Page 75 - PARAMETER E

Part 2 - Academic Manual

performance enhancement bonus, if the failure to submit the report is the fault of the
faculty member.
1.6.9.2. 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.
1.6.9.3. Administrative offense for neglect of duty to include immediate supervisors who failed to
perform their expected functions.

1.7. Promotion and Advancement Cycle
Promotion/advancement maybe availed by any faculty in two (2) ways:
1.7.1. Application to a vacant position.
1.7.1.1. The Human Resource Management Office (HRMO) or its duly authorized
representative, upon the approval of the University President, shall announce all
vacant positions to be filled. Submission of the required documents shall be
deemed as an application for a particular vacancy.
1.7.1.2. The university Personnel Selection Board (PSB) shall evaluate the candidate’s
credentials and other supporting documents submitted by the HRMO as validated by
interviews or previous performance (from previous employment) and stable
psychological disposition as determined by appropriate psychological tests. The
applicants are then ranked accordingly in a comparative assessment form (CAF) and
forwarded to the University President who make the final decision on who will be
appointed.

1.7.2. The National Budget Circular No. 461 (NBC 461) evaluation that occurs every 3 years.
1.7.2.1. Academic ranks are governed by the National Budget Circular (NBC) as per modified
Common Criteria for Evaluation (CCE) jointly prepared by the Philippine Association
of State Universities and College (PASUC), the Commission on Higher Education
(CHED) and the Department of Budget and Management (DBM). The rank of a
faculty is determined through the point allocation for faculty positions as provided
therein.
1.7.2.2. The circular establishes and prescribes rules and regulations governing the
implementation of the revised Compensation and Position Classification Plan for
Faculty positions in the State Universities and Colleges (SUCs) in accordance with
the CCE and the Qualitative Contribution Evaluation (QCE) of faculty positions. The
circular fully applies to all faculty positions in SUCs including teaching positions
assigned to laboratory classes. Consistent with the modified CCE, the following point
allocation for each academic rank and sub-ranks and the corresponding salary
grades as adopted is presented in the succeeding table.

Table 2. Point Allocation for Academic Ranks and Sub-Ranks
Minimum
Sub-
Faculty Rank Educational Rank Salary Point Bracket
Grade
Qualification
Master’s Degree I 12 65 & below
Instructor II 13 66 – 76

III 14 77 – 87
Assistant Master’s Degree I 15 88 – 96

62
IFSU Code