Page 49 - ADMINISTRATIVE MANUAL

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b.1 The performance of the faculty for one (1) rating period immediately preceding the
evaluation.

b.2 In the case of faculty members who went on study leave, sabbatical, maternity leave,
vacation or sick leave and the like, the last rating period immediately prior to their leaves
will be used either if they have just returned or are still on leave during the time of
evaluation for promotion.

4.3 The evaluation instruments to be used in the promotion shall be the following:

a) Qualifications – the PASUC Common Criteria for Evaluation (CCE) under NBC 461 with
strict observance of the point limits in applicable items like education, experience,
trainings, seminars, expert services, etc.
b) Performance – the average of performance for one rating period using:
b.1 QCE under NBC 461 – 50% of the quantitative rating (not the adjective rating)
will be considered.
b.2 New CSC PES – 50% of the numerical (not the adjective) rating transmuted to
100% by multiplying it by 10.
b.3 Only those with at least Very Satisfactory performance rating will be considered
for promotion.

c) Example of computation
c.1 Evaluated Points for Qualification - 131.28
c.2 Performance Rating

a) QCE - 89.75%
b) PES - 8.53 x 10 - 85.30%
c) Average Performance – 89.75 (QCE) + 85.30 (PES) 87.53
2
c.3 Total Points
131.28 (Qualification) x 70% = 91.90
(Performance) x 30% = 26.26

4.4 Consistent with one of the provisions of the ISU-BOR Resolution No. 37, s. 1998, Chain
Promotion will be done by Campus where the vacancy/ies occur/s. In case that there is no
qualified faculty in the campus where there is vacancy due to the minimum educational
qualification prescribed by the Civil Service Commission, an inter-campus transfer of vacant
item/s may be allowed. However, such transferred vacant item will be replaced by an item (e.g.,
Professor 3 for non-Ph.D. and Assistant Professor I for non-masteral) that can be filled up by a
deserving faculty in the campus where the original vacancy comes from. The University HRMO
will determine which campus will be most qualified to transfer the vacant higher item for as long
as that campus has the needed replacement item (Professor 3 or Assistant Professor I) and has
the best qualified faculty who can assume the higher rank vacancy.

4.5 The Campus Faculty Selection and Promotion Board will determine the rating period and the
cut-off date for the evaluation of faculty candidates for promotion.

4.6 Promotion of all candidates occupying sub-ranks within a rank will be based on the most
ranking using the results of the latest evaluation of both qualifications and performance.

4.7 A faculty may be promoted to a position which is not more than six (6) salary pay or job grades
higher than the faculty’s present position, except in very meritorious cases as may be justified by
the University President. This policy is in conformity with the “No Quantum Leap” policy – a quality
standard which shall limit promotions not exceeding six (6) sub-ranks or the highest sub-rank of
the next higher rank. (Amended under Board Res. 70, s. 2002).

4.8 A faculty candidate who is not next-in-rank may be promoted instead of one who is next-in-
rank for as long as the former possesses higher ranking in terms of qualifications and
performance. However, in order to create more vacancies, a faculty candidate presently
occupying a sub-rank (e.g., Associate Professor 1) is given a priority to a higher sub-rank of the
same rank (e.g., Associate Professor 2) over a candidate coming from a lower rank (e.g.,