Page 48 - ADMINISTRATIVE MANUAL

48

3.1 Promotion – refers to the advancement of a faculty from one position to another usually with
an increase in duties and responsibilities as authorized by law and accompanied by an increase
in salary.

3.2 Chain Promotion – refers to a series of promotion resulting from the filling-up by promotion,
of a higher rank/sub-rank vacancy the most qualified faculty occupying a lower rank or sub-rank.
When a deserving faculty member is promoted to a higher rank or sub-rank, his present position
becomes vacant and will then be filled-up again by a faculty below and so on.

3.3 Faculty – refers to the University personnel with faculty items who are primarily engaged in
actual teaching as well as in, or in combination with research, extension or production
work/assignment.

3.4 Qualifications – refers to the highest educational attainment, academic and related experience
as well as relevant professional development that includes seminars, trainings, consultancy,
expert services, honors, awards, licensure exams, community outreach as identified in the
Common Criteria for Evaluation (CCE) under NBC 461.

3.5 Performance – refers to the performance ratings of the faculty member based on the
Performance Evaluation System (PES) of the University and the Qualitative Contribution
Evaluation (QCE) prescribed under the National Budget Circular (NBC) No. 461.

3.6 National Budget Circular (NBC) No. 461 – refers to the Circular issued by the Department of
Budget & Management (DBM) to establish and prescribe rules and regulations governing the
implementation of the Revised Compensation and Position Classification Plan for faculty positions
in SUCs, HEIs and TEIs in accordance with the Modified Common Criteria for Evaluation (CCE)
for faculty positions.
3.7 Deep Selection – the process of promoting a faculty candidate who is not next-in-rank but has
a higher ranking points in terms of qualifications and performance.

3.8 Next-in-Rank Faculty – refers to a faculty member who occupies a position which, by reason
of the hierarchical arrangement of positions is determined to be in the nearest degree of
relationship to a higher position as contained in the University’s System of Ranking Positions
(SRP).

3.9 Comparatively at Par – predetermined reasonable difference or gap between the ranking
points of the candidates for promotion.

3.10 Qualification Standards – refer to the statement of the minimum qualifications for a position,
which shall include education, experience, training, civil service eligibility, and physical
characteristics and personality traits required in the performance of the job.

3.11 System of Ranking Positions – is the hierarchical arrangement of positions from highest to
lowest, which shall be a guide in determining which position is next-in-rank.

4.0 PROMOTION POLICIES

4.1 All faculty members considered for promotion will be evaluated based on the guidelines and
factors prescribed under NBC 461 CCE and/or other issuances for faculty evaluation.

4.2 Factors to be considered shall be the following:

a) Qualifications

a.1 Education – shall refer to the relevant highest academic degree earned within the
rating period.
a.2 Experience – shall refer to academic and related professional experience/s acquired
within the rating period.
a.3 Professional Development, Achievements and Honors – shall refer to Item 3.0 in the
PASUC Common Criteria for Evaluation under NBC 461.

b) Performance