Page 74 - PARAMETER E

Part 2 - Academic Manual

1.5.3.3. 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.
1.5.3.4. 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.
1.5.3.5. Rank refers to academic positions of faculty members, namely Instructor, Assistant
Professor, Associate Professor, Professor, and University Professor.
1.5.3.6. 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.

1.6. 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:
1.6.1. Security of tenure of those holding permanent appointments is not absolute but is based on
performance.
1.6.2. 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.
1.6.3. 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.
1.6.4. 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.
1.6.5. Performance ratings shall be used as basis for promotion, further training and scholarship
grants and other personnel actions.
1.6.6. 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.
1.6.7. 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.
1.6.8. 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.
1.6.9. 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:
1.6.9.1. Disqualification from performance-based personnel actions which would require the
rating for the given period such as promotion, further training or scholarship grants and

61
IFSU Code