Page 52 - Flip Area 2 PPP

h.3.1 Three (3) Subject Specialists – the Department Chair of the College where the recruit will be
assigned and two (2) faculty members who teach the subject/discipline.

h.3.2 Two (2) representatives from the Professional Education Department.

h.3.3 A minimum of ten (10) appropriate students.

i. The Campus Faculty Selection and Promotion Committee shall then review and deliberate on the results of
the evaluation and the ranking taking into consideration the NBC CCE points of the applicants from the
evaluated documents, the panel interview and the demonstration teaching. After which, the Campus
Summary of Recruitment and Selection Evaluation shall be endorsed by the Campus Executive Director
to the University President through the UFSPB who shall make a thorough review/evaluation en banc.

j. A member-representative of the University Faculty Selection and Promotions Board (UFSPB) should be
present in all phases of screening to be conducted by the Campus Faculty Selection and Promotions Committee
(CFSPC) to observe and to ensure that the policies and mechanics of recruitment will be strictly observed.

k. The Campus Faculty Selection and Promotion Committee shall screen all evaluated applicants following the
Faculty Recruitment and Screening (FRS) Forms. The CFSPC shall prepare the Summary of Recruitment and
Selection Process Form (FRS Form 4)).

l. The UFSPB shall prepare evaluation report following FRS Form 6. It should be specified therein whether
the candidates meet the qualification standards of the position and should also include observations and
comments on the candidates‟ competence and other qualifications that are important in the performance
of the duties and responsibilities of the position to be filled. Likewise, information about the candidate‟s
preference of assignment should be mentioned in the report. The evaluation report should specify the top
five ranking candidates whose over-all point scores are comparatively at par based on the comparative
assessment in terms of performance, education and training, experience and outstanding accomplishments,
and other relevant criteria.
m. The HRMO as the Secretary shall continuously make an inventory of all vacant positions and coordinate
with the department chairman/head in determining qualified insiders who may be considered for
appointment. He/She shall keep records of the proceedings of the UFSPB and maintain all records or
documents, keeping them in readiness for inspection and audit by the Civil Service Commission.

n. The University President shall assess the merits of the UFSPB‟s evaluation report of candidates screened
for appointment and in the exercise of sound discretion, select, in so far as practicable, from among the
top five ranking candidates deemed most qualified for appointment to the vacant position and may forward to
the Board of Regents for information/confirmation.

The top five ranking candidates, however, should be limited to those whose overall point scores are
comparatively at par based on the comparative assessment.

To determine candidates who are comparatively at par, the UFSPB shall set reasonable differences or
gaps between point scores of candidates for appointment.

o. The University President shall issue the appointment in accordance with the provisions of the Isabela
State University‟s Merit Selection Plan.

p. The HRMO shall post a notice announcing the appointment of an employee in three (3) conspicuous
places in the University/campuses a day after the issuance of the appointment for at least fifteen (15) days.
The date of posting should be indicated in the notice.

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51 | P a g e - OBQA-PPP / Area II: The Faculty/BS Entrepreneurship