Page 36 - Exhibit No. 13 Merit System and Promotion Plan

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10. The HRMO will prepare the Certification (FPE Form 5) of promoted faculty members to
be signed by the members of the CFSPC; and the summarized data of vacancies to be filled
up by the promoted faculty members (FPE Form 6).

11. The output of the CHRMPSC will be endorsed by the Campus Executive
Director/Campus Head to the University Faculty Selection and Promotion Board for final
review and recommendation to the University President for approval.

12. The list of promoted faculty members including the supporting documents will be
submitted to the Board of Regents for confirmation.

a. The following Faculty Recruitment and Screening (FRS) Forms must be filled up and
accomplished as supporting documents.

a. FRS Form 1 – Panel Interview Rating Form
b. FRS Form 2 – Subject Specialist and Professional Education Representatives
Rating Form for Demonstration Teaching
c. FRS Form 3 – Student Evaluation Rating Form for Demonstration Teaching
d. FRS Form 4 – Evaluation Summary and Ranking Form

14. 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.

15. In case the total points of the highest ranking (CCE points and performance rating)
faculty in a campus where the vacancy exists is way below the total points of a faculty
or faculty members in other campuses, the vacancy will be given to the highest ranking
faculty from another campus and the next ranking faculty members from all the
campuses will be chain promoted to the position subsequently vacated. What will be
given to the highest ranking faculty in the campus where the vacancy originally exists
will be the vacated faculty rank which is higher than his/her present faculty rank.

16. 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 of a 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., Assistant Professor 4) even if the latter has
a higher points for as long as the Comparatively at Par point difference is not more
than 3, provided further that the latter faculty will also be promoted (e.g., to Associate
Professor 1).