Page 85 - PARAMETER E

Part 2 - Academic Manual

For undergraduate program
AR AR
PHTR = --------T = -------- x 1.25 = 0.000781 AR
W 1600

Where:
AR = annual salary rate of each faculty member proposed to be paid honoraria
W = Total teaching hours (40hrs/week multiplied by 40 weeks or 1600 hrs.)
T = 1.25 or 125% of the faculty member’s remuneration for services in excess of 6 hours of
actual teaching per day but not more than 2 hours

For graduate program
For faculty members with Bachelor’s degrees and with special vocational preparation
AR
PHTR = --------- x 1.5 = 0.0012 AR
1,296

For faculty members with Master’s degrees
PHTR = 0.0014 AR

For faculty members with Doctorate Degrees
PHTR = 0.0015 AR

1.10.3. Compensating WO - Workload Overload can be converted to Compensatory Overtime
Credits (COCs) to be used as Compensatory-Time-Off (CTO) for faculty absences or
undertimes subject to existing university and CSC guidelines.COC refers to the accrued
number of hours an employee earns as a result of services rendered beyond regular working
hours, and/or those rendered in Saturdays, Sundays, Holidays or scheduled days off without
the benefit of overtime pay. CTO refers to the number of hour or days an employee is
excused from reporting for weeks with full pay and benefits. It is a non-monetary benefit
provided to an employee in lieu of overtime pay for COCs gained.
1.10.4. COC’s may be converted into Service Credits when warranted by CSC rules and regulations.
These can also be used as CTOs by the faculty member to compensate his/her absences or
undertimes subject to the recommendation of their immediate supervisor/College Dean and
the approval of the Head of Agency/ Director for Administrative Servcies. CTOs earned
st
during the 1 semester will be used January to June of the following year while those
nd
earned during 2 semester may be used from July to December the ensuing school year.
1.10.5. All permanent faculty members must not have Under Load (UL) - UL refers to a WL that is
below the regular WL requirement of 18 units. As such, In cases where a faculty incur UL,
the circumstances behind it must be investigated by the campus director and or the Vice
President for Academic Affairs and may do the following:
1.10.5.1. Recommend for the deduction of proportionate amount from the salary of the
faculty if the cause of the UL is the faculty’s fault such as refusing to accept/
teach subject loads assigned to him/her, not having any WL in research,
extension, production or others as defined by his/ her job description and this
academic manual or any other unsanctioned actions such as swapping subject
loads with another faculty member without proper approval.
1.10.5.2. Give a maximum of “satisfactory rating” in their performance rating for the
period in relation to above issuance.
1.10.5.3. Rank low the faculty in the Performance Based Bonus ranking of employees with
a maximum of “good” rating.

72
IFSU Code