Page 37 - Area III - Curriculum & Instruction

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approved by the Board of Regents (BOR) and an Appointment and Notice of Salary
Adjustment is subsequently issued to the faculty member.
1.2.3.3. Merit promotion refers to the movement of a faculty from one rank/sub-rank to
another on the basis of meritorious performance and despite the absence of the
required educational qualification for the rank/sub-rank.
1.2.3.4. Presidential discretion refers to the authority of the University President, under NBC
461, to advance/promote a faculty member on the basis of meritorious performance
despite the absence of the educational qualification required for the position, rank
or sub-rank to which a faculty member shall be finally promoted/advanced on the
basis of qualitative factors other than those herein specified.
1.2.3.5. Rank refers to academic positions of faculty members, namely Instructor, Assistant
Professor, Associate Professor, Professor, and University Professor.
1.2.3.6. Sub-rank refers to the academic positions within a rank. The sub-ranks for the
Instructor rank are Instructor I, II, and III; for Assistant professor rank - Assistant
Professor I, II, III, and IV; for the Associate Professor rank - Associate Professor I,
II, III, IV and V; for the Professor rank - Professor I, II, III, IV, V and VI.

1.3. Strategic Performance Management System for SUC’s
Faculty shall be evaluated, rated and given corresponding bonus and/ or punishment, using
the Strategic Performance and Management System that states the following:
1.3.1. Security of tenure of those holding permanent appointments is not absolute but is
based on performance.
1.3.2. Employees who obtain unsatisfactory rating for one rating period or exhibit poor
performance may be provided appropriate developmental intervention by the head
of Office and Supervisor, in coordination with the department of Human Resources
and Development to address competency related performance gaps.
1.3.3. If after advice and provision of developmental intervention, the employee still obtains
the same unsatisfactory ratings in the immediately succeeding rating period, he/she
may be dropped from the rolls. A written notice/advice from the Head of Office at
least (3) months before the end of the rating period must be required.
1.3.4. The Performance Management Team (PMT) shall validate the outstanding
performance ratings and may recommend concerned faculty member for
performance awards. Grant of Performance-Based incentives to include the grant of
one step/ rank increase in salary as provided by applicable laws and based on the
final ratings of employees as approved by the Head of Office.
1.3.5. Performance ratings shall be used as basis for promotion, further training and
scholarship grants and other personnel actions.
1.3.6. Faculty members who shall be on official travel, approved leave of absence or training
or scholarship programs and who have already met the required minimum rating
period of three (3) months shall submit the performance ratings obtained in the
immediately preceding rating period.
1.3.7. For purposes of performance-based benefits, faculty members who are on official
travel, scholarship or training within a rating period shall use their performance
ratings obtained in the immediately preceding rating period.
1.3.8. Faculty members who are on detail or secondment to another office shall be rated in
their present or actual office, copy furnished their mother office. The ratings of those
who were detailed or seconded to another office during the rating period shall be
consolidated in the office, either mother (plantilla) office or present office, where the
faculty member has spent majority of his/her time during the rating period.
1.3.9. A faculty member maybe sanctioned for non-submission of the Office Performance
Commitment and Review (OPCR) and the Individual Performance Commitment and
Review (IPCR) forms to the respective office within specific dates. This can lead to:
1.3.9.1. Disqualification from performance-based personnel actions which would
require the rating for the given period such as promotion, further training or
scholarship grants and performance enhancement bonus, if the failure to
submit the report is the fault of the faculty member.
1.3.9.2. An administrative sanction for violation of reasonable office rules and
regulations and simple neglect of duty for the supervisors responsible for the
delay or non-submission of the Office and Individual Performance Commitment
and Review reports.