Page 46 - AREA II-Faculty-BSN-Program Performance Profile

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.

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.

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