have successfully nished their probation period at the Ateneo de Davao University are on a 12-month contract which requires them to render service during the summer month before or after enjoying a two-week vacation with pay for the summer. 2) Starting with the 1987-88 school year, a year-long system of loading was adapted in the college where an individual faculty member may be freed from actual teaching in the summer and be paid during the summer months, that is, if the semesters load is six or three more units than the usual. Provided further, that the concerned teacher does not collect any overload pay for the extra load within the preceding semester/s. Request for such year load has to be recommended by the Division Head and approved by the Dean of the College. 3) Full-time faculty members render service by teaching two (2) three-unit classes during the summer and one (1) three-unit class in the immediately succeeding summer.
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4) Teachers of English Composition subjects teach only one (1) three-unit course during summer due to the presumed volume of detailed corrections involved in English Composition classes. 5) For those handling laboratory subjects, a ve-unit lecture is equivalent to one three-unit lecture and a two-unit laboratory. This implies that said faculty may alternately teach the lecture part one summer and the laboratory part in the next summer. 6) Overloads are not allowed during the summer. 7) Those who have the rank of Instructor II-2 and higher may avail of a summeroff privilege with pay once every two years. 8) The faculty on summer off may be invited to teach. In such case it is treated as an overload and they have to be compensated on a per hour arrangement. 9) Requests for special summer projects or assignment shall be submitted to the Dean through the concerned Division Head at the end of January of each year for timely appraisal. 10) The Faculty Research and Development Committee shall evaluate proposals for a summer research project. 11) Faculty members with special summer projects or special academic assignment duly approved by the Dean upon the favorable endorsement of the Division Chair/Program Director are likewise governed by the requirement of submission of a summer report. v. Class Schedules 1) The Division Chair/Program Director through the Program Coordinators is incharge of preparing the class schedules of the Division. 2) The Division Chair/Program Director formally informs faculty members of teaching assignment way ahead of start of classes to allow ample time for preparation. 3) A faculty member without the approval of the designated authorities does not make changes in the schedule of his/her classes. 4) Permanent room changes are not to be made without prior clearance from the designated authorities. 5) At a designated time the faculty submits to the Division an accomplished Teaching Assignment form vi. Syllabi Preparation 1) The Faculty is expected to plan their classes carefully and methodically and to present their subject matter thoroughly. 2) Whether teaching full-time or part-time, it is the regular duty of faculty members to prepare, enrich, and update their syllabi periodically. 3) They should submit a le copy of their syllabi to the Division at the beginning of each semester. vii. Teaching Resources 1) The faculty must be resourceful and must make intelligent use of the community resources. 2) Faculty members assigned to a department should give assistance to the Division Chair/Program Director/Program Director/College Dean in updating
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the references for their courses in accordance with University procedure concerning book purchases. 3) Textbooks to be purchased are not to be replaced/changed without the approval of the Dean done through proper channels. 4) Requests for such approval shall not be later than two (2) months before the order to purchase/compile the textbooks/teaching materials. 5) Division Chair/Program Directors are to order needed textbooks from the Book Center at least a full semester before the textbooks shall be used. viii. Class-Related Regulations a. Class Time 1) The class shall begin when the second bell rings. 2) The faculty shall start and end class promptly. S/he should not overstay especially if another class will use the same classroom. 3) The faculty is expected to hold a full regular class on the rst day of classes. 4) Class List a) At the start of classes, the Registrars Ofce through the Division shall furnish the faculty with an ofcial class list. The faculty shall return this list to the Division after two weeks of classes with the necessary corrections. b) Only those whose names appear in the class list shall be admitted. In case of late enrollees, proof of enrollment to that subject shall be shown for admission. b. Announcement of Class Regulations The beginning of the semester is a good time to inform students of classroom and course policies and requirements, e.g. submission of assignments, tests, exams, absences, and debarment policies. c. Class Prayer Classes should start and end with a prayer. d. Class Attendance 1) A class beadle and an assistant beadle should be appointed. They should be given specic instructions regarding their functions. 2) The beadle secures an attendance slip and form from the designated ofce. The beadle enters a record of absence and tardiness in the attendance slip which the beadle and the faulty sign after the class. The same shall be submitted to the designated ofce at the end of every class. 3) To facilitate the checking of attendance, a seat plan has to be lled in. Seat plan forms may be obtained from the Deans Ofce. 4) The ceiling on absences and tardiness shall be guided by the rules set forth in the Student Handbook on this matter. 5) Students may be allowed to leave the classroom with expressed permission of the teacher. The student must be back within ve minutes. Failure to return to class is considered an absence. e. Wearing of Uniform and ID The faculty must assist in checking that students come to class in their proper uniform and their school IDs on display.
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f. Messages 1) Teachers are not summoned from their classes except for a very serious reason and only with the permission of the Dean or Assistant Dean. 2) No class may be disturbed by messages to students or teachers without expressed permission of the Dean or Division Chair. g. Classroom Supplies Chalk, whiteboard markers, and attendance sheets are available in the division ofces, at the Ofce of the Director of Student Affairs, Faculty Lounge, and at the Deans Ofce. Missing erasers and markers may be replaced by informing the Deans staff. ix. Conduct of Formal Instruction a) Objective Each faculty member aims to instill in the students not only scientically correct knowledge, but also richer human values. b) Discipline The faculty should assume full responsibility for discipline in the classroom referring to the concerned authorities only when necessary. c) Teachers Preparation 1) Adequate preparation is necessary for every lesson. Students will be interested and will learn in proportion to the facultys mastery of the subject and the effectiveness of his/her method of delivery. 2) The faculty must have mastery of the subject and have good command of the medium of instruction. d) Medium of Instruction The prescribed medium of instruction is English or the national language in certain subjects. e) Ideal Instructional Procedures/Techniques 1) Faculty members should endeavor to make the students aware of their potentialities and help develop and actualize them. 2) Faculty members must aim to develop in the students the ability to think critically and express themselves articulately and aspire for the higher and lasting values of life. 3) Faculty members should minimize reading lectures from books or notes in order to hold the attention of the students (except in classes where there is an obvious need to stick to the text of the lesson). 4) Faculty members should strive to maintain a dynamic and impressive lecturing stance. This is best achieved by: Standing and facing the class. Varying their speaking tone. Having an orderly board work
82 Encouraging students to ask questions, to participate in wholesome discussion, and to listen actively. Conducting a class in such a manner that it does not interfere with the activities of classes or ofces next door.
f) Assignments 1) Assignments should be formulated in a manner which will encourage and stimulate independent thinking on the part of the students, develop particular skills, and interest in and appreciation of the subject. 2) To help ensure a better teaching-learning situation in the next meeting, teachers should give well-explained assignments. Therefore, class time should be well budgeted such that assignments are not hurriedly given when the bell rings for the period to end. g) Tests The faculty should plan their test and class periods well so that they do not dismiss classes before the bell rings. h) Field Trips and Out-of Classroom Activities 1) Field trips and out-of-classroom learning experiences are encouraged, provided that the supervision over the students is exercised and these trips do not cut into the class time of other teachers. 2) These trips and activities are to be clearly indicated in the course syllabus. Teachers are cautioned to consider the cost of eld trips. At least two weeks notice to the Dean is needed. 3) Permission for eld trips shall be duly accomplished before the scheduled activity in compliance with the guidelines set by the designated ofces. 4) Teachers are requested to avoid trips that entail heavy expenses on the part of the students. 5) Special forms for obtaining parents permission are available in the respective division ofces for academic activities and OSA for non-academic activities. i) Smoking The University campuses and formation houses are smoke-free areas. Smoking is not allowed for all. x. Teacher Absences, Tardiness and Substitution a) Faculty members are expected to attend all their scheduled classes throughout the school year. b) In case of illness or other serious reasons, they notify the Division Ofce in writing, if possible, within twenty-four hours. The Division Chair/Program Director provides a substitute teacher or other learning activities for the students. - The faculty substitute will be compensated based on his/her hourly rate. - Substitution form must be approved by the Coordinator and Division Chair before it is submitted to the Finance Ofce for due compensation.
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c) To miss a class without a serious reason is an injustice to the students. d) Allowable number of absences for due cause with pay is equal to the number of units taught per semester in each subject. Salary deduction will be made for absences beyond the allowable number. e) The faculty are to submit to the Division prospective substitutes for each of their classes for easy substitution in case of absence. Accomplishing a substitution list at the start of the semester is the best way to do this. f) The Division Chair/Program Director must monitor the faculty availing of substitution privileges. g) Time of Reporting To Class 1) Faculty members are expected to be in their classrooms on time. 2) The faculty should be in class within fteen minutes after the second bell, otherwise he or she will be considered absent. 3) Punctuality is of great importance. Failure to observe this may destroy in the minds of students an appreciation for punctuality, thoroughness, conscientiousness, and honesty that all faculty members are obliged to develop in their students. h) In-Charge of Checking Faculty attendance 1) The Division handles the checking of faculty class attendance and regularly provides an attendance report to the Dean. 2) The Division submits to the faculty for verication an attendance report every end of the month, although the faculty are encouraged to check this in their respective Division Ofces. 3) Veried reports are sent back to the Division. xi. Test and Examination a) Periodic Examination 1) There are three periodic examinations for the semester: advisory, mid-term and nals. The dates of these examinations are indicated in the academic calendar and the schedule is announced to the community usually two weeks before the examinations. 2) Exam permits are required for students to take the periodical exam. Those who are unable to show their exam permits may be allowed to take the examinations provided, the result of which are withheld until such time that the permit is shown. Teachers who give a series of tests in place of a nal examination shall require the exam permit for the last series of the test or other requirements. 3) Departmental exams may be given during the nals, and these should be well integrated in the syllabus of the concerned subject. 4) The faculty who would require ofce assistance in the preparation of their examinations must submit their examinations for processing not later than a week before the scheduled date of examination. 5) Final examinations should require a minimum of one hour of work. The time given for nal examinations is usually one and half (1 12) hours. 6) Proctoring
84 Only the faculty of the Ateneo de Davao University (no student/ non-teachers) may proctor any examination The cooperation of all faculty on this matter is expected when other departments request help to proctor their examinations. Proctoring examinations is a very important duty of the faculty. It demands undivided attention and the faculty must not, therefore, be otherwise occupied. Examinations are supervised in such a way that the students are given no occasion to yield to the temptation of cheating. Proctors must, therefore, be alert and mobile.
7) Reminders Before the examinations, the class should be reminded of the regulations on examinations including the sanctions for dishonesty. 8) Sanctions for Cheating A faculty who catches a student cheating or attempting to cheat during the examination or quiz shall fail the student in the said examination or quiz. The faculty then les a report regarding the matter to the Division Chair/Program Director. 9) Coverage of Periodic Examination Preliminary and semi-nal examinations should cover adequately the objectives of the course and within the context of the goals of the students program. However, the length of examinations should be premised on the accomplishment rate within the scheduled time. In view of this, the needed subject matter for the course should be adequately/ proportionately budgeted, throughout the semester.
b. Missed Examination/Test 1) In extraordinary cases, (refer to the Student Handbook for cited valid reasons) if a student misses a periodic examination, the faculty may use his/her discretion in having this examination be taken at a special time and place, or it may be omitted altogether if the faculty judges that the student does not need the examination for his/her performance to be assessed properly. 2) Final examinations are, as a rule, a requirement for credits in a course. c. Exemption from examinations 1) Deserving students may be exempted, from nal examinations. 2) However, the exempted student is still required to present a duly signed examination permit to the teacher. 3) When an exempted student decides to take the nal examination the obtained mark shall form part of the basis for the computation of the nal grade. d. Correction of Examinations and Tests The faculty corrects all examinations, tests, quizzes, and compositions and returned to the students within a reasonable period of time. e. Removal Examination Removal examinations are not allowed. Hence, no conditional nal marks should be given.
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f. Make-up examination/make-up week. There are no make-up examinations to improve a submitted nal mark. ix. a. b. c. d. e. f. Grading System Grades are based on the percentage system, e.g., 90%. The minimum passing grade is 75%. No conditional grades are allowed. For students who have not complied with their requirements or have failed to take the nal examination for undue reason, their nal grade shall be based on the available requirements. Students who failed to present an exam permit during the nal exam shall be given a grade of No Final Exam (NFE). The preliminary grade which covers the rst six weeks of classes is advisory and the subsequent ones are mid-term and nal grades. Computation of the grades is as follows: preliminary and mid-term 2/3 nal period 1/3 Academic grades do not take into account extra-curricular activities. Computation of grades shall be based on the Transmutation Table, provided by the Ofce of the Dean. Changing of Submitted Marks 1) Request for a change of mark shall be done at least within a month from the start of the following semester/summer. 2) Acceptable reasons for requests/appeals for change of mark include: Wrong computation of grades which may arise from mathematical error; Wrong assignments of weights,; Basis of grade determination not the same as was announced at the start of classes; Clerical or typographical errors in entries; All other reasons for change of marks shall not be considered valid. 3) The student submits the written request for change of mark to the Division Chair/Program Director. The faculty concerned is then asked for a reply or recommendation 4) Corrections shall be directly submitted to the Dean for approval and eventually to the Registrar for recording purposes.
g. h. i.
4. PROFESSIONAL RESPONSIBILITIES The professional responsibilities of the faculty include teaching, research, university and public service in line with the academic profession. a. Faculty Development i. Academic excellence starts with the Universitys faculty. The faculty must strive to maintain high standards of scholarship and strive earnestly for professional advancement. Since knowledge and methods of delivery have been growing immensely in this age, keeping up with a major eld of the study is a serious concern. To keep up with the recent trends and developments requires formal studies,
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research, reading, involvement in professional organizations, and attendance at staff development sessions. ii. Attendance at seminars, workshops, and the like. at the instance of limited funds/slots is on a rotation basis to qualied/eligible faculty members in each department or college and is not conned to the Division Chair/Program Director. iii. At the beginning of each school year, Division Chair/Program Directors/Program Directors in consultation with the faculty, Program Coordinators and the Deans formulate a faculty development plan for that year to be submitted to the Faculty Development Committee in line with the school, division and departments short and long range plans. Recommendation to Faculty Development Committee and to the President for participation at such seminars, workshops, and the like shall be in accordance with the development plans of the School/University. b. Study Loads i. Full time faculty members may pursue a graduate degree in line with the faculty development plans of their department/college and with recommendation for approval of the Chair and Program Director. They may be, however, limited to enroll in not more than six (6) graduate units or two (2) graduate lecture courses in any semester or term or one (1) graduate laboratory course that they could record accurately on the Teachers Load Report. ii. Enrolment in instruction courses or courses in education to be better prepared as a teacher is encouraged. iii. Full time faculty who are not yet in possession of a Masters degree in the eld they are teaching, are urged to earn their Masters degree. iv. Summer study is governed by the policy on study leave. The application should be submitted to the Faculty Development Committee through the Faculty Development Ofce on or before every 31st of January. Usual norms on faculty development assistance application will be followed. v. A summer report with grades obtained from the previous summer school session attended is required of a full time faculty member who went on approved summer study in his area of specialization. This summer report must be submitted by the end of January of each year. Faculty members, who apply for summer study but for one reason or another, fail to pursue it, are to forfeit their salary for that period, or they may take an overload without extra pay to compensate for it. 5. OTHER RESPONSIBILITIES a. Faculty Lounge Visit. Faculty members are required to visit the Faculty lounge as well as their respective Divisions whenever they come to school to see if there are new announcements, and to be more acquainted with other colleagues. b. Division/College/University Service i. Faculty members are also expected to commit themselves to a reasonable amount of service to the department and also in College and University-wide committees. ii. Faculty members are expected to: 1) Assist the Division Chair/Program Director in planning and organizing of activities and operations of the department.
87 2) Support the departments program and assist the Division Chair/Program Director in communicating with other units the departments programs and activities. 3) Assist faculty colleagues in academic activities, such as curriculum studies, review of division programs. 4) Serve on the usual committees and boards, participate in academic planning and assist in other aspects of administration of the Division, College or University level, in addition to their regular instructional/tutorial duties.
D. BENEFITS AND SERVICES FOR FACULTY MEMBERS

1. VACATIONS a. Denition of Regular School Year
The regular school year is considered as running for two school semesters and the following summer session. All full-time regular faculty members on 12-month contracts are expected to be on duty during the regular school year. b. Period of Vacation
Full Time Regular Teaching Faculty members may go on vacation leave only during ofcial vacation periods, which are i. Christmas break; ii. Semestral breaks; iii. However, during the period referred to in the immediately preceding provisions, the faculty may be asked to serve for purposes of assisting in the evaluation of students, enrollment, and/or preparation of reports. iv. Full Time Regular Non-Teaching Faculty members who render regular ofce hours observe the University policy on vacation leave for staff, (i.e. sixteen [16] workingday vacation per school year). v. College Deans, Program Directors and Division Chairs, and other appointed/assigned faculty/ofcers shall be on duty while their respective units are in operation inclusive of periods of admission, registration, examination, and graduation as well as during ofcial functions of their students and faculty (e.g. retreats, renewals, etc.), unless they join said retreats and renewals. vi. All full-time faculty members who have taught for ve (5) consecutive full academic years as full-time instructors and who hold Masters degrees and/or the ranks of Instructor II Level 2 are entitled to a two-month vacation (April and May) with pay during the summer following the completion of their tenth (10th) academic semester of service at the Ateneo de Davao University, College Unit, and every third summer thereafter.
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c. Classication of Leaves of Absence i. Sick Leave a) Faculty members actually sick as to prevent fulllment of teaching duties may avail of a maximum twenty-three (23) days a year of sick leave with pay. Such absence must be supported with a medical certicate issued by a registered physician. b) False certication is a sufcient cause for dismissal. c) Unused sick leave is forfeited at the start of the following school year, as another twenty-three (23) days will be available for the new school year. ii. Study Leave a) A full-time faculty may apply for a study leave whether supported or not by the University or by outside scholarship. 1) The applicant draws up a program of studies in consultation with Division Chair/ Program Director. This shall be forwarded to the Ofce of the Dean for approval. 2) This presupposes previous correspondence of either applicant and/or Division Chair/ Program Director with sponsoring agencies/institutions to ensure (a) admissions to a program in case of study leaves; (b) a program of activities presented to the administration for approval of leave. b) Applications for such leaves of absence shall be presented through channels to the President of the University not later than September 30 of the school year preceding the effectivity of the proposed leave. c) Decisions on study leaves are based on: 1) Status of the applicant in the University (probationary or permanent) 2) Other grants the applicant has received and such other considerations to determine merit of application. d) The leave begins either summer, rst or second semester. e) The duration of the study leave is subject to the requirements of the degree or study. f) In cases where the study is supported by the University under the Faculty Development Programs, usual procedure for faculty development application and granting of scholarship will be followed. (See Faculty Development) g) In cases where the study is self- nanced, proper arrangement has to made with the Personnel Ofce through the Division Chair/ Program Director and the Dean. iii. Emergency Leaves a) Paid emergency leaves of up to ve (5) working days with pay plus two (2) days without pay per school year shall be given to all full-time permanent employees. The following cases shall be considered as bases for granting emergency leaves: 1) Fire, ood, typhoons; 2) Death in the immediate family, e.g. spouse, child, father, mother, brother/ sister; 3) Accident in the immediate family, e.g. as in Section 3. 1.3.4.1.2; 4) Sickness requiring hospitalization of spouse, child, mother, father; brother/ sister; 5) Urgent family matters requiring immediate attention or where the employees presence may be required by law, on a case-to-case basis as approved by the school; 6) Transport disruption and the like; 7) Other reasons which the University may consider justiable.
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b) Whenever possible, notice should be given to ones unit head before taking an emergency leave. This leave privilege is cumulative, but only for the abovementioned purposes and not convertible to cash. Unused emergency leaves are forfeited at the start of the school year. iv. Maternity Leave a) An employee is entitled to a maternity leave with pay. The number of days is to be determined based on existing SSS rules. b) Additional maternity leave of 30 days is granted by the school after the fourth delivery. c) Her pay during this period is given by Social Security System (SSS) but advanced by the University. Arrangements on this matter should be made with the Division Chair/ Program Director and the Dean at least two weeks before the effective date of leave. d) The duration of maternity leave is subject to provisions of the law. 1) Upon the expiration of the maternity leave, the faculty member is expected to report for work. 2) If there are valid medical reasons to extend the leave, the extension may be classied as sick leave. v. Paternity Leave a) The administration grants faculty members seven (7) days paternity leave with pay. This is in accordance with the provisions of Republic Act No. 8187. b) The paternity leave shall be availed during the time or immediately after the date of delivery. vi. Leave Without Pay a) Semestral or annual leaves without pay are allowed to permanent full time faculty members with the approval of the President at the recommendation of the Dean under certain conditions: 1) Leaves must correspond to the school year calendar and must extend to the whole semester of school year subject to extension for another semester. 2) Any approved leave without pay interrupts the continuity of service in the University but it does not adversely affect the rank and tenure. 3) For leaves of a semester or longer without pay, all employees benets are deemed suspended. x. Leave of Absence Without Approval Teaching faculty members who go on leave without the Universitys approval are considered either resigned or terminated. d. Procedures i. Faculty members may avail of a leave of absence under the stipulations herein provided upon the favorable recommendation of the usual channels Division Chair/ Program Director, the Dean, Personnel Director and the University President. ii. A written approval from the President is necessary for such leave to take effect, except those leaves for maternity, illness or emergency which are approved in writing by the Personnel Director. iii. A faculty member on approved leave should signify in writing at least forty ve (45) calendar days before the resumption period, the intention to resume services. Upon
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return, the concerned faculty should write the Dean and Personnel Ofce that the requirement on his/her report to work had been duly accomplished. a) The immediate superior (Division Chairperson/ Program Director) of the faculty member-on-leave communicates the conditions in writing to the said faculty member. b) If such conditions are embodied in a duly accomplished contract, the same immediate supervisor shall supervise the adherence of the faculty member to the stipulated conditions. c) The concerned immediate superior shall regularly monitor and report the status of the leave to the Dean and the Personnel Director. 2. a. FACULTY DEVELOPMENT AND SCHOLARSHIP ASSISTANCE Faculty Development i. Faculty members who hold one or more Masters or Doctorate degrees may apply for summer study with pay every ve (5) years. They are required to submit a report of their summer study to the Faculty Development Committee. ii. Teachers participate in the schools faculty development program which may include in-service trainings and growth sessions and out-of campus learning activities. Committee Composition i. President as chair, ii. Deans of all schools/ college co-chairs; iii. Director of the University Personnel; iv. Assistant Deans for Undergraduate Programs of Schools and Colleges; v. Assistant Deans for Graduate Programs of Schools and Colleges; vi. Director of Faculty Development and Scholarships Ofce; vii. President and Vice-President of College Faculty Club; viii.Two faculty members elected at large; Order of priorities in the granting of faculty development assistance: i. By need 1) School units with more faculty without Masters Degree 2) PAASCU requirement or recommendations; 3) Program requirement; 4) Priority programs dened by the Universitys missions and vision; 5) Commission on Higher Education (CHED) requirement vii. By line of specialization viii. By personal interest ix. Regular faculty x. Probationary faculty xi. Faculty performance rating Criteria for selection, approval, and renewal of faculty development assistance: i. The faculty member must be a regular employee of the university without a masters degree or doctorate degree;
b.
c.
d.
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iii. iv. v. vi. e.
Status of study must be determined: new program or thesis writing Teacher performance rating is taken into consideration; Recommendation by Division Chair/Program Director and Dean are in place; Regular document submission to the Faculty Development Ofce of requirements.
Procedure for Application i. Faculty member submits a letter of intent including program of study noted by the Division Chair to the Committee; ii. Faculty member submits duly lled out FacDev application form; and iii. Faculty members submits recommendation letter from Division Chair/Program Director and recommendation for approval from the Dean; Schedule of Submission and Announcements of Grants i. Every 31st of January for the rst semester or summer study grant; ii. Every 31st of July for the second semester study grant
f.
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iii. Every semester, the Director of the Faculty Development and Scholarship Ofce will post the call for application; iv. Approval of grants will be announced by the Director on 28th of February for 1st semester or summer grantees; v. Approval of grants will be announced by the Director on the 31st of August for 2nd semester grantees. g. h. Category of Grants (See Table on p. 91) Contracts i. Contracts will be facilitated by the Faculty Development and Scholarship Ofce; signatories of contracts must be the University President and the faculty member, with the Faculty Development and Scholarship Director and the Dean as witnesses; ii. Copies of contracts will be kept by Deans Ofce, Faculty Development and Scholarship Ofce, and Personnel Ofce (File 201) and Treasurers Ofce. iii. All copies of contracts must be notarized; iv. Compliance with the contracts will form part of the semestral or annual faculty clearance. Monitoring of Records i. Regular submission of performance report (every semester): certicate of enrollment with grades from the Registrars Ofce; ii. Terminal report at the end of the study: copy of the Transcript of Records, Diploma, Thesis and Special Order, if applicable. Return of Service (Please see Table: Category of Faculty Development Grants on p. 91) i. Faculty Development Committee shall inform the scholar of the obligation to be rendered by the faculty to the University; Sanctions i. For those disqualied from earning a degree (because of failing marks) 1. Pay in terms of service; 2. Not to be made permanent or regular employee. ii. For those with failed subjects: faculty enrolls the failed subject and shall pay the appropriate fees; iii. For those exceeding in time allotted for study: extension of the grant is subject to the deliberation and approval of the Faculty Development Committee iv. For those who do not comply with the return service: 1. No recommendation from Faculty Development and Scholarship Ofce; 2. Clearance will not signed until full service has been rendered; 3. Pertinent documents and recommendation will not be released by the proper ofces; 4. University may take legal action against the faculty for breach of contract. Ground for Termination of Grant i. Non-availability of funds; ii. Failure to meet academic standards of the university; iii. Willful under-loading of subjects enrolled; iv. Being absent-without-leave (AWOL);
i.
j.
k.
l.
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v. Exceeds time allotted to nish the program; vi. Noncompliance of report requirements; vii. Resigns or transfers to another institution; viii. Behaves in a manner unbecoming of a faculty members of the university (see Appendices: Code of Ethics of the Ateneo Educator) m. Attendance in Seminars, Workshops and Conferences i. For seminars, workshops and conferences outside Davao City funded by the University, the annual allocation of fund support is one (1) faculty in every department per organization conducting the seminar, workshop or conference. Support may be in the form of registration, accommodation and transportation. Usual procedure for application for attendance in seminars, workshops, and conferences will be followed. ii. For seminars, workshops and conferences in Davao City funded by the University, the University can send several faculty depending on the availability of faculty development fund. Usual procedure for application for attendance in seminars, workshops, and conferences will be followed. iii. The faculty member is expected to share with the department or Division information or learning from the seminar, workshop or conference immediately following the date of attendance. iv. For seminars, workshops and conferences not funded by the University, the committee deliberates the application for assistance on the basis of the activitys objective in relation to the needs and goals of the department and Division. v. In instances when other institutions do not invite specic faculty members, the Dean, in consultation with the Division Chair recommends the faculty whose eld of expertise best ts the program to be sent as University representative. n. Scholarship for Spouse or Dependents i. The scholarship granted by the University may be enjoyed by either the full-time faculty and/or his/her spouse for graduate level only exclusive of law school studies or dependent but only up to undergraduate level. Scholarship is for dependents in the immediate family until the age of 21 years and not granted for second degree kin. a) All full-time faculty members on probationary status shall enjoy Employees Study Benet (ESB) for their spouse and/or children as follows: Second Year of Teaching 50% (50% rst 2 and 25% for the next 2 dependents) Third Year of Teaching 50% (assuming the faculty is still on probation) b) If a faculty has been a part-time faculty for at least two (2) years before graduating into full-time, the faculty shall carry on the rst year of full-time probationary status the privileges enjoyed while working as part-time. c) There is no tuition discount for spouse in case of re-enrollment/ retake of subject(s) previously enrolled. Scholarship for spouse covers only one (1) graduate course, i.e. one masteral degree.
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ii. Part-time teachers who have taught for at least two semesters are given discounts according to their teaching load: 1-6 units 10% discount 9-12 units 15% discount 13 units or more 25% discount iii. Scholarship for Dependents Full-time permanent faculty enjoy One Hundred Per Cent (100%) scholarship on tuition and school fees for the rst two (2) dependents and fty percent (50%) scholarship for the next two (2) other dependents. 3. SOCIAL SECURITY SYSTEM BENEFITS (SSS) a. All employees of the Ateneo de Davao University are SSS members. As such they are entitled to all benets of the system, some of which include the following: i. Philhealth; ii. Employees Compensation; iii. Loans, in the form of Salary, Calamity, Educational, Investment, and Housing; iv. Maternity/Paternity; v. Sickness; vi. Disability; vii. Funeral; and viii. Retirement. b. A detailed explanation of these benets is found in brochures distributed by the Ofces of SSS and Philhealth. They can be availed of upon request. The Personnel Ofce entertains inquiries about SSS benets. 4. HOME DEVELOPMENT MUTUAL FUND (PAG-IBIG FUND) a. All full-time employees of the University, in compliance with R.A. 7742, became PAG-IBIG members effective June 1995. b. Major benets of this program are multi-purpose loans on housing and the accumulation of a fund at an indicated rate of interest to be withdrawn by the employee subject to rules/regulations of the Fund. c. Information about these benets is available from the local ofcer of PAG-IBIG. d. The employers share in the PAG-IBIG fund of an employee is used to pay for the retirement benet obligations of the University to the employee according to law. 5. HEALTH AND DEATH BENEFITS a. All full-time qualied faculty members are entitled to free annual medical and dental examination in the clinic of each school unit. In addition, they are qualied for hospitalization and accident insurance. b. Upon a faculty member or his/her dependents admission into a hospital, the school gives a letter of guarantee worth the amount determined by administration, which takes care of the down payment demanded by the hospital. i. In addition, the management grants life insurance coverage to all qualied full-time faculty.
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ii. In the event a regular employee dies while still employed, a death benet of P30, 000.00 is granted to his/her beneciaries without prejudice to any other benets that may accrue from his/her insurance, social security membership and other compensation under existing laws. iii. In addition, regular employees are granted Five Thousand Pesos (P15, 000.00) upon the death of each of his/her legal dependents. c. The Ofce of the Personnel is in charge of these matters. 6. RETIREMENT BENEFITS a. A faculty is enrolled in the retirement plan on the date of hiring as probationary faculty. b. When a permanent faculty has reached the age of sixty (60), he/she is mandatorily retired and is granted retirement benets. i. The retirement benet is equivalent to 125% of the last monthly basic salary of the teacher multiplied by the number of years of service he/she has rendered to the University. A fraction of at least six (6) months shall be computed as one (1) year of service. c. Teachers may apply for optional retirement after at least twenty (20) years of continued service, provided they are fty (50) years of age. i. The retirement benet is equivalent to 125% of the last monthly basic salary of the teacher multiplied by the number of years of service he/she has rendered to the University. A fraction of at least six (6) months shall be computed as one (1) year of service. 7. CLOTHING ALLOWANCE a. Every year, all full time faculty members, are given a clothing allowance at an amount agreed by the faculty and administration. Upon request by the Faculty Club, a soft loan may be granted to cover the extra cost of the uniform, which the teachers have agreed upon. b. Nonpermanent faculty is given 50% of the clothing allowance in the rst semester and the remaining 50% in the second semester. c. The Faculty Club thru its treasurer and Division Liaison Ofcer facilitates the distribution of this allowance. 8. PROVIDENT FUND a. All full time faculty members may decide to contribute to this Fund every pay day and the school will pay a counterpart amount to this Fund in the name of the faculty. b. This Fund will be added to the retirement benets given to the faculty. 9. SALARIES a. The University implements laws on living allowance and the 13th month and such other provisions required by law. b. Basic monthly salary is predetermined by ones rank and level.
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c. d. e.
f. g. h.
i.
i. Basic monthly salary excludes any extra load or honoraria or the like paid for an undertaking outside the regular assignment. ii. Training and experience determine the initial salary of teachers. The University may give a cost of living allowance in addition to the basic monthly salary whenever it deems t or when a Government law mandates it. The University also gives a 13th month pay as mandated by law. Usually it is released in two installments, in May and in December. As needed, full-time faculty may be given overload class for which extra compensation is given: i. Full-time faculty members with overload subjects and part-time faculty member enjoy the same privileges on compensation. They are to compensated for classes missed on the following occasions: 1. Legal holidays; 2. Special holidays declared by civil authorities; 3. Special holidays declared by the University calendar; 4. Special holidays declared by the University though not in the school calendar; 5. University activities that require calling off of classes ii. The nal examination week is also fully compensated for part-time faculty members even when they are not able to render proctoring services and for overloads of full-time faculty members without requiring them additional proctoring services aside from their regular proctoring requirements; iii. RLE classes in the College of Nursing will not be treated as an overload because compensation includes a per diem compensation. Instead it is treated in the same manner as FYCF and CWTS classes. Additional payment is also given to those who teach oversized classes effective second semester, SY 1995-1996. Salaries are paid on the 15th and last day of the month collectible from the bank agreed upon by both faculty and administration. Part-time and full-time faculty members with overload ll out their daily time record (DTR) and submit the same at the Deans Ofce. Cut-off dates for the time record are the 8th and the 22nd day of each month. Legal holidays which fall during ones teaching term are compensated. Moreover, special holidays not included in the school calendar and declared by civil authorities are likewise duly compensated. Salary Increments i. Salary increments are effected because of any of the following reasons: ii. merit increase due to the yearly performance evaluation; iii. promotion to another rank; iv. across the board increase as a result of tuition fee increase.
10. OTHER COMPENSATORY SCHEME a. Cash Gift Every December, the University gives each teacher a cash gift, the amount of which is decided upon by administration. b. Honorarium Fees
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i. A faculty member receives a 10-month honorarium for services rendered other than teaching like - being appointed as Club/organization Moderator - being appointed as Atenews Moderator - being appointed as Kalasag Moderator ii. A faculty member receives a 12-month honorarium for services rendered other than teaching like - being appointed as Program Coordinator - being appointed as Division Chairperson or Program Director - being appointed as Ofce Director - being appointed as Dean/Assistant Dean c. Faculty Chair i. Every year, a number of full-time permanent faculty members are granted faculty chairs. ii. The teachers are recommended by the Dean of the College after an evaluation has been conducted by the College Committee on Faculty Development. d. Service Awards 1. Service awards are also given to full-time permanent teachers. As of SY 1999-2000, the awards were as follows: 10 years, 15 years, 20 years, 25 years, 30 years, 35 years, and 40 years.
E. RIGHTS OF TEACHERS
1. Faculty Representation The faculty has a voice in initiating educational policies and is represented in policymaking bodies whose decisions have direct bearing on the faculty. 2. Faculty Organization The ofcial organization of the Faculty is the Ateneo College Faculty Club. 3. Academic Freedom a. The Ateneo de Davao University is a community of scholars whose commitments are mainly in the eld of education and research both of which can be carried out with excellence only in an atmosphere of free inquiry and discussion. b. The Ateneo de Davao is an institution of higher learning and corporate being and in each of its members belongs all the rights and obligations conducive of, consecutive, and incidental to academic freedom. These rights are: i. The right to teach within the area of ones academic competence, free from any form of restraint or coercion; ii. The right to engage in research within the limitations of ones academic functions, free from any form of restraint or coercion; iii. The right to appeal for judgment to a panel of ones colleagues should one be charged with the violation of academic freedom. c. One of the obligations consequent upon academic freedom is Intellectual Honesty: i. This means the freedom to pursue and to teach the truth within ones own academic competence as one sees it and within the limits established by the Constitution of the Philippines, as well as in a manner which is not
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substantially at variance with or at least respects the purposes and objectives of the Ateneo de Davao University as a Church-related institution committed to upholding Christian faith and morals. ii. Faculty members are entitled to freedom in the classroom in the discussion of their subject, but should be careful not to introduce into their teaching matters that may have no bearing on the subject being taught. In matters of personal opinion, they must make clear to all that they do not speak for the whole institution. 4. Non-Discriminatory Clause. No faculty member shall be afforded discriminatory treatment on account of sexual orientation, creed, and civil status.
F. DISCIPLINARY ACTIONS
1. There shall be a Complaints and Grievance Committee that shall assist the Ofce of the President in the investigation and review of complaints involving erring faculty members and administrators. a. This shall be constituted by the University President at the beginning of each school year. b. This shall be composed of four (4) faculty members, two (2) of who shall be chosen by the Faculty Club and the other two (2) by the University President. c. The ex ofcio chair of this committee is the Director of Personnel. d. The power of this committee is recommendatory in nature. e. The committee shall promulgate its own rules and procedure not inconsistent with the provisions of this faculty manual. 2. The range of Disciplinary Action that can be imposed on the faculty are as follows: a. Warning By Immediate Superior b. Reprimand or Admonition c. Suspension d. Notice of Termination 3. Right to Due Process. a. The right to due process of law of parties involved as guaranteed by the Philippine Constitution, Philippine Labor Code, and the Manual of Regulation for Private Schools shall be the basis of the conduct of the proceedings. b. Denition. Due process shall be observed when a sanction is done under the authority of a law that is valid or of the Constitution itself, and after compliance with fair and reasonable methods of procedure prescribed by law. 4. Procedure. a. Due process shall be observed in all cases of disciplinary investigation. b. The right to a speedy, impartial, fair, and careful deliberation shall be observed. c. The immediate division chairperson/program director or university ofcers to whom the faculty reports shall initiate the complaints.
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d. The complaints shall be submitted to the Committee through unit head who in turn forwards expeditiously the matter to the Complaints and Grievance Committee Chair. e. In cases involving administrators, the faculty member les the complaints and submits the same directly to the Committee. f. The Committee shall conduct the necessary investigation. The concerned faculty or administrator shall be given opportunity to be heard, including the right to be informed of the nature and cause of the accusations against him in writing, including the right to answer the complaint in writing, secure the attendance of witnesses and the production of documents. g. Upon conclusion of its investigation, the Committee submits to the University President its ndings and recommendations. h. The University President communicates in writing to the concerned faculty or administrator his decision and the reason for such decision. i. Notice of termination must be given at least two months in advance of the day when the salary ceases (summer leaves pay included). j. On the basis of the grounds that the labor code and jurisprudence provide, the President may issue preventive suspension during the investigation, under terms and conditions not contrary to law. 5. Amicable Settlement. Amicable settlement shall be encouraged. This shall be the preferred measure in the settlement of the issues, disputes or grievances raised in the complaint and answer, and arising from the functions of the faculty.
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GENERAL NOTIONS ON FACULTY PROMOTIONS

The Ateneo de Davao University by its nature and structure assumes a threefold commitment to teaching, research and service within the present local, national, and international context. It is the core members of this University - its faculty - who must accept the responsibility for the achievement of the Universitys threefold goal. However, it is important to remember that it is the University that has the threefold commitment to teaching, research, and service - not necessarily each and every individual person within the academic community. Faculty members are encouraged to pursue this threefold commitment according to their competencies. For each full-time faculty member there exists a certain acceptable, yet delicate, balance of the three elements of teaching, research, and service. All faculty members are normally expected to be available for College service, but within the limitations imposed by their primary assignments, and by the extent of their school involvement as a full or part-time faculty. According to the traditional usage of the term and also the understanding of our own Statutes, administrators, as such, are not considered faculty members, unless prior to assuming ofce they were already ranked, or during their term of ofce they engage in teaching and/or research within some department or Unit of the College on a part-time basis. Although due to their non-faculty status they are not covered by rank, and consequently lie outside the scope of this report, it should be recalled here that the administrator fullls an absolutely essential role within our academic community, and yet sometimes appears to enjoy far less recognition than is actually due him/her in view of his/her personal devotion, dedication, and contribution to the life and growth of the Ateneo. Promotion in rank is not to be based on mere talent or native ability, but rather on excellence of actual performance and achievement since ones last promotion. The higher the rank, the greater the degree of excellence expected. Yet it would be a mistake to expect every faculty member to conform to the same mold, or to demand from each an identical performance; rather, each applicant is to be judged according to his/her own specic contribution made within a particular college context. The norms for promotion in rank, together with the legitimate exceptions, are stated in the Bylaws (Art, VI) and are reected in some detail under the title of Academic Responsibilities of Full-time Faculty. It is important that the applicant as well as the other evaluators clearly understand these norms so that all evaluations are uniform, and as complete and objective as possible. A clear understanding of these norms and their current interpretation in practice should be shared by the faculty at large, not only to obviate misunderstanding in particular cases, but also to exert a strong but subtle inuence on the professional growth of individual faculty members. Normally, promotions are based on ones contribution in one or more of the broad areas of teaching, research, and service.
APPENDIX 1
A. TEACHING PROFICIENCY
As an educational institution nanced in very large part by the tuition of the students, we owe it both to our students and to their parents as well that true prociency in teaching be given the
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utmost importance. It is understandable that in the case of a new faculty appointment, teaching ability may have to be presumed. However, for promotion in rank within the College faculty, it is not sufcient that teaching ability be presumed. Just as publications or college service of an applicant is not presumed unless clear evidence is presented that such exists, so also teaching prociency is to be shown by concrete evidence and the mere lack of contrary testimony in this area is not sufcient. It is therefore the responsibility of each applicant to present to colleagues with due opportunities for the latter to acquaint themselves with his/her own teaching abilities, so that they may serve as competent evaluators at the time of promotion. Each semester, Division Chairpersons/Program Directors are to visit the classes of their faculty, especially of those in the lower ranks. If due to truly exceptional reason, the Division Chairperson/Program Director is unable to visit the classes of all the members of his/her division during a given semester, it would be benecial to the individual faculty member to request a senior colleague to visit his/her classes from time to time, so that on occasion of the awarding of annual service points concrete evidence may be available in the essential area. Likewise, lay academic administrators, Division Chairpersons/Program Directors who have not yet attained the rank of full professor should remember that evidence of their own teaching prociency must be advanced and cannot be simply presumed. In judging teaching performance, account should be taken of ones total teaching load and other divisional, college, or university duties, the number of individual preparations and how often in the past this same course has been taught. A faculty member who can creditably handle an overload and a diversity of course offerings certainly gives evidence of a more ample teaching ability than one who manages with difculty a much lighter teaching load in fewer subject areas. Senior faculty members who may be more deeply involved in administration or research should nonetheless be expected to show a special prociency by reason of their command of their eld and years of teaching experience.
B. RESEARCH AND SCHOLARLY ACTIVITIES

The By-laws refer to research and scholarly activity in the following manner: Where possible, all faculty members are expected to engage to some extent in research and develop personal scholarship. Research within divisions, should, however, reinforce and vitalize teaching; it should not supersede or exclude it. On the other hand, each faculty member shares the general College responsibility for discovering and exploring new knowledge. Normally, a research contribution is not essential for promotion to the rank of Instructor. However, for promotion to all professorial ranks, scholarly contributions outside the classroom are normally expected. It is important that all concerned have a clear understanding of the intent and scope of this requirement. An important fact to bear in mind is that the Ateneo de Davao, according to the profession of its own Statutes, is a Filipino University, obliged to identify with the present society, its needs and aspirations in the social, political, economic, and spiritual sphere, committed to the task of nation-building and becoming globally competitive. In such a context, it is proper that faculty
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scholarship should direct its inquiry and its reection principally (not, however, exclusively) toward the needs and problems that extend beyond the local community. A publication of a somewhat popular nature on the basic issues involved in the current local problems, if based on serious analysis and objective scholarship, may be a contribution of real worth. May faculty members plead to be excused from all research obligations because they are engaged in full-time teaching? The Manual of Regulations for Private Schools (1970): 7th edition, paragraph 78 states: In College, the normal teaching load of a full-time instructor shall be eighteen hours a week. Granted that a scholarly monograph or recondite journal article is not demanded of the classroom instructor, it nevertheless seems reasonable that a college instructor with serious professionalism will engage in some form of academic investigation or personal scholarship that reinforces and vitalizes his/her teaching. The preparation and editing of mimeographed teaching aids, the design and construction of demonstration and laboratory apparatus, cooperating in the running workshops for updating faculty from other schools, these and a large number of other similar activities directly related to his/her specialty area can be of signicant help in reinforcing and vitalizing his/her teaching, and are therefore appropriate activity for the professional college teacher. Denition of Research. Research is perceived to be a very complicated, highly technical and scholarly endeavor that can be accomplished only by someone with extensive training and experience in research or by those with Master or Doctorate degree. The mainstream academic research puts emphasis on the application of the scientic method on the objectivity of methodologies and quantication of information; educational research is the formal scientic application of the scientic method to the study of educational problems. The goal of educational research follows from the goal of all science, namely, to explain, predict, and/or control educational phenomena. The major difference between educational research and other scientic research is the nature of the phenomena studied. Research is the formal application of the scientic method in the study of problems, i.e. 1. Educational research is the formal application of scientic method in the eld of educational problems; 2. Social research is the formal application of scientic method in the study of social problems; and 3. Science research is the formal application of scientic method in the study of science problems. The difference among the different types of researches lies only on the phenomena studied. Classication of Research by Purpose. Basic Research involves the development of theory; applied research is concerned with the application of theory to the solution of the problems; evaluation research involves decision-making regarding the relative worth of two or more alternative actions; research and development are directed at the development of effective products that can be used in the schools; and action research is concerned with immediate solutions to local problems.
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Basic vs. Applied Research. Basic research is conducted solely for the purpose of theory development and renement. It is concerned with practical applicability. Applied research is conducted for the purpose of applying, or testing theory and evaluating its usefulness in solving educational problems. Applied research is more concerned with what works best than with why. Basic research is concerned with establishing general principles; applied research is concerned with their utility. Research and Development. The major purpose of research and development efforts is not to formulate or test a theory but to develop effective products for use in schools. Products produced by research and development efforts include: teacher-training materials, learning materials (which include improvised laboratory equipment), sets of behavioral objectives, media materials, and management systems. Products are developed to meet specic needs and according to detailed specication. Once completed, products are eld-tested and revised until a pre-specied level of effectiveness is achieved. Research and development is, generally, an expensive one but it does result in quality products designed to meet educational needs. Action Research. The purpose of action research is to solve classroom problems through the application of scientic method. It is concerned with local problems and is conducted in local setting. It is concerned with whether the results are applicable/generalized to any setting and is not characterized by the same kind of control evident in other categories of research. The primary goal of action research is the solution of a given problem, not contribution to science. In the context of development however, other types of research have evolved in terms of perspectives and methodologies. This is borne out by the need to restore to the people the right to their own knowledge, experience, and traditions, empowering them along the way. Other types of researches that have evolved are a follows: 1. Participatory Action Research (PAR) It is an approach to social investigation with the full and active participation of the community concerned with the research process, a process that entails the gathering of information to be able to take action for development (Torres, in Labrador and Serra, eds. 1987). PAR is best used in researches that do not require rigid or complex instrumentation and measurements. 2. Feminist Research Feminists or those who are part of the womens movement use this form of research. The researchers use the research results in effecting social and political change in order to empower women and improve their quality of life. It is a type of research that strives for the feminist ethic of commitment and egalitarianism in contrast with the scientic ethic of detachment ad role differentiation between researchers and subjects. 3. Interdisciplinary Research It is a form of research where different disciplines address interconnected aspects of a specically dened problem/issue, bringing to bear their own theories and conceptual frameworks. 4. Transdisciplinary Research This research leads to the understanding of problems/ issues in their total context. All disciplinary insights required to dene the problem are assembled in order that a common conceptual framework leading to a greater understanding of the problem may be found.
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C. UNIVERSITY/COMMUNITY SERVICE
It is reasonably expected that apart from the hours of actual classroom teaching and the preparations immediately related to this, full-time faculty members devote their remaining time either to other scholarly activities or to University related service. 1. UNIVERSITY SERVICE Apart from actual teaching, there are certain additional services reasonably expected of every faculty member. Among these may be numbered attendance at all division meetings, reasonable cooperation in all division projects, prompt submission of examination questions and grades, and attendance at meetings, workshops, and formal functions of the entire faculty. Performance of such duties is normally expected of every faculty member. Evaluation of this area could be determinant of ones promotion. A second area of College service is available only on an invitation basis, although one is free to decline. Included here is membership in the Council of Higher Education, serving such committees as Standards, Curriculum, Admissions, Research, Library, Student Affairs Committee, Disciplinary Board, and other committees and sharing on part-time basis certain administrative posts. Many of these appointments can be quite time consuming and also require a degree of competence above the ordinary for their proper discharge. Good service in this area is certainly creditable toward advancement in rank. A third area of College service is more informal and in an almost voluntary basis. Acting as class adviser, coaching class intramural and athletics activities, directing student theatricals, moderating or cooperating in student extra-curricular activities; these and other similar activities are all time consuming and yet do make a signicant contribution to the total student development and the integral life of the college. 2. COMMUNITY SERVICE In addition to service within the University as discussed above, the By-laws also cite community service as follows: When possible faculty members should help carry out the program of community service appropriate to the Ateneo de Davao University and within its stated purposes and objectives. They are expected to represent the Institution in community projects and organizations. (Art. VII, F5, a & b) Teachers are expected to live the mission statement by active participation in the affairs of the community regardless of their specializations. Not every type of service conducted off-campus by a faculty member is to be understood as community service creditable to a promotion in rank. However, acceptable community service may also be viewed in a wider sense as any service beneting the public at large that ows from ones academic role and profession. The donation of blood to the Red Cross, for instance, does benet the public at large, but the Philosophy professor who makes such a donation hardly does it in his/her capacity as a philosopher. However, a faculty member who serves on the Board of Directors of an active professional society, attends its meetings, performs pertinent duties that are in line with his/her academic and professional role such
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as giving of public lectures in conferences and the like, renders a community service creditable for promotion. Hence, teachers whose involvement tap their academic competence regardless of their area of expertise can earn points.
D. EXCEPTIONS
Apart from the above titles of Teaching, Research, and Service, there are also certain additional requirements such as years of service in a given rank, and the possession of suitable academic degrees needed for promotion. However, the By-laws expressly state exceptions and list justifying reasons for the same. It is in this area of exceptions that great circumspection is to be employed, since legitimate exceptions may often be seen to be expressions of favoritism and partiality. 1. LENGTH OF SERVICE The By-laws make no exception for the requirements of a minimum of three (3) years of service in a lower rank before promotion to Associate Professor. It would seem better if exceptions from this service requirement are never made. There is no specied service requirement for promotion to Full Professor. However, without prejudice to those already promoted to this rank, it would seem from the general description of the qualication expected of a Full Professor that ve (5) years service as an Associate Professor normally be considered as a minimum service requirement. 2. ACADEMIC DEGREE A completed Masters degree is necessarily considered for promotion to the rank of Instructor. The Manual of Regulations for Private Schools (7th edition, paragraph 81) states that for the rank of Assistant Professor: Doctors degree preferred, but at least a Masters degree. In view of this recommendation and the opportunities available for attaining a Masters degree, it seems reasonable that no one can be promoted to the rank of Assistant Professor who does not possess a Masters degree in the eld where he/she is teaching. For the rank of Associate Professor and Full Professor, a Doctorate degree (or its recognized legitimate equivalent) is required, although exceptions are listed as the practical impossibility of attaining this degree, or exceptional professional contributions. Such a Doctorate requirement is a universal requirement throughout the academic world. N.B. The actual promotion in rank is based, apart from certain specic time and degree requirements, on the composite contribution in the three (3) areas of teaching, research, and service. The actual blend in these areas will be different for each applicant. For this reason, the applicants should rst present and evaluate their own contribution. Applicants for the higher ranks who can present no record of University/community service, or who have made no recognizable scholarly contribution to their discipline, even on a quite modest scale, should be truly an out-
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standing teacher over a rather signicant length of years to be promoted to the higher professorial ranks. When applicants for promotion feel that an exception should be made in their case regarding one or other of the requirements, they should state clearly their reasons together with their annual faculty prole and present as much supporting evidence as possible, so that their reasons may be carefully weighed by the Rank and Promotions committee.
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CODE OF ETHICS OF THE ATENEO EDUCATOR

PREAMBLE The Code of Ethics of the Ateneo Educators/Teachers is guided by the philosophy of a Catholic, Filipino and Jesuit School and the inspiration of Ignatian Spirituality. As Ateneo educators they are expected and are treated as professionals who possess dignity and reputation with high moral values as well as technical and professional competence. In the practice of their noble profession, they strictly adhere to, observe, and practice this set of ethical and moral principles, standards and values. SECTION 1 SCOPE AND LIMITATION The Philippine Constitution provides that all educational institutions shall offer quality education for all Filipino citizens, a vision that requires professionally competent teachers committed to its full realization. The Ateneo de Davao University, therefore, as a Filipino school, patterns its Code of Ethics for teachers on the provisions of the Code of Ethics for Professional Teachers, Resolution No. 435, Series of 1997. This Code of Ethics of Ateneo educators covers all full-time and part-time faculty members of the College community of the Ateneo de Davao University. The term teacher shall include all academic personnel and all other persons performing supervisory and/or administrative functions in school doing academic functions and related services, whether on full-time or part-time basis. SECTION 2: THE TEACHER AND THE ATENEO DE DAVAO UNIVERSITY 1. The Ateneo teacher shares in the teaching ministry of Christ. The teacher spends time with Him in regular prayer and prayerful discernment, and lets His wisdom animate ones teaching. 2. The Ateneo teacher shall look at teaching as both VOCATION and PROFESSION: noble, important and of great responsibility. 3. The Ateneo teacher shall remember that talents and competencies are gifts to be shared with others. 4. The Ateneo teacher shall strive for professional growth by keeping abreast of latest information and knowledge in ones specic eld of teaching, by being open to new ideas on what and how to teach, and by learning from criticism of superiors, peers and students. 5. Every Ateneo teacher or school ofcial shall actively help carry out the declared vision-mission and policies of the university, and shall commit to personally appropriate the mission and contribute to its fulllment. 6. Every teacher shall possess and actualize full commitment and devotion to duty.
APPENDIX 2
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7. An Ateneo teacher shall not engage in the promotion of any political or other partisan interest, and shall not directly, or indirectly, solicit, require, collect or receive any money, service, other valuable material from any persons or entity for such purpose. 8. An Ateneo teacher shall not use his position or ofcial authority of inuence to coerce any other person to follow any political action. 9. Every Ateneo teacher shall enjoy academic freedom and shall have the privilege of sharing the product of his/her researches and investigations. SECTION 3 THE ATENEO TEACHER AND THE COMMUNITY 1. The Ateneo teacher is a facilitator of learning and of the development of the youth; s/he shall, therefore, render the best service by providing an environment conducive to such learning and growth. The Ateneo teacher shall promote friendly relations between the school and the community. 2. Every Ateneo teacher, whenever given the opportunity, shall actively participate in community movements for moral, social, educational, economic and civic betterment. 3. Every Ateneo teacher is looked upon as an example/model for the youth and as such s/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. 4. Every Ateneo teacher shall help the school keep the people in the community, and shall, therefore, study and understand local customs and traditions in order to have a sympathetic attitude, therefore, refrain from disparaging the community. 5. Every Ateneo teacher is encouraged to welcome every opportunity to participate and extend his/her services, whenever needed, in his/her local community, and to be actively involved in matters affecting the welfare of the people. 6. Every Ateneo teacher shall maintain harmonious and pleasant personal and ofcial relations with other professionals, with government ofcials, and with the people, individually or collectively. 7. The Ateneo teacher possesses freedom to attend church and worship, as appropriate, and as a member of a Jesuit and Catholic institution, s/he is encouraged to maximize his/her position to contribute to the schools fulllment of forming men and women who will live up to the gospel values of Christ. SECTION 4 THE TEACHER AND THE PROFESSION 1. Every Ateneo teacher shall actively help insure that teaching is the noblest profession, and shall manifest genuine enthusiasm and pride in teaching as a noble calling. 2. Every Ateneo teacher shall uphold the highest possible standards of quality education, shall make the best preparation for the career of teaching, and shall be at his/her best at all times in the practice of his/her profession. 3. Every Ateneo 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/her efciency, enhance the prestige of the profession, and strengthen his/her competence, virtues, and productivity in order to be nationally and internationally competitive. 4. Every Ateneo teacher shall help, if duly authorized, to seek support for the school, but shall not make improper misrepresentations through personal advertisements and other questionable means.
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5. Every Ateneo teacher shall use the teaching profession in a manner that makes it a dignied means for earning a decent living. SECTION 5 THE TEACHER AND THE TEACHING COMMUNITY 1. Ateneo teachers shall, at all times, be imbued with the spirit of professional loyalty, mutual condence, and faith in one another, self-sacrice 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. 2. The Ateneo teacher is not entitled to claim credit for work not of his own, and shall give due credit for the work of others which s/he may use. 3. Before leaving his/her position, the Ateneo teacher shall organize and leave to his/her successor such records and other data as are necessary to carry on the work. 4. The Ateneo teacher shall hold inviolate all condential information concerning associates and the school, and shall not divulge to anyone documents which have not yet been ofcially released, or remove records from the les without ofcial permission. 5. It shall be the responsibility for every Ateneo teacher to seek correctives for what may appear to be unprofessional and unethical conduct of any associate. This may be done only if there is incontrovertible evidence for such conduct. 6. The Ateneo teacher may submit to the proper authorities any justiable criticism against an associate preferably in writing, without violating any right of the individual concerned. 7. The Ateneo teacher may apply for a vacant position for which s/he is qualied, provided that s/he respects the system of selection on the basis of merit and competence, provided further that all qualied candidates are given the opportunity to be considered. SECTION 6 THE TEACHER AND HIGHER AUTHORITIES IN THE COLLEGE 1. The Ateneo teacher shall make it his/her duty to make an honest effort to understand and support the legitimate policies of the school and administration and shall faithfully carry them out. 2. The Ateneo teacher has the right, and under circumstances also the duty, to personally participate in the ongoing improvement of the school using the channels of participation that are available to him/her such as the Faculty Club, the Academic Council, Management Council, Higher Education Council personal dialogue with administrators, etc. 3. The Ateneo teacher shall not make any false accusation or charges against others, including superiors, especially surreptitiously. However, if there are valid charges, s/he should formally present such to competent authorities. 4. The Ateneo teacher shall transact all ofcial business through channels except when special conditions warrant a different procedure, such as when reforms are advocated but are opposed by the immediate superior, in which case the teacher shall appeal directly to the appropriate higher authority. 5. The Ateneo teacher, individually or as part of a group, has a right to seek redress against injustice and discrimination and to the extent possible, shall raise his/her grievances within democratic processes. In doing so, s/he shall avoid jeopardizing the interest and the welfare of learners whose right to learn must be respected.
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6. The Ateneo teacher has a right to invoke the principle that appointments, promotions, and transfer of teachers are made only on the basis of competence-merit in the interest of the optimum service in pursuit of the university mission. 7. The Ateneo teacher who accepts a position assumes a contractual obligation to live up to his/her contract, assuming full knowledge of the employment terms and conditions. SECTION 7 SCHOOL OFFICIALS, TEACHERS AND OTHER PERSONNEL 1. School ofcials shall at times show professional courtesy, helpfulness and sympathy towards teachers and other personnel, such practices being standards of effective school supervision, dignied administration, responsible leadership and enlightened direction. 2. School ofcials, teachers, and other school personnel shall consider it their cooperative responsibility to formulate policies or introduce important changes in the system at all levels. 3. School ofcials shall encourage and attend to 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 conference and training programs. 4. No school ofcial shall dismiss or recommend for dismissal a teacher or other subordinates except for cause. 5. School authorities concerned shall ensure that Ateneo school teachers are employed in accordance with pertinent employment policies, and that they are duly qualied professional teachers. SECTION 8 THE TEACHERS AND LEARNERS 1. The Ateneo teacher has the right and duty to determine the academic marks and the promotion of learners in the subject they handle. 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 action, observing the process. 2. The Ateneo teacher shall recognize that the interest and welfare of learners are his/her rst and foremost concern, and shall handle each learner justly and impartially. 3. Under no circumstance shall an Ateneo teacher be prejudiced or discriminatory against any learner. 4. The Ateneo teacher shall not accept any favor or gift from learners, their parents or others in their behalf in exchange for requested concessions, even if deserved. 5. The Ateneo teacher shall not accept, directly or indirectly, any remuneration from tutorials other than what is provided per school policy for such service. 6. The Ateneo teacher shall base the evaluation of the learners work on merit and quality of academic performance. 7. Amorous relations between teachers and students are vehemently discouraged. In situations where such develops between teacher and learner, the Ateneo teacher shall exercise utmost professional discretion to avoid scandal, gossip, and preferential treatment of the learner. 8. The Ateneo teacher shall not inict corporal punishment on offending learners nor make deductions from their scholastic ratings as a punishment for acts which are clearly not manifestations of poor scholarship.
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9. The Ateneo teacher shall insure that conditions contributive to the maximum development of learners are adequate and shall extend needed assistance in preventing or solving learners problems and difculties. SECTION 9 THE TEACHER AND PERSONAL BUSINESS 1. The Ateneo teacher has a right to engage, directly or indirectly, in legitimate income generation, provided that it does not relate to or adversely affect his/her work. 2. The Ateneo teacher shall maintain a good reputation with respect to nancial matters such as in the settlement of his/her just debts, loans and other nancial affairs. 3. No Ateneo teacher shall act, directly or indirectly, as an agent of, or be nancially interested in, any commercial venture which furnishes textbooks and other school commodities in the purchase and disposal of which he can exercise ofcial inuence, except only when his assignment is inherently related to such purchase and disposal, provided that such shall be in accordance with existing regulations. SECTION 10 THE TEACHER AS A PERSON 1. The Ateneo teacher shall live with dignity in all places at all times. 2. The Ateneo teacher shall place a premium upon self-respect and self-discipline as principles of personal behavior in all relationships with others and in all situations. 3. The Ateneo teacher shall maintain at all times a dignied personality which could serve as model worthy of emulation by learners, peers and others. 4. The Ateneo teacher shall always recognize the Almighty God or Being as guide of his/her own destiny and of the destinies of men and nations. SECTION 11 THE ATENEO TEACHER AND THE ADMINISTRATION 1. The Ateneo teachers relationship with the administration shall be characterized by cooperation, open communication, professionalism and sense of community. 2. The Ateneo teacher shall take responsibility to be familiar with how the school organization works. Whenever consulted by the administration on matters of school importance, the Ateneo teacher shall unconditionally contribute ones best ideas. The Ateneo teacher shall accept assignments, or better, shall volunteer to serve school committees. S/he shall support and attend, whenever possible, all school functions and activities (e.g. school liturgies, convocations, annual retreats, faculty assemblies, etc.). S/he shall be punctual in submitting required reports (e.g. grades, syllabi, course outlines, etc.). 3. Results of school-sponsored research projects and any unpublished school information are Ateneo property. The teacher shall not prot from their use, unless with a formal agreement with the school. Unless otherwise authorized, the Ateneo teacher shall use school facilities or services for work purposes only. 4. The Ateneo teacher respects condentiality of records and information entrusted him/ her, even after leaving the school. SECTION 12 DISCIPLINARY ACTION 1. Any violation of any provision of this Code shall be sufcient ground for the imposition against the erring teacher of an appropriate administrative sanction and/or
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disciplinary action which may be in any of the following forms: written reminder, written reprimand, written warning, disqualication from merit, suspension, or dismissal. 2. Any administrative or disciplinary sanctions shall comply with the requirements of due process of law. Main Source: Code of Ethics for Professional Teachers, Board of Professional Teachers, Series of 1997, Republic of the Philippines. Faculty Manual, Ateneo de Naga University.
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THE TEACHERS CREED

I believe In God, the origin and the source of all wisdom and knowledge who has created every human being in His image and likeness. I believe in the capacity of the Filipino to manifest with rm resolve his deep sense of patriotism and belief in himself and in his ability to face the challenges of the future with equanimity. I believe in the potentiality of every individual, to develop to his fullest, given the right opportunity, guidance, and encouragement in an atmosphere of freedom, peace, and love. I believe in truth and justice which I should always uphold and a love for the other which I should inculcate in every pupil and student given to my care. I believe that, as a teacher, I can discharge my duties and responsibilities fully, only as my actuations are marked by integrity, emotional maturity, a high sense of morality, a deep pervasive spirituality, and a deep sense of commitment to teaching as a profession.
APPENDIX 3
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(Adapted from the AdDU College Student Handbook, 2000)
IMPLEMENTING RULES ANTI-SEXUAL HARASSMENT ACT OF 1995
APPENDIX 4
POLICY STATEMENT The College of Arts and Sciences and the School of Business and Governance of the Ateneo de Davao University believes that every member of the academic community must be treated with respect and dignity in accordance with Christian values. Sexual harassment impairs the pursuit of the ideals of the Ateneo de Davao University. The Ateneo de Davao University regards sexual harassment as unacceptable behavior, because it is a violation of the foregoing policy and of the Anti-Sexual Harassment Act of 1995. Any administrator, faculty member, or employee who engages in sexual harassment is subject to disciplinary action, which may include termination of employment. Any member of the College of Arts and Sciences and School of Business and Governance of the Ateneo de Davao University who is a victim of sexual harassment could le a complaint with the Committee on Anti-Sexual Harassment. The committee will promptly, thoroughly, and fairly investigate any complaint for sexual harassment and recommend that the appropriate action be taken as may be warranted by the circumstances. Except to the extent necessary to conduct the investigation, any complaint for sexual harassment and the investigation shall be treated as condential. Rules and Regulations Implementing the Anti-Sexual Harassment Act of 1995 Pursuant to the provision of Section 4 of Republic Act No. 7877, entitled Anti-Sexual Harassment Act of 1995, the following rules and regulations are hereby promulgated for the purpose of prescribing the proper decorum for administrators, faculty members, and employees of the College of Arts and Sciences and the School of Business and Governance of the Ateneo de Davao University and for the resolution, settlement, and disposition of cases of sexual harassment. RULE I Section 1. Denition of Terms As used in the Rules and Regulations, the following terms shall mean and be understood as indicated below: a) School of Arts and Sciences refers to the College and Graduate School of Arts and Sciences of the Ateneo de Davao University. b) School of Business and Governance refers to the College and Graduate School of Business and Governance. c) Dean refers to the Dean of the School of Arts and Sciences or the Dean of the School of Business and Governance or Dean of College of Nursing. d) Administrator refers to the Deans, the Assistant Deans, the Registrar, Ofce Directors, Division Chairpersons, or Program Directors.
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e) Faculty Member refers to any member of the Faculty of the School of Arts and Sciences and the School of Business and Governance of the Ateneo de Davao University, whether on a full-time or part-time basis, and shall include any lecturer in classes entrusted with the supervision or training of students. f) Employee refers to the employees belonging to the administrative staff of the College of Arts and Sciences and the School of Business and Governance of the Ateneo de Davao University. g) Student refers to any person ofcially enrolled in the College of Arts and Sciences or School of Business and Governance of the Ateneo de Davao University, either as a student in the regular/special course, whether on a credit or audit basis, part-time or full-time, or thesis writer. h) Applicant Employee refers to a person seeking employment in the College of Arts and Sciences or the School of Business and Governance of the Ateneo de Davao University. i) Applicant Student refers to a person seeking admission in the College of Arts and Sciences or the School of Business and Governance of the Ateneo de Davao University as a student in the regular or special courses. j) Victim refers to any administrator, faculty member, employee, applicant employee, student, or applicant student against whom an act of sexual harassment has been committed. k) Committee refers to the Committee on Anti-Sexual Harassment. RULE II: COVERAGE Section 1. Ofcials and Employees These Rules and Regulations shall apply to any administrator, faculty member, employee, or applicant employee of the College of Arts and Sciences or the School of Business and Governance of the Ateneo de Davao University who complains of or against whom a complaint for sexual harassment is led. Section 2. Students and Applicant Students These Rules and Regulations shall also apply to students and student applicants who complain of sexual harassment committed by any administrator, faculty member, or employee. Section 3. If it is the Dean who complains or against whom a complaint for sexual harassment is led, the case shall be referred to the University Committee. RULE III: SEXUAL HARASSMENT Section 1. Persons Liable Sexual harassment is committed by any administrator, faculty member, or employee to a faculty member, employee, applicant employee, student, or applicant student over whom he/she has authority, inuence, or moral ascendancy, regardless of whether or not the demand, request, or requirement for submission to any act of sexual harassment is accepted by the victim. Section 2. Other Parties Liable Any person who directs or induces another to commit any act of sexual harassment under Section 1 or who cooperates in the commission of any such act without which such act would not have been committed shall also be liable for sexual harassment.
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Section 3. Acts of Sexual Harassment in Employment Sexual harassment is committed in a work-related environment whether or not the demand, request, or requirement for submission is accepted by the victim, when: a) A sexual favor is made as a condition in hiring or in the employment, reemployment, continued employment or in granting favorable compensation, terms, conditions, promotion or privilege, and any other terms or condition of employment; b) The refusal to grant a sexual favor, demand, request, or requirement results in limiting, segregating or classifying a faculty member, employee, or applicant employee which in any way will discriminate against, deprive or diminish the employment opportunities or otherwise adversely affect the victim; c) The above acts will violate or impair the rights and privileges of the victim under existing labor laws; d) The above acts will result in an intimidating, hostile or offensive environment for the victim. Section 4. Sexual Harassment against Students and Applicant Students Sexual harassment is committed against a student or applicant student, whether or not the demand, request or requirement for submission is accepted by the victim, when: a) The act of sexual harassment is committed against one who is under the care, custody, or supervision of the offender; b) The act of sexual harassment is committed against one whose education, training, apprenticeship, or tutorship is entrusted to the offender; c) A sexual favor is made a condition for admission to the schools regular or special courses; for the giving of a passing grade, or a higher grade; for the granting of honors and scholarships; for the payment of a stipend, allowance or other benets, privileges or considerations; for the recommendation or appointment of a student as an ofcer of a student organization engaged in extracurricular activities; or for graduate studies or employment; for the approval of a thesis or the recommendation that a grade of a student be reconsidered; d) The above acts will result in an intimidating, hostile or offensive environment for the victim. Section 5. Place of Commission Sexual harassment may be committed in any work or education environment. It may include, but is not limited to, the acts of sexual harassment committed: a) within or outside the campus; b) at the school or during training-related or education-related social functions; c) in the course of work assignments or course assignments outside the campus; d) during work-related, training-related or education-related travel. RULE IV: FORMS OF SEXUAL HARASSMENT Section 1. Acts of Sexual Harassment Sexual harassment may be committed in any of the following forms: a) overt sexual advances; b) unwelcome or improper gestures of affection;
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c) request or demand for sexual favors including, but not limited to, going out on dates, outings or the like for the same purpose; d) any other act or conduct of a sexual nature or for purposes of sexual gratication which is generally annoying, disgusting or offensive to the victim. RULE V Section 1. Creation The Committee on Anti-Sexual Harassment is hereby established. Section 2. Composition The College Disciplinary Board is designated as the Committee on Anti-Sexual Harassment for cases involving students or applicant students. The Complaints and Grievance Committee is designated as the Committee on Anti-Sexual Harassment for cases involving only administrators, faculty members, employees or applicant employees. Section 3. Functions The Chair shall receive any complaint. The Committee shall investigate and hear sexual harassment cases, prepare and submit reports with corresponding recommendations for the decision of the Dean. Section 4. Other Functions The Committee shall develop and implement programs to increase understanding and awareness about sexual harassment. In addition, the Committee shall develop rules in the settlement and disposition of sexual harassment complaints, taking into consideration condentiality and respect for privacy. The Committee shall also ensure that no complainant shall be subjected to further harassment or retaliation by the respondent. RULE VI: PROCEDURE Section 1. Complaint. a) The complaint must be in writing, subscribed and sworn to by the complainant. It must contain the following: 1) the full name of the complainant; 2) the full name of the respondent; 3) a specication of the charge or charges; 4) a brief statement of the relevant and material facts. If the complaint does not comply with the foregoing, the Chair shall require the complainant to comply in writing within ten (10) days from receipt of the notice; otherwise, the complaint shall be dismissed. b) The complainant may submit any evidence he or she possesses, including afdavits of witnesses and pertinent documents. c) The Committee may require the complainant to specify the acts complained of as sexual harassment in writing within ve (5) days from receipt of the notice; otherwise, the complaint shall be dismissed.
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d) A withdrawal of the complaint made or led at any stage of the proceedings shall not preclude the Committee from proceeding with the investigation of the case. Section 2. Answer. a) The respondent shall le his or her answer personally or through legal counsel within ten (10) days from the receipt of the complaint. b) The answer shall be in writing, subscribed and sworn to by the respondent, and a copy shall be furnished the complainant. No particular form is required, but it is sufcient if the answer contains specic admission or denial of the charge or charges and a statement of the relevant facts constituting the defense of the respondent. c) The respondent may submit any evidence he or she possesses, including afdavits of witnesses and pertinent documents. d) Failure of the respondent to le an answer within the time specied in these Rules or to appear in the investigation shall be construed as a waiver of the right to present evidence in his or her behalf. On the basis of pleading and evidence submitted, the Committee shall submit its report and recommendation to the Dean. Section 3. Reply. The complainant may le a reply within ten (10) days from receipt of the answer. Section 4. Preventive Suspension. a) The Dean may suspend any respondent for not more than thirty (30) days pending an investigation, if there are strong reasons to believe that the respondent is guilty of charges, which warrant his or her dismissal from the service. b) When the case against the respondent who is under preventive suspension has not been decided within thirty (30) days after the date of suspension of the respondent, he/she may be reinstated in the service or the preventive suspension may be extended subject to the payment of salaries during such extension. Section 5. Hearing. a) After all the pleadings have been submitted, the Committee shall conduct a hearing not neither earlier than ve (5) days nor later than ten (10) days from the date of receipt of the answer or the reply, if any, and shall terminate such hearing within thirty (30) days from the ling of the charges. However, the Committee may extend the period of hearing if it deems necessary. Any member of the Committee may propound questions to the parties and their witnesses for clarication. b) Any party may avail himself/herself of the assistance of a lawyer if he or she so desires. c) No postponement shall be granted except in meritorious cases. d) The parties may be required to submit their respective memoranda within ten (10) days after the hearing of the case.
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Section 6.
Report and Recommendations. The Committee shall submit its report and recommendation to the Dean, whose decision shall be executory upon expiration of the period to appeal if no motion for reconsideration is led or no appeal is made. Administrative Penalty. Sexual harassment shall be punishable with a reprimand, suspension without pay for a maximum period of six (6) months, or dismissal, taking into consideration the seriousness of the offense in the light of the facts and circumstances of the case.
Section 7.
Section 8. Motion for Reconsideration. Either party may le a motion for reconsideration with the Dean within ten (10) days from receipt of the copy of the decision on any of the following grounds: 1) new evidence has been discovered which materially affects the decision; 2) the decision is not supported by the evidence on record; 3) the decision is contrary to law or based on a misappreciation of the facts. Section 9. Appeal. The decision of the Dean may be appealed within ten (10) days to the President of the Ateneo de Davao University, whose decision shall be nal. The period during which the motion for reconsideration is pending shall suspend the running of the period to appeal. Administrative sanctions shall not be a bar to prosecution in the proper courts for unlawful acts of sexual harassment. Section 10. Condentiality of Proceedings. The proceedings of all sexual harassment cases shall be private and condential. RULE VII: EFFECTIVITY These Rules and Regulations shall take effect upon approval by the Dean.
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THE CONSTITUTION AND BY-LAWS OF THE ATENEO DE DAVAO COLLEGE FACULTY CLUB
APPENDIX 5
ARTICLE I NAME AND ADDRESS The name of this organization shall be: Ateneo de Davao College Faculty Club (ADDCFC), with headquarters at the Ateneo de Davao College, Davao City. For practical intent and purposes, references to the Ateneo de Davao College and SBG Faculty Club may be made simply as the College and SBG Faculty Club (CFC). ARTICLE II BASIC PRINCIPLE Section I The association believes in shared interests, common responsibility and effort, and collective growth of its members, in particular, and the academic community in general. It respects individuality but is opposed to selsh individualism. Its commitment is in the promotion of a humane working environment propelled by the spirit of justice, excellence, and concern for others. ARTICLE III OBJECTIVES 1. To facilitate the realization of Ateneo de Davao Universitys vision-mission in the context of the teaching apostolate. 2. To broaden and enhance the professional competence, social and political outlook, and spiritual of the members. 3. To secure and promote the economic welfare and security of the members. 4. To seek and sustain support of the administration in the implementation and updating of the faculty manual. 5. To be represented in any activity involving the college and SBG faculty. 6. To promote a healthy relationship between and among the faculty and other sectors within and outside the university. ARTICLE IV MEMBERSHIP AND DUTIES Section 1. Membership shall be required upon appointment to a teaching job in the college and shall be determined from year to year. Section 2. Payment of membership fees shall commence upon appointment and shall be automatically deducted from the members payroll. Section 3. The duties of the members shall be: a) To attend all general and special meetings of the faculty club. b) To participate in the election of ofcers. c) To be actively involved in all activities initiated and sponsored by the faculty club.
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Section 4. Membership in this club shall terminate automatically: a) Upon separation from the roll of the faculty of the Ateneo de Davao College and SBG. b) Upon expulsion in accordance with the provisions of this constitution. Section 5. Any member who shall be found guilty of any infraction or violation of existing provisions of the constitution and faculty manual will be disqualied to run for any ofce. Section 6. Any member who occupies an administrative position shall be disqualied to run for any ofce. Faculty members holding administrative positions can be considered as members upon approval of the board. ARTICLE V ELECTION Section 1. The elective ofcers of the club shall be (a) president, (b) vice-president, (c) secretary, (d) treasurer, (e) auditor, (f) PRO, and (g) division representatives. The outgoing president will be an ex-ofcio member of the board. Section 2. Election of ofcers shall be done by secret ballot and candidates for such ofces receiving the highest number of votes shall be declared elected. Their respective divisions will elect liaison ofcers. Such election shall be done within the week after the election of ofcers. Section 3. Election of ofcers shall be held within the last month of the school year and elected ofcers shall assume ofce on the rst day of the rst semester of the following school year. ARTICLE VI POWERS AND DUTIES OF THE BOARD Section 1. a) b) c) d) The duties of the president shall be: to hold over-all executive power; to call and preside over the meetings of the faculty club; to appoint the committee chairs; to represent the faculty club in all activities and meetings requiring such representation; e) to sign all documents and contracts in behalf of the association; and f) to perform such other duties and functions which may be required by the association.
Section 2. The duties of the Vice-President shall be: a) to perform and assume the duties and functions of the President in case the President is unable to perform his/her duties; b) to head the membership committee; c) to perform such other duties and functions which may be required by the faculty club; and d) to act as manager of the Faculty Lounge. Section 3. The duties of the Secretary shall be: a) to record the minutes of the meetings; b) to act as custodian of the ofcial records of the association; c) to keep a roll of all the members of the association; and
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d) to serve as an ex-ofcio member of the membership committee. Section 4. The duties of the Treasurer shall be: a) to collect annual membership dues and other fees required by the members of the faculty club; and b) to keep a proper accounting of all money received and expended. Section 5. The duties of the Auditor shall be: a) to audit all nancial transactions of the faculty club. Section 6. The duties of the Press Relation Ofcer of the Club shall be: a) to inform the campus community and the community at-large of signicant activities of the faculty club; and b) to acquaint the faculty of outside events and activities that may be of interest to the faculty club. Section 7. The duties of the Division Representatives shall be: a) to represent members in their respective divisions/departments on matters involving the interest of the same; b) to inform the members of their respective divisions/departments of issues, decisions and activities of the association; and c) to perform such other duties and functions as may be required by the association. Section 8. The duties of the Committee Chair are: a) to conduct such business as may be mandated to them by the Executive Council; and b) to submit to the Executive Council regular reports on their conduct of business. ARTICLE VII MEETINGS Section 1. month. The regular monthly meeting of the board shall be every rst Saturday of the
Section 2. Special meetings will be called as need arises. Any member who so wishes may require the President to call for special meetings. ARTICLE VIII FUNDS Section 1. The funds of the faculty club shall be deposited in the bank designated and authorized by the faculty board. Section 2. All expenditures must be approved by the President and if necessary in consultation with the ofcers of the association. Section 3. Only the Treasurer and in his/her absence, the President, is authorized to withdraw money from the bank.
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ARTICLE IX REMOVAL FROM OFFICE AND EXPULSION Section 1. A complaint led against any member of the board shall be done in formal writing on any of the following grounds: dishonesty, neglect of duty, incompetence, usurpation of powers, grave public misconduct, and gross violation of the Constitution and By-Laws. Upon acceptance of the complaint, the secretary shall submit the same to the President who in turn will call a special meeting to deliberate on the merits of the case. A majority vote of lack of condence is sufcient to remove said ofcer from ofce. The removal of the division representatives from ofce shall follow the same procedure as the elected ofcers. Section 2. Accused ofcers or members have the right to be heard and to be defended by any member or members, ofcers or ofcers, who may volunteer or agree to help them. Section 3. Expulsion from membership and/or removal from ofce shall be effective only during the school year when such expulsion and/or removal took place and shall in no way ban such member or ofcer from future membership and from running for ofce in the succeeding years. ARTICLE X FILLING UP OF VACANCIES Section 1. In the event of temporary incapacity, the President appoints. If the vacancy is the presidency, a special assembly should be called for. If the vacancy is with the other ofcers, the board can decide. Incapacity is a temporary inability to hold ofce due to sickness and leave of absence while vacancy refers to permanent disability to render functions by virtue of death, retirement, resignation, etc. ARTICLE XI CONSTITUTIONAL COMMITTEES Section 1. The Membership Committee shall be composed of the vice-president as the presiding ofcer, the secretary and division representatives. Section 2. The principal function of the Membership Committee shall be to deliberate on expulsion cases brought to their attention. Section 3. Other committees may be formed at the instance of any members and upon the approval of the body by a vote of simple majority. ARTICLE XII BY-LAWS Section 1. General Assembly
a. The general assembly shall be called at the start of the school year and before the end of the school year. b. Forty percent (40%) of the members shall constitute a quorum. c. A vote of simple majority of the quorum shall be necessary to approve any resolution. d. The order of business in any regular meeting shall be: 1. Invocation 2. Roll call
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3. Declaration of quorum 4. Reading and approval of minutes of previous meetings. 5. Business arising from the previous meeting 6. Reports 7. New business 8. Adjournment e. The order of the business in any meeting shall be in accordance with the purpose and agenda of the meeting. f. The general assembly at the end of the school year shall include the election of ofcers. ARTICLE XIII AMENDMENTS Section 1. Any amendment to, or revision of this constitution may be proposed by any member of the association in writing and submitted to the board for deliberation and appropriate action. Section 2. Any amendment to a revision of this constitution shall be valid when ratied by a vote of 2/3 of the total members. ARTICLE XIV ADOPTION AND EFFECTIVITY Section 1. This Constitution shall become effective immediately upon ratication of 2/3 of the votes of the founding members

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Faculty Manual 2005 Edition

UNIVERSITY VISION, MISSION, AND GOALS

Ateneo de Davao University

Faculty Manual 2005 Edition

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B. SCHOOL OF BUSINESS AND GOVERNANCE

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CENTRAL UNIVERSITY ADMINISTRATION

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THE UNIVERSITY ACADEMIC AND ADMINISTRATIVE UNITS

A. SCHOOL OF ARTS AND SCIENCES

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B. SCHOOL OF BUSINESS AND GOVERNANCE

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