Page 39 - pdf BPA-FINAL-PPP-for-AREA-II-FACULTY-MAY-8-2022

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.

2. IMPLEMENTATION

⮚ Describe the Institutions systems and procedures in the Recruitment, Selection and Promotion of
faculty as embodied in the BOR/BOT & CSC approved Merit Selection & Promotion Plan for Faculty
and other institution guidelines in terms of mandatory and/or optional criteria; open competition and
in breeding policy.

The Isabela State University Recruitment, Selection and Promotion of faculty are embodied in the ISU BOR
Resolution No. 36, s. 2006, or otherwise known as Merit System for Faculty Members of the Isabela State University.
Basically the recruitment, selection and promotion of faculty is base from the qualification standards for appointment
and other personnel actions for faculty under CSC MC No. 1, s. 1997 minimum requirements set forth by the University
and such other issuances that may henceforth be issued.

The imposition of the relevant master’s degree as a requirement for faculty members to become permanent is
implemented. Applicants must undergo the systems and procedure set forth in the Merit system on recruitment, selection
and promotion. All new faculty members whose undergraduate degrees are not in education are required to enroll in
nine (9) units of Professional Education courses in Undergraduate Education.

Promotion of faculty follow the established University system embodied in the Merit System. The NBC 467
Common Criteria for Evaluation (CCE) is the basis for assessment for qualification. The QCE and the SPMS-OPES is
also considered in the ranking of qualified faculty for promotion. The final basis for promotion is the qualification
standards provided under CSC MC No. 1, s. 1997. In case of vacancy, announcements or publications of needed
degree/field of specialization shall be made in accordance with the requirements of the Civil Service Commission. This
is in accordance with RA 7041(Publication Law) for transparency. As a requirement the published vacant positions shall

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