Page 54 - ADMINISTRATIVE MANUAL

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b) Performance

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