Faculty Manual - MDC

1
Faculty Manual
2010 Edition
1|M D C F a c u l t y M a n u a l 2 0 1 0 E d i t i o n
TABLE OF CONTENTS
Article I: About MDC Article II: College Governance Article III: THE FACULTY: General Responsibilities Article IV: Faculty Qualifications, Appointments, Status Article V: Faculty Rank and Promotion Article VI: Teaching Load Article VII: Compensation Article VIII: Hiring Procedures Article IX: Benefits Program Article X: Awards and Honors Article XI: Academic Freedom Article XII: Faculty Discipline Article XIII: Termination from Service Article XIV: Employee and Management Grievance Procedure Article XV: Use of College Facilities Article XVI: Amendment Article XVII: Repealing Clause Article XVIII: Effectivity College Directory MDC Hymn MDC Supplication Prayer Code of Ethics for Professional Teachers
3 7 13 14 18 37 38 39 40 47 48 49 56 58 59 59 59 60 61 62 62 63
ARTICLE I About MDC

Section 1. History of Manila Doctors College Founded and formally inaugurated during the 19th anniversary celebration of the Manila Doctors Hospital (MDH) in 1975 and first known as the MDH School of Nursing, the Manila Doctors College was originally located at the fourth floor of the MDH along United Nations Avenue. Some of its founding members include Dr. Ambrosio Tangco, Dr. Gonzalo F. Austria, Dr. Fidel Estrada, Dr. Jose Villanueva and other members of the Board of Directors of the Hospital. Among the pioneers who charted its initial direction was Mrs. Cristeta T. Patajo, the first principal, and her assistant Mrs. Velma Iigo. Initially offering a three-year graduate nursing course, the first batch of 154 freshmen qualified from about 500 applicants. Out of this number, 130 qualified for the sophomore year. In 1978, the first batch of the Schools selective retention policy took the Nursing Licensure Examination (NLE), in which one of the graduates landed in 8th place. In the same year, a permit was granted to offer the four-year Bachelor of Science in Nursing and the four-year Bachelor of Science in Liberal Arts by the then Department of Education, Culture and Sports (DECS). The School marked a major milestone in its history when the Metrobank Foundation, Inc. acquired control of the Manila Medical Services, Inc. in February 1979. With the takeover, a new set of hospital directors was elected, headed by Dr. George S.K. Ty as Chairman and Mr. Edgardo Espiritu as President. The School, as a result, saw prompt expansion and development. A new, three-storey facility was constructed to house more classrooms, laboratories and administrative offices at MDH. On February 14, 1980, the status College was granted as a reflection of its varied course offerings, which included BS in Nursing, now under the College of Nursing, as well as BS in Psychology and BS in Zoology, now under the College of Arts and Sciences. The latter also offered a two-year certificate course in Pulmonary Therapy. In a study conducted by the Board of Nursing of the Professional Regulation Commission (PRC) in 1991, the College ranked 22nd out of 156 nursing schools in terms of passing percentage in the NLE for a five-year period covering 1987-1991. The same study ranked the College 8th among 11 Class A nursing schools in the National Capital Region (NCR). In October 1993, the Manila Doctors College was registered as a non-stock corporation with the Securities and Exchange Commission (SEC). Two years later, the Nursing program was accorded Level I Accreditation by the Federation of Accrediting Agencies of the Philippines by virtue of the authority granted by the then DECS, having satisfactorily met the standards of the Philippine Accrediting Association of School, Colleges, and Universities (PAASCU). In December 1998, the PRC recognized the College as 10th among nursing schools nationwide. In addition, the College proved the quality of its graduates when it ranked 20th in a report published by the PRC based on the board performance of 95 nursing schools in the Philippines with 100-999 examinees during a five-year period covering 1994-1998, garnering an average passing rate of 90%.
The PAASCU conducted a second consultancy visit in 1999, during which the College administration was particularly cited for its support for the acquisition of masters degree by the faculty. In April 2002, the College formally earned a Level II Accreditation. The beginnings of a boom in nursing education forced the College to plan for an expansion. As a newly organized management prepared for the influx of students, efforts were conscientiously taken to maintain the quality of education. As enrollment steadily grew, the College adhered to academic standards imposed by both private accrediting bodies and concerned government agencies. As a result, the Commission on Higher Education (CHED) granted full Deregulated Status to the College in October 2003, in the midst of the implementation of institutional expansion and curricular enhancement activities. In 2004, the College inaugurated its new campus along President Diosdado Macapagal Boulevard in Pasay City, in response to a continuing increase in enrollment. A year later the Doa TyTana Tower was built. The new seven-storey facility was inaugurated during the Colleges 30th anniversary celebration. Aside from addressing a worldwide surge in demand for nurses, the new campus embodies the Colleges objective to help promote quality education in the profession. With modern laboratories and a full range of other facilities, the spacious, Mediterranean-inspired campus provides a most conducive atmosphere for learning. For more than three decades, the Manila Doctors College has been carrying on a tradition of academic excellence, establishing it as one of the countrys leading nursing education institutions. Over the years, the College has adopted new techniques and approaches in instruction to enhance teaching-learning effectiveness. The excellent work of its competent and highly qualified corps of teachers, coupled with the advantage in clinical training offered by the Manila Doctors Hospital as the Colleges base hospital, once more came to the fore when the graduates of Class 2006 placed 5th and 8th in the NLE. The outstanding performance of its graduates also landed the College in 5th place among nursing schools in Metro Manila, and 10th nationwide. In June 2007, MDC posted a 95% passing rate in the NLE, with three of its graduates placing in the top 10. In June 2008, MDC ranked 1st nationwide among schools with more than 500 examinees, with its 85% passing rate. Again, another alumna placed in the top 10. And in 2009, based on a study conducted by the Commission on Higher Education (CHED), MDC placed 3rd in NCR and 11th nationwide among nursing schools based on a five-year board performance. In 2010, CHED ranked MDC 3rd among nursing schools with more than 1000 examinees based on the performance in the 2009 NLE. Having carved its niche in the nursing education sector, MDC now positions itself as a provider of high quality education in the Philippines. In addition to nursing, MDC also offers Psychology and certificate course in caregiving, short courses in foreign language and culinary arts. It continues to offer new academic programs like the BS in Holistic Nutrition with Culinary Arts in 2008, the first of its kind in the Philippines and BS Hotel and Restaurant Management (2009), and BS Information Technology (2010).
Presidents: Mr. Edgardo B. Espiritu Mr. Jose G. Araullo Dr. Placido L. Mapa, Jr. Mr. Aniceto M. Sobrepea Mrs. Theresita O. Turla Section 2. Vision and Mission Statements We envision MDC to be a model institution of higher learning in health and other disciplines, a center of total human development founded on the culture of excellence and nurturance. As a reflection of this vision, our mission statement embodies our commitment to: 1. Provide holistic formation of the individual by harnessing his/her optimum potential, utilizing a broad range of knowledge from various behavioral, social and natural sciences and other professional courses. 2. Direct student programs, services and activities toward achieving professional excellence that meets the national and global standard for health care and other disciplines. 3. Establish a financially viable educational institution. 4. Maintain a system of governance that promotes the corporate values of participative management, multidisciplinary partnering, dynamic teamwork and open communication conducive to personal well being, professional growth and development. 5. Enhance social responsibility as a way of life. Section 3. Philosophy and Objectives We believe that MAN is a unique rational, biopsychosocio-spritual being who relates with his family, group and community constantly. In the process, he exchanges energies with his environment as he purposefully adapts both internally and externally to various socio-cultural, and political stressors that impinge on his being. HE lives in a spiritual, cultural and social environment that is continuously changing, and as he evolves through various stages of growth and development within his life cycle, he aims to maintain a meaningful equilibrium and exerts effort to sustain and maintain a quality of life that is in keeping with the values, beliefs, and practices of the Filipino people. HEALTH is a dynamic state of well-being in which man constantly strives to attain and maintain optimum level of functioning.
1979 1989 1990 1992 1993 2003 2004 2008 2008 present
EDUCATION is an active, well-planned teaching-learning process which aims to effect a change in the behavior of learners by utilizing multi-dimensional approaches and strategies to produce a healthy citizenry imbued with moral integrity, and a sense of justice and equality. NURSING is an art and an evolving science, which focuses on the caring aspect of the individual, family, and community. The health care professional possesses desirable attitudes, is equipped with knowledge from various disciplines and assumes various roles and responsibilities in order to adapt to the needs of those whom he serves, utilizing scientific, assertive, critical thinking processes towards better client care. As an academic institution of higher learning that adheres to those philosophical tenets, the Manila Doctors College aims to: 1. Provide students with a broad and liberal education in forming biopsychosocial and spiritually-inclined human beings. 2. Discover and develop potentials and capacities of students for professional competence. 3. Guide students toward the attainment of personal goals anchored on a spirit of concern for others. 4. Prepare students to function as worthy and self reliant individuals responsive to the needs of the society. Section 4. The 6 Cs: The Educational Thrusts of the Manila Doctors College True to its vision to be an institution of higher learning in health and other disciplines and center of total human development founded on the culture of excellence and nurturance, MDC provides programs, services, and facilities that prepare students to become globally-competitive professionals. Thus, the educational thrusts of MDC revolve around six core qualities that make an MDC graduate stand out from the rest of the field, anywhere in the world. Caring Competent Committed Creative Culture Adaptive Competitive Advantage Section 5. Statement of Commitment We dedicate ourselves to the service of the MDC community. With a deep sense of commitment, we pledge to effectively perform our roles, duties and responsibilities and uphold the values of patriotism, human respect and dignity as we interact and respond to the needs of the individual, the family, the community and society as a whole, while bearing witness to the vision and
mission of the College. Thus, it is our desire to share, nurture and promote the sciences, both sacred and civil, imbibe and nourish a high regard for truth, excellence and beauty and make use of our resources in shaping the future.
ARTICLE II College Governance

Section 1. The Board of Trustees The corporate powers of the College shall be exercised, its business conducted, and its properties controlled by the Board of Trustees. The Board of Trustees is the highest authority of Manila Doctors College. It is composed of five or more members who are elected yearly by and from among the members of the corporation. This governing Board is the policy making body, headed by the Chairman who is elected by the members. The Board of Trustees meets regularly or on special meetings which may be convened for specific purposes. A record of the minutes of the meetings is kept in a permanent file by the Corporate Secretary. Section 2. The Executive Committee The Executive Committee serves as the advisory group to the President. a. It reviews and approves programs/plans/project proposals recommended by the Management Committee. b. It reviews and approves priority thrusts and budgetary allocations recommended by the Management Committee. c. It reviews and approves policies and guidelines recommended by the Management Committee. d. It reviews and approves recommendations submitted by the Management Committee on issues or problems of institutional concerns.
Section 3. The Management Committee
The Management Committee assists the President in the conceptualization of the Colleges institutional programs, plans and activities. a. It develops and recommends programs and plans submitted by the different units. b. It develops and recommends priority thrusts and budgetary allocations. c. It develops and recommends policies and guidelines. d. It manages issues or problems of institutional concern.
Section 4. Table of Organization The College is composed of four (4) major directorates, namely: Academic Directorate Students Affairs Directorate Administrative Directorate Finance Directorate Two (2) units, Treasury Department and Materials Management Department are directly under the Office of the President; while four (4) are under the Office of the Executive Vice-President, i.e., Human Resources Office, External Affairs Office, Community Extension Office and Development Office.
Board of Trustees and Advisers Office of the President

Office of the Executive Vice President
Executive Committee
Management Committee
Academic Directorate
College of Nursing
Finance Directorate
Accounting Department
Administrative Directorate
Information Technology Department
Student Affairs Directorate

Student Discipline Department
Student Welfare and Development Department
Materials Management Department
Treasury Department Human Resources Office Development Office
College of Arts and Sciences College Registrar
Support Services Department
Safety and Facilities Management Department
Scholarships Department
Guidance and Testing Department
College Library
External Affairs Office

Community Extension Office
Research and Publication Department
Quality Assurance Department
MDC Table of Organization
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MANILA DOCTORS COLLEGE Office of the President
Office of the President
Materials Management Department
Purchasing Section
Bookstore Section
Treasury Department
Supplies Section
Cashiering Section
Billing and Collection Section Investments and Borrowing Section Disbursements Section
Office of the President
MANILA DOCTORS COLLEGE

Human Resources Office

Recruitment and Employee Relations Section
Development Office
Institutional Communications Section
External Affairs Office

Marketing and Promotions Section
Career Placement and Alumni Affairs Section
Community Extension Office
Records Management Section
Institutional Planning Section
Organizational Development and Training Section
Office of the Executive Vice-President
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MANILA DOCTORS COLLEGE Academic Directorate
Academic Directorate College of Nursing
College of Arts and Sciences
College Library
Technical Services Section Information Services Section Readers Services Section Instructional Section
College Registrar
Admissions Section
Research and Publication Department
Quality Assurance Department
Research Section
Evaluation Section
Publication Section
Records Section
Liaison Section
Academic Directorate
College of Nursing
College Dean
College Secretary
Academic Coordinator
RLE Coordinator
Level Coordinators
Research Coordinator
Team Leaders
Faculty
College of Nursing
10 | M D C F a c u l t y M a n u a l 2 0 1 0 E d i t i o n
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College Dean
College Secretary
Academic Coordinator
Program Heads / Department Chairs
Faculty
Humanities Department Languages Department Chemistry and Life Sciences Department Mathematics, Physics and Computer Department Psychology Department Holistic Nutrition with Culinary Arts Department Hotel and Restaurant Management Department Information Technology Department
MANILA DOCTORS COLLEGE Finance Directorate

Finance Directorate
Accounting Department
General Accounts Section
Budget Section
Payroll Section
Systems and Control Section
Finance Directorate
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MANILA DOCTORS COLLEGE Administrative Directorate
Information Technology Department
Support Services Department
Safety and Facilities Management Department
Systems and Development Section
Health Services Section
Database and Network Management Section
Systems Administration and Internet Section
Maintenance Section
MANILA DOCTORS COLLEGE Student Affairs Directorate

Student Discipline Department
Student Welfare and Development Department
Guidance and Testing Department Guidance and Counseling Section Testing Section
Scholarships Department
Student Welfare Section

Student Development Section
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ARTICLE III THE FACULTY: General Responsibilities

Section 1. Introduction The primary responsibility of a faculty member is to facilitate the acquisition of desirable attitudes, knowledge and skills necessary to help students perform the duties and responsibilities in their chosen career through critical thinking. The faculty member inculcates values in students while developing their competence in accordance with the vision, mission and objectives of the College. Section 2. Personal, Professional Growth and Development The faculty member assumes primary responsibility in maintaining and sustaining individual professional advancement. Faculty members are expected to participate or recommend participation in seminars, workshop and training programs, continuing education and in-service training programs, to engage in personal and/or graduate studies or any activity which promotes the profession, their discipline and/or related areas, as well as membership in religious, socio-civic and cultural organizations. 2.1 Teacher's Personality The teacher's personality plays a vital role in enhancing learning. Hence, the following are expected: a. proper attire and grooming; b. poise and confidence; c. refinement in language, conduct and behavior; d. sound human relations with supervisors, peers, students, parents and other members of the Manila Doctors College community. 2.2 Instructional Functions
Learning is facilitated through quality instruction. To achieve this, the faculty member is expected to: a. demonstrate mastery of the subject matter; b. exhibit a good command of English as the medium of instruction, except for language subjects; c. employ appropriate teaching methodologies and strategies; d. prepare and update syllabi and course guides; e. produce and utilize instructional materials and multi-sensory f. conduct classes in a conscientious manner by: regular and punctual attendance in class maximum utilization of class hours promotion of active class participation effective supervision of class activities preparation and administration of valid and reliable examinations , evaluative techniques provision of a classroom environment conducive to learning
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Section 3. Research A faculty member is expected to conduct and/or participate in research activities which may take any of the following forms: basic and/or applied research, acceptable investigation, surveys, analysis, articles, or papers for local and international conferences, materials development and publication of books and/or researches based on their specific field or specialization. Hence, s/he is expected to be actively involved as: a. Researcher in his/her area of specialization; b. Member of the College Research Committee; c. Adviser of student research groups; d. Panelist in proposal or final defense presentation Section 4. Community Services Faculty members are encouraged to participate in community service projects and may be asked to represent MDC in community projects and organizations. It is the responsibility of the faculty member to actively participate in the community extension services by: a. Rendering actual service to the community; b. Motivating and providing adequate opportunities for students for community extension services as a curricular requirement and co/extra-curricular activities. Section 5. Other Teaching-Related Functions In addition to actual classroom teaching, the faculty member is expected to: a. Prepare instructional plans, materials and evaluation tools; b. Act as adviser and moderator of students' curricular, co-curricular and extra-curricular activities; c. Assist in the registration process during the enrollment period d. Endeavor to achieve professional growth and development through; Attendance in seminar-workshops, lectures, conferences and convocations Membership in professional and socio-civic organizations Enrollment in graduate and post-graduate studies Educational tours and travels
ARTICLE IV Faculty Qualifications, Appointments and Status

Section 1. Faculty Qualification 1.1 College of Nursing Consistent with the mandate of Commission on Higher Education (CHED) Memorandum Order No.14 S. 2009, MDC requires that any faculty member hired in the College of Nursing must meet the following minimum qualifications/requirements:
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For faculty members teaching professional courses a. Registered nurse in the Philippines with current and valid Philippine Regulation Commission (PRC) ID; b. Holder of a Master's Degree in Nursing (MAN/MN/MSN), Education or other allied medical and health sciences conferred by a college duly recognized by the CHED; c. Must have at least one (1) year of clinical practice; d. Member of accredited professional nursing organization of good standing; e. Filipino citizen For faculty members teaching other courses: a. At least a masters degree holder of other allied medical and health sciences as specified under Section 4.3 of CMO 14 S. 2009 for those teaching health science courses; b. At least a masters degree holder in their area of specialization for faculty members teaching general education courses 1.2 College of Arts and Sciences The minimum academic qualifications of a faculty member in the College of Arts and Sciences shall be as follows: a. Holder of a masters degree, to teach mainly in his major field and where applicable, a holder of appropriate professional license requiring at least a bachelors degree for the professional courses. The College may, however, require higher qualifications as it may deem necessary. 1.3 DOLE-DECS-CHED-TESDA ORDER 1 S. 1996 Teaching or academic personnel who do not meet the minimum academic qualifications shall not acquire tenure or regular status. The school may terminate their services when a qualified teacher becomes available. Section 2. Employment Status 2.1 Contractual Employment (Part-Time or Full-Time) An academic teaching personnel who does not possess the minimum academic qualifications prescribed under Article IV Sec. 1 shall be considered as a contractual employee regardless of whether s/he has a full load or not, and therefore, cannot avail of the status and privileges of probationary employment. A contractual employee cannot acquire regular or permanent status, and hence, may be terminated when a qualified teacher becomes available. (Sec. 117, MORPHE) Faculty members covered by this provision shall be issued a fixed-term employment which shall remain valid and effective during the semester it was issued. Such appointment shall be renewed on a semestral basis subject to the favorable recommendation of the Committee on Faculty Ranking and Promotions (CFRP) of the College.
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Guest lecturers, professorial lecturers and substitute faculty members are also covered by this provision. 2.2 Probationary Employment A newly-hired faculty member who possesses the minimum academic qualifications prescribed by CHED and MDC, and who is given a full-time teaching load shall be given a probationary employment status. The probationary employment of academic teaching personnel shall not be more than a period of six (6) consecutive semesters. (Sec. 117, MORPHE) 2.3 Regular or Permanent Employment A full-time faculty member carrying a load of eighteen (18) units or more, who has satisfactorily completed six (6) consecutive academic semesters, and who possesses the minimum academic qualifications required by CHED and MDC, shall acquire regular or permanent status if s/he is re-hired or appointed immediately after the end of his/her probationary employment. However, a regular or permanent academic teaching personnel who requests a teaching load equivalent to a part-time load, shall be considered resigned, and hence, may forfeit his/her regular or permanent status at the discretion of the College and shall thereby be covered by a term of a contract employment. (Sec. 118, MORPHE) A faculty member receiving a permanent appointment shall also mean to refer to a regular or tenured faculty member. Section 3. Evaluation of Teaching Competence For purposes of acquiring tenure, a probationary faculty member shall be subject to a performance evaluation under the following guidelines. S/he must obtain a satisfactory rating of 85% average in six (6) semesters. (Refer to Article V, Sections 8 and 12) 1. A Performance Evaluation shall be conducted every semester starting at the end of the midterm period. The evaluation rating of a faculty member is the weighted average of the evaluations made by the Dean or College Secretary, Academic Coordinator or Related Learning Experience (RLE) Coordinator, Level Coordinator/Program Head/Department Chairman, peer group and students covering the areas of pedagogical effectiveness and efficiency. The distribution shall be as follows: a. b. c. d. e. Students Evaluation Evaluation by the Dean or College Secretary Evaluation by Academic or RLE Coordinator Peer Evaluation Level Coordinator/Program Head/ Department Chairman 30% 15% 25% 10% 20% 100%
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Section 4. Faculty Status 4.1 Full-time Faculty Member A full-time faculty or academic personnel is one who carries an actual teaching load of not less than 18 units per semester or its equivalent, and who meets all the following requirements: 1. Possesses at least the minimum academic qualifications prescribed by the Manual of Regulations for Private Higher Education (MORPHE) for academic personnel, of MDC and those prescribed by CHED; 2. Is paid monthly or hourly, based on the regular teaching load as provided for in the policies, rules and standards of CHED and MDC; 3. Devotes not less than eight (8) hours of work a day to the school; 4. Does not have other remunerative occupation elsewhere requiring regular hours of work, except when permitted by MDC; and 5. Is not teaching full-time in any other educational institution. All teaching personnel who do not meet the foregoing qualifications are considered part-time. All faculty members or academic personnel, who are, at the same time, holding positions in the government, whether appointive or elective, shall also be considered part-time. (Section 36, MORPHE) 4.2 Part-time Faculty Member A part-time faculty member is one who carries an actual teaching load of not more than 12 units per semester or its equivalent in MDC, subject to the exception as provided for under Article VI Sec. 3 of this Manual. Consistent with existing laws and jurisprudence on the matter, a part-time faculty member does not acquire tenure. His/her appointment shall be on a semester-to-semester basis. 4.3 Substitute Faculty Member A substitute faculty member is a person who takes the place of a faculty member who is on leave due to sickness, education, vacation and other leave duly-approved by MDC, for a particular duration. A substitute faculty member does not acquire tenure. 4.4 Lecturer A lecturer is one who is hired on a semester-to-semester basis to assume teaching duties on highly-specialized courses where s/he has specialized qualifications and experience. Section 5. Conversion of Status 5.1 A part-time faculty member may seek for the conversion of his/her status to full-time, subject to the guidelines and approval of the Committee on Faculty Ranking and Promotion. 5.2 Consistent with the provision of the MORPHE, a regular or permanent academic teaching personnel who requests a teaching load equivalent to a part-time load, shall be considered resigned,
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and hence, may forfeit his/her regular or permanent status.
ARTICLE V Faculty Rank and Promotion

Section 1. Introduction Within the broad mission of MDC, both the Colleges of Nursing and Arts and Sciences have specific commitments to outreach missions, research and instruction. Successful pursuit of these commitments require that MDC pursues and encourages the development of outstanding faculty, particularly their excellence in teaching, accomplishments in research, creative activity, service to the College and community as well. Recognizing that its faculty members are one of MDCs most valuable resources in realizing its service goals, the College institutionalized its promotion system in recognition of the faculty commitment to its vision and mission and, at the same time, giving them due career distinction as a result of obtaining meritorious feat in their performance evaluation. Thus, a Committee specifically tasked to implement the promotion scheme of the College has been established and specific guidelines and criteria were drawn up to clearly direct the academic community on how to obtain promotion and consequently, strive for excellence. Section 2. Committee on Faculty Ranking and Promotion (CFRP) The Committee on Faculty Ranking and Promotion (CFRP) was established to provide a fair and objective review of faculty evaluation for purposes of ranking and promotion. The Committee is composed of seven (7) members namely: Chairman Members : : Academic Director Dean, College of Nursing Dean, College of Arts & Sciences Head, Human Resources Office College Secretary, CON College Secretary, CAS Finance Director
Section 3. Functions of the CFRP The following are the functions of the Committee: 1. To assign the initial rank of a new faculty member based on report and recommendation by the College Secretary as endorsed by the College Dean; 2. To examine evaluation reports submitted for review; to revise, if needed, whatever rating made therein; to decide the final rating and to determine the status of a faculty, and review with regard to his/her faculty rank;
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3. To make and to revise its own rules and regulations governing its internal operations by manner of voting, conduct of meetings, record keeping, communications, etc. provided that such rules and regulations shall not be contrary to the provisions of the guidelines and to policies, rules and regulations of the College; 4. To recommend to the President changes to the provisions of the guidelines on Academic Evaluation and on system of ranking and promotion, as well as those names who were determined by the CFRP as eligible for promotion. Section 4. Duties of the Chairman The duties of the Chairman of CFRP are as follows: 1. To preside in all meetings of the Committee; 2. To schedule meetings and to set agenda thereto; 3. To be responsible in informing all concerned officers about the decisions made by the Committee; 4. To be responsible in initiating and coordinating the semestral faculty evaluation; 5. To take charge of the secretariat of the Committee and to keep and maintain records of faculty members in connection with the work of the Committee; 6. To submit to the President a semestral report about the activities and work of the Committee; 7. To inform the Deans of the Colleges regularly of the names of faculty members who were promoted during a given school year. Section 5. Definition Promotion is the movement of a faculty member from one rank or level to another based not only on educational qualifications, but on his/her overall performance evaluation (training, teaching performance, professional and scholarly works, service to institution and community and tenure). Section 6. Procedure on Faculty Promotion 1. Promotion may be applied for at anytime. However, a faculty member can only be promoted once in a school year. Application forms are available at the Human Resource Office (HRO). 2. During the school year, a faculty member may update his/her records, indicating his/her current academic records (units earned, seminars conducted/attended, publications, research work and professional involvement). The same must be submitted to the immediate superior for endorsement to the CFRP, together with the endorsement of the Dean of his/her College. 3. Upon receipt of the above by the CFRP, it shall be deliberated by the Committee en banc during their regular session and shall put into writing its recommendations. 4. The recommendation shall then be submitted to the President for final approval. Should the faculty merit promotion, it shall become effective upon receipt of complete records by the HRO.
20 Procedure on Faculty Promotion

Faculty secures / provides all necessary documents.
Fill out the Promotion Worksheet available at the HRO.
Secure Performance Rating from the Deans Office.
Submit the accomplished form to the College Secretary.
NO
Secure endorsement from the Dean.
YES NO
Forward to the HRO for validation.
YES
HRO endorses the application to the CFRP.
NO
CFRP recommends approval.
YES
HRO prepares appointment papers.
Presidents approval.
HRO sends a copy of the appointment to the teacher concerned, College and Academic Director.
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Section 7. Ranking of Faculty Members Based on the records submitted by the HRO to the CFRP, all faculty members are classified according to rank and status as follows: 7.1 According to Rank Instructor 1 Instructor 2 Instructor 3 Instructor 4 Assistant Professor 1 Assistant Professor 2 Assistant Professor 3 Assistant Professor 4 Associate Professor 1 Associate Professor 2 Associate Professor 3 Associate Professor 4 Professor 1 Professor 2 Professor 3 Professor 4 7.2 According to Status Refer to Article IV Sec. 2. Section 8. Performance Evaluation 8.1 Evaluation Criteria The evaluation rating of a faculty member is the weighted average of the evaluations made by the Dean or College Secretary, Academic or RLE Coordinator, Level Coordinator/Program Head/Department Chairman, peer group, and students covering the areas of pedagogical effectiveness and efficiency. Observation shall be done singly, and not by group, by any of the evaluators. The distribution shall be as follows: a. b. c. d. e. Students Evaluation Evaluation by the Dean or College Secretary Evaluation by Academic or RLE Coordinator Peer Evaluation Level Coordinator/Program Head/ Department Chairman 30% 15% 25% 10% 20% 100% Deans or College Secretarys Evaluation. The Dean or College Secretary may conduct, announced or unannounced, classroom observations at any time during a
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given semester, but not during scheduled examination days. However, unannounced observations shall be limited to once a semester. S/he is expected to observe the teachers at least once a year. Academic or RLE Coordinator, Program Head/Level Coordinator/Department Chairmans Evaluation. These persons are responsible for initiating the evaluation of teachers. They may conduct announced, or not more than two (2) unannounced, classroom observations. They are responsible in assigning points regarding academic and professional preparation, pedagogical and professional experience, productive scholarship, professional growth and outstanding accomplishments. Peer Group Evaluation. The Level Coordinator/ Program Head/Department Chairman shall organize a peer group evaluation system which shall provide opportunity for the teacher to be evaluated in actual classroom teaching by at least two (2) full-time faculty members whose ranks are higher than or equivalent to the rank of the teacher being observed, and preferably in line with the area of specialization. They shall observe individually in actual classroom setting from beginning to end of the class at least once a semester. It must be done outside the class schedule of the evaluators. Student Evaluation. Student evaluation shall be conducted at least once a semester after the midterm examination. It shall be conducted in all classes by the Guidance and Testing Department, and results submitted to the Office of the Academic Director. Section 9. Guidelines for Faculty Promotion Faculty promotion is based on five (5) factors namely: a. Academic Preparation and Training refers to the educational qualification of the faculty member. If masters/doctoral degree is within the field of specialization, faculty receives full credit points as indicated in the faculty promotion tool. If masters/doctoral degree is outside the field of specialization, faculty receives the lower credit points as indicated in the faculty promotion tool. Graduate diploma in any form is not credited for promotion. For units earned in doctorate program related to the area of specialization, one (1) point for every 3-unit subject shall be credited but not to exceed 20 points. An additional five (5) points shall be given upon passing the graduate program comprehensive exam of the doctorate program. Pursuant to CMO 28 S. 2001, the following courses are equivalent to masters degree with corresponding license: Bachelor of Laws, Doctor of Medicine, Doctor of Veterinary Medicine, and Doctor of Dentistry. This shall be applicable only to the faculty of College of Arts and Sciences. The College of Nursing should follow the CMO 14, S. 2009. Post graduate degrees should be acquired from reputable academic institutions, which fall under the following categories:
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i. ii. iii.
iv.
School is under deregulated or autonomous status. Program is at least Level II Accredited, Center of Excellence (COE), Center of Development (COD). Degree is not acquired through distance education, distance learning, online and/or modular type of instruction. The proximity and location of the delivering school during the time of enrollment is subject to the deliberation of the Committee.
a.1 Licensure Faculty member whose bachelor degree has a board examination should submit an updated license. Faculty member whose bachelor course does not have a licensure examination may opt to take the Licensure Exam for Teachers (LET) for purposes of acquiring credit points. Should the faculty member acquire two (2) or more licenses, e.g. CPA and LET passer, the faculty member shall receive the maximum number of points as indicated in the faculty promotion tool. Faculty members under the College of Nursing should obtain the required professional license upon hiring. b. Teaching Performance refers to the overall performance evaluation of the faculty member as evaluated by the students (per semester basis); at least two (2) peers; Dean or College Secretary; Academic or RLE Coordinator; and Level Coordinator/Program Head/Department Chairman. If there is a difference of at least 10 points from any of the evaluation of the Dean/College Secretary, Academic/RLE Coordinators, Level Coordinator/Program Head/Department Chairman, peers and students, a re-evaluation must be conducted. Attendance and work attitude should be part of the faculty performance. Faculty members who went on a one (1) year leave of absence can apply for promotion after a semester upon his/her return. Absences should not exceed 20% of the paid hours in a particular subject per section in a semester. c. Professional and Scholarly Activities refers to the continuing professional development of the faculty determined through development of course materials, e.g. syllabus revision, development of course outline, module preparation, evaluation of instructional materials, research through published or unpublished, publication of books, modules, manuals, or journals; service to the profession through participation in seminars, workshops, symposia or convention as speaker or as participant, and affiliation in professional organization as officer or as member.
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Certification from immediate superior and sample output of course materials are documents to be attached to the promotion sheet. Research conducted may be published (if through an outside publisher) or unpublished. d. Service to the Institution and Community refers to the participation of the faculty member in the institutional and/or departmental activities, or community extension programs . e. Years of Teaching Experience refers to the actual number of teaching years rendered by the faculty determined from the first day of employment excluding any approved leave of absence for at least three (3) months. f. Additional Points In recognition of the social and/or national contribution of a faculty member, the points under this section are given as additional credits and not integrated in the entire evaluation scheme, provided that such award or recognition was acquired from reputable award giving institutions such as, but is not limited to, Metrobank Foundation, Inc., JCI Philippines, Ramon Magsaysay Award Foundation, Archdiocese of Manila. The distribution of points for each factor in the different levels is as follows: Factors I. Academic Preparation and Training II. Teaching Performance III. Professional and Scholarly Activities IV. Service to Institution and Community V. Years of Teaching Experience TOTAL Section 10. Effectivity of Promotion 1. In general, effectivity of promotion shall be on a semestral basis. Official documents relative to promotion should be submitted within two (2) months after the start of the semester in order to be qualified for promotion within the semester. No promotion shall take effect during the summer period. 2. The validity of all evaluations by Dean or College Secretary, Academic or RLE Coordinator, Program Head/Level Coordinator/Department Chairman, peers and students, is good for one (1) year. Points Percentage 80 80 100 80 60 400 20 20 25 20 15 100
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Section 11. Promotion Matrix For a faculty member to be promoted, s/he must meet the requirements as indicated in the following matrices: RANK Instructor 1 Instructor 2 Instructor 3 Instructor 4 Assistant Professor 1 Assistant Professor 2 Assistant Professor 3 Assistant Professor 4 Associate Professor 1 Associate Professor 2 Associate Professor 3 Associate Professor 4 Professor 1 Professor 2 Professor 3 Professor 4 DEGREE Masters Degree Masters Degree Masters Degree Masters Degree Masters Degree Masters Degree Masters Degree TEACHING PERFORMANCE Satisfactory Satisfactory At least 3 years Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory At least 4 to 6 years 81 - 103 104 - 126 127 - 149 150 - 172 YEARS OF SERVICE POINTS EARNED 35 - 57 58 - 80
173 - 195
Masters Degree
Satisfactory 196 - 218
Ph.D. Units Ph.D. Units Passed the Comprehensive Exam. Defended Dissertation Proposal Ph.D. Degree Ph.D. Degree Ph.D. Degree Ph.D. Degree
Very Satisfactory Very Satisfactory At least 7 to 9 years
219 - 241
242 - 264
Very Satisfactory
265 - 287 Very Satisfactory Excellent Excellent Excellent Excellent At least 9 years and above 288 - 310 311 - 333 334 - 356 357 - 379 380 - 400
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Section 12. Promotion Worksheet As faculty member, s/he is empowered to determine his/her eligibility for promotion. This can be done by using the Faculty Promotion Worksheet.
Name of Faculty: College: Items I. Academic Preparation and Training (80 pts. or 20%) a. Master's Degree (Area of Specialization) b. Master's Degree (Outside of Specialization ) c. Doctorate Degree (Area of Specialization) d. Doctorate Degree (Outside of Specialization) e. Doctoral Units (Area of Specialization : 1 point for every 3 units earned but not to exceed 20 points) (Passed the Comprehensive Exam : additional 5 points) f. Licensure Examination Passed (Board/Bar) II. Teaching Performance (80 pts. or 20%) a. Students' Evaluation (30%) b. Evaluation by the Dean or College Secretary (15%) c. Evaluation by the Academic or RLE Coordinator (25%) d. Level Coordinator/Program Head/Department Chairman (20%) e. Peer Evaluation (10%) III. Professional and Scholarly Activities (100 pts. or 25%) 3.1 Development of curriculum materials to enhance teaching a. Individual (25 pts.) b. Co-Author (max 10 pts.) 3.2 Research a. Published Author (35 pts.) Co-Author (max of 30 pts.) b. Unpublished Author (25 pts.) Co-Author (max of 20 pts.) 3.3 Publication (Author: 25 pts.; Co-Author: max of 20 pts) a. Books b. Modules c. Manuals d. Journals Year of Entry to MDC: _______ Present Rank: ______________ Maximum Points 80 pts. 25 15 45 30 10 Points Earned
10 80 pts. 24 12 20 16 8 100 pts. 25
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Max of 25
27 3.4 Service to the profession a. Participation in seminars, workshops, symposia, etc. * As speaker, international (15 pts.) * As speaker, local (10 pts.) * As participant, international (10 pts.) * As participant, local (max 8 pts.) b. Affiliation with professional organization (10 pts.) whichever is higher * As officer, international (10 pts.) * As officer, local (8 pts.) * As member, international (8 pts.) * As member, local (5 pts.) IV. Service to Institution and Community (80 pts. or 20%) 4.1 Service to the College a. Faculty Advisership and Consultation (20 pts.) b. Committee Affiliation * As organizer/officer (10 pts.) * As member/participant (5 pts.) 4.2 Community Service a. Active participation in CEO activities (15 pts.) (based on the points provided by CEO) V. Years of Teaching Experience (60 pts. or 15%) 5 points for every year of continuous service at MDC Additional Points (not to exceed 75 points) 1. Academic and Professional Awards 2. Other Awards and Citations TOTAL Prepared and Submitted by: _______________________ Name of Faculty/Date Verified/Checked by: _____________________ College Secretary/Date FOR HR OFFICE USE ONLY Qualified for promotion to the rank of ___________________________________ Rate sheet returned due to _________________________________________ 15
80 pts.
60 pts.
400 pts. Endorsed to HRO ___________________ Dean of College/Date
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Section 13.Additional Guidelines in the Application for Promotion 1. A faculty member may apply for promotion if s/he has met the following requirements: a. S/he has obtained a cumulative average rating of at least 85.0% for the past two (2) semesters in the Teaching Performance Evaluation. b. Has submitted himself/herself for an interview with the CFRP. c. Has not been subjected to any administrative action involving unethical or unprofessional behavior or conduct. d. Has submitted all the required documents for promotion, specifically diploma and transcript of records. 2. Guest lecturers/guest instructors (preceptors)/substitutes/professorial lecturers who are hired on a contractual basis with fixed-term appointment/contract, are not eligible for a permanent status, and are not entitled to promotion. They are to submit the following requirements: Curriculum Vitae Transcript of Records/Diploma SSS, Tax Identification and PAG-IBIG numbers 1 pc. 2x2 colored photo (white background) Residence Certificate Licensure ID issued by PRC Permit/Authority to teach (for government employees and part-time faculty members only). 3. Retired faculty members may be re-hired on a contractual basis only and shall not be eligible for permanency. 4. Faculty members who have tendered their resignation, and who have been separated from the College but would like to return to teaching in the College shall be considered as new hirees provided they have masters degree, and shall undergo the usual process of hiring. 5. A change of status from part-time to full-time of any faculty member, who is more than 50 years old and has served for less than six (6) years, is not allowed. 6. A change of status from full-time to part-time is highly discouraged. However, if granted, a faculty member cannot revert back to full-time status. 7. A full-time faculty member who will be given less than 18 units due to reasons that cannot be attributed to him/her shall not lose his/her full-time status. 8. The faculty members who accept teaching loads outside their mother department are considered as guest faculty members of the auxiliary department. They carry the rank and status obtained from their mother department which would be the basis for their
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appointment and promotion. The rate, however, shall be based on the auxiliary departments prevailing rate. 9. The faculty members with teaching assignments outside of their mother department shall submit only one (1) promotion sheet covering their mother department. 10. The faculty members shall be notified by their immediate superior of the schedule of interview for re-appointment or permanency. Failure to appear before the CFRP Panel on the scheduled date would mean non-renewal of appointment/contract.
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Section 14.Breakdown of Points (Transmutation) TEACHING PERFORMANCE = 80 PTS. STUDENTS EVALUATION = 24

RATING INTERPRETATION 5.0 Excellent 4.9 Excellent 23 4.8 Excellent 4.7 Excellent 22 4.6 Excellent 4.5 Very Satisfactory 21 4.4 Very Satisfactory 20 4.3 Very Satisfactory 19 4.2 Very Satisfactory 4.1 Very Satisfactory 18 4.0 Very Satisfactory 3.9 Very Satisfactory 17 3.8 Very Satisfactory 3.7 Very Satisfactory 16 3.6 Very Satisfactory 15 3.5 Satisfactory 3.4 Satisfactory 14 3.3 Satisfactory 3.2 Satisfactory 13 3.1 Satisfactory 3.0 Satisfactory 12 2.9 Satisfactory 2.8 Satisfactory 11 2.7 Satisfactory 10 2.6 Satisfactory 2.5 Fair 9 2.4 Fair 2.3 Fair 8 2.2 Fair 2.1 Fair 7 2.0 Fair 6 1.9 Fair 1.8 Fair 5 1.7 Fair 1.6 Fair 4 1.5 Poor 1.4 Poor 3 1.3 Poor 1.2 Poor 2 1.1 Poor 1 1.0 Poor (Legend: below 1.5 = Poor; 1.6-2.5 Fair; 2.6-3.5 Satisfactory; 3.6-4.5 Very Satisfactory; 4.6-5 Excellent) POINTS 24
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EVALUATION BY THE DEAN / COLLEGE SECRETARY = 12

RATING INTERPRETATION 5.0 Excellent 4.9 Excellent 12 4.8 Excellent 4.7 Excellent 4.6 Excellent 4.5 Very Satisfactory 11 4.4 Very Satisfactory 4.3 Very Satisfactory 4.2 Very Satisfactory 4.1 Very Satisfactory 10 4.0 Very Satisfactory 3.9 Very Satisfactory 3.8 Very Satisfactory 9 3.7 Very Satisfactory 3.6 Very Satisfactory 3.5 Satisfactory 8 3.4 Satisfactory 3.3 Satisfactory 3.2 Satisfactory 3.1 Satisfactory 7 3.0 Satisfactory 2.9 Satisfactory 2.8 Satisfactory 2.7 Satisfactory 6 2.6 Satisfactory 2.5 Fair 2.4 Fair 5 2.3 Fair 2.2 Fair 2.1 Fair 2.0 Fair 4 1.9 Fair 1.8 Fair 1.7 Fair 3 1.6 Fair 1.5 Poor 1.4 Poor 2 1.3 Poor 1.2 Poor 1 1.1 Poor 1.0 Poor (Legend: below 1.5 = Poor; 1.6-2.5 Fair; 2.6-3.5 Satisfactory; 3.6-4.5 Very Satisfactory; 4.6-5 Excellent) POINTS
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EVALUATION BY THE OVERALL COORDINATOR (ACAD/RLE) = 20

RATING INTERPRETATION 5.0 Excellent 4.9 Excellent 19 4.8 Excellent 4.7 Excellent 4.6 Excellent 18 4.5 Very Satisfactory 17 4.4 Very Satisfactory 4.3 Very Satisfactory 16 4.2 Very Satisfactory 4.1 Very Satisfactory 4.0 Very Satisfactory 15 3.9 Very Satisfactory 3.8 Very Satisfactory 14 3.7 Very Satisfactory 3.6 Very Satisfactory 3.5 Satisfactory 13 3.4 Satisfactory 12 3.3 Satisfactory 3.2 Satisfactory 11 3.1 Satisfactory 3.0 Satisfactory 2.9 Satisfactory 10 2.8 Satisfactory 9 2.7 Satisfactory 2.6 Satisfactory 8 2.5 Fair 2.4 Fair 2.3 Fair 7 2.2 Fair 6 2.1 Fair 2.0 Fair 5 1.9 Fair 1.8 Fair 1.7 Fair 4 1.6 Fair 1.5 Poor 3 1.4 Poor 1.3 Poor 2 1.2 Poor 1.1 Poor 1 1.0 Poor (Legend: below 1.5 = Poor; 1.6-2.5 Fair; 2.6-3.5 Satisfactory; 3.6-4.5 Very Satisfactory; 4.6-5 Excellent) POINTS 20
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PEER EVALUATION = 8
RATING INTERPRETATION 5.0 Excellent 4.9 Excellent 8 4.8 Excellent 4.7 Excellent 4.6 Excellent 4.5 Very Satisfactory 4.4 Very Satisfactory 7 4.3 Very Satisfactory 4.2 Very Satisfactory 4.1 Very Satisfactory 4.0 Very Satisfactory 3.9 Very Satisfactory 6 3.8 Very Satisfactory 3.7 Very Satisfactory 3.6 Very Satisfactory 3.5 Satisfactory 3.4 Satisfactory 5 3.3 Satisfactory 3.2 Satisfactory 3.1 Satisfactory 3.0 Satisfactory 2.9 Satisfactory 4 2.8 Satisfactory 2.7 Satisfactory 2.6 Satisfactory 2.5 Fair 2.4 Fair 3 2.3 Fair 2.2 Fair 2.1 Fair 2.0 Fair 2 1.9 Fair 1.8 Fair 1.7 Fair 1.6 Fair 1.5 Poor 1.4 Poor 1 1.3 Poor 1.2 Poor 1.1 Poor 1.0 Poor (Legend: below 1.5 = Poor; 1.6-2.5 Fair; 2.6-3.5 Satisfactory; 3.6-4.5 Very Satisfactory; 4.6-5 Excellent) POINTS
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LEVEL COORDINATOR/DEPARTMENT CHAIRMAN/PROGRAM HEAD = 16

RATING INTERPRETATION 5.0 Excellent 4.9 Excellent 15 4.8 Excellent 4.7 Excellent 4.6 Excellent 14 4.5 Very Satisfactory 4.4 Very Satisfactory 4.3 Very Satisfactory 13 4.2 Very Satisfactory 4.1 Very Satisfactory 4.0 Very Satisfactory 12 3.9 Very Satisfactory 3.8 Very Satisfactory 11 3.7 Very Satisfactory 3.6 Very Satisfactory 3.5 Satisfactory 10 3.4 Satisfactory 3.3 Satisfactory 3.2 Satisfactory 9 3.1 Satisfactory 3.0 Satisfactory 2.9 Satisfactory 8 2.8 Satisfactory 2.7 Satisfactory 7 2.6 Satisfactory 2.5 Fair 2.4 Fair 6 2.3 Fair 2.2 Fair 2.1 Fair 5 2.0 Fair 1.9 Fair 1.8 Fair 4 1.7 Fair 1.6 Fair 3 1.5 Poor 1.4 Poor 1.3 Poor 2 1.2 Poor 1.1 Poor 1 1.0 Poor (Legend: below 1.5 = Poor; 1.6-2.5 Fair; 2.6-3.5 Satisfactory; 3.6-4.5 Very Satisfactory; 4.6-5 Excellent) POINTS 16
Note: From the interpretation in the third column, it is possible that the same points will be obtained but different interpretations. What is to be followed is the adjectival rating found below the table for each key area (see the legend).
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14.1 Over-all Breakdown of Points (Transmutation) TEACHING PERFORMANCE = 80 PTS. STUDENTS EVALUATION EVALUATION BY THE DEAN/COLLEGE SECRETARY EVALUATION BY THE OVERALL COORDINATOR (ACAD/RLE) PEER EVALUATION LEVEL COORDINATOR/DEPARTMENT CHAIRMAN/PROGRAM HEAD
POINTS 80 79 78 77 76 75 74 73 72 71 70 79 78 77 76 75 74 73 72 71 70 69 68 67 66 65 74 63 62 61 60 59 58 57 56 55 54 RATING 5.0 4.9 4.8 4.7 4.6 4.5 4.4 4.3 4.2 4.1 4.0 3.9 3.8 3.7 3.6 3.5 3.4 3.3 3.2
= 24 = 12 = 20 =8 = 16
INTERPRETATION Excellent Excellent Excellent Excellent Excellent Excellent Excellent Excellent Excellent Excellent Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Very Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory
36 53 52 51 50 49 48 47 46 45 44 43 42 41 40 39 38 37 36 35 34 33 32 31 30 29 28 27 26 25 24 23 22 21 20 19 18 17 16 15 14 13 12 11 and below Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Satisfactory Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Fair Poor Poor Poor Poor Poor Poor Poor Poor Poor Poor
3.1 3.0 2.9 2.8 2.7 2.6 2.5 2.4 2.3 2.2 2.1 2.0 1.9 1.8 1.7 1.6 1.5 1.4 1.3 1.2 1.1 1.0
(Legend: below 1.5 = Poor; 1.6-2.5 Fair; 2.6-3.5 Satisfactory; 3.6-4.5 Very Satisfactory; 4.6-5 Excellent)
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ARTICLE VI Teaching Load

Section 1. To the extent possible, faculty members shall be given teaching assignments which are aligned or parallel to their academic specialization. Section 2. Full-Time Load 2.1 Subject to Sec. 4 of this Article, the regular teaching load of full-time academic personnel shall, in no case, exceed 24 units or its equivalent per semester. 2.2. For the College of Nursing, however, the following shall consist the full load of its faculty members under CMO 14 s. of 2009:
a. Full-time faculty members may carry a combined RLE and teaching load of not more than
36 units per semester, which includes consultation hours and other activities related to RLE instruction, research and extension services. One (1) hour of RLE supervision is equivalent to one (1) unit credit. Section 3. Part-Time Load 3.1 Part-time load shall consist of not more than 12units or its equivalent per semester. 3.2 For the College of Nursing, a part-time faculty member employed full-time elsewhere may carry a teaching load of not more than nine (9) units in all the school in which s/he teaches. Section 4. Overload In meritorious cases, whenever warranted by the circumstances, a faculty member, except of the College of Nursing, may be given an additional load (overload) of not more than six (units) or equivalent subject, based on the guidelines that the Academic Director may issue on the matter. Section 5. Load Assignment 5.1 The following are the guidelines established with respect to the order of precedence in the distribution of loads and assignments: 1st Priority 2nd Priority 3rd priority - Permanent faculty members - Probationary faculty members - Contractual faculty members
Notwithstanding the preceding order of priority, nothing shall prevent the College from deviating from the same taking into account relevant, transparent and non-discriminatory criteria such as seniority, specialization, etc.)
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5.2 A full-time faculty member shall be assigned a minimum teaching load of 18 units and a maximum of 24 units or its equivalent; and 36 units inclusive of RLE for the College of Nursing. Section 6. Deloading 6.1 Load assignment of a full-time faculty member may be reduced below the minimum in any of the following circumstances: a. Currently in research work or scholarship b. Undertaking special administrative assignments or exceptionally heavy committee assignments c. Shortfall in student enrollment d. As a result of disciplinary sanction e. Failing health of the faculty member as duly certified by the College physician 6.2 In the implementation of load reduction below the minimum by reason of which are paragraph a, b and c, prior approval from the Academic Director shall be required. 6.3 A faculty member affected by deloading shall be duly-notified in writing two (2) weeks prior to the start of the semester. 6.4 Upon the cessation of the ground for deloading, the faculty member shall be restored to his/her original load entitlement. 6.5 A faculty member who has been deloaded on the basis of any of the grounds above-cited shall not lose his/her full-time status. Section 7. In the event that substitute loads are to be distributed within an ongoing semester, regular faculty members shall have priority to assume the loads over probationary faculty members. In no case, however, shall a faculty member be given more than six (6) units of substitute loads.
ARTICLE VII Compensation

Section 1. MDC shall provide a compensation policy where compensation ranges should be graded, taking into account the performance, merit and differences in the qualifications and responsibilities of the various positions and ranks. Section 2. The compensation of faculty members shall be based on their actual teaching load/contact teaching hours computed in accordance with their teaching rate per unit.
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Section 3. The rate of compensation for the faculty members shall be in accordance with the scale to be determined by the Committee on Faculty Ranking and Promotion subject to the approval of the President and the Executive Committee. Section 4. Compensation for additional assignments given to faculty members shall be subject to the determination of the Finance Director and approval of the President upon the recommendation of the Academic and Administrative Directors. ARTICLE VIII Hiring Procedures Section 1. Recruitment of Academic Personnel 1.1 Policy on Recruitment Manpower requirements and job replacement for academic personnel shall be filled up only when the request has been duly approved by the President through the recommendation of the Academic Director. Section 2. Procedure for Hiring a. The Dean shall submit a letter of request to the President through the Academic Director, justifying the need to hire additional academic personnel. b. If the request is approved, the Academic Director shall forward the request to the HRO for recruitment. c. The Level Coordinator/Program Head/Department Chair shall conduct a preliminary interview, and evaluation of the applicants teaching demonstration skills. d. The Level Coordinator/Program Head/Department Chair after conducting preliminary interview and evaluation of demo skills shall recommend the applicant to the College Secretary for screening of the other documents. e. The applicant shall be forwarded to the HRO for the schedule of psychological testing and conduct of character reference checks. f. The exam result shall be forwarded to the Dean for interview. g. Applicant who passes the interview by the Dean shall be referred to the Academic Director for final interview. h. Academic Director shall endorse the qualified applicant to the HRO for complete physical examination. i. The applicant who has completed all the pre-employment requirements shall be required to attend the orientation to be conducted by the HRO. j. HRO shall prepare the contract appointment which must be signed by both the President and the selected applicant.
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Section 3. Hiring of academic personnel for placement shall be based on the following: a. Academic Preparation b. Experience c. Efficiency d. Productivity and Scholarship e. Character and Personality / Community Involvement Section 4. Applications shall be addressed to the College Deans. 4.1 Applicants shall fill out the Application Form and must attach the following supporting documents: a. Letter of Application/ Resume with (2) recent passport size photos b. Transcript of Records/Diploma c. Letters of Recommendation from present and previous employers d. NBI and police clearance e. Other supporting documents as required by the HRO ARTICLE IX Benefits Program Section 1. Vacation Leave 1.1 The Management shall give regular employees, with at least one (1) year to four (4) years of continuous service, 15 days of leave credits in one (1) year and 17 days of leave credits for those permanent employees who have rendered more than four (4) years of continuous service. 1.2 These leave credits may be used by the employee to cover foreseen/scheduled absences due to reasons other than sickness. 1.3 Absences in excess of the accumulated vacation leave credits shall be deducted from the employee's salary. 1.4 Vacation leave shall be subject to prior approval. Vacation leave application shall be approved at least one (1) working day before the scheduled leave. Failure to seek prior approval shall mean unexcused absence, hence, without pay and subject to disciplinary action. 1.5 Vacation leave credit is available immediately upon start of regular employment with the College. The faculty member earns a 1.25 days vacation leave for every month of actual service with full pay. 1.6 Vacation leave is credited to the employee next working day following the month the leave credit was earned. If a paid holiday falls during an employee's vacation period, the
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employee's vacation leave balances to be adjusted accordingly. 1.7 Vacation leave credit accrues to regular employees who are on vacation, sick, emergency, maternity, and paternity leaves. Vacation leave credits do not accrue during period of suspension and leave without pay. 1.8 Vacation leave credits are not accumulated because any unused leave credits is forfeited at the end of the year but paid upon separation from the College in form of leave conversions. Section 2. Sick Leave 2.1 The Management shall give all regular employees, with at least one (1) year to four (4) years of service a sick leave, 15 days with pay and 17 days for those who have served for more than four (4) years. 2.2 "Reported sick" notices must be submitted on the first day of illness and not later than the first hour from the start of the working day on which the employee should have worked. Failure to notify shall mean unexcused absence, hence, without pay and subject to disciplinary action. 2.3 Should the employee's sickness continue in excess of three (3) days, a corresponding medical certificate shall be required. 2.4 In cases where prolonged medical intervention is necessary, the employee shall submit his/her leave application with medical certificate. 2.5 Sick leave credits are available to all regular employees immediately upon the start of regular employment with the College. He/she earns a 1.25 days sick leave for every month of actual service with full pay. 2.6 Sick leave is credited to all employees on the next working day following the month the leave credit was earned. If a paid holiday falls during an employees vacation period, the employee's sick leave balance is to be adjusted accordingly. 2.7 Sick leave credit accrues to regular employees who are on vacation, sick, emergency, maternity, and paternity leaves. Sick leave credits do not accrue during periods of suspension and leave without pay. 2.8 Sick leave credits are accumulated up to 30 days before payment. Any unused leave credit in excess of 30 days is paid with its cash equivalent at the end of the year. Upon separation from the College, unused leave credit including the 30 days fund will be paid to the employees. Section 3.Maternity Leave 3.1 All female employees with at least four (4) months of service shall be entitled to maternity leave of 60 days of normal delivery or miscarriage or 78 days in case of caesarian delivery.
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3.2 To be entitled to maternity benefit, employee should be an SSS member and has submitted the maternity notification to the Finance Directorate. 3.3 The SSS monetary benefit shall be paid in advance by the College, 10 days prior to the expected date of delivery. 3.4 Upon returning to work, the employee shall submit the birth certificate of the new born child. In cases of miscarriage or unintentional abortion, a death or medical certificate duly-signed by the attending physician or midwife, showing the actual date of childbirth, miscarriage or unintentional abortion, should be submitted. Section 4.Paternity Leave 4.1 The College grants seven (7)-day paternity leave to legally-married male employees for the first four (4) deliveries of employee's lawful wife. 4.2 This leave may be granted only to employees with official status as married, and has a copy of Marriage Certificate. 4.3 Prior application is not required in case of miscarriage.
4.4 This leave is not convertible to cash.
Section 5.Solo Parent Leave 5.1 A solo parent employee shall be entitled to a solo parent leave of seven (7) working days every year. Section 6. Bereavement Leave 6.1 Upon application, the Management shall grant bereavement leave of five (5) days in addition to employee's normal vacation leave for the death of direct dependent/s namely: for unmarried employees, direct dependent/s shall refer to their parent/s, brother/s or sister/s. For married employees, direct dependent/s shall refer to husband/wife, children, parent/s. Section 7. Educational Leave 7.1 A permanent employee who has rendered at least five (5) years of continuous service to the College shall be entitled to a study leave without pay of not more than six (6) months. 7.2 Study leave may be availed of permanent employees who are completing their graduate or post-graduate studies. 7.3 Such leave of absence shall be considered for restoration of work assignment, seniority and retirement but not for promotion. 7.4 This benefit may be availed only once, subject to pre-determined budget and available
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slots. Section 8. Educational Benefits for Employee Dependents 8.1 A permanent married employee shall be entitled to the following educational benefits for his/her dependents: First two (2) children: 100 % exemption from tuition fees only Next two (2) children: 75% exemption from tuition fees only 8.2 For regular single employee, s/he can have one (1) sibling or one (1) legally-adopted child as a beneficiary of a full exemption on tuition fees only. Section 9. Health Card 9.1 All regular employees shall be enrolled with the Colleges third party healthcare provider. This covers shall qualified check-ups, hospitalizations, and other medical procedures, which shall be shouldered by the College through the provider. Section 10. Medicine Allowance 10.1 All regular employees are entitled to medicine allowance worth three thousand pesos (P3,000.00) per year. Section 11. Uniform Allowance 11.1 All regular employees are entitled to uniforms worth five thousand pesos (P5,000.00) per year. Any excess due to the additional order, higher costs. etc shall be charged to the employee. Section 12. Salary Loan Program 12.1 The following are the eligible employees for the salary loan program:
a. Regular faculty members b. Probationary faculty with at least one (1) year tenure as a probationary faculty c. Contractual full-time faculty with at least two (2) years continuous tenure
12.2 Loans of a and b above are payable in 24 equal semi-monthly installments (one year) while loans of c will only be allowed at the beginning of the semester and payable in 10 equal semi-monthly installments (five months). 12.3 Allowable reasons, qualified beneficiaries, required documents and employee type who can avail are summarized in the following table:
44 Nature 1. Hospitalization Coverage Documentary Qualified Employee a&b
Hospital expenses in Medical certificate from excess of the amount hospital or hospital bills covered by the hospitalization package (Intellicare) for: - Employee - Spouse - Children below 21 years old fully dependent on employee for financial support - Parents (for single employees only) Tuition fee employee of the School assessment matriculation form School assessment or Matriculation form or
2. Education a. For Employee
a, b, & c
b. For dependents
3.Damage to property
Tuition fee of employees: - legitimate children - siblings (for single employees only maximum of one (1) sibling only) Damage to employees property brought about by fire, typhoon or natural calamities
a&b
4.Funeral
Certificate of damage made through an affidavit executed by a DSSD representative in the area of the Brgy. Captain Funeral expenses of Death Certificate spouse, children, siblings and parents
a&b
a&b
12.4 An employee can only act as surety twice at the same time. A co-maker is not precluded from applying for a loan himself/herself. For added security, the following matrix for guarantors (co-makers) will apply:
Loans below P 25,000.00-P 50,000.00 Above P 50,000.00 P 25,000.00 Option 1 - Two (2) Cs Option 1 Three (3) Cs Option 1 Three (3) Bs Option 2 - One (1) Bs Option 2 Two (2) Cs Option 2 Two (2) As Option 3 - One (1) As Option 3 One (1) A Option 4 Two (2) Cs and One (1) B Legend: A Unit Heads/Deans/Directors B Coordinators/Program Heads/Department Chairs C Regular Rank & File, Regular or Probationary Faculty Member (with at least one (1) year of continuous service)
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12.5 The rights and interest of the borrowing employee to any gratuities, bonuses, cash conversion or accrued leave credits or any amount due from the College shall be withheld to off-set his/her outstanding loan at the time of resignation or termination of his/her services. 12.6 If a co-maker resigns, the borrower should replace him/her immediately. A revised promissory note shall have to be submitted with the new co-maker signing in. 12.7 A Salary Loan Application Form (SLAF) indicating the name, contact number, address. position/designation and date hired of both borrower and co-maker shall be provided by the HRO. 12.8 A Promissory Note (PN) as required under R.A. 3765, Truth in Lending Act, shall also be provided by the HRO. The PN must be signed by the borrower, co-maker/s, dean or unit head as endorsing officer, and the EVP or President as approving officer. 12.9 Incomplete SLAF, PN and documentary requirements shall not be processed. 12.10 All loan applications made by faculty members should be endorsed by the respective College Dean and Academic Director. The Human Resource Office shall check the veracity of the submitted documents before submitting to the Accounting Department for clearance, then to the EVP or President for approval. 12.11 The maximum allowable loan amount is P100,000.00 or twice the employee's monthly salary, whichever is lower. 12.12 Upon filing of the loan application, the borrower's semi-monthly take home pay shall in no case be lower than 40% of his gross pay including the future amortization of the salary loan applied for. 12.13 The borrowing employee will be allowed only one outstanding loan at any given time. Any succeeding loan may only be approved if the remaining balance of the existing loan is paid in full. Section 13. Instructional Equipment Loan Program 13.1 The College has provided the Instructional Equipment Loan Program (IELP) specifically designed for procurement of IT equipment which shall aid the qualified faculty members in their instruction or other work-related needs.
13.2 The Instructional Equipment Loan Program shall be interest bearing (12% per annum) and has an initial revolving fund of seven hundred fifty thousand pesos (P 750,000.00). The maximum amortization period is five (5) months. The loan shall be granted, taking into consideration the semestral faculty loading, at the beginning of the semester.
13.3 The following are the eligible faculty members to apply for the IELP: a. Regular b. Probationary full-time with at least (1) year of continuous service
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13.4 All loan applications should be endorsed by the College Dean and the Academic Director. The Human Resources Office shall check the qualification and financial capability of the employee before submitting to Accounting Department for clearance, then to the EVP or President for approval. 13.5 The loan amount is based on the package that the faculty member will choose. All future packages should be first approved by the Materials Management Department Head with concurrence of the IT Department Head. 13.6 Upon filing of the loan, the borrowers semi-monthly take home pay shall in no case be lower than 40% of his gross pay taking into account future amortizations of his salary, calamity, and/or IE loans. 13.7 The borrowing faculty member shall be allowed only one (1) outstanding IE loan at any given time. He/she can apply for an IE loan for the same kind of equipment only after three (3) years of her last IE loan amortization. 13.8 For added security, the following matrix for guarantors (co-makers) shall apply:
Loans below P 25,000.00-P 50,000.00 Above P 50,000.00 P 25,000.00 Option 1 - Two (2) Cs Option 1 Three (3) Cs Option 1 Three (3) Bs Option 2 - One (1) Bs Option 2 Two (2) Cs Option 2 Two (2) As Option 3 - One (1) As Option 3 One (1) A Option 4 Two (2) Cs and One (1) B Legend: A Unit Heads/Deans/Directors B Coordinators/Program Heads/Department Chairs C Regular Rank & File, Regular or Probationary Faculty Member (with at least one (1) year of continuous service)
13.9 An employee can act as surety only once for an IE load regardless whether s/he already guaranteed a salary loan. A co-maker is not precluded from applying for IE loan himself/herself. 13.10 The rights and interest of the borrowing faculty member to any gratuities, bonuses, cash conversion or accrued leave credits or any amount due from the company shall be withheld to off-set his outstanding loan at the time of resignation or termination of his/her services. 13.11 If a co-maker resigns, the borrower should replace him/her immediately. A revised promissory note should be submitted with the new co-maker signing in. 13.12 An IE Loan Application Form (ILAF) indicating the name, contact number, address, position/designation and date hired of both borrower and co-maker will be provided by the HRO. 13.13 A Promissory Note (PN) as required under R.A. 3765, Truth in Lending Act, shall also be provided by the HRO. The PN must be signed by the borrower, co-maker/s, dean as endorsing
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officer, and the EVP or President as approving officer. 13.14 Incomplete ILAF, PN and documentary requirements shall not be processed. ARTICLE X Awards and Honors Section 1. Honorary Distinction 1.1 The award of Honorary Distinction is given to any faculty member who has rendered exceptionally meritorious services or has attained outstanding prominence in his/her profession. The following are the guidelines: a. The faculty member must have attained the highest degree in educational background and training. b. The faculty member has represented MDC that gave the College honor and recognition. Section 2. Medal of Honor 2.1 A Medal of Honor is awarded to any faculty member who has shown loyalty and attachment to the College or has accorded singular honor to the same. 2.2 Faculty members who are alumni of the College from a two (2) to 10 year program but not a transferee during the course of his/her studies and have served the College for at least five (5) continuous years. Section 3.Recognition of Merit 3.1 Awarded in the form of cash, plaque or certificate to any faculty member not organic to the College who has rendered some special or outstanding service to the College or any department thereof. Section 4. Highest Clinical, Classroom and Administrative Proficiency Award 4.1 This is awarded to a faculty member who has obtained the highest grade in clinical, classroom and administrative tasks for the year. 4.2 The faculty member must be employed for 10 continuous years or its equivalent of 120 months. 4.3 Regular faculty members who have broken service due to leaves of absence and/or compliance to sanctions for violations of the policies shall be given consideration provided the adjustments in computation, of the total length of service are done to complete the required number of years.
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ARTICLE XI Academic Freedom

Section 1. A faculty member shall enjoy full freedom in the discharge of his/her duties as such within the field of his/her given specialization, particularly with regard to imparting the same according to his/her best capabilities, subject to the regulations of the Commission on Higher Education (CHED). Section 2. The College has policies and objectives to which faculty members shall accord due respect. He/She shall refrain by words, utterances or conduct from creating scandals which constitute grave departure from good norms, policies and objectives. These violations shall be considered a ground for disciplinary action. Section 3. As a rule, the faculty member shall be the sole authority to determining the academic standing of any student under his/her charge in a given subject, in accordance with the policies and standards laid down by the College. The Dean, however, retains the right to require the faculty member to account for reasons and bases considered in arriving at the academic standing of the student and if, in the Dean's judgment an error has been committed, the Dean may take measure/s as may be appropriate. The faculty member shall be responsible to the Dean for the maintenance of order and discipline in the classroom. Section 4. It is a fundamental responsibility of every faculty member to possess and maintain competence in the field of specialization, to exercise appropriate restraint and to give in to requests for the use of classroom materials/ facilities. Section 5. Faculty members should be the students' model for excellence, dedication and refinement. These qualities are reflected in the use of language, dress and behavior. Faculty members are expected to behave in a manner becoming a professional educator. Section 6. It is both the right and obligation of every faculty member to pursue his/her academic development to the fullest. Section 7. Accordingly, faculty members have the following rights and obligations:
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To initiate, organize and hold in-service programs and/or seminars within the College premises, the same shall be subject to the rules and regulations of the College To accept scholarship or fellowship grants here or abroad To attend and participate actively in seminars, conferences, in-service programs and other activities of similar nature organized by the College, CHED or other recognized organizations To be present during class days as attested by their daily time records
ARTICLE XII Faculty Discipline

Section 1. Definition of Terms 1.1 MDC as applied in this Manual refers to the Manila Doctors College as an institution/organization. 1.2 DISCIPLINE is defined as reasonable and lawful respect, obedience and recognition of created authority rules, as it is not unlawful, and is in accordance with MDC policies and procedures. 1.3 DISCIPLINARY ACTION is defined as a corrective measure meted out an employee aimed at bringing about a fuller comprehension of and conformity with MDC rules and regulations and/or established authority. 1.4 PRIVATE CONFIDENTIAL CONFERENCE refers to the action taken by the Dean for lighter infractions. Its process involves discussing with the erring faculty member the specific nature of the infraction and counseling him/her on the corrective action to be taken in the future. 1.5 WRITTEN WARNING is defined as written admonition or censure given to an employee for a lighter violation of a rule, and warning him/her that repetition of the offense will be dealt with more severely. HRO shall be informed if an employee was given written warning for record purposes. 1.6 WRITTEN REPRIMAND is defined as written admonition and formal censure of a more severe nature prepared upon an employees' repetition of an offense (in which a written warning was previously given) or a commission of a more serious offense which requires a stronger disciplinary action that subsequent repetition of the same shall be meted a suspension. (NOTE: Though part of progressive/corrective process, a written reprimand shall not be taken against the employee in the event of his/her being considered for promotion to a higher position/rank.) 1.7 DELOADING is an administrative action imposing a temporary decrease of teaching load below the normal teaching load with subsequent diminution in pay. It is a corrective measure resorted to in order to give the affected faculty member a chance to reform or adjust to the proper performance of teaching functions or the proper observance of rules and regulations or requirements set up for the accomplishment of goals and objectives of the College. Deloading is
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resorted to if administrative actions such as written warning or reprimand or dialogue are not heeded or have not brought about positive appreciable results. 1.8 SUSPENSION is defined as a temporary cessation from work without pay of an employee for a specified number of days depending on the gravity of the offense. The notice of suspension is documented and issued to the erring employee with a provision that a repetition of the same will be subject to stiffer penalty. 1.9 PREVENTIVE SUSPENSION is defined as the action pertaining to a suspension of an employee if his/her continued presence at work is deemed to be a serious imminent threat to the life and/or property of his co-worker or of the College. 1.10 DISMISSAL is removal from the service of a faculty member for cause with consequent loss of all rights, privileges and benefits of an employee. The College may likewise institute a court action/other proceedings against the employee when the interest of the institution so requires. Section 2.Procedures in the Imposition of Sanctions 2.1. Deloading Procedures: 1 The College Secretary upon the endorsement of the Coordinator/Program Head/Department Chair shall inform in writing the affected faculty member about the charge/s or complaint/s against him/her. It is advisable that a private conference with the faculty member be held. Within five (5) days after receipt of the notice from the College Secretary, the faculty member concerned shall respond in writing and meet personally the College Secretary when called for. If the decision is to deload, the College Secretary upon endorsement by the Coordinator/Program Head/Department Chair shall submit his/her recommendation to the Dean of the College with all necessary documents or evidences pertaining to the charge/s. The Dean shall review the recommendation of the College Secretary. S/he may conduct his/her own investigation and call to a meeting any person or groups of persons able to give testimonies or additional evidences. The final decision shall be rendered by the College Dean subject to the approval of the Academic Director and shall be given in writing to the affected faculty member.
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Guidelines in Deloading as an Administrative Sanction: a. A faculty member may be deloaded up to one half of his normal load as defined in this Manual depending on the gravity of the ground. b. Deloaded faculty members shall not handle classes in other departments. c. A deloaded faculty member shall remain under such status until s/he is, in writing, restored to normal status by the Dean. An evaluation of the performance of the teacher during the semester shall be conducted to determine if restoration to normal status is expedient. Note: Deloading due to infractions is different from situations where the teaching load may be decreased due to lack of course offerings, non-availability of course offerings, dissolution of course offerings, shortfall in enrollment, failing health, etc. 2.2 Written Warning and Reprimand Procedures: 1 A notice shall be sent to the subject faculty member by College Secretary upon endorsement of his/her Coordinator/Program Head/Department Chair informing him/her of the nature of the infraction cast against him/her. Within five (5) days from the time the infraction was brought to the attention of the College Secretary, the latter shall call the faculty member for a private confidential conference and discuss with him/her the specific nature of the infraction. During the conference, the College Secretary shall verify the facts and determine whether the infraction has basis or none. The appropriate sanction shall be meted to the erring faculty member. Should the College Secretary find no basis to hold the faculty member liable for the infraction, s/he shall issue a notice setting aside the complaint or infraction.
(Note: The College Secretary through the Coordinator/Program Head/Department Chair in cases of light penalties must make efforts to resolve the complaint at his/her level. The HRO shall be furnished a copy of the notice of sanction for record purposes.) 2.3 Suspension and Dismissal Procedures: 1 Notice shall be sent to the employee concerned requiring him/her to answer within five (5) days the specific charge/s against him/her as indicated in the notice. The notice shall likewise contain a brief statement of the relevant and material facts related thereto.
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Answer must be received within five (5) days upon receipt of the notice. The answer must be in writing and must contain a specific admission or denial of the charge/charges and a statement of the relevant facts constituting his/her defense. In support of the answer, s/he may also submit any evidence, if there are any, together with the answer.
(Note: Failure of the employee concerned to file an answer or to appear in the investigation/hearing shall be construed as a waiver to present evidence on his/her behalf. On the basis of the evidence submitted to the investigating and hearing body , a decision must be reached.) 3 The Investigating and Hearing Committee must conduct the hearing immediately upon the receipt of answer and its attending evidences and shall terminate the hearing within 10 days from the time of the notification of the charges.
The parties and their respective witnesses shall be notified of the scheduled hearing at least 48 hours before the date thereof, specifying the time, date and place of hearing.
(Note: No postponement shall be granted except in meritorious cases.) 5 All documentary evidence shall be admitted for whatever value they may have and shall be attached to the record of the case. A decision shall be taken by the Investigating and Hearing Committee and a notice shall be sent to the erring employee with the appropriate sanction through the HRO. The erring party may appeal within five (5) days, the decision of the hearing body to the President whose decision is final and executory.
(Note: The Management through the HRO, may effect the preventive suspension of the respondent party if there are strong reasons to believe that his/her presence in the College premises pose a serious imminent threat to the life land or property of his/her co-worker or of the College or that he/she may unduly influence the investigation conducted .) Guidelines for Suspension: a. Suspension imposed on offenses under Category D of Section 3 shall be on a semester-to-semester basis, not to exceed one school year including summer. b. The faculty member suspended within a semester shall be suspended for the rest of the semester of the school year as the case may be. Section 3.Schedule of Offenses and Penalties a. When a disciplinary action sought to be implemented is not covered in this Manual, consultation shall be made with the Academic Director and the HRO Head and/or
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the Legal Counsel, who will then make a study of the matter and recommend appropriate action. b. Offenses or violations of any MDCs rules and regulations not included in this Manual, or other rules and regulations not covered by the institutions policies, including offenses or violations similar or analogous to the provisions provided in this Manual, shall be governed by the applicable provisions hereof unless otherwise provided in said rules, regulations and/or policies. 3.1 Category A - Grounds for Deloading 1. Late submission of grading sheets and other requirements requested by the Department or the College 2. Tardiness or early dismissal of classes 3. Refusal or failure to follow syllabus prescribed by the College for a course 4. Indulging in non-instructional activities during class hours such as story-telling, travelogues and other similar acts not related to subject matter 5. Absence without official leave (AWOL) and/or unauthorized assignment of substitutes in classes handled 6. Abandonment of class during class hours 7. Failure to submit administrative reports requested by the Department Head/Program Chair/Coordinator, Dean or Academic Director 8. Failure to attend faculty meetings, colloquia and other official gatherings scheduled by the Department or College or by duly-authorized officials of the school 9. Acts analogous to the above-mentioned grounds Penalties for Category A Offenses 1st Offense 2nd Offense Written Reprimand Deloading
3.2 Category B - Minor Offenses 1. Refusal to wear MDC Identification Card 2. Unauthorized use of MDC properties such as equipment and materials for personal or other use except for official requirement 3. Littering, improper or gross negligence in the use of school facilities 4. Failure to time in and out except under unusual circumstances e.g. field work, official travel, etc., for which the penalties are apart from the deductions in wages for hours not worked 5. Holding meetings in the premises without getting prior approval from the proper authorities 6. Violations of office/ house rules 7. Mistakes due to carelessness 8. Posting and/or removal of any announcement on bulletin board or MDC property unless specifically authorized by the Management
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9. Violation of the rules governing attendance and absences Penalties for Category B Offenses 1st Offense 2nd Offense 3rd Offense 4th Offense Written Reprimand Suspension (one day without pay) Suspension (three days without pay) Termination
3.3 Category C - Serious Offenses 1. Careless or improper use of MDC tools and equipment and accessories thereof resulting to damages or destruction of MDC properties 2. Bickering, petty rivalries, gossiping and/or injuring the reputation of others by spreading rumors or by false statement 3. Three (3) times of tardiness in one (1) month. 4. Interference or refusal to cooperate with security with regard to the performance of their duties Penalties for Category C Offenses 1st Offense 2nd Offense 3rd offense Written reprimand Suspension (one week without pay) Termination
3.4 Category D - Very Serious Offenses 1. Threatening, intimidating, coercing or harassing a fellow employee or anybody within MDC premises at anytime 2. Fighting, creating trouble, disturbing the peace or creating undue disturbances resulting in apprehension among fellow employees within the MDC premises or in places where MDC activities are held 3. Damaging and/or malicious defacing or vandalism of MDC property through gross negligence, incompetence or willful acts 4. Drunkenness, disorderly conduct inside the MDC premises, job site or other MDC property 5. Promoting, engaging in or practicing usury 6. Timing in and out of other faculty members/employees DTR 7. Tampering with time data used for attendance purposes 8. Insubordination 9. Dishonesty 10. Incompetence or neglect of duties, dereliction 11. Malingering or feigning illness to avoid doing of assigned work 12. Malicious spreading of rumors that will affect the college employees morale such as possible lay-offs, bankruptcy, etc.
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13. 14.
Giving out or transmitting confidential information concerning MDC operations without authority Immoral, indecent conduct, or use of profane language in addressing any person within the premises of MDC Penalties for Category D Offenses 1st Offense 2nd Offense Suspension (one semester) Termination
3.5 Category E - Extremely Serious Offenses 1. Inflicting bodily injury or assaulting another except in self-defense within MDC premises, or in any place where official MDC activities are held 2. Use or threat of use of dangerous weapon of any kind against employee, officer or guests of the MDC 3. Committing grave felony against any person in or within MDC premises, job site or other MDC property 4. Willful destruction of MDC property 5. Falsifying MDC records and documents 6. Misappropriation of MDC funds for personal use 7. Giving false testimony during official investigation 8. Fraud and deception in dealing with co-employees and stakeholders 9. Falsely representing oneself other than official designation, or acknowledging a call for other authorized person particularly about employees, data and employment background 10. Disloyalty to MDC, its management and objectives 11. Taking part on promoting gambling, lottery or any other game of chance inside the MDC premises 12. Unauthorized possession of firearms or deadly weapons within MDC premises or in places where MDC is holding official activities 13. Authorizing the use of MDC ID Cards by person other than those to whom such cards were issued. 14. Conviction by court trial of any crime where penalty is imprisonment 15. Use and/or possession or traffic of narcotics and other habit forming drugs regardless of quantity within the premises or on official time 16. Soliciting or collecting signatures or contributions for any purpose whatsoever in MDC premises without the prior permission of Management 17. Favoring suppliers in consideration of kickbacks or personal rebates 18. Proven drug addiction or utilization of dangerous drugs 19. Holding another job without prior notification from the Management Penalty for Category E Offenses 1st Offense Termination
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Section 3.6 Composition of the Investigating and Hearing Committee The Investigating and Hearing Committee shall be composed of the HRO Head, the concerned Coordinator/Program Head/Department Chair, the College Dean and a representative from the faculty.
ARTICLE XIII Termination from Service

Section 1. Dismissal under the Labor Code The following are the just causes for termination from service of a faculty member in accordance with the Labor Code, to wit: 1.1 Serious misconduct or willful disobedience by the employee of the lawful orders of his/her employer or representative in connection with his work; 1.2 Gross and habitual neglect by the employee of his/her duties; 1.3 Fraud or willful breach by the employee of the trust reposed in him/her by his/her employer or the duly authorized representative; 1.4 Commission of a crime or offense by the employee against the person of the employer or any immediate member of his/her family or his/her duly authorized representative. Section 2. MDC may also terminate the employment of a faculty member due to the installation of labor-saving devices, redundancy, retrenchment to prevent loses or the closing or cessation of the operation of the College. Section 3. MDC may also terminate the services of a faculty member who has been found to be suffering from any disease and whose continued employment is prohibited by law or prejudicial to his/her health, as well as to the health of his/her co-employees. Section 4. Dismissal under the Manual of Regulation for Private Higher Education In addition to the just causes enumerated in the Labor Code, the employment of a faculty member may be terminated for any of the following causes stipulated in the Manual of Regulations for Private Higher Education: 1. Grave misconduct, such as, but not limited to, giving of grades to a student in a subject not based solely on scholastic performance; failure to maintain confidentiality of school records; contracting loans from students or parents; use of cruel punishment, insubordination;
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2. Gross inefficiency and incompetence in the performance of his/her duties as, but not necessarily limited to habitual and inexcusable absences and tardiness from his/her classes, willful abandonment of employment or assignment; 3. Tampering or falsification of, or negligence in keeping school or student records; 4. Conviction of a crime, or an attempt on or a criminal act against the life of any school official, personnel, or student, or upon the property or interest of the institution; 5. Being notoriously undesirable; 6. Disgraceful or immoral conduct inside or outside the school campus; 7. The sale of tickets or the collection of any contribution in any form or for any purpose or project whatsoever, whether voluntary or otherwise, from students and school personnel; 8. Voluntary or request for deloading of teaching units less than the required minimum teaching assignment for full-time academic personnel fixed by the school; In the event of phasing out, closure or cessation of the educational program or course or the school itself; and
9.
10. Other cause analogous to the foregoing as may be provided for in the regulations or in the school rules. Section 5. Resignation 5.1 Unless on account of prolonged illness, no resignation should take effect while the semester is on-going. 5.2 A faculty member who desires to resign from employment with MDC must file his/her formal letter of resignation before the office of the Dean one (1) month before the date of effectivity of the resignation. 5.3 An acceptance of the resignation duly-signed by the Academic Director should be attached to the letter of resignation. 5.4 The faculty member shall not be cleared unless all his/her unpaid accounts and all property accountabilities are settled. 5.5 The faculty member shall undergo an exit interview with the President. Section 6.Retirement Retirement of qualified faculty members shall be governed by the duly approved Retirement Plan of the MDC.
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Section 7. Abandonment as a Ground for Termination 7.1 A faculty member who fails to report for work or has been absent without valid or justifiable reason for ten (10) successive days and with no clear intention of resuming work shall be considered to have abandoned his/her work and such shall be sufficient cause for dismissal.
ARTICLE XIV Employee and Management Grievance Procedure

Section 1. The term grievance means any dispute, complaint, question or problem that an employee or group of employees may wish to take up or discuss with the employer representing terms and conditions of employment, interpretation or enforcement of company personnel policies, for the purpose of resolving satisfying the same. Section 2. The following shall be the procedure in the adjustment of a grievance. 1 An (aggrieved) employee shall take his/her grievance or complaint, in writing to immediate head immediately after it occurs. The latter shall verify the facts and determine whether the complaint is valid or not. Within 72 hours on normal working days from the time of complaint or grievance was brought to the attention of the head, the latter must make efforts to resolved the grievance at his/her level. If the employee is not satisfied with the decision of the immediate head, s/he may, if s/he so desires, to appeal within 48 hours, thereafter to the Grievance Committee. Submission of grievance to the Grievance Committee shall be in writing. The Grievance Committee shall hear the grievance and shall have 10 days to decide the case. If the complaining employee or worker is not satisfied with the decision of Grievance Committee, he can appeal to the Management of the MDC, represented by the Management Committee which shall render its decision within five (5) working days. a. Where the issue involves or arises from the interpretation or implementation of any order, memorandum, circular or assignment issued by the appropriate authority of the College, and such issue cannot be resolved in the level of the head. b. Where the issue involves or arises from the interpretation or implementation of any order, memorandum, circular or assignment issued by the appropriate authority in the company, and such issue cannot be resolved in the level of the
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department head, the same may be referred immediately to the Grievance Committee. Section 5. A Grievance Committee shall be created by the President and which shall be composed of a panel of five (5) members. Filing a grievance on petty matters shall be discouraged and not be acted upon pursuant to the foregoing procedure. Section 6. Disputes, grievance or matters not settled through the grievance procedure shall be referred to the Labor and Employment Department and/or institution panel by the aggrieved party for submission to voluntary arbitration in accordance with the Labor Code of the Philippines.
ARTICLE XV Use of College Facilities

Section 1. Subject to the rules and regulations of the College, members of the faculty may use any of the College facilities and equipment depending on its availability.
ARTICLE XVI Amendment

Section 1. Amendments to the Faculty Manual may be effected through a petition for amendment to be filed by the Management Committee to the President. The proposed amendments shall be referred to an Ad Hoc Committee to be formed by the President for study and recommendation.
ARTICLE XVII Repealing Clause

Section 1. This Faculty Manual is deemed to amend and/or supersede all existing rules, regulations and policies of MDC pertaining to the provisions contained herein. All subsequent promulgation of rules and policies by the institution shall form part of this Manual, provided, it is not in conflict herein. Provided, further, that it is approved by the President upon the recommendation of the Academic Director.
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ARTICLE XVIII Effectivity

Section 1. This Faculty Manual shall take effect upon approval by the Executive Committee. Approved this 1st of June, 2010.
61 College Director y Trunk Line: 859-0888 / Fax No.: 833-5966 Direct Line: 859 + (Local No.)
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MDC Hymn
Onward Alma Mater Come show thy highest glory On your own philosophy Lies democracy Embedded on thy pedestal The teachings of Christianity Manila Doctors College Beloved MDC You help us cross the twilight dim You build the bridge for Him Ner a mountain rocky and so steep Nor a river, turgid and deep Nows the only time we own Protect and support thy cause Hail, o, hail thy glory Were proud to be your own Spread thy name on all shores Reap laurels on all fields Youll always live in us Beloved Alma Mater Music by: Ma. Lourdes Naguit, CPT 87 Lyrics by: Alberto C. Gutierrez, Jr., BSN 87 Arranged by: Rowena M. Lubang, CPT 87
MDC Supplication Prayer

Leader: May we become instruments of Gods unwavering love, immeasurable wisdom in our commitment to serve humanity. Through your grace, today and forever!
Response:
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CODE OF ETHICS FOR PROFESSIONAL TEACHERS Pursuant to the provisions of paragraph (e), Article 11, of R.A. No. 7836, otherwise known as the Philippine Teachers Professionalization Act of 1994 and paragraph (a), section 6, P.D. No. 223, as amended, the Board for Professional Teachers hereby adopt the Code of Ethics for Professional Teachers. Preamble Teachers are duly licensed professionals who possesses dignity and reputation with high moral values as well as technical and professional competence in the practice of their noble profession, and they strictly adhere to, observe, and practice this set of ethical and moral principles, standards, and values. Article I: Scope and Limitations Section 1. The Philippine Constitution provides that all educational institution shall offer quality education for all competent teachers. Committed to its full realization, the provision of this Code shall apply, therefore, to all teachers in schools in the Philippines. Section 2. This Code covers all public and private school teachers in all educational institutions at the preschool, primary, elementary, and secondary levels whether academic, vocational, special, technical, or non-formal. The term teacher shall include industrial arts or vocational teachers and all other persons performing supervisory and /or administrative functions in all school at the aforesaid levels, whether on full time or part-time basis. Article II: The Teacher and the State Section 1. The schools are the nurseries of the future citizens of the state; each teacher is a trustee of the cultural and educational heritage of the nation and is under obligation to transmit to learners such heritage as well as to elevate national morality, promote national pride, cultivate love of country, instill allegiance to the constitution and for all duly constituted authorities, and promote obedience to the laws of the state. Section 2. Every teacher or school official shall actively help carry out the declared policies of the state, and shall take an oath to this effect. Section 3. In the interest of the State and of the Filipino people as much as of his own, every teacher shall be physically, mentally and morally fit. Section 4. Every teacher shall possess and actualize a full commitment and devotion to duty. Section 5. A teacher shall not engage in the promotion of any political, religious, or other partisan interest, and shall not, directly or indirectly, solicit, require, collect, or receive any money or service or other valuable material from any person or entity for such purposes. Section 6. Every teacher shall vote and shall exercise all other constitutional rights and responsibility.
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Section 7. A teacher shall not use his position or official authority or influence to coerce any other person to follow any political course of action. Section 8. Every teacher shall enjoy academic freedom and shall have privilege of expounding the product of his researches and investigations; provided that, if the results are inimical to the declared policies of the State, they shall be brought to the proper authorities for appropriate remedial action. Article III: The Teacher and the Community Section 1. A teacher is a facilitator of learning and of the development of the youth; he shall, therefore, render the best service by providing an environment conducive to such learning and growth. Section 2. Every teacher shall provide leadership and initiative to actively participate in community movements for moral, social, educational, economic and civic betterment. Section 3. Every teacher shall merit reasonable social recognition for which purpose he shall behave with honor and dignity at all times and refrain from such activities as gambling, smoking, drunkenness, and other excesses, much less illicit relations. Section 4. Every teacher shall live for and with the community and shall, therefore, study and understand local customs and traditions in order to have sympathetic attitude, therefore, refrain from disparaging the community. Section 5. Every teacher shall help the school keep the people in the community informed about the schools work and accomplishments as well as its needs and problems. Section 6. Every teacher is intellectual leader in the community, especially in the barangay, and shall welcome the opportunity to provide such leadership when needed, to extend counseling services, as appropriate, and to actively be involved in matters affecting the welfare of the people. Section 7. Every teacher shall maintain harmonious and pleasant personal and official relations with other professionals, with government officials, and with the people, individually or collectively. Section 8. A teacher posses freedom to attend church and worships as appropriate, but shall not use his positions and influence to proselyte others. Article IV: A Teacher and the Profession Section 1. Every teacher shall actively insure that teaching is the noblest profession, and shall manifest genuine enthusiasm and pride in teaching as a noble calling. Section 2. Every teacher shall uphold the highest possible standards of quality education, shall make the best preparations for the career of teaching, and shall be at his best at all times and in the practice of his profession.
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Section 3. Every teacher shall participate in the Continuing Professional Education (CPE) program of the Professional Regulation Commission, and shall pursue such other studies as will improve his efficiency, enhance the prestige of the profession, and strengthen his competence, virtues, and productivity in order to be nationally and internationally competitive. Section 4. Every teacher shall help, if duly authorized, to seek support from the school, but shall not make improper misrepresentations through personal advertisements and other questionable means. Section 5. Every teacher shall use the teaching profession in a manner that makes it dignified means for earning a descent living. Article V: The Teachers and the Profession Section 1. Teachers shall, at all times, be imbued with the spirit of professional loyalty, mutual confidence, and faith in one another, self-sacrifice for the common good, and full cooperation with colleagues. When the best interest of the learners, the school, or the profession is at stake in any controversy, teachers shall support one another. Section 2. A teacher is not entitled to claim credit or work not of his own, and shall give due credit for the work of others which he may use. Section 3. Before leaving his position, a teacher shall organize for whoever assumes the position such records and other data as are necessary to carry on the work. Section 4. A teacher shall hold inviolate all confidential information concerning associates and the school, and shall not divulge to anyone documents which has not been officially released, or remove records from files without permission. Section 5. It shall be the responsibility of every teacher to seek correctives for what may appear to be an unprofessional and unethical conduct of any associate. However, this may be done only if there is incontrovertible evidence for such conduct. Section 6. A teacher may submit to the proper authorities any justifiable criticism against an associate, preferably in writing, without violating the right of the individual concerned. Section 7. A teacher may apply for a vacant position for which he is qualified; provided that he respects the system of selection on the basis of merit and competence; provided, further, that all qualified candidates are given the opportunity to be considered. Article VI: The Teacher and Higher Authorities in the Profession Section 1. Every teacher shall make it his duty to make an honest effort to understand and support the legitimate policies of the school and the administration regardless of personal feeling or private opinion and shall faithfully carry them out. Section 2. A teacher shall not make any false accusations or charges against superiors, especially under anonymity. However, if there are valid charges, he should present such under oath to
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competent authority. Section 3. A teacher shall transact all official business through channels except when special conditions warrant a different procedure, such as when special conditions are advocated but are opposed by immediate superiors, in which case, the teacher shall appeal directly to the appropriate higher authority. Section 4. Every teacher, individually or as part of a group, has a right to seek redress against injustice to the administration and to extent possible, shall raise grievances within acceptable democratic possesses. In doing so, they shall avoid jeopardizing the interest and the welfare of learners whose right to learn must be respected. Section 5. Every teacher has a right to invoke the principle that appointments, promotions, and transfer of teachers are made only on the basis of merit and needed in the interest of the service. Section 6. A teacher who accepts a position assumes a contractual obligation to live up to his contract, assuming full knowledge of employment terms and conditions. Article VII: School Officials, Teachers, and Other Personnel Section 1. All school officials shall at all times show professional courtesy, helpfulness and sympathy towards teachers and other personnel, such practices being standards of effective school supervision, dignified administration, responsible leadership and enlightened directions. Section 2. School officials, teachers, and other school personnel shall consider it their cooperative responsibility to formulate policies or introduce important changes in the system at all levels. Section 3. School officials shall encourage and attend the professional growth of all teachers under them such as recommending them for promotion, giving them due recognition for meritorious performance, and allowing them to participate in conferences in training programs. Section 4. No school officials shall dismiss or recommend for dismissal a teacher or other subordinates except for cause. Section 5. School authorities concern shall ensure that public school teachers are employed in accordance with pertinent civil service rules, and private school teachers are issued contracts specifying the terms and conditions of their work; provided that they are given, if qualified, subsequent permanent tenure, in accordance with existing laws. Article VIII: The Teachers and Learners Section 1. A teacher has a right and duty to determine the academic marks and the promotions of learners in the subject or grades he handles, provided that such determination shall be in accordance with generally accepted procedures of evaluation and measurement. In case of any complaint, teachers concerned shall immediately take appropriate actions, observing due process. Section 2. A teacher shall recognize that the interest and welfare of learners are of first and foremost concern, and shall deal justifiably and impartially with each of them.
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Section 3. Under no circumstance shall a teacher be prejudiced or discriminate against a learner. Section 4. A teacher shall not accept favors or gifts from learners, their parents or others in their behalf in exchange for requested concessions, especially if undeserved. Section 5. A teacher shall not accept, directly or indirectly, any remuneration from tutorials other what is authorized for such service. Section 6. A teacher shall base the evaluation of the learners work only in merit and quality of academic performance. Section 7. In a situation where mutual attraction and subsequent love develop between teacher and learner, the teacher shall exercise utmost professional discretion to avoid scandal, gossip and preferential treatment of the learner. Section 8. A teacher shall not inflict corporal punishment on offending learners nor make deductions from their scholastic ratings as a punishment for acts which are clearly not manifestation of poor scholarship. Section 9. A teacher shall ensure that conditions contribute to the maximum development of learners are adequate, and shall extend needed assistance in preventing or solving learners problems and difficulties. Article IX: The Teachers and Parents Section 1. Every teacher shall establish and maintain cordial relations with parents, and shall conduct himself to merit their confidence and respect. Section 2. Every teacher shall inform parents, through proper authorities, of the progress and deficiencies of learner under him, exercising utmost candor and tact in pointing out the learner's deficiencies and in seeking parents cooperation for the proper guidance and improvement of the learners. Section 3. A teacher shall hear parents complaints with sympathy and understanding, and shall discourage unfair criticism. Article X: The Teacher and Business Section 1. A teacher has the right to engage, directly or indirectly, in legitimate income generation; provided that it does not relate to or adversely affect his work as a teacher. Section 2. A teacher shall maintain a good reputation with respect to the financial matters such as in the settlement of his debts and loans in arranging satisfactorily his private financial affairs. Section 3. No teacher shall act, directly or indirectly, as agent of, or be financially interested in, any commercial venture which furnish textbooks and other school commodities in the purchase and disposal of which he can exercise official influence, except only when his assignment is inherently,
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related to such purchase and disposal; provided they shall be in accordance with the existing regulations; provided, further, that members of duly recognized teachers cooperatives may participate in the distribution and sale of such commodities. Article XI: The Teacher as a Person Section 1. A teacher is, above all, a human being endowed with life for which it is the highest obligation to live with dignity at all times whether in school, in the home, or elsewhere. Section 2. A teacher shall place premium upon self-discipline as the primary principle of personal behavior in all relationships with others and in all situations. Section 3. A teacher shall maintain at all times a dignified personality which could serve as a model worthy of emulation by learners, peers and all others. Section 4. A teacher shall always recognize the Almighty God as guide of his own destiny and of the destinies of men and nations. Article XII: Disciplinary Actions Section 1. Any violation of any provision of this code shall be sufficient ground for the imposition against the erring teacher of the disciplinary action consisting of revocation of his Certification of Registration and License as a Professional Teacher, suspension from the practice of teaching profession, or reprimand or cancellation of his temporary/special permit under causes specified in Sec. 23, Article III or R.A. No. 7836, and under Rule 31, Article VIII, of the Rules and Regulations Implementing R.A. 7836. Article XIII: Effectivity Section 1. This Code shall take effect upon approval by the Professional Regulation Commission and after sixty (60) days following its publication in the Official Gazette or any newspaper of general circulation, whichever is earlier.

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1

ARTICLE I About MDC

ARTICLE II College Governance

Board of Trustees and Advisers Office of the President

Student Affairs Directorate

Materials Management Department

Treasury Department Human Resources Office Development Office

College of Arts and Sciences College Registrar

Support Services Department

Safety and Facilities Management Department

External Affairs Office

Research and Publication Department

Quality Assurance Department

MDC Table of Organization

Office of the Executive Vice President

Office of the President

MANILA DOCTORS COLLEGE

Office of the Executive Vice President

Human Resources Office

External Affairs Office

Community Extension Office

Records Management Section

Institutional Planning Section

Organizational Development and Training Section

Office of the Executive Vice-President

Research and Publication Department

Quality Assurance Department

Program Heads / Department Chairs

College of Arts and Sciences

MANILA DOCTORS COLLEGE Finance Directorate

General Accounts Section

Systems and Control Section

Information Technology Department

Support Services Department

Safety and Facilities Management Department

Systems and Development Section

Health Services Section

Database and Network Management Section

Systems Administration and Internet Section

MANILA DOCTORS COLLEGE Student Affairs Directorate

Student Discipline Department

Student Welfare and Development Department

Student Welfare Section

Student Affairs Directorate

ARTICLE III THE FACULTY: General Responsibilities

ARTICLE IV Faculty Qualifications, Appointments and Status

and hence, may forfeit his/her regular or permanent status.

ARTICLE V Faculty Rank and Promotion

20 Procedure on Faculty Promotion

Fill out the Promotion Worksheet available at the HRO.

Secure Performance Rating from the Deans Office.

Submit the accomplished form to the College Secretary.

Secure endorsement from the Dean.

CFRP recommends approval.

Satisfactory 196 - 218

Very Satisfactory Very Satisfactory At least 7 to 9 years

10 80 pts. 24 12 20 16 8 100 pts. 25

400 pts. Endorsed to HRO ___________________ Dean of College/Date

Section 14.Breakdown of Points (Transmutation) TEACHING PERFORMANCE = 80 PTS. STUDENTS EVALUATION = 24

EVALUATION BY THE DEAN / COLLEGE SECRETARY = 12

EVALUATION BY THE OVERALL COORDINATOR (ACAD/RLE) = 20

LEVEL COORDINATOR/DEPARTMENT CHAIRMAN/PROGRAM HEAD = 16

ARTICLE VI Teaching Load