FACULTY

HANDBOOK
MSU-ILIGAN INSTITUTE OF TECHNOLOGY

2011
 Foreword

It is with great elation that this faculty handbook is finally out. While it is true
that this is one of the most sought-after documents during accreditation, its
purpose, however, goes beyond accreditation.

Without any doubt, this handbook is an essential tool to faculty members who
wish to familiarize themselves with the administrative and academic policies
related to their quaternary roles in instruction, research, extension and
production.

This handbook contains major sections that include the beginnings of MSUS
and MSU-IIT, vision and mission statements, faculty academic freedom,
classifications, ranking and promotion, fellowship grants, duties,
responsibilities, and privileges. Brief narratives on GSIS, PAG-IBIG,
Philhealth, Provident Fund, Faculty Union and MSU-IIT Multi-Purpose
Cooperative are also presented.

Also included in this handbook are pertinent national issuances, BOR

Resolutions, Memoranda and Special Orders. The latter two are specific to
IIT which are issued to facilitate implementation of administrative and
academic procedures. Some of these Memoranda and Special Orders
supplement BOR Resolutions. Although these are presented for posterity
reasons, all of these issuances are, however, classical in nature that they have
great bearings on the role of faculty members. The same can serve for
benchmarking purposes to administrators in the formulation of future
policies.

Preparation of this handbook started years back from previous members of a

similar Committee which has contributed a bulk of this handbook. We wish
to acknowledge and thank the Committee chaired by Prof. Nora A. Clar and
members who included Dr. Eufemio L. Calio, Dr. Brigida A. Roscom, Prof.
Geoffrey G. Salgado, Dr. Rhodora S. N. Englis, Dr. Asuncion M. Bas, Prof.
Metodia M. Trinidad, Ms. Juanita T. Riconalla, Prof. Jamila An Lim Hojas
and the late Mr. Leo L. Dagaerag.

Likewise, we wish to thank the staff of the School of Graduate Studies headed
by SGS Secretary Dr. Cristina Duyaguit, together with Ms. Alma Mosqueda,
Ms. Vanessa Ilago, Mr. Benjamin Tubo, and student assistan

ii
Mr. Ian Trenia and Mr. Earl Van Aquilam for securing the needed documents
and for the encoding preparation.

Above all, we wish to thank our administrators Dr. Sukarno D. Tanggol, Dr.
Marcello P. Salazar, Dr. Edgar W. Ignacio and Dr. Arnulfo P. Supe for
funding this publication.

Dr. Jerson N. Orejudos

Chair

Atty. Felicidad C. Gadiano Dr. Lydie D. Paderanga

Member Member

Dr. Alita T. Roxas Prof. Clowe D. Jondonero

Member Member

iii
 TABLE OF CONTENTS
Chapter/
Title Page
Section

Foreword ii

I The MSU System

1
II The MSU-Iligan Institute of Technology 1
II.A The Beginnings 1
II.B The Birth of MSU-IIT 1
II.C Vision and Mission 6

III Academic Freedom 6

III.A Legal Bases 6
III.B Academic Freedom at the Institutional Level 7
III.C Academic Freedom of Teachers, Researchers & 7
Extension Service Personnel

IV Classification of Faculty 8
IV.A Faculty Composition (University Code) 8
IV.B Position Titles and Qualifications 9
IV.C Faculty Appointment Status 9
IV.C.1 Exemption from Civil Service Examination 9
IV.C.2 Types of Faculty Appointment 9

V Faculty Ranking and Promotion 11

V.A Rank Promotion 11
V.B Rank Categorization 13

VI Fellowship Grants 20
VI.A Academic Scholarship Panel (BOR Res. No. 3, S
20
1992)
VI.B Criteria for Fellowship/Scholarship Grants 21
VI.C Renewal, Extensions or Recall 21

iv
Chapter/
Title Page
Section

VI.D Return Service 22

VI.E Grant of Fellowship Procedures 23
VI.F Privileges 24
VI.G Prohibitions 26
VI.H Summer Study Grants 26

VII Faculty Duties and Responsibilities 27

VII.A General Tasks 27
VII.B Working Hours, Workload and Other Related Work 28
VII.B.1 Working Hours 28
VII.B.2 Workload 28
VII.B.3 Service Report 29
VII.B.4 Consultation Hours 29
VII.B.5 Thesis Course Teaching Load (Course 199) 29
VII.B.6 Graduate Research Fees 30
VII.B.7 Workload in Administrative Designation /
31
Teaching/Research/Extension
VII.B.8 Workload of Ph.D. Faculty 33
VII.B.9 Summer Equivalent Load for Faculty Members
Holding Administrative Assignments (BOR 33
Resolution No. 72 S. 1991)
VII.C Class Management 34
VII.C.1 Grading System 34
VII.C.2 Class Attendance 34
VII.C.3 Submission of Grades 35
VII.C.4 Examinations 38
VII.C.5 Class Size 38
VII.C.6 Dropping of a Subject 39
VII.C.7 Dismissal and Postponement of Classes 39
VII.C.8 Integration Period 39
VII.C.9 Removal of INC 40
VII.C.10 Shifting of Students 40
VII.C.11 Transferees 40

v
Chapter/
Title Page
Section

VII.C.12 Maintenance of Class Record 41

VIII Faculty Privileges 41

VIII.A Leaves (University Code, Chapter 13) 41
VIII.A.1 Summer Vacation Leave 41
VIII.A.2 Maternity/Paternity Leave 41
VIII.A.3 Cumulative Leave 41
VIII.A.4 Leave Without Pay 42
VIII.A.5 Sabbatical Leave 42
VIII.B Tuition Privileges 42
VIII.B.1 For the Faculty Members 42
VIII.B.2 For Spouses, Children and Other Dependents 43
VIII.C Training, Research and Travel Grants/Incentives 43
VIII.C.1 Study Grants 43
VIII.C.2 Travel Grants 43
VIII.C.3 Research Grants 44
VIII.C.4 Research Incentives 44
VIII.D Professor Emeritus (BOR Res. #53, S. 1995) 46
VIII.E Outstanding University Faculty Award (BOR Res.
47
#129, S1995)
VIII.F GSIS, PAG-IBIG, Philhealth, Provident Fund, Faculty
48
Union and the MSU-IIT MPC
VIII.F.1 The Government Service Insurance System (GSIS) 49
VIII.F.2 Civil Service Commission/ Department of Budget and
64
Management
VIII.F.3 The Pag-IBIG (Pagtutulungan sa Kinabukasan: Ikaw,
67
Bangko, Industriya at Gobyerno) Program
VIII.F.4 The PhilHealth Program 73
VIII.F.5 Provident Fund 80
VIII.F.6 The MSU-IIT Faculty Union 81
VIII.F.7 The MSU-IIT Multi-Purpose Cooperative (MSU-IIT
82
MPC)

vi
 NATIONAL ISSUANCES

RA, CSC Date

MC/Res*
SUBJECT Page

RA No. Feb. 20, Code of Conduct and Ethical

6713 1989 Standards for Public Officials and A-1
Employees
CSC Res Oct. 31, Revised Dress Code Prescribed for
002515 2000 All Government Officials and A-12
Employees in the Workplace
CSC MC 1- Feb. 14, Quoting Memorandum Circular No.
91 1991 04, Series 1991, of the Civil Service A-16
Commission

* RA Republic Act
CSC MC Civil Service Commission Memorandum Circular
CSC Res Civil Service Commission Resolution

vii
 BOR RESOLUTIONS
BOR Res. No. SUBJECT Page

264, S. 2010 Increase of Monthly Stipend and Other Benefits for

B-1
APDP Faculty Grantees
261, S. 2010 Sabbatical Leave Guidelines B-4
125, S. 2010 Amendment to BOR Resolution No. 201, S. 2008
Increasing the Cash Incentive for Oral Paper
B-6
Presentation in International Conferences from
PhP15,000.00 to PhP20,000.00
124, S. 2010 Amendment to BOR Resolution No. 237, Series of
2007 Increasing the Cash Reward for ISI
B-7
International Publications from a Maximum
Amount of PhP30,000.00 to PhP40,000.00
43, S. 2010 Lecturers and Overload Honoraria Rates B-9
37, S. 2010 Holding Mid-Year Graduation Effective Academic
B-13
Year 2010-2011
9, S. 2010 Professorial Chair Program for the MSU-Iligan
B-14
Institute of Technology
313, S. 2009 Payment Scheme in Research Advising B-20
141, S. 2009 Granting of Administrative Load Equivalent to Six
(6) Units to President of the Faculty B-27
Club/Union/Association of Each Campus
280, S. 2009 Cash Incentives at MSU-IIT for Book Authorship,
Chapter in a Book, Articles in Non-ISI Refereed
B-29
Journals of International Circulation and the
Mindanao Journal.
15, S. 2009 Approval of the Policy to Require Faculty Members
Teaching in College to Possess Masteral Degree as B-31
basic Educational Requirement
114, S. 2007 Supplement/Amendment to BOR Resolution 168, S
1990 which assigns Equivalent Load Credits (and
B-33
Equivalent Leave Credits) to Faculty Members
Holding Administrative Positions
90, S. 2007 Reiterating the Strict Observance and
Implementation of Pertinent Civil Service Rules and B-42
Regulations and Various BOR Resolutions

viii
BOR Res. No. SUBJECT Page

50, S. 2007 Increase in the Overload Honorarium for Graduate

Courses from P1,000.00 per unit per semester to B-44
P2,000.00 per unit per semester
39, S. 2007 Increase in the Tuition Fee Rate, Miscellaneous
Fees for Off-Summer Offerings, and the
Upgrading of Overload Honorarium for B-45
Regular Faculty Members Teaching Summer
Classes from P1,000.00 to P2,000.00 per unit
23, S. 2007 Revision of the Fellowship Agreement to
B-53
Faculty Members for System-Wide Application
43, S. 2006 Rules and Regulations for Faculty Members
Committing Errors in the Entry of Grades as B-58
well as Late Submission of Grades
95, S. 2005 Revision of the Lecturers and Overload
B-62
Honoraria Rates
(Unnumbered) Classification of Lecturers
20, S. 2004 Assignment of Teaching Units Equivalence to
Research Workload at the MSU-Iligan Institute B-67
of Technology
390, S. 2002 Implementing Guidelines, Rules and
Procedures Governing the Participation of
MSU-IIT Faculty and Staff in Externally- B-69
Funded Research and Community
Development/Extension Projects
6, S. 2000 Intercampus Professorial Visitation Program B72
172, S.1998 A Scheme Governing the Step Promotion of
Faculty Members with Scholarly Publications
B-74
and/or Highly Acclaimed Inventions,
Discoveries and New Technologies
111, S.1998 Guidelines in the conduct of undergraduate
B-76
thesis-writing course (subject 199)
6, S. 1998 Entitlement of an Administrative workload
equivalent to one (1) teaching unit to class B-78
advisorship

ix
BOR Res. No. SUBJECT Page

187, S. 1995 Guidelines for the Grant of Permanent Tenure

B-79
to the Faculty Members of the MSU System.
189, S. 1995 Faculty Rewards and Sanctions B-86
91, S. 1994 Non-giving of Administrative Designation,
Assignment or Appointment within Four (4)
B-95
Years from the Date of Official Return of Ph.D.
Grantees
07, S. 1993 Amendment of BOR Resolution No. 168, S.
B-97
1990
3, S. 1992 Guidelines on Academic Personnel
B-100
Development Program
72, S. 1991 Summer Equivalent Loads for Faculty
B-108
Members Holding Administrative Assignments
109, S. 1990 Implementing Guidelines for the
Implementation of BOR Resolution No. 230 S. B-109
1989.
230, S. 1989 Fixing the Regular Load of Faculty Members B-111
1107, S.1976 Implementing Rules for the Grant of Authority
to Members of Faculty and Staff to Practice B-112
their Professions
1043, S. 1976 Granting Authority to Faculty and Staff of the
University to Practice their Professions Outside B-116
of the University

x
 MEMORANDA, MEMORANDUM CIRCULARS,
MEMORANDUM ORDERS

M, MC, Date
SUBJECT Page
MO

Memorandum March 3, Implementation of Government

(Unnumbered) 2011 Appropriation Act, Section 492
M 2011-029 Feb. 10,
OVCAA 2011 Permit to Study C-2
MC 2010-011 Dec. 17, Addendum to Memorandum Circular No. 2009-014
2010 re: Guidelines on the Payment of the Collective
Negotiation Agreement (CNA) Incentive for 2009 C-3
to Qualified MSU-IIT Employees for Application in
the Payment of the CNA for FY 2010
MC 2010-009 Nov. 8, Strict Observance of Regular Working Hours
2010
C-5
MO 2010- Oct. 18, Implementation of Operational Guidelines and
00236-OC 2010 Funding Scheme Policies for the Income C-6
Generating Projects (IGP) of the Institute
MO 2010- Sept. 24, Guidelines in the Installation of New Electrical
00216-OC 2010 Service Connections for Electrical
Equipment/Appliances Particularly Air C-8
Conditioners and Exercising Prudent Use of
Electrical Energy
MO 2010- Aug. 4, Implementing Rules on Leave of Absence/s
C-10
00169-OC 2010
MO 2009- Oct. 29, Moonlighting of Certain Faculty Members in
00223-OC 2009 Violation of Chapter 16 and BOR. Res. No. 1107 S. C-11
1976
M 2009-137 Oct. 26, Reminder on the Transferring of Students from One
OVCAA 2009 Section to Another.
C-13
MO 2009- Aug. 26, Permit for Work/Activities Done Inside the Campus
00176-OC 2009 after Regular Working/Class Hours
C-14
M 2009-075- April 24, Prescribed Form Authorizing Applicants to be
OVCAA 2009 Interviewed for Hiring.
C-16
M 2009-066- April 17, Hiring of Lectures, 1st Sem., A.Y. 2009-10
OVCAA 2009
C-18
M 2009-064- April 16, Revised Application Form for Permit to Study
OVCAA 2009
C-19
M 2009-042- March 2, Supplemental No. 2 to Memo No. 09-19 of this
OVCAA 2009 Office Concerning the Wearing of Sablay for C-21
Faculty Members
xi
 M, MC, Date
SUBJECT Page
MO

M 2009-020- Feb. 3, New Academic Personnel Development Program

C-22
OVCAA 2009 (APDP) for AY 2009-10
MO 2009- Jan. 9, Annual Five-Day Forced/Mandatory Leave of
00007-OC 2009 Officials and Employees
C-24
M 2008-171- Nov. 24, Revisions on OVCAA Form No. 2
OVCAA 2008
C-26
MO 2008- Oct. 13, Prescribed Rules and Regulations on Erroneous
00248-OC 2008 Entry of Grades and Late Submission of Grades by C-28
Faculty
M 2008-056- May 2, Benchmarking Degree Offerings
OVCAA 2008
C-30
MO 2008- May 2, Revised Guidelines for the Hiring of Faculty
098-OC 2008 Members
C-34
Memorandum Jan. 24, Forms for Job Order and Contract of Service for all
(Unnumbered)
C-47
2008 Contractual Employees of the Institute
Memorandum Jan. 10, Mandatory Submission of Sworn Statement of
(Unnumbered) 2008 Assets and Liabilities to the Office of the C-52
Ombudsman
M 2008-002- Jan. 3, Guidelines in Hiring Lecturers
C-53
OVCAA 2008
M 2007-074- July 11, Revised Form to Authorize the Holding of
C-55
OVCAA 2007 Educational Field Trips
M 2006-073- June 27, Treatment on Refund of Fees
C-57
OVCAA 2006
M 1996-071- June 27, Reminder Not to Allow Students Attending Classes
C-59
OVCAA 2006 without Completed COR
M 2006-033- Mar. 27, Summer 2006 Offerings
C-60
OVCAA 2006
M 2005-116- Dec. 8, Format for the Preparation of Progress or Annual
C-61
OVCAA 2005 Report
M 2005-110- Nov.21, Issuance of Class Cards
C-65
OVCAA 2005
M 2005-068- July 8, Submission of Inventory of Developed and
C-66
OVCAA 2005 Reproduced Textbooks, Workbooks and Manuals
MO 2005- Mar. 22, Prescribing Additional Requirements in the Award
C-68
075-OC 2005 of Tenure to Faculty Members
M 2005-030- Mar. 11, Provisions of the University Code on Incomplete
C-69
OVCAA 2005 Grades
MC 2004-021 Oct. 21, Institute`s Plan to Avail Itself of the Benefits of
C-70
2004 Executive Order No. 366 (Rationalization of

xii
 M, MC, Date
SUBJECT Page
MO

Governments Units) for its Employees Who Opt to

Retire Early
M 2004-040- June 2, Condition for the Renewal and/or Hiring of
C-72
OVCAA 2004 Contractual Faculty
MC 2003-003 Feb. 19, Implementing Guidelines for the Grant of Clothing
C-73
2003 Allowance To all Institute Personnel
Memorandum Jan. 29, Reminders on the Treatment of Applications for
(Unnumbered)
C-74
2003 Leave of Absence by Faculty Members
Memorandum Nov. 7, Strict Compliance with Disciplinary Directives
(Unnumbered)
C-76
2002 Issued by the Chancellor`s Office
MC 2002-09 June 19, Enforcement of In-Campus Security Guidelines Per
C-78
2002 MC No. 009 S. 2000
MC 2002-08 June 17, Reiteration of the Directive to Synchronize All
C-81
2002 Time-Keeping Devices in the Campus
MO 2002- Apr. 11, Internal Rules Governing Service of
085-OC 2002 Summons/Processes, Decisions on Disciplinary
C-82
Actions to Individuals and Other Specific
Instructions
MO 2001- Dec. 5, Guidelines for Pag- IBIG/GSIS Applications
C-83
383-OC 2001
Memorandum Nov. 20 Requiring the Surety Bond as Part of the Fellowship
(Unnumbered) 2001 Agreement for All Scholarship Granted to Faculty C-85
and Staff
MC 2000-9 Dec. 1, Reiteration of Security Measures
C-86
2000
MO 2000- July 4, Guidelines for Student Teaching Assistants
C-88
204-OC 2000
MO 2000- May 31, Strengthening the Security Mechanism in the
C-90
170-OC 2000 Campus
MO 2000- Mar. 7, Notation of All Sick Leave Applications of Institute
081-OC 2000 Employees by the Medical Officer before their
C-92
Approval and Recording the Same in the
Employees Health Index Cards
MC 1999-011 Oct. 6, Amendment to MC No. 009-OC, re: Imposition of
1999 Disciplinary Action Against Institute Employees
Who are Habitually Incurring Unauthorized C-93
Absences and Tardiness in Reporting for Work as
Prescribed by the Existing Civil Service Laws.
MO 1999- Sept. 10, Amendment to Memorandum Order No. 93-241-
C-95
296-OC 1999 OC Re, Prescribed Dress Code

xiii
 M, MC, Date
SUBJECT Page
MO

MO 1999- May 19, Availment of Maternity Leaves

C-96
150-OC 1999
Memorandum Sept. 24, Observance on Provisions of the University Code
(Unnumbered)
C-98
1998
M 1998-46- Aug. 31, Strict Observance of the Policy Requiring Written
OVCAA 1998 Permit for Faculty Members from Other Units of
C-99
the University System to Teach Courses at the
Institute
MC 011 Nov. 21, CSC Memorandum Circular Nos. 14, S. 1991
1996 (Dress Code for All Government Officials and
C-100
Employees) and 25, S. 1991 (Clarificatory
Circular/Addendum to the Dress Code)
MO 1996- Aug. Policy on Moonlighting
C-101
268-OC 28,1996
M 1996-060- July 29, Working and Consultation Hours
C-102
OVCAA 1996
M 1996-032- Apr. 2, Reminders for Strict Implementation of Procedures
C-103
OVCAA 1996 for Monitoring of APDP Grantees
M 1996-016- Mar. 4, Teachers Leave Privileges
C-104
OVCAA 1996

xiv
 SPECIAL ORDERS
SPECIAL Date
ORDER NO.
SUBJECT Page

00013-IIT April 26, General Guidelines in the Utilization and

2011 Dispatch of the Institute Shuttle Bus, Canter D-1
and Coaster
00183-IIT Feb. 28, Prohibition on the Consumption of
2011 Alcoholic Beverages among MSU-IIT D-3
Officials and Employees
00164-IIT Feb. 23, Guidelines on the Payment of Productivity
D-4
2011 Incentive Benefit (PIB) for CY 2010
588-IIT July 2, Constitution of the MSU-IIT Gender and
2010 Development (GAD) Focal Point and the D-6
Designation of the GAD Focal Person
341-IIT May 6, Prescribing the New Rate of Graduate
2010 Thesis Advising and Defense Fees as well
D-8
as the Scheme on Thesis Adviser and Panel
Member Entitlements to Faculty Members
052-IIT Feb. 2, Use of Sticker/Gate Pass for Vehicles
D-12
2009 Entering MSU-IIT
696-IIT Sept. 25, Guidelines in the Implementation of the
2008 Policy on the Wearing of Official
D-14
Identification Card when Entering inside
the Campus.
197-IIT Apr. 18, Guidelines on Handling Summer Classes
D-17
2008
125-IIT Mar. 14, Internal Guidelines for Monetization
D-19
2008
667-IIT Nov. 24, Rationalization of the Position of an
2006 Academic Program Coordinator of a D-21
Department in Schools/ Colleges.
502-IIT Sept. 5, Implementation of the Direct Entry of
2006 Grades into the e.SMS Data Base by D-23
Faculty Members

xv
 SPECIAL Date
ORDER NO.
SUBJECT Page

256-IIT June 17, Grant of Authority to Faculty Members

2005 with Administrative Designations to D-25
Monetize Earned Leave Credits
541-IIT Oct. 17, Implementing Guidelines of the MSU-
2002 Iligan Institute of Technology Provident D-26
Fund Program
523-IIT Oct. 8, Amendments to S.O. No. 489-IIT: Internal
2002 Guidelines on CSC Rehabilitation Leave for D-30
the Institute
489-IIT Sept 12, Internal Guidelines on CSC Rehabilitation
D-31
2002 Leave for the Institute
094-IIT Feb.26, Prescribing of Institutional Guidelines to
D-34
2002 Govern Certain Transactions
522-IIT Nov. 22, Implementing Guidelines on Travel to be
2001 Undertaken by Faculty, Staff, Directors, D-37
Deans and Students
412-IIT Dec. 13, Prescribing a Scheme for the Awarding of
D-39
2000 Faculty Items
293-IIT Oct. 5, Activating the Institute Level Grievance
D-40
2000 Machinery
297-IIT Sept 10, Prescribing Guidelines for the
1999 Administration of the Academic Personnel
D-42
Development Covering International/
Foreign Grants/ Assistance
020 - IIT March Prescribing Guidelines for the
18, 1999 Administration of the Institute Academic
D-45
Personnel Development Program Starting
First Semester, AY 1999-2000

xvi
I. THE MSU SYSTEM

The Mindanao State University (MSU) is a public, non-stock, non-profit

institution of higher learning. Created by Republic Act (RA) No. 1387, as amended
by RA No. 1893, RA No. 3791 and RA No. 3868, it was formally established in
Marawi City on September 1, 1961. It started as a one-campus university, but has
now grown into a University System with seven (7) major campuses and other
external units located in strategic areas in Mindanao (Art 2, University Code).

The mandate of the University is to provide instruction for the undergraduate

and graduate levels in literature, philosophy, law and the arts and sciences, business
and engineering, to give professional and technical training, to encourage and
undertake research, to contribute to the growth and dissemination of knowledge, and
to better implement the policy of the government in the intensification of the
education of the Filipino youth, especially among the Muslims and other tribes
belonging to the national minorities, with the aim and view of integrating the latter
into the national body politic. More emphasis, however, shall be given to the teaching
of Filipino native culture, arts, sciences, law, philosophy and literature (Art. 3,
University Code).

II. THE MSU-ILIGAN INSTITUTE OF TECHNOLOGY

A. The Beginnings

The history of the Institute dates back to 1946, shortly after the war, with the
establishment of the Iligan Junior High School (IJHS). In 1948, however, IJHS was
renamed as Iligan High School (IHS). When Iligan became a chartered city in 1950,
Iligan High School came to be called Iligan City High School (ICHS). In 1956,
ICHS was converted into the Lanao Norte Technical School (LNTS) and placed
under the Bureau of Vocational Education. In the early 1960s, LNTS was shortened
to LTS (Lanao Technical School). On June 19, 1965, President Diosdado Macapagal
signed into law Republic Act 4626, which further converted LTS into Northern
Mindanao Institute of Technology (NMIT); however, this law was not implemented.

B. The Birth of MSU-IIT

On April 5,1967, during its 27th meeting, the MSU Board of Regents (BOR)
approved Resolution No. 277, granting authority to the President of the University,
to make a feasibility study on the opening of an extension division in Iligan City. The
target site was in the campus of Lanao Technical School. At that time, the MSU
Extension Division in Iligan City explored the possibility of opening an extension
division in Iligan City, specifically inside the campus of LTS. Three months after, in
July 1967, the MSU Extension Division in Iligan was opened, initially offering first
year General Education program leading to a four-year Bachelor of Science in
Business Administration (BSBA) degree. Designated Acting Director, through BOR
Res. No. 297, s. 1967, was Prof. Victoria Juarez Adeva, a faculty member of the MSU
College of Liberal Arts.

The following year, the MSU Extension Division offered 2nd year courses
leading to the degree BSBA major in Accounting and 2-year General Education
courses leading to other degrees, which would be completed at the main campus in
Marawi City.

On July 12, 1968, a bill co-authored by Congressmen Mohammad Ali

Dimaporo, Rashid Lucman and Aguedo Agbayani, Jr. was signed into law by then
President Ferdinand E. Marcos. It was entitled An Act Changing the Name of the
Northern Mindanao Institute of Technology to Iligan Institute of Technology,
Integrating it as a Unit of the Mindanao State University. Consequently, the 7.9
hectare-campus site of the now defunct Lanao Technical School, including its seven
buildings, equipment, books, and all the teaching and non-teaching personnel, was
turned over to MSU-IIT. President Ferdinand E. Marcos came to Iligan City to
inaugurate it on January 22, 1969.

MSU-IIT is the first attempt in the history of higher education in the

Philippines for a State University (the MSU), a local government (in this case, the
City of Iligan), an industrial community (the Iligan Bay Chamber of Industries), and
the national government to join together in an educational partnership and harness
their resources for a manpower training program dovetailed to the needs of the
industry and other sectors of the community. Thus, in the MSU Board of Regents,
MSU-IIT was represented by no less than three ex-officio members: the Mayor of
Iligan City, the President of the Iligan Bay Chamber of Industries and the Chairman
of the Institutes Advisory Council.

The Board then passed Resolution No. 411, s. 1968, which provided that,
Within the context of the broad aims of the University and the specific goal of the
Institute to provide a program for the industrial development of the Mindanao region,
MSU-IIT would:

1. develop and implement training programs to meet the technical and skilled
manpower requirements of the specific type, magnitude and level of competence by
existing and projected industries in Iligan City and its environs;

2. initiate and undertake projects and studies which bear on the manpower
needs, industrial growth of Iligan and other development projects, including those
needed by specific industries and other sectors of the Iligan community and its
environs; and

3. organize and implement, as needed by the community, academic programs

for the development of technical and professional manpower that will enhance and

2
support the industrial growth of Iligan within the economic and social development
plan of the Mindanao region.

The academic programs mandated by the BOR were: the existing vocational
high school program of the former LTS, which would be expanded to make it more
responsive to the needs of the industries, or prepare them for further training in
college level of technical and professional courses, and a Manpower Training
Program for strengthening and upgrading the unskilled manpower reservoir in
Greater Iligan for the industries of the Northern Mindanao region.

The status of MSU-IIT was described as a college to be headed by a

director, who shall be responsible for the planning, development and management
of the unit within the administrative structure of the University. The Institute would
have two departments: the Department of Vocational Education and the Department
of Professional and Technical Education.

Designated as first Acting Director through BOR Res. 463, s. 1069 was Prof.
Pablo Aquino, from the main campus, who served from 1969 to 1970. In its first year
of operation, the Institute was allocated an annual operating budget of P317,000. It
was also authorized to continue offering the four-year BSBA degree programs,
majoring in Accounting and Management, and the two-year general education
(liberal arts) program, along with the existing secondary terminal vocational
curriculum. In 1970, Acting Director Aquino was replaced by Engr. Alberto M.
Villares, a former Dean of the College of Engineering, who was given the title Dean
of the Institute.

The Institute continued operating the secondary terminal vocational course,

but added an Honors class following the revised secondary education curriculum.
The Honors class consisted of valedictorians, salutatorians and honor students from
the public and private elementary schools in Iligan City. They eventually became
distinguished professionals in various disciplines.

During the early years of Martial Law, the Presidential Commission to

Survey Philippine Education (PCSPE) was created and one of its recommendations
was to produce at least 300 technicians per year to enable the countrys industries to
turn the wheels of progress. President Marcos consequently formed the Educational
Projects Implementing Task Force (EDPITAF) to implement the recommendations
of the PCSPE. This development would have a far-reaching effect in IIT, starting
with the detail of its head, Dean Villares, to the EDPITAF as a Consultant. This
resulted in the appointments of a series of officers-in-charge for the Institute until the
middle of 1973, including no less than the University Vice President for Development
and Administration, Dr. Quiterio F. Miravite. He was followed by Engr. Pastor L.
Torres, who was designated Dean of Faculty when Prof. Manaros B. Boransing took
over as regular Dean of the Institute. Torres served as such until 1975 when he joined
SEAFDEC (Southeast Asian Fisheries Development Center). He was replaced by

3
another young professional from the main campus, Engr. Reneriano D. Soliva, who
later became Asst. Vice President for Academic Affairs.

Prof. Manaros B. Boransing, first Maranao CPA, Vice President for

Development and Administrative Services and consequently Dean of the College of
Business Administration at the main campus, was appointed by the Board of Regents
as Dean of the Institute on August 6, 1973.

Under Dean Boransing and upon the recommendation of EDPITAF, the

Institute expanded its technician education program to ten major fields. The
Department of Professional and Technical Education was also split into the
Department of General Education and the Department of Technical Education. Dean
Boransing likewise engaged in infrastructure development, and massive recruitment
of topnotch faculty, inviting the top graduates of MSU and other academic
professionals to join the faculty force of the Institute.

In 1975, Dean Boransing and his management teams comprehensive

organizational plan for MSU-IIT was approved by the Board of Regents. BOR
Resolution No. 894 made the Institute the first autonomous campus of the Mindanao
State University. Its budget was placed directly in the General Appropriations Act
under the National Capital Region, separate and distinct from that of the main
campus. But while the Institute was now fiscally autonomous, policies were still
under the Board of Regents. The Institutes Chief Executive also became Vice
President for MSU-IIT, and under him were three Assistant Vice Presidents.

In 1978, President Marcos issued Letter of Instruction No. 654, Directing

the Establishment of the Manila and the Bacolod Technician Institutes, and
Upgrading the Technician Education Program at Iligan Institute of Technology. In
effect, three prototype state schools for technician education were created under the
Bureau of Higher Education of the Department of Education. MSU-IIT was
designated as the prototype technician education institute for Mindanao.

VP Boransing continued to engage in the physical development of the

Institute, including the simultaneous construction of the Institute Gymnasium, the
College of Engineering Building, and the College of Science and Mathematics
Building. Eventually, MSU-IIT created seven academic units, and offered a variety
of graduate, undergraduate and certificate programs.

When VP Boransing retired in 1988, the helm of the Institute was assumed
by another dynamic and visionary educator from the main campus, Dr. Camar A.
Umpa, then Assistant Vice President for Academic Affairs of the MSU System. Dr.
Umpa brought with him a master plan to bring MSU-IIT into the global community
of institutions of higher learning. With his new management team, consisting of Dr.
Jimmy Y. Balacuit, AVP for Research and Extension, Mr. Luzmindo V. Mamauag,
AVP for Administration and Finance, Prof. Marcelo P. Salazar, AVP for Academic

4
Affairs, he revised and strengthened the organizational structure of the Institute,
taking into consideration its fiscal autonomy. At this point in the history of the
University, the chief executives of all the system campuses were renamed
Chancellor, and seconds-in-command as Vice Chancellors.

Chancellor Umpa successfully implemented the long-term development plan

for MSU-IIT started by his predecessor. Scholarships were availed from International
universities, and linkages with research institutions worldwide were strengthened.
Under his administration, MSU-IIT acquired for the first time the distinction as a
Center of Excellence in Biology, Chemistry, Mathematics and Physics, and Center
of Development in Engineering.

When Dr. Umpa was appointed as President of the University System in

2001, Prof. Marcelo P. Salazar, the incumbent Vice Chancellor for Academic
Affairs, took over as Chancellor of the Institute. Rising from the ranks as faculty
member, he was the first and longest-serving Director of the School of Engineering
Technology before he became VCAA.

Under the leadership of Chancellor Salazar, MSU-IIT has continued to be

declared as Center of Excellence in Science and Technology and Center of
Development in Engineering and Computer Studies by the DOST. It has served as
the regional hub for Information and Communications Technology. Its Arts and
Social Sciences and Education programs are Level 3 accredited by the Accrediting
Agency of Chartered Colleges and Universities in the Philippines (AACCUP). The
College of Education likewise acquired the distinction of Center of Excellence for
Teacher Education. The Business Administration and Accountancy Programs,
meanwhile, are Level 1 accredited. Today, the Institute ranks among the top five
colleges and universities in the country for having produced topnotchers in the
Professional Regulations Commissions engineering, accountancy, nursing and
teachers licensure examinations. Its high school and college students, as well as its
faculty, are winners of local, national and international awards in science and
technology. Many of its faculty are sought-after lecturers and resource persons.

On April 18, 2011, Dr. Sukarno D. Tanggol was elected as the new
Chancellor for MSU-IIT by the Board of Regents. A holder of Doctor of Public
Administration from the University of the Philippines, he was also the former
Philippine Ambassador to Kuwait. His concept paper for MSU-IIT includes, among
others, sustaining the gains and expanding competencies.

5
 C. Vision and Mission

MSU-IIT has expanded its Vision to become a competitive member of the

global community of higher education institutions both for attaining excellence in
science and technology and for producing graduates who are developed holistically,
to wit:

A world-class institution of higher learning, renowned for its excellence

in Science and Technology and for its commitment to the holistic development of
the individual and society.

The Institute offers several graduate, undergraduate and certificate programs

operating through an expanded mission which takes into consideration the cultural
diversity of the region, to wit:

To provide quality education for the industrial and socio-economic

development of Mindanao, with its diverse cultures, through relevant programs in
instruction, research, extension and community involvement.

III. ACADEMIC FREEDOM

A. Legal Bases

The Mindanao State University System is mandated by its Charter and other
relevant national laws to serve the people of Southern Philippines through instruction,
research and extension services. The University, in the fulfilment of these functions,
shall uphold and protect academic freedom as provided for in the 1987 Constitution
and in implementing laws related thereto as follows:

1. "Academic freedom shall be enjoyed in all institutions of higher

learning" (Section 5 [2], Article XIV, 1987 Constitution).

2. "The State shall likewise ensure and protect academic freedom and
shall promote its exercise and observance for the continuing intellectual growth, the
advancement of learning and research, the development of responsible and effective
leadership, the education of high-level and middle-level professionals, and the
enrichment of our historical and cultural heritage" (Section 2 - Declaration of Policy,
RA 7722: Higher Education Act of 1994).

3. "Nothing in this Act shall be construed as limiting the academic freedom

of universities and colleges. In particular, no abridgement of curricular freedom of
the educational institutions by the Commission shall be made except for: (a)
minimum unit requirement for specific academic programs; (b) general education

6
distribution requirements as may be determined by the Commission; and (c) specific
professional subjects as may be stipulated by the various licensing entities. No
academic or curricular restriction shall be made upon private educational institutions
which are not required for chartered state colleges and universities (Section 13 -
Guarantee of Academic Freedom, RA 7722: Higher Education Act of 1994).

In consideration of the foregoing, provisions of other national laws, and

policies of the University duly approved by the MSU Board of Regents, the
enjoyment of academic freedom in the University shall consist of, but not limited to,
the following levels and its corresponding elements:

B. Academic Freedom at the Institutional Level

1. The right of the Board of Regents or its lawful authorities to provide

for the proper governance of the school and to adopt and enforce administrative or
management systems;

2. The right of the University to determine on academic grounds who

shall be admitted to study, who may teach, and what shall be the subjects of the study
and research (Sec. 5(2) Article IV of the Constitution); and,

3. The President of the University and the Chancellors of the

autonomous campuses shall develop and maintain a healthy school atmosphere
conducive to the promotion and preservation of academic freedom and effective
teaching and learning, and to harmonious school-personnel relations (Section 17, Batas
Pambansa Blg 232; Education Act of 1982).

C. Academic Freedom of Teachers, Researchers & Extension Service

Personnel

1. Teachers shall enjoy academic freedom in the discharge of their

professional duties, particularly with regards to teaching and classroom activities
(Section 12, RA 4670: The Magna Carta for Public School Teachers, approved on
June 18, 1966).

2. Members of the teaching staff shall enjoy academic freedom;

provided, however, that no instructor in the University shall inculcate sectarian tenets
in any of his/her teachings nor attempt, either directly or indirectly, under penalty of
dismissal by the Board of Regents, to influence students or attendance at the
University for or against any particular church or religious sect or political party
(Article 144, MSU University Code, approved by the Board of Regents on June 1,
1977 during its 78thMeeting).

7
 3. Academic freedom is the right to teach the subject, publish the result
of ones research and express ones convictions in his/her field of specialization in
the best light, subject to the following conditions:
3.1. Mindanao State University should recognize that the teacher, in
speaking or writing outside of the institution upon subject beyond the scope of his/her
own field of study, is entitled to the same freedom and is subject to the same
responsibilities as attached to all other citizens;
3.2. It is clearly understood that the Mindanao State University
assumes no responsibility for views expressed by members of its staff, and the faculty
members themselves should, when necessary, make clear that they are expressing
only their personal opinions (Article 145, MSU University Code).

4. The faculty, research and extension service personnel shall have the
right to conduct academic and scholarly inquiry without prior restraint or subsequent
punishment
(Section 4, Article 1, MSU Code of Governance, approved under BOR Resolution
No. 92, S 1988).

IV. CLASSIFICATION OF FACULTY

A. Faculty Composition (University Code)

1. Regular members:

1.1. Teacher (Levels I-III)

1.2. Master Teacher ( Levels I-IV)
1.3. Instructor (Levels I-III)
1.4. Asst. Professor (Levels I-IV)
1.5. Associate Professor (Levels I-V)
1.6. Full Professor (Levels I-VI)
1.7. Research/College Professor
1.8 University Professor

2. Non-regular members:

2.1. Assistant Lecturer

2.2 Associate Lecturer
2.3. Lecturer
2.4. Special Lecturer
2.5. Professorial Lecturer
2.6. Professor Emeritus

8
 B. Position Titles and Qualifications

The minimum educational qualification for teachers to teach in the collegiate

levels is a master's degree with a specific area of specialization. In the absence of
applicants who possess the minimum educational qualifications, non-masters degree
holders may be appointed under a contractual status.

C. Faculty Appointment Status

1. Exemption from Civil Service Examination

The Charter of the University (RA 1387, as amended) provides that

professors and other regular instructors in the University shall be exempt as such
from any Civil Service Examination or regulation as a requisite to appointment"
(Section 11).

Likewise, the University Code provides that "members of the academic

staff (teaching staff and personnel performing academic-related work) shall be
exempt as such from any Civil Service Examination or regulation as a requisite to
appointment unless otherwise provided by law (Article 97).

2. Types of Faculty Appointment

Pursuant to existing regulations of the Civil Service Commission and the

University, faculty appointments shall either be permanent, temporary, or
contractual.

2.1 Permanent Appointment.

Pursuant to BOR Res. No. 187, s. 1995, the revised scheme for the
grant of tenure is as follows:

2.1.1 Collegiate and Graduate Faculty

A master's or a doctoral degree holder in one's field of

specialization with at least two years of full-time teaching experience in the
University with an average teaching efficiency rating of at least Very Satisfactory
(VS) during the last two immediate preceding years. In case of returning grantees,
their average Teaching Efficiency Rating (TER) within two years prior to official
start of their study leave may be considered.

A doctorate in the allied, i.e., strongly related field of

specialization, with at least two years of full-time teaching experience in the
University with an average teaching efficiency rating of at least Very Satisfactory
(VS) in the last two immediate preceding years.

9
 A master's degree holder in the allied, i.e., strongly related
field of specialization, with at least three (3) years of full-time teaching experience in
the University and with an average teaching efficiency rating of at least VS during
the last two immediate preceding years.

A non-master's degree holder with at least five (5) years of

full-time teaching experience in the University, an average teaching efficiency rating
of at least VS in the last two immediate preceding years and any of the following:
top 20 of a professional board exam in the field of specialization; completing at least
one research project in one's field of specialization or related field which has been
acclaimed by at least two national experts in the field or authoring; developing and
helping in the implementation of major institutional programs that have significantly
contributed to the growth and development of the University; or implementing a
University recognized extension project (not merely recognized by a department or a
college) which created an impact and significantly benefited a large community as
duly acclaimed by credible community leaders and supported by written documents
and other proofs; or inventing a device, tool, machine and the like, properly patented
or commercially manufactured; or receiving a recognized national award which has
brought honor and prestige to the University.

2.1.2 High School Teachers

A master's degree holder in Education obtained from

accredited schools with avalid Professional License and with at least one year of full-
time teaching experience in the University and with a minimum TER of VS in the
preceding year.

A master's degree holder in a specialized field of Education

with a valid Professional License and with one year or more of full-time teaching
experience in the University and with minimum average TER of VS in the preceding
year.

A non-master's degree holder with a valid Professional

License and with five years full-time teaching experience in the University and with
minimum average TER of VS in the last two preceding years.

2.1.3 Retention of Status

A high school faculty member on permanent status in the

University who becomes a Collegiate faculty can retain his/her permanent status.

A permanent faculty member of other SUCs or the DepEd

who transfers to the MSUS may retain his/her permanent status provided there is an
official transfer of service duly noted by the CSC and provided further that the

10
transferring faculty member is immediately appointed with a specific faculty item.

A permanent administrative and semi-academic personnel of

the University who transfers to a teaching position by reason of outstanding academic
qualifications may retain his/her permanent status provided he/she has at least a
master's degree in the required field of specialization where he/she is appointed and
that his/her recruitment has been duly recommended by the department concerned.
Provided further, that he/she is immediately appointed to a faculty item upon
appointment and that the need for such a teacher has been established and his/her
transfer is strictly by invitation of the department faculty.

A permanent administrative personnel of other SUCs, DepEd

and or other institutions or agencies who transfers to a teaching position in the
University shall NOT retain his/her permanent status.

V. FACULTY RANKING AND PROMOTION

BOR Resolution No. 211, s. 2006, approves the Revised 2005 Integrated
Scheme for Ranking and Promotion (ISRP) and outlines the positions and
corresponding qualifications of faculty members. For details on the procedure for
ranking and promotion and full text of the ISRP, refer to 2005 ISRP: Implementing
Guidelines and Procedures

A. Rank Promotion

Ranking for promotion is a form of institutional recognition of the

meritorious performance and outstanding achievements of a faculty. A faculty
member who has attained significant achievement or has demonstrated exemplary
performance is given due recognition through evaluation for rank promotion.

Considerations for Promotion

Regular faculty members with at least a probationary status or occupying

an itemized position, who have served the university for at least two (2) years, and
are handling at least three (3) units of teaching load during the time of evaluation,
may be considered for promotion, provided that they have achieved or satisfied at
least one of the following:

1. Conferment of an officially authorized degree to a faculty grantee

who has reported back to duty with TOR and approved bound copy of thesis or
dissertation, if applicable; TOR and SO required for those who graduated from
private institutions;

11
 2. Completion of a graduate degree on ones own time and expense
with approved permit to study PROVIDED, the degree is within or in the
allied/related field of study or specialization duly recognized by the University as
certified by the concerned academic department or college, with a certified true copy
TOR and an approved bound copy of thesis or dissertation, if applicable; an SO for
those from private institutions shall be required;

3. An average Teaching Efficiency Rating (TER) of not less than Very

Satisfactory (VS) in the last four (4) semesters and meeting at least one of the
following requirements based on current rank:

INSTRUCTOR/TEACHER

1. Three (3) years of continuous teaching in the MSUS immediately prior

to evaluation

ASSISTANT PROFESSOR (any of the following in ones field of

specialization)

1. Publication of a technical/professional/scientific paper or its

equivalent or presentation/performance/exhibition of creative work;

2. Involvement in at least two (2) researches;

3. Involvement in the production of at least two (2) instructional

materials (e.g. workbooks, manuals, modules, prototypes, etc.);

4. Involvement in two (2) regional extension projects*;

5. Involvement in two (2) significant (regional or system wide)

institutional service

ASSOCIATE PROFESSOR (any of the following in ones field of

specialization)

1. Publication of two (2) technical/professional/scientific papers or their

equivalent, or presentation/performance/exhibition of two (2) creative works;

2. Completion of at least one (1) research project as principal researcher;

3. Sole authorship of one (1) book or co-authorship of two (2) books;

4. Conceptualization and spearheading of two (2) major extension

projects;

12
 5. Conceptualization and spearheading of two (2) significant institutional
services.

PROFESSOR (any of the following in ones field of specialization)

1. Publication of three (3) technical/professional/scientific papers or their

equivalent or presentation/performance/exhibition of three (3) creative works;

2. Completion of at least two (2) research projects as principal

researcher;

3. Sole authorship of at least two (2) books or co-authorship of 4 books;

4. Conceptualizing and spearheading of three (3) major extension

projects;

5. Conceptualizing and spearheading of three (3) significant Institutional

Services.

For Full Professor to be promoted to Research/College Professor or University

Professor the given entrance requirements must be satisfied.

N.B. 1. Publication of a solely authored book should be duly recognized and accredited by the
University through the University/Campus Textbook Board based on established
criteria.
2. All supporting documents for consideration in each rank category are new or not used
in previous considerations for rank promotion.
3. The number of faculty to be promoted shall conform to the faculty promotion plan of
each campus.

B. Rank Categorization

Rank categorization shall be based on the following established entrance

requirements which are singular in the Instructor and Teacher ranks and with
several options for the rest of the ranks:

TEACHER
(Levels I III)

1. At least a Bachelors degree with appropriate majors or in a closely allied

field and passing the Licensure Examination for Teachers/Professional Board
Examination for Teachers (LET/PBET).

13
 MASTER TEACHER
(Levels I IV)

1. At least a Masters degree in ones field of specialization

a. With an average TER not below Very Satisfactory** for the last two
(2) years prior to the evaluation; and,
b. must be a PBET or LET passer

**not applicable to new recruits

2. A Bachelors degree*** in education and

a. Passing PBET or LET; and
b. Having ten (10) years of continuous actual and full time teaching
experience in MSU with an average TER of VS or an Outstanding TER for the last
three (3) consecutive years.

***a maximum of MT II (Master Teacher II)

INSTRUCTOR
(Levels I III)

1. At least a Bachelors degree within ones field of specialization or in a

closely allied field plus passing a licensure examination, when required in the
degree. Passing a licensure examination may be waived for those teaching courses
not requiring the same.

ASSISTANT PROFESSOR
(Levels I IV)

1. A Masters Degree in ones field of specialization plus an average TER

of at least VS for the last two (2) years.

2. A Masters degree in a related or allied field of specialization, plus all of

the following:
a. Three (3) years of full time teaching experience in MSU or other
reputable University in the Philippines;
b. An average TER of at least Very Satisfactory for the last two (2)
years;

3. A Baccalaureate degree* with five (5) years of teaching experience in

the MSUS or in any other reputable University and an average TER of

14
Outstanding for the last two (2) consecutive years plus any two (2) of the
following:
a. Certificate of Proficiency/Diploma for a special study/training in ones
field of specialization earned from a prestigious institution/agency, provided that it
is undertaken in a period of at least ten (10) months.
b. Presentation of a technical/professional/scientific paper or its
equivalent in a national professional conference or presentation/performance/
exhibition of creative work; or
c. Co-authorship of at least one (1) research or scholarly article published
in a professional or technical journal or scientific invention or creative work or
computer program used by an agency or institution; or
d. Involvement in the successful implementation of two (2) extension
activities duly authorized/recognized and certified by a competent body created by
the OVCRE (or its equivalent) with required supporting documents; or
e. Involvement in two significant (2) institutional service
*Maximum of Asst. Prof. I (One)

ASSOCIATE PROFESSOR
(Levels I V)

1. A Doctorate degree in ones field of specialization with an average TER

of at least Very Satisfactory in the last four (4) semesters in the MSUS; or

2. A Doctorate degree in an allied or related field of specialization with at

least three (3) years of work experience in the MSUS or in other reputable
University, two years of which were served as an Assistant Professor, with an
average TER of VS in MSUS or in other reputable university; or

3. A Masters degree in ones field of specialization and at least three (3)

years of teaching experience in the MSUS or in other reputable University, at least
two (2) years of which are served as an Assistant Professor in MSUS with an
average TER of not below VS, plus any of the following:

a. Authorship of one scholarly article published in a professional or

technical journal; or
b. Completion of one research project duly recognized by the University/
Campus Research Council; or
c. Presentation of two (2) technical/professional/scientific papers or its
equivalent in a national conference or presentation/performance/exhibition of two
(2) creative/scientific works; or
d. Spearheading and active involvement in two (2) extension
programs/projects adjudged by the Campus APC to have high social impact; or
e. Designing of an academic or scientific/technical system or software
program adjudged to be of institutional significance by a qualified panel of peers; or

15
 f. An international or national award from prestigious
professional/technical body; or
g. A national or international publication of legal or medical treatises and
other equivalent works or outputs; or
h. Significant contribution (with tremendous impact and usefulness to
many sectors) to the development and national/international prestige of MSU
through any of the following as recognized by the APC upon recommendation of a
competent body created for the purpose:
i. culture and arts appreciation or exchanges
ii. sports awareness and development
iii. scientific, medical and legal advancement
iv. economic growth

i. Leadership (Principal Authorship/Editorship) in the production of one

(1) textbook or two (2) instructional materials for an entire course, e.g., workbooks,
manuals, modules and prototypes which are officially used in the campus.

4. A Masters degree in allied or related field of specialization with thesis

and at least three (3) years of teaching experience in the MSUS or in any other
reputable University, at least two (2) years of which are served as an Assistant
Professor in MSUS with an average TER of at least VS, plus any two (2) or double
of any of those mentioned in Item 3.

FULL PROFESSOR
(Levels I VI)

1. A Doctorate degree in ones field of specialization and five (5) years of

work experience in the MSUS, two (2) years of which are as Associate Professor
with an average TER of at least VS plus any of the following:

a. Sole authorship of at least one (1) or co-authorship of two (2) refereed

scholarly articles published in a professional or technical journal; or
b. Co-authorship of a book adjudged to be of high quality (>85%) by a
qualified panel of peers; or
c. Conceptualization and spearheading the implementation of three (3)
extension services/activities; or
d. Completion of at least three (3) researches duly recognized by the
University Research Council or appropriate body en banc and presented in a forum
within the last five years; or
e. At least one paper read in an international academic conference or
three (3) papers read in national academic conferences.

2. A Doctorate degree in allied or related field of specialization with

dissertation directly relevant to ones teaching assignment with not less than seven

16
(7) years of service in the MSUS, at least two (2) years of which are served as
Associate Professor with an average TER of not below VS, plus any two (2) or
double of any item listed in No. 1.

3. MS or MA* in ones field of specialization with thesis, with no less than

ten (10) years of service in the MSUS, at least five (5) years of which are as
Associate Professor and with a TER of not below VS in any of the last four (4)
semesters, plus any three (3) of those listed in No. 1.

*Applicable only within six years upon approval of this Scheme and a maximum
rank of Prof. III, after which this entry point for Full Prof. rank shall no longer
apply.

RESEARCH/COLLEGE PROFESSOR

1. A Doctorate degree with at least five (5) years of service in the MSUS as
Full Professor provided that two (2) years are served as Full Prof. VI plus all of the
following:

a. Presentation/Publication/Performance/Exhibition of seven (7)

technical/ professional/creative/scientific papers/outputs;
b. Completion of at least five (5) research projects as principal
researcher; and
c. Sole authorship of at least three (3) books or co-authorship of at least
six (6) books.

2. Completion of a regular term as Chancellor in any of the MSUS

campuses with a VS performance based on a BOR-approved Scheme, provided that
upon appointment as such he/she had a rank of Full Professor.

N.B. Chancellors with ranks lower than Full Professor at the time of their
appointment will be given one rank higher upon the completion of their term. (e.g.,
Associate Prof. III to Full Prof. III)

UNIVERSITY PROFESSOR

1. A faculty member who has met all of the following requirements:

a. A doctorate degree in ones field of specialization and has served the

University for not less than fifteen (15) years, at least three (3) years of which are as
Research/College Professor with an average TER of not below VS;
b. Publication and principal authorship of at least seven (7) books
adjudged by a qualified panel of peers to be of high quality each of which should
have an average rating of not below 85%.

17
 c. Principal authorship of at least twelve (12) scientific/professional
papers, five (5) of which must be refereed;
d. Attendance in at least twelve (12) international conferences, in five (5)
of which a paper has been delivered; and
e. Capability to teach courses in two (2) allied disciplines.

2. A faculty member appointed as President of the MSUS who has

completed his/her term with at least a VS performance based on a BOR-approved
Scheme.

PROFESSOR EMERITUS

A Professor Emeritus is a retired faculty member of the University who is

not more than seventy (70) years old, with at least an Associate Professor rank and
whose services and expertise are still very much needed by a unit/college as
recommended by the College Council, approved by the Academic Planning
Committee (APC) and thereafter invited immediately after retirement, on the bases
of all the following:

1. Academic Distinction
1.1 Expertise in ones field still unparalleled in the
department/college.
1.2 A minimum of 15 years of distinguished teaching experience at
MSU.

2. Academic Competence
2.1 Extensive experience in Research and/or Extension services.
2.2 Brought honor and distinction to MSU through national and
international awards and/or commendations

3. Physical and mental fitness to assume duties and responsibilities of a

faculty in teaching, research and/or extension

4. Good moral character, and unquestionable probity.

N.B. 1. The position is renewed annually subject to semestral evaluation of

a) mental and physical health, b) needs of concerned unit, c) performance.
2. For duties, functions and privileges, see Annex A of the ISRP

PROFESSORIAL LECTURER

1. A Doctorate degree or M.D. with diplomate and professional license with

at least five years of professional experience in a field of study relevant to the
courses to be taught in the University;

18
 2. Masters degree, with at least two (2) publications in professional
journals and at least ten (10) years of professional experience;

3. LLB or M.D. D.V.M., D.D.M with a) professional license, b) at least two

(2) publications in professional journals and c) at least ten (10) years of professional
experience.

4. Former or current Justice or its equivalent executive positions in law, in

medical profession, and other fields.

SPECIAL LECTURER

1. A Special Lecturer is one whose credentials speak conclusively of

exceptional achievements lending him/her national or international stature and is
invited by the department and recommended by the college and approved by
Campus APC. He/She does not occupy a regular plantilla item in the University.

LECTURER

1. A doctorate degree holder in a field of study with 2 years professional

experience relevant to the courses to be taught in the University;

2. Masters degree in ones field of study with at least five (5) years of
professional experience;

3. LLB or M.D., D.V.M., or D.D.M. with professional license and at least

five (5) years of professional experience;

4. Former or current Judge of Regional Courts and its equivalent courts of

law or its equivalent executive positions in other professions with at least five (5)
years of professional experience.

ASSOCIATE LECTURER

1. Masters degree in ones field of study with less than five (5) years of
professional experience, including fresh graduates with no official records of
professional experience;

2. Baccalaureate degree with appropriate professional license and at least

five years (5) of professional experience relevant to the courses to be taught in the
University.

ASSISTANT LECTURER

1. Bachelors degree holder with appropriate professional license.

19
VI. FELLOWHIP GRANTS

A. Academic Scholarship Panel (BOR Res. No. 3, s. 1992)

An Academic Scholarship Panel shall be created to interview, screen and

supervise, among other functions, applicants or nominees for the Academic
Personnel Development Program. This panel shall have the following membership:

Vice Chancellor for Academic Affairs - Chair

Campus Legal Officer - Member
Three (3) Senior Faculty Members - Member
Campus Budget Officer - Member
Special Assistant on APDP - Secretary

Pre-qualification requirements include the following:

1. Master's Programs:

a. Grades of 2.0 or better in the following courses or their equivalent:

Method of Research, Statistics and Technical Writing or its equivalent

b. The above subjects must have been taken within the last decade.

c. If such courses were taken prior to the ten-year period and/or any
of the grades is below 2.0, applicants must seek to re-enroll in such courses and
submit to the IASP the grades for evaluation.

2. Doctoral Programs:

a. Must have conducted (either singly or as a member of a team) at

least one Research Project (duly recognized by the OVCRE and completed with
Research report submitted.) Master's degree holders with thesis may be exempted
from the research requirement.
b. Must be on full-load teaching (without designation) within one
year before the grant starts, or a teaching load of at least 6 units of major courses
within one academic year before the grant.

B. Criteria for Fellowship/Scholarship Grants

The granting of fellowships/scholarships shall be based on the following

criteria:

20
 1. The fellowships are not gifts but are awards to those who are
deserving, ready and willing to assume a share in the expense for their self-
improvement.

2. Fellowships are awarded in the interest of the University and for the
purpose of enhancing the usefulness of the teaching staff.

3. The nominee must be physically and mentally healthy to undergo the

rigors of academic scholarship and to serve the University effectively.

4. To be eligible for a fellowship, the academic personnel must have

served the University for at least two years.

Academic personnel who have already enjoyed the privilege of a study

grant may not be authorized to have another leave of absence, unless he/she has
served the University for at least two-thirds of the return service required in the
contract.

6. Academic personnel who refuse to accept a fellowship awarded by the

University without justifiable reasons shall be given a low priority in the award of
future scholarships.

7. Other things being equal, applicants from the Mindanao area may be
given priority in the grant of fellowship.

8. A fellowship award may be deferred for one semester on the basis of a

strong justification. Grants deferred for one year are considered forfeited.

9. Every academic unit shall develop and maintain a unit-based

Academic Personnel Development Plan which must be reflective of the programs
and needs of said unit.

C. Renewal, Extensions or Recall

The renewal, extension or recall of a grantee shall be based on the

following considerations:

1. Renewal of fellowship contracts shall be on the basis of highly

satisfactory academic performance. A weighted semester average lower than 2.0
(or its equivalent), or more than two (2) INCs within one semester shall be
sufficient ground for the recall of the grantee.

2. Under extremely justifiable cases, the study leave on its expiration

may be extended, during which period the academic personnel shall receive the
usual study leave privileges, for a maximum of one year for a doctorate and one

21
semester for a master's degree. An extension beyond this shall be allowed for one
year to a doctorate and one semester for a master's degree during which the grantee
shall be entitled to his/her salary only.

3. Any academic personnel awarded a fellowship with full privileges

shall not, in any manner during the period of study leave, apply for or accept
another fellowship, research or graduate assistantship, or any form of remunerative
employment without the written permission from the Chancellor of the campus.
4. No grantee shall change his/her field of specialization and/or venue of
his/her studies without prior clearance from the Office of the Vice Chancellor for
Academic Affairs.

5. The fellowship grant is good for one degree only; however, foreign
grantees who are able to secure doctoral grants while they are still on the Master's
program may be allowed to go on with the Doctoral degree provided this is cleared
first with the unit head and the Chancellor in terms of exigency of service, physical
and mental fitness, and the like.

6. Applicants for a study grant to cover the last lap of their studies may
be prioritized. However, they shall not be treated as regular grantees in terms of
frequency of renewals and extensions.

D. Return Service

The return service requirements of grantees shall be based on the following

guidelines:

1. Local

1.1 For study grants of one year or more, a return service of two years
for every year of study grant or a major fraction thereof shall be required.

1.2 For study grants, travel grants for observation and attendance in
seminars, special training grants, and other grants involving six months but not less
than one month, a return service of one year shall be required.

2. Foreign

2.1 For study grants of one year or more, a return service of three
years for every year of study leave or a major fraction thereof shall be required.

2.2 For study grants, travel grants for observation and attendance in
seminars, special training grants, and other grants involving six months but not less
than one month, a return service of one and a half years shall be required.

22
 2.3 For grants involving less than 1 month, no return service shall be
required.

3. The return service proviso applies without distinction to both study

grants on official time only and those with privileges.

4. When a grantee does not render the required return service stipulated
in the fellowship contract following the expiration of thegrant,

4.1 The Chancellor shall write to the institution where the grantee is
presently connected about his/her return service obligation and lack of clearance
from the University;
4.2 The grantees case shall be submitted to the University Legal
Division administration for administrative and legal charges.

E. Grant of Fellowship Procedures

The grant of fellowship shall have the following procedures:

1. All scholarship nominees must be received by the OVCAA not later

than end of December of every year. Late submission of nominees shall not be
entertained by the Office of the Vice Chancellor for Academic Affairs. There shall
be no new fellowship grants awarded during the second semester of every school
year.

2. The nomination, which shall be based on the academic personnel

development of the unit, begins with the Dean in consultation with the department
chair. The Dean and the department chair certify that the study is in line with the
Departments Development Plan and that the nominees official leave does not
jeopardize the Departments teaching load.

3. The nomination shall also be based on the Teaching Efficiency Rating

(TER) of the applicant. A Very Satisfactory (VS) rating for every semester of the
last two academic years prior to the application of the grant is required.

4. Nominees are advised to seek admission to the University of the

Philippines; in cases where the academic programs sought are not offered in UP
grantees may seek admission to other academic institutions provided they are
members of either PASUC or PAASCU or recognized by CHED as Centers of
Development or Centers of Excellence, or accredited, at least 2nd level, by
AACCUP to ensure that the required standards of the chosen discipline are met.

5. The Office of the Vice Chancellor for Academic Affairs prepares the
list of nominees for deliberation by the Academic Scholarship Panel which shall
schedule the nominees for interviews. The Academic Scholarship Panel shall

23
recommend qualified nominees to the Academic Planning Committee for a
fellowship grant.

6. Nominees shall submit to the Academic Scholarship Panel a

certification from the University Infirmary or from the physician connected with the
University College of Medicine that they are physically healthy, and a certification
from a psychometrician of the guidance and counselling unit of the university that
they are mentally and emotionally stable to undergo the rigors of graduate studies.

7. The Office of the Vice Chancellor for Academic Affairs shall submit,
through the Academic Planning Committee, list of nominees to the Office of the
Chancellor for the issuance of a Special Order which shall be submitted to the
Board of Regents for confirmation. The Special Order shall cover the entire
duration of the grantees study leaves.

8. Upon the issuance of the Special Order, the grantee shall clear oneself
of all money and property accountabilities. He/She shall sign a contract with the
University and post a surety bond prior to his/her departure.

9. The grantee shall submit to the Office of the Vice Chancellor for
Academic Affairs the duly accomplished and notarized contract and surety bond
before he/she can claim any of the privileges stipulated in the contract.

10. Grantees of foreign scholarships must inform the head of his/her unit
and the Vice Chancellor for Academic Affairs of the expected start of his/her study
leave at least one semester earlier.

11. No grantee shall be allowed to bring his/her spouse if the latter who
is a past grantee has not served at least two thirds of the required return service.

F. Privileges

1. The full fellowship privileges shall be the following:

1.1 For higher studies in Philippine universities

1.1a official leave
1.1b monthly salary and other mandated remunerations, e.g. 13th
month pay, cash gift
1.1c monthly stipend
1.1d semestral book allowance (uniform to all regardless of place of
study)
1.1e tuition and other school fees like matriculation and
laboratory fees
1.1f transportation allowance (preferably boat fare)

24
 1.1g thesis or seminar allowance (uniform to all regardless of place
of study)

1.2 For higher studies in foreign universities

1.2a official leave
1.2b clothing allowance per EO 129 as amended by EO 421 and
other Executive amendments, subject to availability of funds
1.2c book allowance per EO 129 as amended by EO 421
1.2d the visa cost
1.2e monthly salary and other mandated remunerations, e.g., 13 th
month pay, cash gift
1.2f round-trip boat fare between Iligan and location of a Philippine
international airport nearest the place of study (whatever extra
amount incurred in the return trip due to a fare increase shall
be reimbursed by the University upon presentation of used
tickets), when not shouldered by other granting institutions
1.2g medical insurance if not provided by the granting institution.

2. The partial fellowship privileges shall be the following:

2.1 For higher studies in Philippine universities

2.1a official leave

2.1b monthly salary, and other mandated remunerations, e.g. 13th
month pay, cash gift

Note: the other subsidies granted to a full fellowship may be

removed

2.2 For higher studies in foreign universities

2.2a official leave
2.1b monthly salary, and other mandated remunerations, e.g. 13th
month pay, cash gift

Note: the other subsidies granted to a full fellowship may be

removed

3. The privileges for grants on official time only shall be the following:

3.1 official leave is optional

3.1a no teaching load (with or without administrative load), or
3.1b reduced teaching load (with or without administrative load)

3.2 monthly salary, and other mandated remunerations, e.g. 13th month
pay, cash gift

25
 G. Prohibitions

1. No payment on personal effects such as freight charges and others shall

be made to any grantee by the University.

2. In cases where the grantee received some privileges from other granting
institutions, local or foreign, the remaining privileges not covered by the award
shall be shouldered by the Mindanao State University. In cases where foreign grants
do not include transportation cost and University APDP budget cannot afford to
shoulder said cost, the awarding of the grant shall be finalized depending on the
individuals ability and willingness to pay for his/her own transportation.

3. Grantees on official time only may apply or accept fellowship like

DOST, BFAR, SEARCA, etc., provided the provisions of their contracts are not
inconsistent with the provisions of the MSU contract, especially regarding return
service.

4. No grantee shall be allowed to enrol at the Asian Institute of

Management if the intended field of specialization can be taken in the University of
the Philippines or in other PASUC or PAASCU member institutions.

5. No local grantee shall be allowed to shift to foreign fellowships, except

on conditions that his/her study period shall not go beyond the regular allotment or
that the units previously earned be duly credited.

H. Summer Study Grants

Subject to availability of funds, summer study grants shall be awarded to

the following:

1. Those who are finishing their thesis writing and who are certified by
the advisers to receive their degrees towards the end of summer.

1.2 The summer privileges shall be the following:

1.2.1 Book allowance
1.2.2 Monthly salary
1.2.3 Tuition and other school fees
1.2.4 Roundtrip boat transportation
1.2.5 Monthly stipend

2. Academic personnel who have made full use of their study grants but
who have not finished writing their theses and who are presently serving the
University shall be allowed to defend their theses on summer or take the
comprehensive exams in case of non-thesis Master's studies. Their transportation

26
allowance shall be charged against APDP funds for the respective budgets of their
units.

3. No academic personnel who have availed themselves of a summer

travel in order to defend their theses shall be allowed to enjoy the same privilege for
the second time if they failed in their first theses defense or comprehensive
examinations in the case of non-thesis Masters program.

4. An academic staff may be allowed to avail himself/herself of an in-

service training during summer, provided his/her transportation allowance and per
diems are charged against the funds of his/her unit. The Institute Academic
Scholarship Panel may review the units list of recommendees according to
relevance and prioritization.

5. All summer in-service training grants of a unit shall be funded by that

unit.

VII. FACULTY DUTIES AND RESPONSIBILITIES

A. General Tasks

Every faculty of the University shall:

1. Perform his/her duties to the school by discharging his/her

responsibilities in accordance with the philosophy, goals and objectives of the
school.

2. Be accountable for the efficient and effective attainment of specified

learning objectives in pursuance of national development goals within the limits of
available school resources.

3. Render regular reports on performance of each student and to his/her

parents or guardians with specific suggestions for improvement.

4. Assume the responsibility maintaining and sustaining his/her

professional growth and advancement and of maintaining professionalism and
proper behaviour at all times.

5. Refrain or be prohibited from making deductions in students'

scholastic ratings for acts that are not clearly manifestations of poor scholarship.

6. Participate as an agent of constructive social, economic, moral,

intellectual, cultural and political change in his/her school and community within
the context of national policies (Section 16, Chapter 3, Batas Pambansa Blg. 232:
Education Act of 1982).

27
 B. Working Hours, Workload and Other Related Work

1. Working Hours

Officers and employees of all departments and agencies, except those

covered by special laws, shall render not less than eight hours of work a day for five
days a week or a total of forty hours a week, exclusive of time for lunch. As a general
rule, such hours shall be from eight oclock in the morning to twelve oclock noon
and from one oclock to five oclock in the afternoon on all days except Saturdays
and Holidays (Rule XVII, Section 5 Omnibus Rules Implementing Book V of
Executive Order No. 292). Section 10 of Rule XVIII provides that when the interest
of public service so requires, the daily hours of work for officers and employees may
be extended by the head of the agency concerned, which extension shall be fixed in
accordance with the nature of the work. Provided, that work, in excess of eight (8)
hours must be properly compensated.

2. Workload

The minimum faculty load shall be from twelve (12) to fifteen (15) units
regardless of preparation subject to the following conditions: (a) That the 12-unit
requirement shall apply to faculty handling major courses in Physical sciences and
engineering and/or graduate courses. For the Social Sciences and other related fields,
the 12-unit requirement must be a combination of basic and/or graduate and major
courses; (b) Post-baccalaureate non-degree courses under the Graduate School
Program leading to a certificate or a diploma shall not be given the 1.5 multiplicative
factor usually given to regular graduate courses. Only loads in excess of fifteen units
shall be considered overloads provided that no faculty member shall be entitled to
overload pay in excess of six (6) units. Overloads shall be allowed in
departments/units where no faculty member has an underload (Resolution No. 109 S.
1990 Implementing Guidelines of BOR Resolution No 230, S. 1989). However, an
overload beyond six units is allowed in extreme necessity. This is explicit in Board
Resolution No. 73 S. 1991 when it states that authority is hereby granted for the
payment of excess overload teaching, but not to exceed a total of nine (9) excess
overload teaching units, only under conditions of extreme necessity, to take effect
first semester of SY 1990-91, subject to availability of funds.

Generally, faculty members designated to administrative positions, or

have approved research/extension work with reduced teaching load shall not be
allowed overload. However, in some exceptional cases, they may be given overload
teaching under the following conditions:

a. When all faculty members in the department/unit have been given

the minimum teaching load;
b. All other faculty members have been given overload.

28
 c. In case no member of the faculty can teach the subject, faculty
members designated to administrative positions, etc., may be given overload teaching
(Resolution No. 109 S. 1990 Implementing Guidelines of BOR Resolution No 230,
S. 1989).
d. A faculty member is entitled to an administrative workload
equivalent to one (1) teaching unit to class advisorship (BOR Resolution No. 6,
S1998).

3. Service Report

Full time faculty members shall accomplish a certificate of service called

Faculty Daily Time Record (FDTR) while lecturers (faculty members whose salaries
are paid by the hour) shall accomplish the Daily Time Record (DTR) which they shall
submit to the Dean or Director of the College/Unit at the end of every month.
Indicated in the FDTR are the number of hours of instruction, related activities,
consultation, administrative functions, research and extension. Also indicated are the
number of hours/days of absence, leave undertime and official business.

4. Consultation Hours

Each member of the faculty shall be available for student consultation for
at least ten (10) hours a week during regular office hours. The faculty member shall
determine his/her consultation hours at the beginning of every semester or term
subject to the approval of the Dean/Director. The time and day of consultation, as
approved, shall be posted in a conspicuous place for information and guidance of
the students. Consultation hours are provided to help and guide students in their
registration, assignments, the progress of their academic work and other curricular
problems regarding their subjects (Chapter 12, Art. 208, University Code).

5. Thesis Course Teaching Load (Course 199)

The units of a thesis-writing course or its equivalent shall not be

automatically counted as part of the regular teaching load. Instead, the faculty
member earns 0.5 unit for every student/advisee who has successfully defended and
submitted a bound final copy of the thesis. However, for purposes of legality, i.e.,
to make official the grade that will be issued later by the adviser, the course 199
shall be reflected in the teaching load without indicating the number of units/credits.

Assigning the 199 course shall no longer be limited to one faculty

member per semester. Other competent ones can be tapped, with no more than six
(6) advisees or six projects/theses for one semester. The faculty member serving as
thesis adviser shall be paid the thesis honorarium computed according to the
overload honorarium rate, i.e., five hundred pesos (P500) per advisee which will be
given after the successful defense and submission of a bound copy of the thesis.

29
 The thesis honorarium is granted to the adviser regardless of any underloading in
his/her department.

A successful defense of the thesis or its equivalent shall require a panel

of at least three (3) faculty members, excluding adviser/s from within the same or
allied fields. Determination of the quality of the paper and its defense is reported by
the thesis panel: adviser(s) 50%, the rest of the panel, 50%.

A group research, whenever deemed necessary, shall be limited to three

(3) students only, but advisers honorarium shall still be computed per output or per
thesis (Annex B-4, Board Resolution No. 161 S. 1993).

Re-enrolment in the thesis course is limited to only four (4) semesters

after the first time the student incurred an IP (In Progress) grade or remark (BOR
Res. No. 111, S. 1998).

6. Graduate Research Fees

Pursuant to BOR Res. No. 313, S. 2009 approving the New Scheme on
Thesis Advising, herewith is the revised graduate thesis advising and defense fees
as well as honoraria or entitlement to faculty members who will act as Thesis
Advisers and Panel Members:

Honoraria/Entitl
ement of Faculty
Item Fees Remarks
as Adviser/Panel
Member
1 Special Project P4,000 f0r Adviser One Adviser
Final Defense P1,500/member One Member
Fee P1,000/enrolment
2 Thesis Proposal P2,000 for Adviser One Adviser
80% of thesis
Fee P1,000/member Two Members
advising fee per
Final Defense P5,000 for Adviser One Adviser
enrolment goes
Fee P1,500/member Two Members
to Adviser
P1,500/enrolment
3 Dissertation P3,000 for Adviser One Adviser
For other fees
Proposal Fee P1,500/member Three Members One
100% goes to
member must be an
adviser or
outsider
members
Dissertation P6,000 for Adviser One Adviser
Final Defense P2,000/member Three member One
Fee P2,000/enrolment member must be an
outsider

30
 Irrespective of the number of times a thesis/dissertation course is
enrolled, thesis/advising fee is paid by the graduate student on each enrollment.

Eighty percent (80%) of the thesis/advising fee will be paid to the adviser
at the end of the first enrolment period upon submission of a progress report and
20% will be retained as administrative cost. The rest of the cumulative fees will be
paid to the adviser after completion of a successful final defense. Eighty (80%) of
the accumulated thesis/advising fee will be paid to the adviser and twenty (20%)
will be retained as administrative cost.

For special project a maximum of two (2) semesters of thesis-enrolment

semestral payments will be paid to advisers. For masteral thesis and doctoral
dissertation a maximum of three (3) and five (5) thesis-enrolment semestral
payments, respectively, will be paid to advisers.

7. Workload in Administrative Designation/Teaching/Research/Extension

BOR Res. No. 168, s. 1990, provides the administrative load credits and
teaching, research and extension service loading of academic personnel performing
or not performing administrative functions:

Category Adm. Teaching Research Extension Total

Load Load Load Or Load

President/Chancellor, Vice President,

15 0 0 0 15
Vice Chancellor, or their equivalents
Deans, Directors, Director of Student
12 3 3 3 15
Affairs, Campus Secretaries
Asst. Dean/Asst. Director, Dept.
Chairmen, Chief of Division/Offices
Computer Systems analyst, Special Staff
9 6 6 6 15
Asst., College Secretary, Manager of
Income generating Project, Principal,
Librarian & Project Leaders
Academic Program Coordinator, Editor of
Campus Official Publications, Training,
Extension & Sports Development 9
6 9 9 15
Coordinator, Research Study Leader,
Guidance Coordinator/Counsellor, CHPT
In-Charge
Section Head, Adviser of Official Student
3 12 12 12 15
Publication
Faculty/Research Personnel, Extension
0 15 15 15 15
Personnel (w/o adm. Functions)
Note: One research study is equivalent to six (6) units

31
 Category Adm. Teaching Research Extension Total
Load Load Load Or Load

One training or extension project is equivalent to six (6) units

Once the administrative load is determined, the total load of 15 units may be fulfilled in
combination of teaching, research, and extension service load.
------------------------------------------------------------
An amendment to BOR Res. No. 168 S. 1990, which provides for no teaching load
reduction to faculty/research personnel without administrative functions, is BOR Res. No. 20 S. Of
2004, particularly Annex L to L1 which provides for teaching units equivalence to research
workload as follows:

Teaching Units Equivalence to Research

Specific Designation in the Research Activity
Workload
Program Leader/Project Leader 6-9 units
Study Leader/Researcher 4-5 units
Research Collaborator 2-3 units

In cases where administrative positions, to which faculty members have

been appointed or designated, are regular position with PSI items, the faculty
members concerned are given administrative load equivalent to fifteen (15) units,
regardless of the category of position as listed. Provided further that the teaching
shall be done after office hours.

For all other designations not mentioned and for all designations for
which the actual number of hours of work per day is less than eight (8) the
following formula shall be adopted to determine its actual teaching load equivalent:

X = 15y
8
where:
X = teaching load equivalent of a given designation
Y = number of hours of actual work per day devoted to the designation

An amendment to BOR Res. 168 is BOR Res. 158, s. 1995 which grants
nine (9) units teaching load equivalent to Graduate Program Coordinator, provided
that he/she has a teaching load of not less than six (6) units.

Furthermore BOR Res. 158, s. 1995, which is an amendment of BOR

Res. 168 states that "faculty members conducting research or extension work shall
not be entitled to any reduction in teaching load." The rate of compensation for a
faculty member conducting research is P2,000.00 per month regardless of academic
rank. The guidelines further provide that "compensation for faculty members
conducting research or extension project as a team shall be determined by the
Institute Research and Extension Committee (IREC).

32
 8. Workload of Ph.D. Faculty

BOR Res. No. 91, s. 1994, designed to enhance the widest infusion of
academic expertise of PhDs throughout the academic community and to sustain a
highly intellectualized atmosphere in the University system, lists the following
limitations of returning Ph.D. grantees:

8.1 No returning Ph.D. grantee shall be given administrative

designation, assignment or appointment within four (4) years from the date of
official return to teaching service, except in the following cases:

8.1.1 A Ph.D., after having served on full-time teaching and

research assignment for at least two (2) years from the date of official return from
study leave may be designated, appointed or elected to top-level University position
from Deanship and higher;

8.1.2 A Ph.D. holder may be elected or designated as Chair of an

academic department (e.g., History, Sociology, etc.) right upon his/her return from
study leave to provide immediate infusion of most recent academic developments in
the field through curriculum, syllabi and the teaching methodologies.

8.2 A Ph.D. holder should not be allowed to pursue graduate studies

in another field without rendering return service.

9. Summer Equivalent Load for Faculty Members Holding Administrative

Assignments (BOR Resolution No. 72 S. 1991)

Equivalent
Designation
Load
Dean, Director, Director of Student Affairs, Campus
3
Secretary, Registrar
Asst. Dean, Asst. Director, Dept. Chairman, Chief of
Division, or Office, Computer system Analyst, Special
2
Assistant, College Secretary, Manager of Income Generating
Project,, Principal, Librarian, Project Leaders
Academic Program Coordinator, Sports Development
Coordinator, Research Study Leader, Guidance Coordinator 1
or Counsellor, CPHT In-Charge
Section Head 0.5

33
 C. Class Management

1. Grading System
The work of students shall be graded at the end of each term in
accordance with the following system stipulated in Art. 363, University Code:

1.00 & 1.25 = Excellent INC = Incomplete

1.50 & 1.75 = Very Good IP = In Progress
2.00 & 2.25 = Good P (for CST) = Passing
2.50 & 2.75 = Satisfactory R (for CST) = Repeat
3.00 = Passing W = Waived
4.00 = Conditional
5.00 = Failure

Grades or remarks such as 4.0 and W are not commonly used. Likewise, since
CST has been replaced by humanities and other related courses, remarks P and R for
CST are not used anymore. Other remarks that are currently in use include DR for
Dropped and WDRW for Withdraw. Research-related courses are also given a remark
of IP for In Progress, P for Passing and F for Failure.

2. Class Attendance

Any student who, for unavoidable cause, is obliged to be absent from

classes must obtain an excuse slip from his/her Dean to be presented to the
Instructor concerned not later than the second session of the class after the date of
the student's return (Art. 335, Univ. Code).

Excuses are for time missed only. All works covered by the class during
the absence shall be made up to the satisfaction of the instructor within a reasonable
time (Art. 336, Univ. Code).

Whenever a student has been absent from his/her class for two (2)
consecutive class meetings, a report thereof should be sent by the faculty member
concerned to the Director of Student Affairs through his/her Dean. The University
Registrar shall call the student and notify his/her parents or guardian immediately
(Art. 337, Univ. Code).

When the number of hours lost by absence of a student in one term

reaches 20 per cent of the required number of hours of recitation, laboratory or any
other scheduled work in one subject for that term, all of which are, unexcused,
he/she shall be dropped from the class roll.

If the majority of the absences are excused, the student shall not be given
a grade of 5.00, but if the majority of the absences are not excused, then he/she will
be given a grade of 5.00. If the unexcused absences of a student reach 20%, then

34
he/she shall be dropped from the roll. Time lost by late enrolment shall be
considered as time lost by absence provided that the faculty member shall require a
longer attendance requirement to meet the students special needs (Art. 338, Univ.
Code).

3. Submission of Grades

Every faculty member shall submit his/her report of grades as soon as

possible after the final examinations at the end of each term. A period of five days
is ordinarily allowed for each section for the grading of papers and the preparation
of the report of grades; provided, that all reports of grades must be submitted not
later than seven days after the last day of the examination period. In justifiable
cases, deviation from the above rules may be authorized by the President upon
recommendation of the Vice President for Academic Affairs (Univ. Code, Art.
369).

No instructor may be required to furnish grades in any one course more

often than twice a semester (Art. 370, Univ. Code).

No faculty member shall change any grade after the report of records has
been submitted to the Secretary/Assistant Dean of the College and filed with the
Registrar. In exceptional cases, where an error has been committed, the instructor
may request authority from the Academic Planning Committee to make the
necessary change. If the request is granted, a copy of the resolution of the APC
authorizing the change shall be forwarded to the Office of the Registrar for
recording and filing (Art. 371, Univ. Code).

3.1 Penalty for Late Submission of Grades

BOR Res. No. 43, S. 2006 particularly Annexes X-3 & 4,

which amends BOR Res. No. 161, s. 1994 provides the guidelines for faculty
members committing errors in the entry of grades and late submission of grades.
The resolution likewise defines and suggests preventive measures on erroneous
entries and submission of report of grades and its corresponding sanctions.

A. Definition of Terms:

1. Erroneous entry in the report of grades:

a. Omission of name/s of student/s who are officially enrolled

in the report of grades
b. Inclusion of name/s of student/s in the report of grades but
is/are not officially enrolled in the subject
c. Wrong entry of grade (e.g. 3.0 instead of 2.0)

35
 d. Dropping of student/s who has/have officially withdrawn
the subject
e. And other erroneous entries as determined by the Institute
Council

2. Late submission of grades:

Reports of grades are submitted the next office day after the
deadline. Always refer to the Academic Calendar for the deadlines in the
submission of grades for the academic term.

B. Preventive Measures for Erroneous Entries in the Report of

Grades and Late Submission of Report of Grades:

1. The Department Chair:

a. shall ensure the release of the first prelim grades to the
students not later than one (1) month after the First Prelim
Examination;
b. shall have a close monitoring on the submission of report
of grades by individual faculty member and inform them
of deadlines;
c. shall call the attention of teachers concerned who failed to
submit;
d. shall remind faculty members to exercise extra caution in
the computation and entry of grades every end of the
semester.

2. There shall be no internal arrangement of transfer of students

from one section to another. In all cases, transfer of students should be done
officially through change of matriculation.

C. Sanctions in Relation to Erroneous Entries of Grades:

Erring faculty members should explain before the Institute Council.

In addition, the following sanctions shall be imposed based on the frequency of
offenses:

1st Offense Written reprimand from the Chancellor, cc:

Chairperson, Dean and HRM O1 File
2nd Offense 1 day to 15 days suspension without pay
3rd Offense 16 to 30 days suspension without pay
4th Offense Dismissal due to gross negligence

36
 D. Amendment to the BOR Resolution No. 161, s. of 1994 Which
Imposes a Fine of 50% of One Day Salary Per Day Per Course for Late Submission
of Grades:

1st Offense Fine of P50.00/subject/day plus a written reprimand

from the Chancellor, cc: Chairperson, Dean and
HRM O1 File
2nd Offense Fine of P100.00/subject/day plus a written
reprimand from the Chancellor, cc: Chairperson,
Dean and HRM O1 File
3rd Offense 50% of one day salary/course/day plus a written
reprimand from the Chancellor, cc: Chairperson,
Dean and HRM O1 File

E. Requirement Before any of the Above Sanctions Are Imposed on

the Erring Faculty Members (note: this procedure includes the filing of complaints
for the commission of any other job-related offences)

Due process must be afforded to the faculty members before any

penalty shall be imposed on them. Due process proceeds upon inquiry and renders
judgment only after trial (administrative). Civil Service Commission Resolution
991936 (Uniform Rules on Administrative Cases in the Civil Service Commission)
provides the procedure in the conduct of administrative investigations. Rule II,
Section 8 provides that:

A complaint against a civil service official or employee shall not be

given due course unless it is in writing and subscribed and sworn to by the
complainant. However, in cases initiated by the proper disciplinary authority, the
complaint need not be under oath.

No anonymous complaint shall be entertained unless there is

obvious truth or merit to the allegations therein or supported by documentary or
direct evidence in which case the person complained of may be required to
comment.

The complaint should be written in a clear, simple and concise

language and in systematic manner as to apprise the civil servant concerned of the
nature and cause of the accusation against him/her and to enable him/her to
intelligently prepare his/her defense or answer

The complaint shall contain the following:

a. full name and address of the complainant;

b. full name and address of the person complained of as well as
his/her position and office of employment;

37
 c. a narration of the relevant and material facts which shows the
acts or omissions allegedly committed by the civil servant;
d. certified true copies of documentary evidence and affidavits of
his/her witness, if any; and
e. certification or statement of non-forum shopping.

Section 9 of the same Rule provides that: Except when otherwise

provided for by law, an administrative complaint may be filed at any time with the
Commission, proper heads of departments, agencies, provinces, cities,
municipalities and other instrumentalities.

4. Examinations

"The maximum period for each final examination shall be four (4) hours
(Art. 362, Univ. Code)

5. Class Size

A regular class size shall have a minimum of 25 students and a

maximum of 50 students, or an average of 30 students (Art. 301, Univ. Code). The
minimum number of students shall hold true for basic or major courses in
authorized off-semester courses (Implementing Guidelines of BOR Res. 161, s.
1993).

Unless otherwise authorized by the Vice President for Academic Affairs,

the other class size shall be as follows: lecture = 80 to 400 or more, or an average
of 250; lecture - discussion = 25 to 150, or an average of 75; seminar = 8 to 20, or
an average of 12; tutorial = 1 to 7, or an average of 4 (Article 301, University
Code).

A laboratory class shall have 40 students per instructor. Where there are
two or more instructors, the laboratory class shall be proportionately enlarged so
that when the total number of students is divided by the total number of instructors,
the quotient shall be at least 40 or a major fraction thereof (Art. 302, University
Code).

Exceptions to the preceding rules are the following (Art. 303, University
Code):

a. Colleges, schools and departments with an attendance so small

that students of the same courses are not or need not be divided into sections;

b. Classes with small attendance on account of majoring or

specialization authorized by the curriculum in force at the time the class is opened;

38
 c. Instances where limited space or equipment needs make holding
of a large class impossible;

d. Graduate courses where classes of at least five (5) students may

be allowed if authorized by the Vice President for Academic Affairs;

e. Graduating classes of any size;

f. Freshmen English where a minimum of 25 students is authorized;

g. Certain courses in Mathematics to be determined by the Dean or

Director concerned, subject to the approval of the Vice President for Academic
Affairs;

h. Certain laboratory courses in the College of Engineering;

i. Another exception to the rule is that large classes of 120 to 150

students per class in liberal arts courses and introductory major courses are
authorized, provided they are handled by senior faculty members (Associate and
Full Professor with at least 5 years teaching experience and Assistant Professor
with at least 10 years of experience). (Special Order No. 68-OP, S. 1992, dated
January 24, 1992).

6. Dropping of a Subject

A student may, with the consent of his/her instructor and Dean, drop a
subject by filling out the prescribed form. If dropping takes place after three-
fourths of the hours prescribed for the course has elapsed, the instructor concerned
shall be requested to state whether or not the student shall be given a grade of "5"
for the course (Art. 342, Univ. Code).

7. Dismissal and Postponement of Classes

No member of the faculty shall postpone the holding of his/her class to

any hour other than that officially scheduled nor shall he/she meet his/her students
for class or consultation in any unscheduled room or place except when expressly
permitted to do so by the Dean or Director of academic units concerned (Art. 307,
Univ. Code).

8. Integration Period

A division or department chairperson, with the approval of the Dean or

Director, may authorize any member of his/her unit to suspend formal classes for a
period not exceeding three days before the final examinations to enable the students

39
to review; provided, that in case of colleges and schools having no divisions or
departments, the suspension may be done by any member of the faculty, but also
subject to the approval of the Dean or Director; provided, further, that faculty
members who have been authorized to suspend their classes shall keep regular
hours for consultation work (Art. 361, Univ. Code).

9. Removal of INC

An "INC" mark incurred during a given semester shall be completed

within one year, otherwise the INC becomes a grade of 5.0, such that, an INC
incurred during the 1st semester of AY 1993-1994 shall become a 5.0, if it remains
uncompleted, after the completion period immediately before the registration from
the 2nd semester of AY 1994-1995 (BOR Res. #161, S. 1993, Annex "B-3", No. 4).

BOR Res. No. 161, S. 1993, provides that students with INC in a
prerequisite subject are not allowed to enrol in higher subjects.

If a student passes an examination for the removal of an INC, he/she

shall be given a final grade of "3.00" or better; if he/she fails, the final grade shall
be "5" (Art. 363, Univ. Code).

10. Shifting of Students

Students shall be allowed to shift from one degree program to another for
only two times. However, students enjoying scholarship and grants shall be
covered by specific shifting provisions of their respective scholarship and grants
(Annex B-4, BOR Res. No. 161, S. 1993).

11. Transferees

a. Transferees from campus to campus within the University System are

no longer required to validate courses previously taken provided that a common
syllabus is followed for all courses under General Education and for all common
courses, and the essentials of updated course descriptions are strictly followed for
other courses;

b. Transferees from campuses outside the MSU System, after passing

the entrance test, shall be required to validate all subjects taken previously within
the first semester of enrolment in the university. The department has the
prerogative of specifying the validation form, whether a written examination or
other appropriate form (Annex B-5, BOR Res. No. 161 s. 1993).

40
 12. Maintenance of Class Record

According to accepted University practice, each faculty member shall

maintain a class record for each subject, indicating thereat the names of the students
in alphabetical order and their corresponding absences and grades for recitation,
quizzes, periodic examinations, and final grades. The class record will greatly help
the faculty member in the accomplishment of the Report of Grades. To avoid entry
errors of the students in each subject, the faculty concerned should read the list of
students in the Class Record during classes and find out if all the names of the
students have been called. Extreme care should be taken by the faculty member to
ensure that all students duly enrolled in his/her subjects are properly listed in his/her
Class Record.

VIII. FACULTY PRIVILEGES

A. Leaves (Univ. Code, Chapter 13)

1. Summer Vacation Leave

Teachers leave shall be granted to faculty members who do not

normally perform administrative functions. It shall consist of vacation and sick
leaves, neither of which shall be cumulative. Faculty without administrative
functions shall enjoy two months summer vacation leave for each academic year to
be taken during the regular vacation period, in addition to the usual Christmas
vacation leave, and fifteen (15) days sick leave in one academic year, neither of
which shall be cumulative.

2. Maternity /Paternity Leave

Maternity leave shall be granted to female employees in accordance with

existing laws, rules and regulations. Married male employee whose legitimate
spouse has delivered a child or suffered a miscarriage shall be granted a paternity
leave in accordance with RA 8187.

3. Cumulative Leave (Vacation and Sick Leaves)

Cumulative leave shall be granted to members of the faculty who

perform administrative functions which are necessary in the management of the
affairs of the Institute and its units.The privilege shall only be granted when the
assignment carries an official designation or appointment lasting at least one
academic year. Computation of vacation leave and sick leave shall be made on the
basis of one day vacation and one day sick leave for every 22 days of actual service.

41
 Faculty members who are engaged in assignments which involve reporting
for work beyond the normal office hours, and which prevent them from taking
advantage of the teachers vacation leave, both conditions being certified by the
appropriate Dean or Director, may enjoy cumulative leave status.

4. Leave Without Pay

Leave of absence without pay not to exceed one year at a time, shall be
granted for a good cause, the absence to be timed in advance so as not to interfere
with the work of the Institute.

5. Sabbatical Leave

Sabbatical leave for a period not exceeding one year (BOR Res. No. 143,
s. 1989) may be granted to any faculty member from the rank of Associate
Professor and above who has served the University for a minimum of six (6) years
of continuous teaching immediately preceding the filing of application, to
encourage study, investigation and research and to improve his/her competence for
service to the University. Sabbatical leave may be enjoyed more than once in the
entire service of the faculty; provided, that succeeding sabbatical leaves may be
granted only after serving another six (6) years after termination of the previous
sabbatical leave.

The following are the privileges of a faculty on a sabbatical leave:

i. full salary corresponding to his/her leave

ii. free round-trip transportation from place of origin to destination
and back.
iii. Advanced enhancement of salary equivalent to three (3) months
of service (Art. 175 as amended by BOR No. 43, s. 1989).

A maximum of two (2) faculty members shall be granted to every college

in a given year.

B. Tuition Privileges

1. For the Faculty Members

Members of the faculty, shall have the privilege of enrolling in the

University for not more than six (6) units a semester in courses beneficial to their
regular work in the University, subject to the approval of the President or his/her
representative (Art. 232, Univ. Code).

42
 Any faculty member studying in the Institute is entitled to 50% discount
on the tuition for the course in which he/she is enrolled (BOR No. 163, s. 2004).

Permission to enrol in more than six units a semester may be granted

depending on individual merits of each case. However, the full rate of fee shall be
applied to the units in excess of 6 units (Art. 233, Univ. Code).

2. For Spouses, Children and Other Dependents

A faculty member's spouse enrolled in any unit of the University shall be

entitled to 50% tuition discount (Art. 114, Univ. Code).

Children and/or other dependents (brothers and sisters) of faculty

members shall be entitled to full tuition privileges upon enrolling in any unit of the
University, subject to the following conditions (Art. 113, Univ. Code).

2.1 Husband and wife who are both faculty with five children or a
combination of four children and one dependent.
2.2 Married faculty four children or a combination of three
children and one dependent.
2.3 Each faculty member, regardless of civil status - one child and a
brother or a sister at any one time.

A dependent is entitled to a 25% discount on tuition fees under the

special programs except the general education night program (BOR Res. 163, S.
2004).

C. Training, Research and Travel Grants/Incentives

1. Study Grants

APDP grantees will receive a monthly stipend of P 8,000.00 (BOR Res.

No. 264, s. 2010), a book allowance (P3,000/semester for masters,
P5,000/semester for doctorate) and a thesis allowance (P20,000 for Masters,
P40,000 for Doctorate). The release of 50% of thesis allowance shall be made upon
approval of research proposal.

2. Travel Grants

a. Local travel
A faculty member who travels to present a paper (both oral and
poster) shall be granted full privileges.

b. Foreign travel

43
 A faculty member who travels to present paper (both oral and poster)
shall be granted either official or partial privileges. For partial privileges, local
travel and per diem to include three (3) days before and after travel will be
subsidized provided it is covered by a special order duly signed by the Chancellor.

3. Research Grants

A research duly approved and funded by the University entitles the

Faculty researcher to an honorarium prescribed by the Department of Science and
Technology and those provided by the National Compensation Circular 75 for the
conduct of research and extension projects. As faculty researcher, he/she shall also
enjoy deloading in accordance with BOR Res. No. 168, s. 1990 and an insurance
coverage of P25,000 chargeable against the project fund. (BOR Res. No. 95, s.
1994)

3.1 Privileges

3.1.1 An allowance of 20% of the total compensation upon

submission and approval/renewal of the proposal.
3.1.2 Additional 40% upon submission of interim/progress
report/output based on the approved work plan.
3.1.3 Final 40% upon submission and acceptance of the final
report/project.

4. Research Incentives

A. Best Paper Award

All R & E grantees shall be required to submit scientific/technical

papers on the research and extension project outputs that shall be eligible for awards
per BOR Res. No. 88, s. 1994. The awards are as follows:

Award Category Cash Prize

1 Most Outstanding Research P 50,000 each

2 Outstanding Research in Pure &
Applied Sciences 30,000 each
3 Outstanding Research in Basic &
Applied Social Sciences & the Humanities 30,000 each
4 Most Relevant & Useful Research 20,000 each
5 Commendable Research 10,000 each

Special Award of P10,000, subject to availability of funds, shall be

awarded to any R & E output published in an international refereed journal.

44
 B. Special Awards

Cash incentives shall be awarded to any R & D outputs published in

the refereed journal of the following categories:

1. National

i. authorship of an article in a national journal P 5,000.00

2. International

i. authorship of an article in an international

refereed journal (ISI) 40,000.00
ii. authorship of a book of international circulation 20,000.00
iii. authorship of a chapter in a book of international
circulation 10,000.00
iv. authorship of a paper in a non-ISI refereed
journal of international circulation 5,000.00

C. Deloading

Faculty members conducting research should carry a minimum

teaching load with equivalent contact hours per week of six (6) units per semester,
in which the normal workload is 12-15 hours per week (BOR Res. No. 6, s. 1993).

Faculty-researchers should observe the maximum limit of workload

of 21units or six units overload. The normal faculty workload may be partially
satisfied by research, authorized graduate studies, creative writing or other
productive scholarship, community service, or by administrative work (BOR Res.
No. 163, s. 2004).

Below is the implementing guideline on teaching units equivalence to

research workload (BOR Res. No. 163, s. 2004).

Specific designation in the Teaching Unit Equivalence

Research Activity to Research Workload

Program Leader / Project Leader 6-9 units

Study Leader / Researcher 4-5 units
Research Collaborator 2-3 units

45
 D. Professor Emeritus (BOR Res. # 53, S. 1995)

It is a recognized tradition among established institutions of higher

learning to bestow academic recognition and honor to its faculty retirees. One such
tradition is the award of the sublime rank of Professor Emeritus.

1. Qualifications

A Professor Emeritus shall have the following qualifications:

a. Proven and accepted in his/her field of academic expertise,

discipline or interest;
b. Distinctive performance as a teacher;
c. Excellent academic credentials, and solid experience in
research and extension work supported by published
materials and extension services;
d. Brought recognition to MSU through awards and
commendations of national and international coverage;
e. Membership in recognized national and international
professional and/or academic societies and/or
organizations;
f. Of good moral character, unquestionable probity and
remarkable public relations;
g. Of sound mental health;
h. Physical availability to conduct research and/or to attend to
assigned related functions.

2. Functions/Duties

A Professor Emeritus shall have the following functions and duties:

2.1 To serve as a researcher/consultant, lecturer in

class/seminars to provide technical/professional
assistance in upgrading instruction, research and
extension;
2.2 To offer free consultative services in the research and
publication boards of MSU; and
2.3 To perform other relevant and/or allied functions that
may be assigned by competent authority.

46
 3. Privileges

A Professor Emeritus shall have the following privileges:

3.1 Living allowance of not more than 50% of last regular

salary received prior to retirement;
3.2 Free cottage rental, if staying in the campus, exclusive of
water and electric power bills;
3.3 Travelling expenses while attending seminars or while
giving lectures outside the campus, in accordance with
standard rules and regulations on travel expenditures;
3.4 Free access to and use of University buildings and
facilities in the pursuit of assigned tasks, to include
academic lecture halls and classrooms, the libraries,
health, medical, and sports facilities; and
3.5 Hospital and medical expenses when necessary, not to
exceed P5,000.00 per semester; and others that may be
determined by competent authority.

According to Article 183 of the University Code, a retired faculty

member may be elected Professor Emeritus, on recommendation by the University
Council to the Board of Regents, for extremely meritorious and distinguished
service to the University, with emoluments as may be determined by the Board of
Regents.

E. Outstanding University Faculty Award (BOR Res. #129, s. 1995)

Award : Outstanding Faculty Award for the Year

Types : One for High School Faculty
One for College Faculty

1. Qualifications:
1.1 Active teaching service for the last three (3) years.
1.2 Others, e.g., with administrative designations but with no
less than 50% teaching load of the total load
requirement. Excluded are Chancellor, Dean of
Research, and other faculty members with full
administrative functions.

2. Nominating period: June to September

3. Prizes: Plaque of Recognition (finalists included)

Cash Award of P5,000 each
Priority in ranking and promotion

47
 F. GSIS, PAG-IBIG, Philhealth, Provident Fund, Faculty Union and the
MSU-IIT MPC

1. The Government Service Insurance System (GSIS)

GSIS was created under Commonwealth Act (CA) No. 186, which
passed on November 14, 1936 the GSIS Charter. The Charter was mandated to
provide and administer the following social security benefits for employees of the
Government of the Philippines: compulsory life insurance, optional life insurance,
retirement benefits, disability benefits for work-related contingencies and death
benefits.

The governing and policy-making body of the GSIS is the Board of

Trustees, the members of which are appointed by the President of the Philippines.

Over the years, the GSIS Charter had gone through series of revisions
starting with the RA 660 on June 16, 1951 amending the initial social security
program contained in CA 186. On May 31, 1957, RA 1616 was enacted allowing
the retirement of a member regardless of age and prescribing two other modes of
retirement: (a) after 30 years of service or more with annuity benefit, or (b) after
rendering at least 20 years with gratuity, plus a refund of the personal contributions
with interest. Other amendments liberalizing the life, retirement, health and
disability benefits schemes include RA 611, PD 626, RA 3593, RA 4968, PD 1368,
PD 1146. The most significant amendment was the enactment of RA 8291,
amending PD 1146, which took effect on June 24, 1997. This Act expanded and
increased the coverage and benefits of the GSIS and provided for pre-need
insurance, unemployment and separation benefits. Aside from increasing and
expanding the social security protection of the government workers, it also
enhanced the powers and functions of the GSIS to better respond to the needs of its
membership. It was through the implementation of RA 8291 that the basic monthly
pension (BMP) is computed based on the creditable years of service or premium-
years instead of the total years of service in the government as defined in previous
Acts and Presidential Decrees.

Active GSIS members are entitled to the following loan privileges:

salary, policy, emergency and housing loans. Interest on loans ranges 8% - 12% for
salary loan, 8%-12% for housing loan under the BKP regular program and 12% in
the BKP expanded program regardless of the amount loaned.

Social security benefits include disability, survivorship, separation,

unemployment benefit, annual dividend, maturity, death, funeral, pre-need,
Christmas cash gift for retiree-pensioner and anniversary benefit for pensioner aged
100 years and older and college scholarship to dependents.

48
 Member contribution to the GSIS Fund includes 9% of members basic
monthly salary (BMS) as employee share and the government share equivalent to
12% of members BMS. For late remittances to GSIS either in premium
contribution or loan amortization/repayment, the member is charged a penalty of
2% per month of delay or 24% per annum.

The Government Service Insurance System Act of 1997

(Republic Act No 8291)

Membership. Membership in the GSIS shall be compulsory for all

employees receiving compensation who have not reached the compulsory
retirement age, irrespective of employment status, except members of the Armed
Forces of the Philippines and the Philippine National Police, subject to the
condition that they must settle first their financial obligation with the GSIS, and
contractual who have no employer-employee relationship with the agencies they
serve.

Contributions

Percentage of Monthly
Compensation
Monthly Compensation Payable by

Member Employer
Maximum Average Monthly Compensation (AMC) 9.0% 12.0%
Limit and below
Over the Maximum AMC Limit
- Up to the Maximum AMC Limit 9.0% 12.0%
- In Excess of the AMC Limit 2.0% 12.0%

49
 Benefits
1. Separation Benefit (R.A. 8291, Sec. 11)
Conditions for Entitlement
1. If a member is below 60 years old but with at least
15 years of service
If separated for a cause, member shall automatically
forfeit his/her benefits unless the terms of resignation
or separation provide otherwise.
2. If a member is below 60 years old with at least
three years of service but less than fifteen (15) years
creditable service.
If separated for a cause, member shall automatically
forfeit his benefits unless the terms of resignation or
separation provide otherwise.
50
Benefits
Cash Payment (CP) equivalent to 18
times the basic monthly pension
(BMP), payable at the time of
resignation or separation and the
basic monthly pension for life
payable upon reaching the age of 60
years.
CP = 18 x BMP plus BMP starting
at age 60 years
Cash payment equivalent to 100% of
the average monthly compensation
(AMC) for every year of service that
the member has paid contributions
but not less than P12,000, payable
upon reaching the age 60 or upon
separation, whichever comes later.
CP= 100% AMC x the total number
of years the member has paid
contributions (payable at age 60
years).
 2. Unemployment or Involuntary Separation Benefits (RA 8291 Sec. 12)

Conditions Benefits

1. Member must be a permanent employee at the time
of separation.
2. Separation from service must be due to abolition of
position/office resulting from re-organization.
Monthly cash payment equivalent to
50% of the average monthly salary
for a maximum of six months and in
accordance with the following
schedule:

Contributions Made Benefit

Duration

3. Member must have paid at least 12 monthly 1 year but less than 3 years 2 months
integrated contributions prior to separation. 3 or more years but less
than 6 years 3 months
6 or more years but less
than 9 years 4 months
9 or more years but less
than 11 years 5 months
11 or more years but less
than 15 years 6 months

3. Disability Benefits

Kinds of Disability Conditions for Entitlement Benefits

1.Permanent Total Disability
(PTD). Injury resulting in
any of the following shall be
deemed total and permanent
disability:
a) Complete loss of sight
of both eyes;
b) Loss of two (2) limbs at
or above the ankle or
wrist.
c) Permanent complete
paralysis of two (2)
limbs;
1.Disability must not be due to
grave misconduct, notorious
negligence, habitual
intoxication or willful
intention to kill himself or
another;
2. Member must be in the
service at the time of
disability;
3. If separated from service,
has paid at least 36 monthly
contributions within the five
1. A member who was in
the service at the time of
PTD and has 15 years of
service shall receive a
Monthly Income Benefit
(MIB) for life plus Cash
Payment equivalent to 18
times the basic monthly
pension.
2. A separated member who
has at least 3 years of service
and becomes permanently

51
 Kinds of Disability
d) Brain injury resulting in
incurable imbecility or
insanity; and
e) Such other bases as may
be determined by the
GSIS.
1. Permanent Partial
Disability (PPD). Injury
resulting in any of the
following shall be deemed
permanent partial disability:
a. Complete and permanent
loss of the use of (i) any
finger; (ii) any toe; (iii) one
arm; (iv) one hand; (v) one
foot; (vi) one leg; (vii) one or
both ears; (viii) hearing of
one or both ears; (ix) sight of
one eye; and
b. Such other cases as may be
determined by the GSIS
3. Temporary Total
Disability (TTD)
Accrues or arises when there
is complete but temporary
incapacity to continue with a
members present
employment or engage in any
gainful occupation due to the
loss or impairment of the
normal function of the
physical and/or mental
faculties of the member.
Conditions for Entitlement
year period immediately
preceding the disability or has
paid a total of at least 180
monthly contributions prior to
disability;
4. Must not be receiving old-
age pension;
5. Must not have been
determined as permanently
and totally disabled by the
system.
Must have been determined by
the System as permanently
and partially disabled.
1.Member must have
exhausted all sick leaves
credits and collective
bargaining agreement sick
leave credits, if any;
2.Must be in service at the
time of disability
3. If separated from the
service, must have rendered at
least 3 years of service and
paid at least 6 monthly
contributions in the 12 month
52
Benefits
and totally disabled and does
not satisfy condition No. 3
shall receive Cash Payment
equivalent to 100% of the
Average Monthly
Compensation (AMC) for
each year of service the
member has paid
contributions but not less
than P12,000. Accordingly,
he shall no longer receive
separation benefits.
The contributions/premiums
that may become due and
payable during the period of
disability shall be deemed
waived and considered paid.
Cash payment equivalent to
the basic monthly pension to
be paid in accordance with
the Table of Losses and
Percentages prescribed by the
GSIS.
75% of the members current
daily compensation for each
year or a fraction thereof of
the TTD benefit to start not
later than the 4th day but not
exceeding 120 days in one
calendar year;
The minimum amount shall
be P70.00 per day up to a
maximum of 240 days
subject to medical evaluation.
 Kinds of Disability Conditions for Entitlement Benefits

period immediately preceding

the disability.

4. Must have been determined

by the System as temporarily
and totally disabled.
4. Non-scheduled Disability
For injuries or illnesses
resulting in a disability not
listed in the schedule of
partial/total disability, as
provided herein, the GSIS
shall determine the nature of
the disability and the
corresponding benefits
thereof.

4. Survivorship Benefits

Death of a Member Benefits to Primary Benefits to Secondary

Beneficiaries Beneficiaries and Legal
Heirs

1. If the member was in the
service at the time of death and
has rendered at least 3 years of
service.
2. If the member was in the
service at the time of death but
had rendered less than three (3)
years of service.
a.) 50% of Basic Monthly
Pension (BMP)
b.) Dependent Childrens
Pension DP for each dependent
child but not exceeding 50% as
long as they are qualified.
c.) Cash Payment (CP) equal to
100% of Average Monthly
Compensation (AMC) for each
year the member paid
contributions but not less than
P12,000.
a.) 50% of Basic Survivorship
Pension (BSP)
In the absence of the
primary beneficiaries, the
secondary beneficiaries shall
receive:
Cash Payment (CP) equal to
100% of Average Monthly
Compensation (AMC) for
each year the member paid
contributions but not less
than P12, 0000.
In the absence of the
primary and secondary
beneficiaries, the legal heirs
shall receive the cash
payment.
In the absence of the
primary beneficiaries the
secondary beneficiaries shall
receive:

53
 Death of a Member Benefits to Primary Benefits to Secondary
Beneficiaries Beneficiaries and Legal
Heirs

b.) Dependent Childrens

Pension DP for each dependent
child but not exceeding 50% as
long as they are qualified.
Cash Payment (CP) equal to
100% of Average Monthly
Compensation (AMC) for
each year the member paid
contributions but not less
than P12, 0000.

In the absence of the

3. If the member was separated
from service but had rendered
at least 3 years of service at the
time of his/her death and had
paid 36 monthly contributions
within a 5-year period
immediately preceding his/her
death; or has paid a total of at
least 180 monthly contributions
prior to his/her death.
a.) 50% of Basic Survivorship
Pension (BSP)
b.) Dependent Childrens
Pension DP for each dependent
child but not exceeding 50% as
long as they are qualified.
primary and secondary
beneficiaries, the legal heirs
shall receive the cash
payment.
In the absence of the
primary beneficiaries the
secondary beneficiaries shall
receive:
Cash Payment (CP) equal to
100% of Average Monthly
Compensation (AMC) for
each year the member paid
contributions but not less
than P12, 0000.

In the absence of the

primary and secondary
beneficiaries, the legal heirs
shall receive the cash
payment.

5. Funeral Benefits

The amount of funeral benefits shall be determined and specified by the

GSIS in its rules and regulations but shall not be less than twelve thousand pesos (P
12,000.00), provided that, it shall be increased to at least eighteen thousand pesos
(P18,000.00) after five years and shall be paid upon the death of:

54
 1. an active member or member who is not separated from the
service; or
2. a member who has been separated from the service, but who may
be entitled to further benefit; or
3. a pensioner; or a retiree who, at the time of his/her retirement,
was of pensionable age under this Act but who opted to retire
under Republic Act No. 1616.

6. Life Insurance Benefits (Compulsory Life Insurance)

All employees except for members of the Armed Forces of the

Philippines (AFP) and the Philippine National Police (PNP) shall, under such terms
and conditions as may be promulgated by the GSIS, be compulsorily covered with
life insurance, which shall automatically take effect as follows:

i. For those employed after the effectivity of this Act, their insurance
shall take effect on the date of their employment;

ii. For those whose insurance will mature after the effectivity of this Act,
their insurance shall be deemed renewed on the day following the maturity or
expiry date of their insurance;

iii. For those without any life insurance as of the effectivity of this Act,
their insurance shall take effect following said effectivity.

7. Dividends

An annual dividend may be granted to all members of the GSIS whose

life insurance is in force for at least one (1) year in accordance with a dividend
allocation formula to be determined by the GSIS.

8. Retirement Benefits: Lump Sum and Old Age Pension

This is equivalent to 18 times the basic monthly pension for life payable
immediately. The BMP is computed as follows:

If Years of Service (YOS) is 15 years or less:

BMP = 37.5% x RAMC

If Years of Service (YOS) is more than 15 years:

BMP = 37.5% x RAMC + 25% x RAMC (YOS-15)

55
 However, the BMP shall not exceed 90% of the AMC. The Revalued
Average Monthly Compensation (RAMC) is computed as follows:

RAMC = AMC + P700

The average Monthly Compensation (AMC) is computed as follows:

1. if length of service is less than 36 months:

AMC = The quotient arrived at after dividing the aggregate

compensation received preceding unemployment/disability/death by the number of
months he received such compensation

2. if length of service is thirty-six (36) months or more;

AMC = The quotient arrived at after dividing the aggregate

compensation received by the member during his/her last thirty-six (36) months of
service preceding separation/retirement/disability/death by thirty-six (36) months
of service.

Retirement Options (CSC Personnel Officers Manual, Second Edition p.

84-89).

The following retirement options are available to those who were in

the service before June 1, 1977:

1. for those who have rendered at least fifteen (15) years service
and is at least sixty (60) years of age upon retirement (Republic
Act 8291) and Presidential Decree 1146).

2. for those who have rendered at least twenty years (20) years
service (Republic Act 1616).

3. for those who pass the Magic 87 criteria, that is, when the
length of service and age at retirement are summed up, the total
is at least 87 (Republic Act 660).

56
 GSIS RETIREMENT MODES

R.A. 660 R.A. 1616 P.D.1146 R.A. 8291

Upon completion of 30 Gratuity Benefit 1.Basic Monthly Available to those

years service and (Lump sum to be Pension who:
attainment of age 57 paid by last Available to those a. have rendered at
years, the member shall employer, subject who are 60 years of least 15 years of
have the option to retire to availability of age with at least 15 service;
under Magic 87 funds) years of service. b. are at least 60
formula as shown below: Available to those The benefit is a years old; and
Age: 52 53 54 55 56 who: basic monthly c. not receiving a
57 58 1.have rendered at pension guaranteed monthly pension
Service:35 34 33 32 31 least 20 years of for a five-year benefit from
30 29 service regardless period; the retiree permanent total
The maximum monthly of employment will receive a basic disability.
pension for those above status; monthly pension for 1. Lump sum and Old
57 years old shall be 2. were in the life. Age Pension
80% of the Average service prior to Lump sum payment, Equivalent to 60
Monthly Salary (AMS) May 31, 1977. however, is months of the Basic
received during the last 3 The refund of the discounted at the Monthly Pension
years immediately retirees personal rate of 6%. The (BMP) payable at the
preceding retirement. contributions with benefit of those who time of retirement,
Maximum pension for interest and the are less than 60 plus an old age
those aged 57 and below corresponding years of age on date pension benefit equal
shall be 75% of the government of retirement shall to the basic monthly
AMS. contributions be paid by the pension payable
1. Automatic Pension without interest System on their monthly for life
Available to those shall be paid by 60th birthday. starting upon the
who are at least 60 years the GSIS. The BMP is expiration of the five
old on date of retirement. The gratuity computed as (5) years covered by
The benefit is a monthly benefit is follows: the lump sum.
pension guaranteed for a computed as: BMP= 37.5% Or
period of five years from 1.0 month salary (RAMC) + 2.5% 2. Cash Payment and
the date of retirement. for the first (RAMC)(Total Basic Monthly
After the 5-year 20 years of years of service less Pension for life
guaranteed period, the 15), payable immediately.
service
retiree will receive a or The BMP is
monthly pension for life. 1.5 months salary BMP=2.5% total computed as follows:
2. Initial Three-Year for the next 10 service RAMC a) if length of service
Lump Sum years up to 30 The Revalued is 15 years or less,
Available to those years Average Monthly BMP=37.5% x
who are at least 60 years Compensation RAMC

57
 R.A. 660 R.A. 1616 P.D.1146 R.A. 8291

old but less than 63 years 2.0 months salary (RAMC) is b) if years of service
old on date of retirement. in excess of computed as (YOS) is more than
The subsequent two year 30 years of follows: 15 years;
lump sum shall be paid RAMC=AMC + 140 BMP=37.5% x
service
to the retiree on his/her (constant) RAMC x 2.5% x
63rd birthday. After the multiplied by the The maximum BMP RAMC (YOS x 15)
5-year guaranteed highest salary is 90% of the but the BMP shall not
period, the retiree will received. Average Monthly exceed 90% of the
receive a monthly Unlimited amount Compensation AMC.
pension for life. of gratuity benefit (AMC) which is The Revalued
3. Five-year Lump Sum but no pension. limited by law to Average Monthly
Available to those P3,000.00 received Compensation
who are at least 63 years during the last 3 (RAMC) is computed
old on date of retirement. years immediately as follows:
After the five year preceding retirement RAMC = AMC+700
guaranteed period, the or The Average
retiree will receive a P2,700.00 (3,000.00 Monthly
monthly pension for life. x 90%) Compensation
4. Disability Benefits Or (AMC) is computed
A member who 2. Cash Payment as follows:
becomes permanently & (CP) a. if length of service
totally disabled as Available to is less than 36
determined by the those who are 60 months;
System, with at least 15 years with less than AMC = total
years of service, shall be fifteen (15) years of compensation
entitled to a monthly service. The cash received preceding
pension guaranteed for 5 payment is equal to employment/
years. After the 5-year 100% of the AMC disability/death
guaranteed period, for every year of Actual number of
he/she shall receive a service with an months member
basic monthly pension employer. The CP received such
for life. is computed as compensation;
follows: Or
CP=total service x b) if length of service
AMC is 36 months or more:
For those who are AMC=total
less than 60 years of compensation
age on date of received the last 36
retirement, payment months of service
of the benefit shall preceding

58
 R.A. 660 R.A. 1616 P.D.1146 R.A. 8291

be made on their separation/retirement/

60th birthday. disability/death

Republic Act (R.A.) NO. 660

1. Coverage

a. Shall be compulsory to all regularly and permanently appointed

employees, including those whose tenure of office is fixed or limited by law, upon
all teachers EXCEPT only those who are SUBSTITUTES; and upon all regular
officers and enlisted men of the Armed Forces of the Philippines.

2. Contributions

Life Insurance Percentage of Monthly Salary Payable by

Employer Monthly
Employee Salary
Civilian Members 3% 3% P200 or
less
AFP Members 5% 0% Over
P200
Retirement Insurance
Monthly Salary less than P200 4.5% 7.5% Over
P3000
First
P3000
Monthly Salary over P200 5.5% 6.5% Excess
of
P3000
Renewal Term P12.00 P12.00

59
 3. Retirement Insurance Benefit: Conditions for Retirement

a. The retiree-applicant must be a member of the Retirement Insurance Fund

of the System (permanent appointment).

b. He/She must meet the age and service requirements. If he/she is already
65 years old and his/her service is less than 15 years, the law allows the continuance
of his/her service until he/she completes the required 15 years. Upon completion of
30 years of service and upon attainment of 57 years of age, the member shall have
the option to retire under the so-called magic 87.

Age 52 53 54 55 56 57 58 59 60 61 62 63 64 65
Service 35 34 33 32 31 30 28 26 24 22 20 18 16 15

c. The last three (3) years of service must be continuous. Exceptions to this
condition are death/disability as approved by the system/abolition of
position/reorganization cases.

d. Leaves of absence without pay (LWOP) during the last three (3) years
immediately preceding retirement shall not exceed one (1) year, except in the case
of teachers who are allowed more than one (1) year sick leave of absence without
pay under the Magna Carta of Teachers.

4. Basis in the Computation of Benefit

a. Age on Date of Retirement. In case of conflict, the date of birth

appearing in the policy shall be followed.

b. Total Creditable Service less leaves of absence without pay incurred

during the entire employment.

c. Average Monthly Salary (AMS) received during the last three (3) years
immediately preceding retirement/ separation/ disability/ death. LWOP incurred
during the last three (3) years immediately preceding retirement shall be deducted
there from.

d. Actuarial Factor. The older the applicant, the higher the actuarial factor;
hence the bigger the monthly annuity.

5. Computation of Benefits

Basic Annuity: P30, 000

60
 Plus: 2% of AMS during the last 3 years for each year after June 16,
1951.
Plus: 1.2% of AMS during the last 3 years for each year prior to
June 16, 1951. If retiree is over 57 years old, this amount shall be adjusted
actuarially.

a. Maximum Benefit

The maximum monthly annuity allowable under this Act is 80% of the
Average Monthly Salary (AMS) received during the last 3 years immediately
preceding retirement.

b. Types of Benefit

b.1 Automatic Annuity

This benefit is available to those who retire at age below 60 years. The
benefit is a monthly annuity guaranteed for a period of 5 years from the date of
retirement. After the 5-year guaranteed period, payment of the monthly annuity
shall continue if the retiree is still living.

b.2 Five-Year Lump Sum

This type of benefit is available to those who are at least 63 years of age
or over on the date of retirement. If still living after the 5-year guaranteed period,
the retiree shall be entitled to a monthly pension for life.

b.3 Initial Three Year Lump Sum

This type of benefit is available to those who are at least 60 years old but
less than 63 years on the date of retirement. The subsequent two-year lump sum
shall be paid to the retiree on his/her 63rd birthday. If still living after the 5-year
guaranteed period, he/she shall be entitled to a monthly annuity for life.

b.4 Disability
A member, who becomes permanently disabled as determined by
the System with at least 15 years of service, shall be entitled to a monthly annuity
guaranteed for a period of 5 years. If still living after the 5-year guaranteed period,
he/she shall be entitled to a monthly annuity for life

Republic Act (R.A.) No. 1616

1. Coverage

a. Appointive officers and employees in all branches of the government

service, including those whose tenure of office is fixed by law.

61
 b. Casual and substitute or temporary employees/teachers covered by term
insurance of P2, 750.00 but not covered with retirement insurance.

2. Contributions

Life Insurance Percentage of Monthly Salary Payable by:

Employer Monthly
Employee Salary
Civilian Members 3% 3% P200 or
less
AFP Members 5% 0% Over P200
Retirement Insurance
Monthly Salary 4.5% 7.5% Over
less than P200 P3000
First P3000
Monthly Salary 5.5% 6.5% Excess of
over P200 P3000
Renewal Term P12.00 P12.00

3. Retirement Insurance Benefit: Conditions for Retirement

a. The retiree-applicant must be in the government service on or before May

31, 1977.

b. He/She must have rendered at least 20 years of service regardless of

employment status [except for those retiring under Sections 11(b) and
11(c)].

c. The last three (3) years of service must be continuous. Exceptions to this
condition are death/disability as approved by the System/abolition of
position/reorganization cases.

4. Leaves of absence without pay (LWOP) during the last three (3) years
immediately preceding retirement shall not exceed one (1) year, except in the case
of teachers who are allowed more than one (1) year sick leave of absence without
pay under the Magna Carta of Teachers.

5. Basis in the Computation of Benefits

a. Total Creditable Service less leaves of absence without pay incurred

during the entire employment.

b. Highest Salary Received.

62
 6. Computation of Benefits

a. One (1) month salary for the first 20 years;

b. One and one-half months salary for every year of service over 20 years
but below 30 years; and
c. Two (2) months salary for every year of service over 30 years multiplied
by the highest salary received.

7. Maximum Benefit: Types of Benefits

a. Gratuity Benefit under Sec. 12 (c). For those who have rendered at least
20 years of service regardless of employment status, the benefit shall be a gratuity
payable by the last employer (see computation above), plus the refund of retirement
premiums paid, personal share with interest and the government share without
interest.

b. Survivors Benefit under Sec. 11(b). This benefit is available to the

designated beneficiaries/surviving legal heirs of employees who die with at least 5
years of service. The benefit shall be a gratuity equivalent to one (1) month salary
for every year of service based on the highest salary received plus the refund of
retirement, premiums paid and personal share with interest.

c. Disability Benefit under Sec. 11(c). This is available to those who

become totally and permanently disabled as determined by the System with at least
5 years of service and members of either the life or retirement insurance fund of the
System. The benefit shall be a gratuity equivalent to one (1) month salary for every
year of service based on the highest salary received plus the refund of retirement
premiums paid, personal share with interest and government share without interest.

8. Requirements for Retirement

The following are the requirements for retirement:

1. GSIS Clearance
2. Approved Application for Retirement
3. Approved Application for Leave
4. Complete Service Record
5. Clearance from Money and Property Accountability
6. Ombudsman Clearance
7. Certification of No Pending Administrative Case
8. Certification of No Pending Criminal Case
9. Statement of Assets and Liabilities
10. Copy of last Appointment/Salary Adjustment showing highest salary
received
11. Certification of Leave without pay

63
 For more information on GSIS matters, log-on to www.gsis.gov.ph.

2. Civil Service Commission/ Department of Budget and Management

2.1 Rehabilitation Privilege (CSC & DBM Joint Circular No. 1, s. 2006
dated April 27, 2006)

2.1.1 Coverage

All personnel with permanent, temporary, casual or contractual

appointments, including those with fixed terms of office, may avail themselves of
the Rehabilitation Privilege during their employment with their agency and in
accordance with the guidelines.

2.1.2 Guidelines

2.1.2.1 Officials and employees may be entitled to the Rehabilitation

Privilege for a maximum period of six (6) months for wounds and/or injuries
sustained while in the performance of official duties. The duration, frequency and
terms of availing of the privilege shall be based on the recommendation of medical
authority. Hence, availing of the privilege may be for less than six (6) months or may
be on a half-time basis or an intermittent schedule as determined by medical
authorities provided that the cumulative total period of availing of the privilege will
not exceed six (6) months.

2.1.2.2 Illness or sickness resulting from or aggravated by working

conditions or the environment cannot be a basis for availing of the Rehabilitation
Privilege even if the same may be compensable under the law and regulations of the
Employees Compensation Commission.

2.1.2.3 For availing oneself of the Rehabilitation Privilege,

performance of duty means situations wherein the official or employee was already
at work. The same privilege may be extended to officials and employees in
situations where the official or employee meets an accident while engaged in
activities inherent to the performance of his/her duties, including being on Official
Business outside of his/her work station, Official Travel, authorized Overtime,
Detail Order, and Special Assignment Orders.

2.1.2.4 Injuries from accidents that occurred while the official or

employee was going to work and going home from work are not considered
sustained while in the performance of official duties.

2.1.2.5 Absence from work during the period of Rehabilitation

Privilege shall not be deducted from the accumulated sick or vacation leave credits
64
of the official or employee. However, officials and employees while on
Rehabilitation Privilege do not earn and accumulate vacation leave and sick leave
credits.

2.1.2.6 Officials and employees availing of the Rehabilitation shall

receive their salaries and regular benefits such as Personnel Economic Relief
Allowance (PERA), Additional Compensation (AdCom), year-end bonus and cash
gift mandated by law.

2.2 Ten-day leave under R.A. 9262 Anti-Violence Against Women and
their Children Act of 2004 (CSC Memorandum Circular No. 15 S. 2006)

2.2.1 Who are entitled to a Ten-Day Leave. The following shall be

entitled to a paid leave of absence not exceeding ten (10) days except as provided
under Section 43 of RA 9262:

a. Any woman employee in the government service regardless of

employment status, who is a victim of violence as defined under Sec. 3 of the Act;

b. Any woman employee whose child is a victim of violence as

defined therein and whose age is below eighteen (18) or above eighteen (18) but
unable to take care of himself/herself.

2.2.2 Supporting documents of the application.

a. Barangay Protection Order (BPO) obtained from the barangay;

b. Temporary/Permanent Protection Order (TPO/PPO) obtained from

the court;

c. If the protection order is not issued by the barangay or the court, a

certification issued by the Punong Barangay/Kagawad or Prosecutor or the Clerk of
Court that the application for the BPO, TPO or PPO has been filed with the said
office shall be sufficient to support the application for the ten-day leave; or

d. In the absence of the BPO/TPO/PPO or the certification, a police

report specifying the details of the occurrence of violence on the victim and a
medical certificate may be considered at the discretion of the immediate supervisor
of the woman employee concerned.

2.3 Leave Benefits

Employees of the government, whether permanent or temporary or

casual, who render work during the prescribed office hours shall, after six months

65
of continuous, faithful and satisfactory service, be entitled to fifteen (15) days
vacation and fifteen (15) days sick leave with full pay, exclusive of Saturdays,
Sundays and public holidays, without limitation as to the number of days vacation
and sick leave that they may accumulate. (Rule XV1 of the Omnibus Rules
Implementing Book V of Executive Order No 292 as amended by CSC Memo
Circular No. 41 and MC 14 s. of 1999)

2.3.1 Leave of absence in the University shall be classified as follows:

a. Teachers Leave

It shall be granted to full and part-time members of the faculty who

do not normally perform administrative functions. It shall consist of vacation and
sick leaves, neither of which shall be cumulative (Art. 210, University Code).
Teachers vacation leave shall consist of two months for each academic year in
addition to the usual Christmas vacation. Such vacation leave may be taken only
during the regular vacation periods of the University; provided that if the exigency
of service so requires, the faculty members may be called to duty within this period
so as not to prejudice the operation of the university (Art. 211, University Code).

After at least six months of continuous faithful and satisfactory

service, administrative personnel and faculty members performing regularly
administrative functions shall be entitled to vacation and sick leave, both with full
pay and exclusive of Saturdays, Sundays and holidays for each calendar year of
service (Art. 216 University Code). The same policy is also laid down by the Civil
Service Commission when it states that Teachers who are designated to perform
non-teaching functions and who render the same hours of service as other
employees shall be entitled to vacation and sick leave (CSC Personnel Officers
Manual, Second Edition p. 71).

b. Maternity/Paternity Leave

Maternity Leave. Every woman in the government service who has rendered
an aggregate of two (2) or more years of service shall, in addition to the vacation and
sick leave granted to her, be entitled to maternity leave of sixty (60) calendar days
with full pay. Maternity leave of those who have rendered one year (1) year or more
but less than two (2) years shall be computed in proportion to their length of service,
provided, that those who have served for less than one (1) year shall be entitled to 60-
day maternity leave with half pay (CSC Personnel Officers Manual, Second Edition,
p. 72). When an employee wants to report back to duty before the expiration of her
maternity leave, she may be allowed to do so provided she presents a medical
certificate that she is physically fit to assume the duties of her position. The
commuted value of the unexpired portion of the leave need not be refunded and that
when the employee returns to work before the expiration of her maternity leave, she
may receive both the benefits granted under the maternity leave law and the salary

66
for actual services rendered effective the day that she reports back for work (CSC
Personnel Officers Manual, Second Edition, p. 73).

Paternity Leave. Every male employee is entitled to paternity leave

of seven (7) working days for the first four (4) deliveries of his legitimate spouse
with whom he is cohabiting. The first of the 4 deliveries shall be reckoned from the
effectivity of the Paternity Leave Act on July 15, 1996.

Married male employee with more than one (1) legal spouse shall
be entitled to avail of paternity leave for an absolute maximum of 4 deliveries of
whichever spouse gives birth. The paternity leave of seven (7) days shall be non-
cumulative and strictly non-convertible to cash. The same may be enjoyed either in
a continuous or in an intermittent manner by the employee on the days immediately
before, during and after the childbirth or miscarriage of his legitimate spouse (CSC
Personnel Officers Manual, Second Edition, p. 74).

c. Military Service Leave

Military leave shall be granted to members of the faculty, officials

and employees in accordance with the laws and regulations governing the same
(Art. 220 University Code). When personnel goes for voluntary training, with the
Armed Forces of the Philippines he/she shall be governed by laws, rules and
regulations covering leaves and such is chargeable against the leave credit (Art.
221, University Code).

2.4 Thirteenth (13th ) Month Pay

As mandated by Presidential Decree No. 851, the employee shall eceive a

bonus salary equivalent to one (1) month, regardless of the nature of his/her
employment,not later than Dec. 24 of every year.

3. The Pag-IBIG (Pagtutulungan sa Kinabukasan: Ikaw, Bangko,

Industriya at Gobyerno)

The Pag-IBIG started with the Home Development Mutual Fund (HDMF)
which was created on June 11, 1978 by virtue of PD 1530. Primarily, the Fund was
created to address two of the nations basic concerns: generation of savings and
provision of shelter for the workers. Under PD 1530, two agencies administered the
fund: the Social Security Systems (SSS) for funds from private employees and the
GSIS for funds from the government workers.

On March 1, 1979, Executive Order (EO) No. 527 transferred the

administration of the Fund to the National Home Mortgage Finance Corporation
(NHMFC). On December 14, 1980, PD 1530 was amended, however, by PD 1752,

67
making Pag-IBIG a corporation independent of NHMFC. PD 1752 likewise made
Pag-IBIG membership mandatory for all SSS and GSIS member-employees.

During the early term of then President Corazon C. Aquino, Pag-IBIG

contributions were suspended from May to July 1986. Executive Order No. 35,
dated August 1, 1986, directed the resumption of Pag-IBIG membership.
Membership was still on mandatory basis but under more liberal terms. Executive
Order No. 90, dated January 1, 1987, converted Pag-IBIG to a voluntary program.
Then on June 17, 1994, Pres. Fidel V. Ramos signed RA 7742 which reverted the
nature of Pag-IBIG membership to mandatory.

With the passage of RA 9679 (also known as the Home Development

Mutual Fund Law of 2009) on 21 July 2009, which took effect January 2010, all
types of Filipino workers, in the country or overseas, are now mandatorily covered
by Pag-IBIG, specifically:

... all employees who are compulsorily covered by the SSS; all employees
who are subject to mandatory coverage by the GSIS; uniformed members of the
Armed Forces of the Philippines, the Bureau of Fire Protection, the Bureau of Jail
Management and Penology, and the Philippine National Police, Overseas Filipino
Workers, and Filipinos employed by foreign-based employers, whether deployed in
the country or abroad.

Membership of OFWs used to be voluntary under the old Pag-IBIG

Overseas Program, with terms of 5, 10, 15, and 20 years.

RA 9679 also allows voluntary Pag-IBIG membership to Filipino citizens

at least fifteen (15) years old but not more than sixty-five (65) years old who are
self-employed; non-working married persons with the consent of the spouse who is
also a Pag-IBIG member; leaders/members of religious groups; individuals yet to
be employed; informal income earners formed into cooperatives or trade
associations duly registered with the proper government agencies or entities; and
Barangay Officials.

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 Mandatory Pag-IBIG Fund contributions are the following:

a. One percent (1%) of a members monthly compensation for

employees earning not more than P1,500 per month

b. Two percent (2%) of member's monthly compensation for employees

earning more than P1,500.00 per month.

A member has the option to contribute more than the required amount.

Employers are required to give 2% counterpart contributions to their

qualified employees. However, the maximum monthly compensation to be used in
computing the mandated employer counterpart shall not be more than P5,000.00,
which is the equivalent of P100 a month. The employer has the option to match the
higher monthly contributions made by employees should he/she desire.

Under the Pag-IBIG Fund the members can avail of the Multi-Purpose Loan
Program, the Housing Loan Program, and the Pag-IBIG II Program.

The Multi-Purpose Loan Program (MPL)

This provides short-term financial assistance to Pag-IBIG members for

the following purposes: minor home improvement, livelihood, medical, education,
purchase of appliance and furniture, and other needs.

A member must have made at least 24 monthly contributions to avail of

the MPL. A member with an outstanding Pag-IBIG housing loan may be allowed
to avail of an MPL if the housing loan account is not more than nine (9) months in
arrears and is not yet cancelled or foreclosed. However, a member with an
outstanding Pag-IBIG housing loan that is more than nine months in arrears but is
not yet cancelled or foreclosed may be allowed to avail of an MPL if the purpose of
the MPL is to update his/her housing loan arrearages. The MPL proceeds to be
applied on the housing loan arrearages shall be subject to the applicant's loan
entitlement.

An eligible borrower's loan entitlement shall depend on the number of

contributions made, based on the following schedule:

No. of Contributions Loan Amount

24-59 months Up to 60% of TAV
60-119 months Up to 70% of TAV
At Least 120 months Up to 80% of TAV

69
 The member's Total Accumulated Value or TAV consists of his/her
accumulated personal contributions and his/her total employer's counterpart
contributions (if applicable) plus the dividend earnings credited to the member's
account.

The interest rate is 10.75% per annum for the duration of the loan. The
loan is payable for a maximum period of twenty-four (24) months with grace period
of 2 months.

The penalty rate is % of any unpaid amount for every month of delay.
The loan shall be released generally on the same day that it is filed through a
check payable to the borrower or shall be credited to the borrower's account through
LAND BANK's Payroll Credit Systems Validation. A member may renew his/her
loan after at least six (6) amortizations.

Housing Loan Program.

This grants opportunities to PAG-IBIG Fund members to avail of

housing loans to finance any one or a combination of the following:

a. purchase of a fully developed lot not exceeding 1,000 square

meters, which should be within a residential area;

b. purchase of a residential house and lot, townhouse or

condominium unit, inclusive of a parking lot, which may be old or brand new; a
property mortgaged with the Fund; or an acquired asset, which is disposed of
through sealed public bidding, negotiated sale, the Rent-to-Own Program, or the
Magaang Pabahay, Disenteng Buhay Program.

c. construction or completion of a residential unit on a lot owned by

the member;

d. home improvement;

e. refinancing of an existing mortgage with an institution acceptable

to the Fund, provided that the loan is not in default within 12 months prior to the
date of application; and said loan has a repayment history of at least two (2) years
with the original mortgagee; and

f. combination of loan purposes, which shall be limited to the

following: purchase of a fully developed lot not exceeding 1,000 square meters and
construction of a residential unit thereon; purchase of a residential unit, whether old
or new, with home improvement; refinancing of an existing mortgage with home
improvement; refinancing of an existing mortgage, specifically a lot loan, with
construction of a residential unit thereon.

70
 A member must have paid at least 24 monthly contributions at the time
of loan application. If a member is short of the 24-month membership requirement,
he/she shall be allowed to make lump sum payment based on the mandatory
monthly membership contribution rates (both EE and ER share) to meet the said
requirement at point of loan application. The member should not be more than 65
years old at the date of loan application and must be insurable; provided further that
he/she is not more than 70 years old at loan maturity.

The loan entitlement based on Pag-IBIG contributions are as follows:

Monthly Contributions* Loan Entitlement

200 Up to P500,000
250 Over P500,000 - P600,000
300 Over P600,000 - P700,000
350 Over P700,000 - P800,000
400 Over P800,000 - P900,000
450 Over P900,000 - P1,000,000
500 Over P1,000,000 - P1,100,000
550 Over P1,100,000 - P1,200,000
600 Over P1,200,000 - P1,300,000
650 Over P1,300,000 - P1,400,000
700 Over P1,400,000 - P1,500,000
750 Over P1,500,000 - P1,600,000
800 Over P1,600,000 - P1,700,000
850 Over P1,700,000 - P1,800,000
900 Over P1,800,000 - P1,900,000
950 Over P1,900,000 - P2,000,000
1,000 Over P2,000,000 - P2,100,000
1,050 Over P2,100,000 - P2,200,000
1,100 Over P2,200,000 - P2,300,000
1,150 Over P2,300,000 - P2,400,000
1,200 Over P2,400,000 - P2,500,000
1,250 Over P2,500,000 - P2,600,000
1,300 Over P2,600,000 - P2,700,000
1,350 Over P2,700,000 - P2,800,000
1,400 Over P2,800,000 - P2,900,000
1,450 Over P2,900,000 - P3,000,000
*including employers counterpart

71
 The housing loan amount and corresponding interest rates are shown
below:

Loan Amount Interest Rate

Up to P400,000 6.0%
Over P400,000 to P750,000 7.0%
Over P750,000 to P1.0M 8.5%
Over P1.0M to P1.25M 9.5%
Over P1.25M to P2.0M 10.5%
Over P2.0M to P3.0M 11.5%

The maximum housing loan repayment period is 30 years.

Pag-IBIG II Program.

This is a voluntary savings program with a term as short as five years

with a tax-free 5.5% annual interest earnings and a preferential dividend rate higher
than that of regular membership (Pag-IBIG I). Member contributions are in
multiples of P500.

Pag-IBIG Fund also offers calamity loans, scholarships to deserving

dependents of members for degree and vocational courses under the Iskolar ng Pag-
IBIG program, HDMF housing bonds, maturity benefit and institutional programs
like Developmental Loan Program.

Pag-IBIG Fund guarantees the refund of members total accumulated

savings (TAV), which consists of the members accumulated contributions, the
employer counterpart contributions, if any, and the dividend earnings credited to the
members account upon occurrence of any of the following grounds for withdrawal:

a. membership maturity: the member must have remitted at least 240

monthly membership contributions with the Fund.
b. retirement
c. permanent and total disability or insanity
d. separation from the service due to health reason
e. permanent departure from the country
f. death: the Fund benefits shall be divided among the members legal
heirs in accordance with the New Civil Code as amended by the
New Family Code.

For more information on Pag-IBIG matters, members may call the

Pag-IBIG Call Center at 724-4244, visit the nearest branch in their area, or log on to
www.pagibigfund.gov.ph.

72
 4. The PhilHealth Program

Philhealth is adminisered by the Philippine National Health Corporation

which is designed to provide employees with a practical means ofpaying for
adequate medical care in the Philippines. The PhilHealth, a National Health
Insurance Program (NHIP), assumed the responsibility of administering the former
Medicare program for government and private sector employees, with its landmark
transfer from the GSIS in October 1997 and from the SSS in April 1998.

With this transfer came the turnover of the health insurance funds, initially
totalling P105 million from the GSIS and P14 billion from the SSS. The amount
covers the employee and employers shares in the medical care program. On the
other hand, funds worth P52.3 million contributed by the LGUs for the premium
contributions of indigent members, were also entrusted to PhilHealth in 1997 and
1998.

In preparation for the NHIPs full implementation in 1998, PhilHealth

obtained approval from the DBM for the creation of 995 regular plantilla positions,
a move made PhilHealth responsive to the needs of NHIP members nationwide.

Effective December 1999, PhilHealth implemented a unified benefit

package for all its members. Included in this package are the following:

3.1. Inpatient hospital care:

Room and board;

Services of health care professionals;
Diagnostic, laboratory, and other medical examination services;
Use of surgical or medical equipment and facilities
Prescription drugs and biologicals subject to the limitations stated
in Section 37 of RA 7875; and
In-patient education packages.

3.2. Outpatient care:

Services of health care professionals

Diagnostic, laboratory, and other medical examination services;
Personal preventive services
Prescription drugs and biologicals subject to the limitations stated
in Section 37 of RA 7875; and
Emergency and transfer services.
Day surgeries, dialysis and cancer treatment procedures such as
chemotherapy and radiotherapy in accredited hospitals and free-
standing clinics.
73
 3.3 Special Benefit Packages

3.3.1 Normal Spontaneous Deliveries

PhilHealth provides compensation for uncomplicated normal

spontaneous delivery or NSD of the first four births done either in hospital or non-
hospital settings.

For deliveries in hospital facilities - subsidy shall be broken down

as follows:

Services Coverage

Hospital charges which include room and board; drugs and medicines;
laboratory, supplies and other ancillary procedures; labor room, delivery
Php 2,500
room and recovery rooms; other medically-necessary charges for delivery
and postpartum care.
Professional fees for delivery services, immediate post-partum care and
Php 2,500
counseling for reproductive health, breastfeeding and newborn care.
Prenatal services for reimbursement of members prenatal expenses prior
to confinement which may include drugs and medicines, laboratory tests
Php 1,500
and ancillary procedures, tetanus immunization, and consultations
supported by official receipts.
Total Php 6,500

For deliveries in non-hospital facilities a comprehensive package consisting of

maternal and childcare services are offered under the Maternity Care Package.

Services Coverage

Facility and professional fees which cover charges for PF

(delivery, postpartum care, and counseling for reproductive
health, breast feeding and newborn screening); room and
board; drugs and medicines; laboratory, supplies and other Php 5,000
ancillary procedures; labor, delivery and recovery rooms;
and other medically necessary charges for delivery and
postpartum care.
Prenatal services to be reimbursed to the member for
prenatal expenses prior to confinement. May cover essential
drugs and medicines, laboratory tests and ancillary Php 1,500
procedures, tetanus immunization, and PF for consultations
supported by official receipts.
Total Php 6,500

74
 Eligibility: Payment of at least three (3) monthly premium
contributions within the immediate six (6) months prior to confinement.

Exclusions:
NSD of the fifth and subsequent births.
Maternal age of less than 19 years.
First pregnancy of patients aged 35 years and older.
Multiple pregnancies
Ovarian abnormalities (ovarian cyst)
Uterine abnormalities (myoma uteri)
Placental abnormalities (placenta previa)
Abnormal fetal presentations (breech)
History of three or more miscarriages/abortions
History of one stillbirth
History of major obstetric and/or gynecologic operation
(cesarian section, uterine myomectomy).
History of medical conditions such as hypertension, pre-
eclampsia, eclampsia, heart disease, diabetes, thyroid disorder,
morbid obesity, moderate to severe asthma, epilepsy, renal
disease, bleeding disorders.
Other risk factors that may arise during present pregnancy (e.g.,
premature contractions and vaginal bleeding) that warrants a
referral for further management.

Other conditions: Pregnancies resulting to abortion are not covered

by the limitation of coverage of vaginal deliveries of the first four births.

3.3.2 Newborn Care Package

Amount of coverage: Php 1,000

Services included:
Eye prophylaxis, umbilical cord care, Vitamin K, thermal care,
administration of BCG vaccine and resuscitation of the newborn - Php 250.
First dose of Hepatitis B immunization - Php 250.
Newborn screening tests - Php 500.

Providers: Duly accredited hospitals and non-hospital facilities (such

as lying-in clinics, midwife-managed clinics, birthing homes, rural health units,
ambulatory surgical clinics and other analogous health facilities) with DOH or
NSRC certified newborn screening facility.

75
 Eligibility: Newborn-dependent/s even if delivery is not covered by
PhilHealth (i.e., fifth and subsequent normal deliveries)

Other conditions: Only claims with Newborn Screening Test done

between 24-36 hours from complete delivery of the newborn shall be compensated.
However, for newborns placed in intensive care to ensure survival, premature and
sick newborns may be exempted from the 3-day requirement but should be tested
within seven days of age.

Room and board not compensated but one day shall be charged
against the 45-day allowance for room and board for dependents.

Newborns/neonates admitted/confined due to other conditions or

illnesses may avail of other benefits (including room and board) based on case/type
of illness. Claims for said confinement should also include applicable newborn care
services provided for in the package and shall not be considered a separate benefit.

3.3.3 TB treatment through DOTS

Treatment of new cases of pulmonary and extra-pulmonary

tuberculosis in children and adults are covered through the Directly Observed
Treatment Short course or DOTS, the shortest and most effective internationally
accepted treatment protocol for TB.

Amount of coverage: Php 4,000

Services included: Diagnostic work-up, consultation services and

anti-TB drugs required in an outpatient set-up.

Providers: Duly accredited TB-DOTS Centers (available in the

Philippines only)

Eligibility:
New cases only, i.e., patient has never had treatment for TB or who
has taken anti-TB drugs for less than one month.
Payment of at least three (3) months premiums within the
immediate six (6) months prior to enrolment at TB-DOTS Center.

Exclusions:
Failure cases - a patient who, on previous treatment, is sputum
smear positive at five months or later during the course of treatment.
Relapse case - a patient previously treated for TB who has been
declared cured or treatment completed, and is diagnosed with bacteriologically
positive (smear or culture) TB.

76
 Return after default (RAD) cases - a patient who returns to
treatment with positive bacteriology (smear of culture) following interruption of
treatment for two months or more.

Other conditions:
Additional services rendered or extension of treatment shall not be
covered.
Premium payments must be continued for the duration of the
treatment.

3.3.4 SARS and Avian Influenza (Influenza Pandemic or Bird Flu)

Package

Amount of coverage: For members and their qualified dependents -

Php 50,000 per case.

For health care workers or HCW (forefront and high risk) - Php
100,000 per case.

Services included:
Professional fees (Php 2,500 - pay to doctor)
Hospital charges (Php 42,500 - pay to hospital)
Official receipts amounting to Php 12,000 (Php 5,000 - pay to
member)

Providers:
Patients must be admitted only in accredited DOH-designated
SARS or AI/IP hospitals.
Confinements abroad shall be paid / compensated provided a
certification from the attending physician is submitted.

Eligibility:
Must be certified by the DOH as SARS or avian influenza/influenza
pandemic patient.
Must have paid at least three (3) months premiums within the last
six (6) months prior to confinement.

Exclusions:
SARS suspect cases.
Cases of acute respiratory illness where an alternative diagnosis can
fully explain such illness.

Other conditions

77
 Rule on single period of confinement and 45-day allowance for
room and board per year applies.
(for afflicted HCWs) Contracted the disease while caring for
a SARS or AI/IP patient (person to person transmission).
Renders service in DOH-designated hospital.
DOH attests that HCW contracted the disease while on official
duty.

3.3.5 Influenza A (H1N1) Package

To mitigate the direct medical cost for the treatment of complicated

human cases of Novel Influenza A (H1N1) with complication or co-morbidities
requiring hospitalization, the following shall be effective in all local and overseas
confinements with admission dates starting May 1, 2009.

Amount of coverage:

Maximum of Php 75,000 for non-health worker-members.

Maximum of Php 150,000 for health worker-members.

Services included:

Members/ dependents

Room and board allowance of 1,500/day but up to 10,000 only

Drugs and medicines; X-ray, lab and others (including supplies and
personal protective equipment and transfer services); and operating room fees
50,000
Professional fees of 1,000/day but up to 15,000 only

Health Care Workers:

Room and board allowance of 1,500/day but up to 20,000 only
Drugs and medicines; X-ray, lab and others (including supplies and
personal protective equipment and transfer services); operating room and other
medically necessary care 100,000
Professional fees of 1,000/day but up to 30,000 only

Providers:

Hospitals designated by DOH as referral centers (national, sub-

national and satellite) for Influenza A (H1N1) and other emerging and re-emerging
diseases with the exception of confinements abroad.
Admissions in private hospitals may be covered if confirmatory
tests were coordinated with or confirmed by the RITM, DOH-CHD or other DOH
certified laboratories

78
 Eligibility:

Limited to members and qualified health workers with novel swine-

origin influenza A (H1N1) virus infection confirmed by the Department of Health
(DOH).

For qualified health care workers (HCWs):

Rendered service in a DOH-designated hospital for Influenza
A (H1N1) and
Contracted the disease while performing their duties and or
caring for an influenza A (H1N1) patient as certified or attested by DOH
Qualified dependents of HCWs who also contracted the
disease shall be provided a maximum coverage of Php 75,000.

Premium payment of at least three months within the last six months
prior to the month of confinement
Exclusions:
Probable and case under observation*
Admissions in non-DOH designated hospitals*
Influenza-like illnesses (ILI)*
Other seasonal outbreaks of influenza by established flu virus (e.g.,
H1N2, H5N1)*
SARS**
Avian flu**

Other conditions
Reimbursement (to members) for drugs, medicines and supplies or
laboratory procedures bought or performed in other facilities shall be based on the
following:
Facility cannot provide necessary items and services covered
by the benefit.
These items and services are used during confinement.
Official receipts and/or other purchase documents are
submitted.
Reimbursement depends on actual cost of receipts submitted
but not more than the difference between maximum benefit
and reimbursement to facility.
Facility acknowledges that cost of benefits and services
provided is less than the maximum benefit

Confinements abroad shall also be covered provided that a

certification from their Ministry of Health (or its equivalent) confirming that case is
due to A (H1N1) is submitted.

79
 Availment of the package shall be charged against the 45-day
annual limit and is covered by the rule on single period of confinement (only one
Influenza A (H1N1) Package shall be paid within 90 days).

*Covered by regular hospitalization benefit

**Covered by SARS package
***Covered by Avian Flu package

As of year 2005, a member who has a monthly salary of P10,000 or

more had a monthly contribution that range from P125 to P250. Circular No 01, S-
2005, which was implemented effective January 2006, sets the new PhilHealth
premium contribution schedule for the employed sector. Starting January 2006, a
member who has a monthly salary of P10,000 or more shall have a monthly
contribution that ranges from P125 to P312.50.

Contributions should be remitted on or before the 10 th day of the

month following the applicable month. Failure to deduct and/or consequently remit
said contributions shall make the employer liable under the penal provisions
provided in Article X of the National Health Insurance Act of 1995 (RA 7875).

For more information on PhilHealth matters, log-on to www.philhealth.gov.ph

5. Provident Fund

The Provident Fund Program is a retirement plan for all eligible employees
of MSU-Iligan Institute of Technology. The objective of the Program is to
supplement the benefits given by the GSIS to the Institute employees upon
retirement, voluntary resignation or separation from the service for causes not their
fault, or in case of death prior to retirement, to their dependents. The program is
designed as an additional compensation to such employees.

All permanent, temporary, casual and contractual employees of MSU-IIT,

except those project-based employees, are eligible for membership to the Provident
Fund Program. Membership to the Program is voluntary and shall not be
retroactive.

A member shall contribute to the Fund an amount equivalent to one percent

(1%) of current monthly basic.

The General Assembly is the highest policy making body of the Provident
Fund Program. The Governing Board (GB) and the Institute Provident Fund
Management Committee (IPFMC) will be responsible for the administration and
management of the Program. Unlike the GSIS, PAG-IBIG and PhilHealth Funds
where members do not have any influence on the decision making of the

80
management, members of the Provident Fund Program on the other hand can have a
say in the programs management aspects because the general assembly is the
highest policy making body of the program.

The Provident Fund Program benefits include retirement, disability, death,

resignation or dismissal benefits and dividend.

6. The MSU-IIT Faculty Union

The MSU-IIT Faculty Union (MSU-IIT FU) is a duly organized

and existing legitimate labor organization with Registration Certificate No. 1438,
jointly issued by the Department of Labor and the Civil Service Commission on
January 18, 2005. The 1987 CONSTITUTION of the REPUBLIC OF THE
PHILIPPINES provides among others, that The right of the people including those
employed in the public and private sectors to form unions, associations or societies
for purposes not contrary to law shall not be abridged (Sec. 8, Art. III). The same
Constitution also provides that The state affirms labor as a primary social
economic force, and that it shall protect the rights of workers and promote their
welfare (Sec. 18, Art. II). As a legitimate union, the MSU-IIT FU can enter into a
formal agreement on mutually acceptable terms as may hereafter be agreed upon in
order to provide for just, humane, reasonable and equitable working conditions, to
ensure maximum productivity and employee discipline, and to promote the general
welfare, health, safety and the best interest of all its members as the means to
further harmonious labor-management relations.

Every faculty member of the Institute is eligible for membership to the

MSU-IIT FU. Membership, however, is voluntary. Monthly contribution to the
union is P120 which is made through salary deduction.

The MSU-IIT FU offers the following benefits to its members: annual gift,
pabaon program and all other benefits as contained in the Collective Negotiating
Agreement (CNA).

The governing body of the Union is the Executive Board whose members
shall be elected through secret ballot by the general membership. The Executive
Board shall consist of six officers: President, Vice President, Secretary, Treasurer,
Auditor, and Press Relations Officer (Art. V, Union, By-Laws). The Officers of the
Union shall hold office for a period of two years from the date of their election until
their successors shall have been elected and qualified, provided that they remain
members of the Union in good standing. Regular election of officers of the Union
shall be held in the first week of December and on the same date two years
thereafter (Sec. 4, Art. IX, Union By-Laws).

81
 7. The MSU-IIT Multi-Purpose Cooperative (MSU-IIT MPC)

The MSU-IIT MPC was envisioned to be a globally linked, highly

progressive community which is responsive to the needs of the members. From a
closed type cooperative, that is, membership was limited to MSU-IIT employees, it
shifted to open type cooperative, opening its doors to the whole Iligan community
in 2001. From an initial bank deposit of P86.20 on March 7, 1978, it had attained
Century Coop Status in 2002, by reaching P100 million in asset; and more than
P500 million in asset, in 2010.

Every faculty member of the Institute is eligible for membership to the

MSU-IIT MPC. Membership, however, is voluntary.

The MSU-IIT MPC offers the following benefits and services: savings
deposit (regular & time deposits), mortuary, retirement, educational plan (CALF),
housing (COSA Real), Pacific Memorial Plan (PMP), consumer and marketing,
Co-op Academy, photocopying service, lubricant service, and loan benefits, i.e.,
petty cash loan (PCL), short-term loan (STL), multi-purpose loan (MPL), livelihood
loan (LL), time deposit loan (TDL) back-to-back, equipment loan (EL), medical
emergency loan (MEDEL), car loan (CL), COSA Real loan (COSA), collateralized
loan, educational loan, and loan for entrepreneurs to achieve development (LEAD).
Interests on loans vary depending on the type of loan facility. Interest rates range
from 12% to 27% per annum.

The MSU-IIT MPC management consists of members (owners), board of

directors and constitutional committees (elected officers) and other committees
(appointed), the general manager and other responsible employees (hired and paid).
The General Assembly is the highest body of the cooperative. It formulates the
laws, rules and policies which bind all members of the cooperative. As stipulated in
the Cooperative Code and By-Laws, the Board of Directors directs and supervises
the business and property aspects of the cooperative. By issuing resolutions, it
decides on matters that are not discussed or taken up during the general assemblies.
The General Manager leads the personnel or the management staff of the
cooperative in the implementation of the policies promulgated by the General
Assembly and the Board of Directors in its business operation.

82
 National
Issuances
 Republic Act No. 6713
Code of Conduct and Ethical Standards for Public Officials and Employees

AN ACT ESTABLISHING A CODE OF CONDUCT AND ETHICAL

STANDARDS FOR PUBLIC OFFICIALS AND EMPLOYEES, TO UPHOLD
THE TIME-HONORED PRINCIPLE OF PUBLIC OFFICE BEING A PUBLIC
TRUST, GRANTING INCENTIVES AND REWARDS FOR EXEMPLARY
SERVICE, ENUMERATING PROHIBITED ACTS AND TRANSACTIONS AND
PROVIDING PENALTIES FOR VIOLATIONS THEREOF AND FOR OTHER
PURPOSES

SECTION 1. Title.

This Act shall be known as the "Code of Conduct and Ethical Standards
for Public Officials and Employees."

SECTION 2. Declaration of Policies.

It is the policy of the State to promote a high standard of ethics in public

service. Public officials and employees shall at all times be accountable to the
people and shall discharge their duties with utmost responsibility, integrity,
competence, and loyalty, act with patriotism and justice, lead modest lives, and
uphold public interest over personal interest.

SECTION 3. Definition of Terms.

As used in this Act, the term:

(a) "Government" includes the National Government, the local

governments, and all other instrumentalities, agencies or branches of the Republic
of the Philippines including government-owned or controlled corporations, and
their subsidiaries.

(b) "Public Officials" includes elective and appointive officials

and employees, permanent or temporary, whether in the career or non-career
service, including military and police personnel, whether or not they receive
compensation, regardless of amount.
(c) "Gift" refers to a thing or a right to dispose of gratuitously, or
any act or liberality, in favor of another who accepts it, and shall include a
simulated sale or an ostensibly onerous disposition thereof. It shall not include an
unsolicited gift of nominal or insignificant value not given in anticipation of, or in
exchange for, a favor from a public official or employee.

A-1
 (d) "Receiving any gift" includes the act of accepting directly or
indirectly, a gift from a person other than a member of his/her family or relative as
defined in this Act, even on the occasion of a family celebration or national festivity
like Christmas, if the value of the gift is neither nominal nor insignificant, or the gift
is given in anticipation of, or in exchange for, a favor.

(e) "Loan" covers both simple loan and commodatum as well as

guarantees, financing arrangements or accommodations intended to ensure its
approval.

(f) "Substantial stockholder" means any person who owns,

directly or indirectly, shares of stock sufficient to elect a director of a corporation.
This term shall also apply to the parties to a voting trust.

(g) "Family of public officials or employees" means their spouses

and unmarried children under eighteen (18) years of age.

(h) "Person" includes natural and juridical persons unless the

context indicates otherwise.

(i) "Conflict of interest" arises when a public official or employee

is a member of a board, an officer, or a substantial stockholder of a private corporation
or owner or has a substantial interest in a business, and the interest of such corporation
or business, or his/her rights or duties therein, may be opposed to or affected by the
faithful performance of official duty.

(j) "Divestment" is the transfer of title or disposal of interest in

property by voluntarily, completely and actually depriving or dispossessing oneself
of his/her right or title to it in favor of a person or persons other than his/her spouse
and relatives as defined in this Act.

(k) "Relatives" refers to any and all persons related to a public

official or employee within the fourth civil degree of consanguinity or affinity,
including bilas, inso and balae.

SECTION 4. Norms of Conduct of Public Officials and Employees.

(A) Every public official and employee shall observe the following as
standards of personal conduct in the discharge and execution of official duties:

(a) Commitment to public interest. Public officials and employees shall

always uphold the public interest over and above personal interest. All government
resources and powers of their respective offices must be employed and used
efficiently, effectively, honestly and economically, particularly to avoid wastage in
public funds and revenues.

A-2
 (b) Professionalism. Public officials and employees shall perform and
discharge their duties with the highest degree of excellence, professionalism,
intelligence and skill. They shall enter public service with utmost devotion and
dedication to duty. They shall endeavor to discourage wrong perceptions of their
roles as dispensers or peddlers of undue patronage.

(c) Justness and sincerity. Public officials and employees shall remain
true to the people at all times. They must act with justness and sincerity and shall
not discriminate against anyone, especially the poor and the underprivileged. They
shall at all times respect the rights of others, and shall refrain from doing acts
contrary to law, good morals, good customs, public policy, public order, public
safety and public interest. They shall not dispense or extend undue favors on
account of their office to their relatives whether by consanguinity or affinity except
with respect to appointments of such relatives to positions considered strictly
confidential or as members of their personal staff whose terms are coterminous with
theirs.

(d) Political neutrality. Public officials and employees shall provide

service to everyone without unfair discrimination and regardless of party affiliation
or preference.

(e) Responsiveness to the public. Public officials and employees shall

extend prompt, courteous, and adequate service to the public. Unless otherwise
provided by law or when required by the public interest, public officials and
employees shall provide information of their policies and procedures in clear and
understandable language, ensure openness of information, public consultations and
hearings whenever appropriate, encourage suggestions, simplify and systematize
policy, rules and procedures, avoid red tape and develop an understanding and
appreciation of the socio-economic conditions prevailing in the country, especially
in the depressed rural and urban areas.

(f) Nationalism and patriotism. Public officials and employees shall at

all times be loyal to the Republic and to the Filipino people, promote the use of
locally produced goods, resources and technology and encourage appreciation and
pride of country and people. They shall endeavor to maintain and defend Philippine
sovereignty against foreign intrusion.

(g) Commitment to democracy. Public officials and employees shall

commit themselves to the democratic way of life and values, maintain the principle
of public accountability, and manifest by deeds the supremacy of civilian authority
over the military. They shall at all times uphold the Constitution and put loyalty to
country above loyalty to persons or party.

A-3
 (h) Simple living. Public officials and employees and their families
shall lead modest lives appropriate to their positions and income. They shall not
indulge in extravagant or ostentatious display of wealth in any form.

(B) The Civil Service Commission shall adopt positive measures to

promote (1) observance of these standards including the dissemination of
information programs and workshops authorizing merit increases beyond regular
progression steps, to a limited number of employees recognized by their office
colleagues to be outstanding in their observance of ethical standards; and (2)
continuing research and experimentation on measures which provide positive
motivation to public officials and employees in raising the general level of
observance of these standards.

SECTION 5. Duties of Public Officials and Employees.

In the performance of their duties, all public officials and employees are
under obligation to:

(a) Act promptly on letters and requests. All public officials and
employees shall, within fifteen (15) working days from receipt thereof, respond to
letters, telegrams or other means of communications sent by the public. The reply
must contain the action taken on the request.

(b) Submit annual performance reports. All heads or other responsible

officers of offices and agencies of the government and of government-owned or
controlled corporations shall, within forty-five (45) working days from the end of
the year, render a performance report of the agency or office or corporation
concerned. Such report shall be open and available to the public within regular
office hours.

(c) Process documents and papers expeditiously. All official papers and
documents must be processed and completed within a reasonable time from the
preparation thereof and must contain, as far as practicable, not more than three (3)
signatories therein. In the absence of duly authorized signatories, the official next-
in-rank or officer in charge shall sign for and in their behalf.

(d) Act immediately on the public's personal transactions. All public

officials and employees must attend to anyone who wants to avail himself of the
services of their offices and must, at all times, act promptly and expeditiously.

(e) Make documents accessible to the public. All public documents

must be made accessible to, and readily available for inspection by, the public
within reasonable working hours.

A-4
 SECTION 6. System of Incentives and Rewards.

A system of annual incentives and rewards is hereby established in order to

motivate and inspire public servants to uphold the highest standards of ethics. For
this purpose, a Committee on Awards to Outstanding Public Officials and
Employees is hereby created composed of the following: the Ombudsman and
Chairman of the Civil Service Commission as Co-Chairmen, and the Chairman of
the Commission on Audit, and two government employees to be appointed by the
President, as members.

It shall be the task of this Committee to conduct a periodic, continuing

review of the performance of public officials and employees, in all the branches and
agencies of Government and establish a system of annual incentives and rewards to
the end that due recognition is given to public officials and employees of
outstanding merit on the basis of the standards set forth in this Act.

The conferment of awards shall take into account, among other things, the
following: the years of service and the quality and consistency of performance, the
obscurity of the position, the level of salary, the unique and exemplary quality of a
certain achievement, and the risks or temptations inherent in the work. Incentives
and rewards to government officials and employees of the year to be announced in
public ceremonies honoring them may take the form of bonuses, citations,
directorships in government-owned or controlled corporations, local and foreign
scholarship grants, paid vacations and the like. They shall likewise be automatically
promoted to the next higher position with the commensurate salary suitable to their
qualifications. In case there is no next higher position or it is not vacant, said
position shall be included in the budget of the office in the next General
Appropriations Act. The Committee on Awards shall adopt its own rules to govern
the conduct of its activities.

SECTION 7. Prohibited Acts and Transactions.

In addition to acts and omissions of public officials and employees now

prescribed in the Constitution and existing laws, the following shall constitute
prohibited acts and transactions of any public official and employee and are hereby
declared to be unlawful:

(a) Financial and material interest. Public officials and employees shall
not, directly or indirectly, have any financial or material interest in any transaction
requiring the approval of their office.

(b) Outside employment and other activities related thereto. Public

officials and employees during their incumbency shall not:

A-5
 (1) Own, control, manage or accept employment as officer, employee,
consultant, counsel, broker, agent, trustee or nominee in any private enterprise
regulated, supervised or licensed by their office unless expressly allowed by law;
(2) Engage in the private practice of their profession unless authorized by
the Constitution or law, provided, that such practice will not conflict or tend to
conflict with their official functions; or
(3) Recommend any person to any position in a private enterprise which
has a regular or pending official transaction with their office.

These prohibitions shall continue to apply for a period of one (1) year after
resignation, retirement, or separation from public office, except in the case of
subparagraph (b) (2) above, but the professional concerned cannot practice his
profession in connection with any matter before the office he used to be with, in
which case the one-year prohibition shall likewise apply.

(c) Disclosure and/or misuse of confidential information.

Public officials and employees shall not use or divulge, confidential or

classified information officially known to them by reason of their office and not
made available to the public, either:

(1) To further their private interests, or give undue advantage to anyone; or

(2) To prejudice the public interest.

(d) Solicitation or acceptance of gifts.

Public officials and employees shall not solicit or accept, directly or

indirectly, any gift, gratuity, favor, entertainment, loan or anything of monetary
value from any person in the course of their official duties or in connection with any
operation being regulated by, or any transaction which may be affected by the
functions of their office.

As to gifts or grants from foreign governments, the Congress consents to:

(i) The acceptance and retention by a public official or employee of a gift

of nominal value tendered and received as a souvenir or mark of courtesy;
(ii) The acceptance by a public official or employee of a gift in the nature
of a scholarship or fellowship grant or medical treatment; or
(iii) The acceptance by a public official or employee of travel grants or
expenses for travel taking place entirely outside the Philippine (such as allowances,
transportation, food, and lodging) of more than nominal value if such acceptance is
appropriate or consistent with the interests of the Philippines, and permitted by the
head of office, branch or agency to which he belongs.

A-6
 The Ombudsman shall prescribe such regulations as may be necessary to
carry out the purpose of this subsection, including pertinent reporting and disclosure
requirements.

Nothing in this Act shall be construed to restrict or prohibit any

educational, scientific or cultural exchange programs subject to national security
requirements.

SECTION 8. Statements and Disclosure.

Public officials and employees have an obligation to accomplish and

submit declarations under oath of, and the public has the right to know, their assets,
liabilities, net worth and financial and business interests including those of their
spouses and of unmarried children under eighteen (18) years of age living in their
households.

(A) Statements of Assets and Liabilities and Financial Disclosure. All

public officials and employees, except those who serve in an honorary capacity,
laborers and casual or temporary workers, shall file under oath their Statement of
Assets, Liabilities and Net Worth and a Disclosure of Business Interests and
Financial Connections and those of their spouses and unmarried children under
eighteen (18) years of age living in their households.

The two documents shall contain information on the following:

(a) real property, its improvements, acquisition costs, assessed value and
current fair market value;
(b) personal property and acquisition cost;
(c) all other assets such as investments, cash on hand or in banks, stocks,
bonds, and the like;
(d) liabilities, and;
(e) all business interests and financial connections.

The documents must be filed:

(a) within thirty (30) days after assumption of office;
(b) on or before April 30, of every year thereafter; and
(c) within thirty (30) days after separation from the service.

All public officials and employees required under this section to file the
aforestated documents shall also execute, within thirty (30) days from the date of
their assumption of office, the necessary authority in favor of the Ombudsman to
obtain from all appropriate government agencies, including the Bureau of Internal
Revenue, such documents as may show their assets, liabilities, net worth, and also
their business interests and financial connections in previous years, including, if
possible, the year when they first assumed any office in the Government.

A-7
 Husband and wife who are both public officials or employees
may file the required statements jointly or separately.

The Statements of Assets, Liabilities and Net Worth and the

Disclosure of Business Interests and Financial Connections shall be filed by:

(1) Constitutional and national elective officials, with the national office of
the Ombudsman;

(2) Senators and Congressmen, with the Secretaries of the Senate and the
House of Representatives, respectively; Justices, with the Clerk of Court of the
Supreme Court; Judges, with the Court Administrator; and all national executive
officials with the Office of the President.

(3) Regional and local officials and employees, with the Deputy
Ombudsman in their respective regions;

(4) Officers of the armed forces from the rank of colonel or naval captain,
with the Office of the President, and those below said ranks, with the Deputy
Ombudsman in their respective regions; and

(5) All other public officials and employees, defined in Republic Act No.
3019, as amended, with the Civil Service Commission.

(B) Identification and disclosure of relatives.

It shall be the duty of every public official or employee to identify and

disclose, to the best of his knowledge and information, his relatives in the
Government in the form, manner and frequency prescribed by the Civil Service
Commission.

(C) Accessibility of documents.

(1) Any and all statements filed under this Act, shall be made available for
inspection at reasonable hours.

(2) Such statements shall be made available for copying or reproduction

after ten (10) working days from the time they are filed as required by law.

(3) Any person requesting a copy of a statement shall be required to pay a

reasonable fee to cover the cost of reproduction and mailing of such statement, as
well as the cost of certification.

A-8
 (4) Any statement filed under this Act shall be available to the public for a
period of ten (10) years after receipt of the statement. After such period, the
statement may be destroyed unless needed in an ongoing investigation.

(D) Prohibited acts.

It shall be unlawful for any person to obtain or use any statement filed
under this Act for:

(1) any purpose contrary to morals or public policy; or

(2) any commercial purpose other than by news and communications

media for dissemination to the general public.

SECTION 9. Divestment.

A public official or employee shall avoid conflicts of interest at all times.

When a conflict of interest arises, he shall resign from his position in any private
business enterprise within thirty (30) days from his assumption of office and/or
divest himself of his shareholdings or interest within sixty (60) days from such
assumption.

The same rule shall apply where the public official or employee is a
partner in a partnership.

The requirement of divestment shall not apply to those who serve the
Government in an honorary capacity nor to laborers and casual or temporary
workers.

SECTION 10. Review and Compliance Procedure.

(a) The designated Committees of both Houses of the Congress shall

establish procedures for the review of statements to determine whether said
statements which have been submitted on time, are complete, and are in proper
form. In the event a determination is made that a statement is not so filed, the
appropriate Committee shall so inform the reporting individual and direct him/her
to take the necessary corrective action.

(b) In order to carry out their responsibilities under this Act, the designated
Committees of both Houses of Congress shall have the power within their
respective jurisdictions, to render any opinion interpreting this Act, in writing, to
persons covered by this Act, subject in each instance to the approval by affirmative
vote of the majority of the particular House concerned.

A-9
 The individual to whom an opinion is rendered, and any other individual
involved in a similar factual situation, and who, after issuance of the opinion acts in
good faith in accordance with it shall not be subject to any sanction provided in this
Act.

(c) The heads of other offices shall perform the duties stated in subsections
(a) and (b) hereof insofar as their respective offices are concerned, subject to the
approval of the Secretary of Justice, in the case of the Executive Department and
the Chief Justice of the Supreme Court, in the case of the Judicial Department.

SECTION 11. Penalties.

(a) Any public official or employee, regardless of whether or not he holds

office or employment in a casual, temporary, holdover, permanent or regular
capacity, committing any violation of this Act shall be punished with a fine not
exceeding the equivalent of six (6) months' salary or suspension not exceeding one
(1) year, or removal depending on the gravity of the offense after due notice and
hearing by the appropriate body or agency. If the violation is punishable by a
heavier penalty under another law, he shall be prosecuted under the latter statute.
Violations of Sections 7, 8 or 9 of this Act shall be punishable with imprisonment
not exceeding five (5) years, or a fine not exceeding five thousand pesos (P5,000),
or both, and, in the discretion of the court of competent jurisdiction, disqualification
to hold public office.

(b) Any violation hereof proven in a proper administrative proceeding shall

be sufficient cause for removal or dismissal of a public official or employee, even if
no criminal prosecution is instituted against him/her.

(c) Private individuals who participate in conspiracy as co-principals,

accomplices or accessories, with public officials or employees, in violation of this
Act, shall be subject to the same penal liabilities as the public officials or employees
and shall be tried jointly with them.

(d) The official or employee concerned may bring an action against any
person who obtains or uses a report for any purpose prohibited by Section 8 (D) of
this Act. The Court in which such action is brought may assess against such person
a penalty in any amount not to exceed twenty-five thousand pesos (P25,000). If
another sanction hereunder or under any other law is heavier, the latter shall apply.

SECTION 12. Promulgation of Rules and Regulations, Administration and

Enforcement of this Act.

The Civil Service Commission shall have the primary responsibility for the
administration and enforcement of this Act. It shall transmit all cases for prosecution
arising from violations of this Act to the proper authorities for appropriate action:

A-10
Provided, however, That it may institute such administrative actions and disciplinary
measures as may be warranted in accordance with law. Nothing in this provision shall
be construed as a deprivation of the right of each House of Congress to discipline its
Members for disorderly behavior.

The Civil Service Commission is hereby authorized to promulgate rules

and regulations necessary to carry out the provisions of this Act, including
guidelines for individuals who render free voluntary service to the Government. The
Ombudsman shall likewise take steps to protect citizens who denounce acts or
omissions of public officials and employees which are in violation of this Act.

SECTION 13. Provisions for More Stringent Standards.

Nothing in this Act shall be construed to derogate from any law, or any
regulation prescribed by any body or agency, which provides for more stringent
standards for its official and employees.

SECTION 14. Appropriations.

The sum necessary for the effective implementation of this Act shall be
taken from the appropriations of the Civil Service Commission. Thereafter, such
sum as may be needed for its continued implementation shall be included in the
annual General Appropriations Act.

SECTION 15. Separability Clause.

If any provision of this Act or the application of such provision to any

person or circumstance is declared invalid, the remainder of the Act or the
application of such provision to other persons or circumstances shall not be affected
by such declaration.

SECTION 16. Repealing Clause.

All laws, decrees and orders or parts thereof inconsistent herewith, are
deemed repealed or modified accordingly, unless the same provide for a heavier
penalty.

SECTION 17. Effectivity.

This Act shall take effect after thirty (30) days following the completion of
its publication in the Official Gazette or in two (2) national newspapers of general
circulation.

Approved: February 20, 1989.

A-11
 Republic of the Philippines
CIVIL SERVICE COMMISSION
Serbisyo Sibil: Isang Daang Taong Paglilingkod
Re: Revised Dress Code Prescribed for
All Government Officials and Employees
In the Workplace
x--------------------------------------------------------------x

RESOLUTION NO. 002515

WHEREAS, Section 3, Article IX-B of the 1987 Constitution provides that

the Civil Service Commission, as the central personnel agency of the Government,
shall adopt measures to promote morale, efficiency, integrity, responsiveness,
progressiveness, and courtesy in the civil service, and shall likewise institutionalize
a management climate conducive to public accountability.

WHEREAS, Section 12 (3), Chapter 3, Title I (A), Book V of the

Administrative Code of 1987 (Executive Order No. 292) empowers the Civil Service
Commission to promulgate policies, standards and guidelines for the Civil Service
and adopt plans and programs to promote economical, efficient and effective
personnel administration in the Government;

WHEREAS, Section 12 (19), Chapter 3, Title I (A), Book V of the

Administrative Code of 1987 provides that the Commission shall perform all
functions properly belonging to a central personnel agency and such other functions
as may be provided by law;

WHEREAS, the Code of Conduct and Ethical Standards for Public Officials
and Employees (Republic Act No. 6713) mandates that public officials and
employees shall perform and discharge their duties with professionalism and shall
lead modest lives appropriate to their positions and income. Likewise, they shall not
indulge in extravagant or ostentatious display of wealth in any form;

WHEREAS, the existing rules and regulations in the Commission on

appropriate attire (Dress Code) when performing official functions inside the
workplace, need to be updated and revised in order to conform with the Gender
Mainstreaming and Institutionalization of Gender and Development in the
bureaucracy.

NOW, THEREFORE, the Commission hereby resolves to promulgate the

Revised Dress Code Prescribed for all Government Officials and Employees in the
Workplace.

A-12
1. Coverage. This Dress Code shall apply to all officials and
employees of the government, both male and female, except to
those regularly performing their duties and functions in the
field, or those temporarily assigned in actual field operations.

2. Official Attire. The Filipiniana and the respective office

uniforms as prescribed by the different government
agencies/offices shall be the official attire of all government
officials and employees, which shall be worn in accordance
with their assigned schedule, as herein below stated:

Monday Filipiniana Attire

Tuesday Office Uniform for Tuesday
Wednesday Office Uniform for Wednesday
Thursday Office Uniform for Thursday
Friday Office Uniform for Friday, if any;
If there is non, Appropriate Business
Attire

3. Appropriate Attire. On those days when there is no prescribed

office uniform for the day, employees shall be dressed in
appropriate business attire.

The wearing of maong pants, although generally prohibited,

may be considered as appropriate attire when paired with a
collared polo/shirt (for male employees), or any appropriate
blouse or shirt (for females employees).

4. Prohibited Attire. The following attire shall be prohibited for

all government employees when performing official functions
inside the workplace:

4.1 Gauzy, transparent or net-like shirt or blouse;

4.2 Sando, strapless or spaghetti-strap blouse (unless worn
as an undershirt), tank-tops blouse with over-plunging
necklines;
4.3 Micro-mini skirt, walking shorts, cycling shorts,
leggings, tights, jogging pants;
4.4 Rubber sandals, rubber slippers, bakya.

5. Other Prohibitions. The following shall also be prohibited

during office hours and within office premises:

A-13
 5.1 Ostentatious display of jewelry, except for special
occasions and during official celebrations;
5.2 Wearing of heavy or theatrical make-up.

6. Exemptions That May Be Allowed. In the implementation of

this Dress Code, certain exemptions may be allowed, on the
following grounds:

6.1 When the nature of work of the official or employee

demands that he/she wears clothing other than those
prescribed above;
6.2 When religious affiliation or creed or any legitimate
practice by the employee in relation thereto, requires
him/her to wear a particular clothing;
6.3 Physical disabilities, and other legitimate health
reasons;
6.4 Pregnant female employees are allowed to wear
maternity dress during the period of their pregnancy;
6.5 Employees who lost a loved one can wear mourning
clothes during the period of mourning;
6.6 Other circumstances analogous to the foregoing.

7. Other Matters. Other matters, such as those involving hair

style or growing of beard or moustache, shall be governed by
the internal rules and regulations promulgated by the
respective agencies/offices.
8. Penalty In Case of Violation. Any violation of the provisions
of this Dress Code shall be considered as ground for
disciplinary action, for violation of Reasonable Office Rules
and Regulations, under Section 22 , Rule XIV, Revised
Omnibus Rules Implementing Book V of the Administrative
Code of 1987 (Executive Order No. 292).

9. Effectivity. This Dress Code shall take effect fifteen (15) days
after the date of its publication in a newspaper of general
circulation.

A-14
 10. Repealing Clause. CSC Memorandum Circular Nos. 14 and
25, s. 1991, and all other office memoranda, memorandum
circulars, resolutions, rules or regulations inconsistent
herewith, are hereby repealed or modified accordingly.

Quezon City, October 31, 2000

CORAZON ALMA G. DE LEON

Chairman

JOSE F. ERESTAIN, JR. J. WALDEMAR V. VALMORES

Commissioner Commissioner

Attested by:

ARIEL G. RONQUILLO
Director III

A-15
 MEMORANDUM CIRCULAR NO. 1-91 February 14, 1991

TO: ALL JUDGES AND EMPLOYEES OF THE REGIONAL TRIAL COURTS,

SHARIA DISTRICT COURTS, METROPOLITAN TRIAL COURTS ON
CITIES, MUNICIPAL TRIAL COURTS, MUNICIPAL CIRCUIT COURTS,
AND SHARIA CIRCUIT COURTS

Quoted hereunder is Memorandum Circular No. 04, Series 1991, of the Civil
Service Commission for the information and guidance of all concerned.

The Civil Service Commission, pursuant to its mandate as the central

personnel agency of the government, hereby promulgates the following guidelines
and rules on absenteeism and tardiness:

A. HABITUAL ABSENTEEISM

1. An officer or employee in the civil service shall be considered habitually

absent if he incurs unauthorized absences exceeding the allowable 2.5 days monthly
leave credits under the leave law for at least three (3) months in a semester or at
least three (3) consecutive months during the year;

2. In case of claims of ill health, heads of departments or agencies are

encouraged to verify the validity of such claim and, if not satisfied with the reason
given, should disapprove the application for sick leave. On the other hand, cases of
employees who absent themselves from work before approval of their application
should be disapproved outright; and

3. In the discretion of the Head of any department, agency or office, any

government physician may be authorized to do a spot check on employees who are
supposed to be on sick leave. Those found violating the leave laws, rules or
regulations shall be dealt with accordingly by filing appropriate administrative cases
against them.

B. HABITUAL TARDINESS

Any employees shall be considered habitually tardy if he incurs tardiness,

regardless of the number of minutes, ten (10) times a month for at least two (2)
months in a semester or at least (2) consecutive months during the year.

A-16
 C. SANCTIONS

a) The following sanctions shall be imposed for violation of the above

guidelines: For the first violation, the employees, after due proceedings, shall be
meted the penalty of 6 months and 1 day to 1 year suspension without pay.
b) For the second violation, and after due proceedings, he shall be
dismissed from service.

Reports on punctuality and attendance of all employees should be

submitted to the Personnel Office or Administrative Officer of every department or
agency not later than two (2) weeks after the end of every semester (June and
December).
Heads of Departments or Agencies shall oversee the strict implementation of this
Circular and may prescribe their own internal rules and regulation in the use of
Bundy clock, logbook, pass slip and/or application for leave of absence.

(Sgd.) PATRICIA A. STO. TOMAS

Chairman

A-17
 BOR
Resolutions
 MSU Board of Regents
Resolution No. 264, S. 2010

INCREASE OF MONTHLY STIPEND AND OTHER BENEFITS

FOR APDP FACULTY GRANTEES

Rationale:

IIT has been continuously recognized in our country especially Mindanao

region as an excellent Higher Education Institution (HEI) that delivers quality degree
and non-degree programs in various discipline. Underpinning this reality is a very
strong faculty force in the Institute as evidenced by a greater number of holders of
doctorate degrees than masters degree in several colleges.

Scholarship grantees who have been offered to study in some renowned

universities local and in countries like Japan, the United States, Australia, among
others, have been afforded with complete grants which include tuition and school
fees, travel allowance, housing monthly allowances and even economic support for
the grantees family in the foreign country. Grantees who have been offered local
scholarship by funding agencies such as DOST and CHED have been likewise
provided with tuition, travel allowance, book allowance, monthly stipend and thesis
allowance.

Current Scenario:

IIT grantees are normally sent to universities in Metro Manila, preferably at the
University of the Philippines in Quezon City. The cost of living in Metro Manila
now is much higher than was ten years ago when the P3,000 monthly stipend was
implemented.

The dormitory rate at UP now is P500 excluding add-ons for electricity fees (for
computer, heater and the like) while outside lodging is at a rate of P2,500; budget for
food is approximately P220 a day or P6,600 per month; some miscellaneous needs
such as for laundry, toiletries, over the counter medicines and other needs a decent
person has to live with, which amounts to P2,000 per month. Total expenditures per
month would be almost P12,000.

In addition, since many of our grantees are head of families, they have mental
or emotional baggage to consider while being away to study; i.e. they precisely need
to continue financially supporting their family and as such, particular attention to
their plight is deemed necessary to enable them to pursue their studies without much
personal setbacks.

B-1
 APDP of MSU-IIT:

The Academic Personnel Development Program (APDP) is a local scholarship

grant of the MSU-IIT for its academic personnel. It offers any grantee the following:
tuition and other fees billed by the university to the Institute, P1,200 book allowance
per semester, round-trip sea fare (tourist accommodation) one academic year, and
P3,000 stipend per month.

A faculty member from any college and academic personnel from academic
units (e.g., library, registrars office, etc.) may apply for this grant especially for those
disciplines not covered by the study grants of outside funding agencies.

Comparative Privileges and Proposal:

OTHER
ACADEMIC
PRIVILEGES CHED DOST APDP Proposed
INSTITUTIO
NS

Tuition and Billed to Billed to Billed to IIT Billed to IIT

other fees CHED DOST
Travel Plane Plane fare, Tourist sea Plane fare in one
fare, one one fare, one academic year or
academic academic academic Tourist sea fare,
year year year one academic
year
Book allowance P5,000 P7,500 per P1,200 per P3,000 per
per semester semester semester for
semester (MS only) Masteral

P5,000 per
semester for
Ph.D.
Stipend P12,000 P15,000 Isabela State P3,000 P8,000 monthly
Monthly Monthly University: monthly
(MS only) P7,000 per
&P2.500 month
housing
Cavite State
College:
P10,000 per
month

B-2
 OTHER
ACADEMIC
PRIVILEGES CHED DOST APDP Proposed
INSTITUTIO
NS

UP-Visayas:
P10,000 per
month
Thesis P100,000 P50,000 up 3,000 upon P20,000
allowance submission (Masters),
of bound P40,000
copy (Doctorate)
(50% to be
released upon
approval of the
proposal)
Other ------ insurance ------ ------
benefits

It clearly shows the inadequate privileges that many of our grantees have been
facing in the pursuit of further studies. Given the above premise, it is truly hoped
that the administration shall consider the proposal and approve such for immediate
implementation.

Realistically, the above proposal is way below the privileges granted by other
agencies. Nevertheless, such modest increment is surely a big assistance to our
grantees and prolific gains will be seen for both the grantees and this institute in the
pursuit of providing excellent education.

Proponent:
College of Arts and Social Sciences

B-3
B-4
 MSU Board of Regents
Resolution No. 261, S. 2010

SABBATICAL LEAVE GUIDELINES

Rationale:

BOR resolution No. 143 s 1989 Article 75 states that a one year sabbatical leave
may be granted to a faculty member with a rank of Associate Professor or above who
has served the University for a maximum of six (6) continuous teaching years
immediately preceding the filing of the application. This resolution provides benefits
for faculty members who have been working hard for six continuous years, but does
not include faculty members designated to administrative offices who provide a
similar dedicated service to the University.

As such, the guidelines for availing a Sabbatical Leave, as specified in Memo

Circular No. 06 s 1989 issued by the University President is amended to allow faculty
administrators who had a commendable continuous service, to avail of a leave and
make a smooth transition back to his/her previous job, or to a new job in the
University.

Proposed New Guidelines

As a guide for the judicious grant of the sabbatical leaves and to insure the
fulfillment of the objectives thereof, Memo Circular No. 06 s 1989, which provides
guidelines for sabbatical leave is hereby amended, as follows:

1. In order to provide sufficient time for the management to act judiciously

on applications, sabbatical leave applicants shall apply six (6) months (in advance,
prior to) the actual year that the leave is to be enjoyed. Any application which does
not satisfy the prescribed 6-month period shall start from the time the dean receives
the application. The applicant concerned however may elect a more stringent
requirement. During such period, screening of the applicants shall be made by the
Campus APC or equivalent body in campus to determine who should be granted the
Sabbatical Leave based on the following guidelines:

1.1 All requirements being equal, priority shall be given to an applicant

with the longest number of years of service as a full-time faculty, i.e., having a
teaching load of not less than 6 units per semester for 6 years of uninterrupted
teaching.

1.2 Not more than (2) applicants from each college/school shall be
granted Sabbatical Leave at any given time provided the leave does not prejudice

B-5
the operation of said college/school.

1.3 Relevance of the Sabbatical Leave undertaking/project to the

improvement of instructional, research and extension services programs of the
college/school. Exchange professorship or apprenticeship may also be undertaken.

1.4 Evaluation of the sabbatical leave project shall take into consideration
the following:

1.4.1 Submission of a research design (in case of research studies) or

online of proposed activities and their relevance to the improvement of their
competency for service to the college/school.

1.4.2 In case of funded researches, approval of the research design (proposal) by the
funding agency; or in the case of observation tours, approval by the host/sponsoring
agency/institute; or in the case of apprenticeships/assistantship/fellowships or
similar others, approval by the host/sponsoring agency/institute;

1.4.3 Application for the sabbatical leave not entailing additional

University funding shall be given priority;

1.4.4 Average efficiency rating of the applicant in a tri-component

evaluation (supervisors, peers and students) every semester during the past two (2)
years immediately preceding shall not be less than 90% or very good.

2. Upon the approval by the Board of Regents of the sabbatical leave, the
sabbatical leave grantee shall execute a contract with the college/school to the effect
that the grantee shall render one (1) year of service after the sabbatical leave and to
submit at least five (5)copies of the research report or sabbatical leave undertaking
report. Violation thereof shall constitute a ground for withholding payment of salary
after return to service.

3. A faculty member designated to an administrative position but who has

retained his/her faculty rank, shall be eligible for sabbatical leave. The equivalent
load credits for an administrative designation as specified in BOR Res. No. 168 s
1990 and supplemented/amended by BOR Res. No.114 s 2007 shall be considered
as part of the regular teaching load. The faculty member must have served for a
continuous 6-year period, either as a full-time faculty member, a faculty member
designated to an administrative position, or a combination of both.

4. Enjoyment of the sabbatical leave my be availed of more than once in the

entire service of the faculty; PROVIDED, that succeeding sabbatical leave may be
granted only after serving another six (6) years after termination of the sabbatical
leave. Priority however, shall be given to those have not previously availed of the
sabbatical leave privilege.

B-6
 MSU Board of Regents
Resolution No. 125, S. 2010

AMENDMENT TO BOR RESOLUTION NO. 201, S. 2008 INCREASING THE

CASH INCENTIVE FOR ORAL PAPER PRESENTATION IN
INTERNATIONAL CONFERENCES FROM PhP15,000.00 to PhP20,000.00

Introduction

The involvement of faculty members in international meetings and

conferences is vital in attaining the Institutes vision of becoming globally
competitive. Attendance to such events is costly because rates are based on
international standards. A number of faculty members have already availed of the
cash incentives for oral paper presentation in international conferences. However,
the clamor for an increase in the amount of cash incentives is being floated, because
faculty presenters find it difficult to cover all incidental traveling expenses even
with the per diem and the 15,000.00 grant combined. The objective of this proposal
is to provide an increase in the current cash incentive for oral paper presentation in
international conferences.

Proposal Summary:

1. Resolution No. 201, S. 2008 shall be amended increasing the cash incentive
from Php15,000.00 to PhP20,000.00 for oral paper presentation in international
conferences.

2. Guidelines for availment of this new rate shall be as stipulated in

Resolution No. 201, s. 2008.

3. The new rate of cash incentive shall take effect immediately upon approval
of this proposal by the MSU System Board of Regents.

Proposed by:

FRANCO G. TEVES, Ph.D., Dipl. PAM OLGA M. NUEZA, Ph.D.

Director of Research, OVCRE Vice-Chancellor for Research
MSU-IIT & Extension, MSU-IIT

Attachment: Copy of BOR Resolution No. 201, S. 2008

B-7
 MSU Board of Regents
Resolution No. 124, S. 2010

AMENDMENT TO BOR RESOLUTION NO. 237, S. 2007

INCREASING THE CASH REWARD FOR ISI INTERNATIONAL
PUBLICATIONS FROM A MAXIMUM OF PhP30,000.00 to PhP40,000.00

Introduction

The ultimate measure of scholarship in the academe is the acceptance by peers

and experts of the quality of research outputs published in ISI-cited journals. The
Philippines still lags behind other Asian nations in the number of ISI publications,
the output of which mainly come from the University of the Philippines. The
system grants PhP50,000.00 to its faculty for every article published in ISI journals.
The same amount is given by the Ateneo de Manila University and De La Salle
University. From the time MSU-IIT started in 2005 to give cash awards to faculty
publishing in ISI journals up to the present, a growing number of ISI publications
have been accumulating to the credit of IIT. This was more evident when the cash
award was increased from PhP10,000.00 TO PhP20,000.00

The main objective in the giving of cash award is to provide financial

assistance to the faculty for the publication fee which runs from PhP30,000.00 to
PhP50,000.00 per article on the average. With the present inflation and increase in
publication fee, it is therefore imperative that the Institute also provides a
corresponding increase in the publication cash award.

Proposal Summary:

1. BOR Resolution No. 327, S. 2007 which amended Section 3.7 of the MSU
System Manual on Research and Extension Policies and Administration
granting a maximum of PhP30,000.00 cash award per article in an
international ISI publication, shall be further amended increasing the cash
award to a maximum of PhP40,000.00.

2. Said increase shall take effect upon the approval of this proposal by the
MSU System Board of Regents.

3. Budget allocation shall be charged against income of the Institute through

OVCRE.

B-8
 4. Only article in ISI journals shall be covered by this proposal.

5. Only publications dated after the BOR approval shall be considered for
this new rate of the cash award.

Attachment: Copy of BOR Resolution No. 237, S. 2007.

Proposed by:

FRANCO G. TEVES, Ph.D., Dipl. PAM OLGA M. NUEZA, Ph.D.

Director of Research, OVCRE Vice-Chancellor for Research
MSU-IIT & Extension, MSU-IIT

B-9
 MSU Board of Regents
Resolution No. 43, S. 2010

LECTURERS AND OVERLOAD HONORARIA RATES

INTRODUCTION

On March 28, 2001,the Task Force to Review the Scheme of Honoraria and to
Recommend Viable Alternatives submitted its final report to the Chancellor of this
Institute for his appropriate action. The recommendation made by the taskforce on
the adoption of a revised remuneration scheme for lecturers and for regular faculty
members with overload units was not implemented due to financial constrains faced
by the MSU system.

Memo order 05-002 created a committee to Revisit, Review and Recommend

Revision of the Lecturers and Overload Honorarium Rates considering the
reasonableness and relevance of the present rates.

PROPOSED RATES

There is a need to update the present scheme of remuneration for lecturers and
for faculty members having overload as the current rates are no longer responsive to
present economic realities. The current lecturer pay scheme was first implemented
in 1992, or 13 years ago, and the overload rate of PhP1,000.00 per unit is in use,
likewise, for more than ten year now.

A. LECTURERS PAY

Lecturers are normally hired because of their expertise and experience in their
fields of specialization where none is available in the Institute. Through the years
however, even new graduates have been hired as lecturers to fill the human resource
requirement of the college when regular faculty members are already having
maximum teaching load, or as substitutes when regular faculty members are sent for
advanced studies.

Lecturers shall be ranked and shall follow the categorization as indicated in

BOR Res. # 5, series of 1992*

B-10
 Category Description
Assistant Lecturer Bachelors degree holder with less than 10 years
(Inst) experience
Associate Lecturer MA/MS degree holder with less than 10 years
(Asst. Prof.) experience or bachelors degree holder with at least 10
years experience
Lecturer (Associate PhD degree holder with less than 10 years experience or
Prof.) MA/MS
degree holder with at least 10 years experience
Professorial Lecturer PhD degree holder with at least 10 years teaching
(Full Prof.) experience
Special Lecturer One whose credentials speak conclusively of solid
(University Professor) achievements lending him/her stature of national
prominence. A special lecturer must be recommended by
the APC.
*Please refer to Attachment 1(RESOLUTION No. 5, S. 1992)

The proposed hourly rate is computed based on the salary scheme for regular
faculty members at step 1 as follows:

Hours per
Academic Rank Monthly Rate month Hourly
(Regular load Rate
@ 15 units)
Asst. lecturer (Inst) 11, 167 (step1) 60 186
Assoc. lecturer (Asst. 13, 300 (step1) 60 222
Prof.)
Lecturer (Assoc. Prof.) 16, 792 (step1) 60 280
Prof. Lecturer ( Full Prof.) 20, 823 (step1) 60 347
Special Lecturer (Uni. 28, 875 (step1) 60 481
Prof)

Presented below is the proposed lecturers pay rate compared with the
current rates and the rates proposed by the 2001 committee:

CURRENT 2001 Committee Proposed

CATEGORY HOURLY RATE Proposal Hourly
(Php) (Php) RATE (Php)
Asst. lecturer (Inst) 60.00 206.00 186.00
Assoc. lecturer (Asst. Prof.) 84.00 252.00 222.00
Lecturer (Assoc. Prof.) 104.00 321.00 280.00
Prof. Lecturer ( Full Prof.) 124.00 399.00 347.00
Special Lecturer (Uni. Prof) 300.00 499.00 481.00

B-11
Lecturers pay shall be funded from Internal Budget, i.e., from the GAA.
B. Overload Honorarium

The present overload rate is P1,000.00 per unit per semester regardless of
faculty rank. This rate has been in use for more than ten years.

This amount translates to P55.60 per hour, or less than the hour rate of P69.80
of an instructor 1 receiving P11,167.00 per month working 20 days per month, 5
days a week, 8 hours per day.

An acceptable rate would be the average hourly rate from Instructor I to Full
Professor VI (which is equivalent to P110.20/hour, 8 hours/day, 20 days/month) as
this is the spectrum of the Faculty-handling overload. Faculty members with the
higher ranks could not claim a higher rate since usually, everyone else in the
department could teach the subject considered .

Average Hourly Rate = 110.62

At18 hours/unit in one semester, this converts to P1,991.12 per unit per
semester, or rounding off to the next hundred, to P2,000.00.

From the present rate of P1,000 unit per semester, a uniform rate of P2,000
per unit per semester is recommended for adoption at the undergraduate level
regardless of faculty rank considering that the same subject matter is taught.

The overload pay for the faculty members teaching graduate courses will be
the same as those in the undergraduate level. However, for purposes of load
consideration, each graduate teaching unit is 1.5 times that of the undergraduate
program.

The proposed rate of P2,000 translates to P111.10 per hour, well below the
average prime hourly teaching rate (at all levels/rank) of P165.85 for undergraduate
instructors based on the DBM Budget Call 2001. Please refer to attachment 2.

Presently, the Institute is already paying P2,000 per unit per semester in the
special academic programs like the General Education and Nursing.

The increase in overload pay using the new rate shall be funded solely from
tuition fee collection and shall be charged to the income share of each College.

At an average tuition fee per unit of P87.50 (incoming freshmens tuition fee
is P100/unit; while sophomores tuition fee is P75.00 per unit) and assuming a class
size of 30 students, the revenue derived from tuition fee will be P2,625.00 per unit.
Collectively, this should be enough to fund overload expenses as not all faculty
members would carry overload.

B-12
 For the first semester of SY 2004-2005, the Institute had 1,145.66 overload
units out of a total of 7,368.95. This represented 15% of the total units offered
during this semester (1,145.66/ 7,368. 95). The total revenue generated from tuition
fee collection for the same period was P6,998,302.95.

At P2,000 per unit, the total cost for overload units that may have been
incurred would be P2,291.320.00, or approximately 33% of the tuition fee
generated, having a comfortable balance of 67% to answer for other Institute
obligations.

Tuition fee collection is projected to increase by P5.6M this year (2,800 new
students with 20 unit at P100/unit). Assuming the same amount would be spent for
overload as above, this would represent only 18% of the total tuition fee to be
generated this year.

B-13
EXCERPTS FROM THE MINUTES OF THE MSU BOARD OF REGENTS
DURING ITS 210TH MEETING HELD AT CHED CONFERENCE ROOM, HEDC
BUILDING, C.P. GARCIA AVENUE, U.P. DILIMAN, QUEZON CITY ON
MARCH 24,2010

xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

APPROVAL BY THE BOARD OF THE PROPOSAL OF MSU-ILIGAN

INSTITUTE OF TECHNOLOGY TO HOLD A MID-YEAR GRADUATION
EFFECTIVE ACADEMIC YEAR 2010-2011

RESOLUTION NO. 37, S. 2010

RESOLVED, That upon the recommendation of the President of the University, the

System University Council and the Executive Committee of the Board of Regents,

the System University Council and the Executive Committee of the Board of

Regents, the proposal of MSU-IIT to hold Mid-Year Graduation effective

Academic Year 2010-2011 is hereby APPROVED.

APPROVED.
xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

CERTIFIED TRUE AND CORRECT:

DR. RHODORA S.N. ENGLIS

Campus Secretary and Chief of Staff,
Office of the Chancellor

B-14
 MSU BOARD OF REGENTS
Resolution No. 9, S. 2010

PROFESSORIAL CHAIR PROGRAM

FOR THE
MSU-ILIGAN INSTITUTE OF TECHNOLOGY

Section I. Introduction

The MSU-Iligan Institute Technology values academic excellence and

continually seeks to attract, as well as reward, faculty members who have
distinguished themselves in their fields of specialization. Considered as the core of
the educational process, these faculty members are bestowed a time-honored
recognition by way of the Professorial Chair Awards.

A Professorial Chair is an award given to a deserving faculty member in

recognition of his or her excellent achievements in the field that he or she represents.
The grant of a Professorial Chair therefore, encourages academic personnel to engage
in high-caliber research and publication and to excel in instruction and significant
community service.

In addition to its faculty force with MA and MS degrees, the Institute has
seventy-six (76) faculty members with doctorate degrees distributed in six colleges
and schools as follows: College of Arts and Social Sciences 19, College of Business
Administration 4, College of Education 6, and School of Engineering Technology
9. These are the potential Professorial Chair holders who will not only enjoy the
distinguished title inherent in the award, but also the financial benefit provided by the
Chair Sponsor. The overall benefit of the Professorial Chair Awards on the Institute
is predicted to be significant, which will bring it at par with other international centers
of learning.

Section II. Criteria

1. A prospective candidate for a Professorial Chair must be a regular

member of the faculty with a rank of Assistant Professor, or higher, and
shall have served the Institute as faculty member for at least five (5)
years.

2. A qualified faculty member who is interested in the Awards may either

apply in writing addressed to the Institute Research and Extension
Committee (IREC) , or be nominated by his or her peers.

B-15
 3. The candidate must show evidence of commitment to his discipline in
terms of research, instruction and community service.

4. In addition, the candidate must be of good moral standing and must

have professional integrity attested to by his or her superiors and peers.

Section III. Appointment

1. First-time appointments based on the recommendations shall be made

by the Chancellor and confirmed by the Board of Regents (BOR).
Renewal of appointments shall be subject to the Chancellors approval
upon the request of the Chair Holder and the recommendation of the
IREC.

2. A faculty member can occupy only one Professorial Chair at any time.

3. Only faculty members, who are on active service at the Institute, can be
considered for appointment to a Professorial Chair. However, a faculty
member who is on sabbatical leave is eligible for appointment provided
that such leave will be utilized to achieve the required output of the
Professorial Chair. Those who are on secondment or on detail in another
agency cannot be considered for appointment.

Section IV. Financial Award

1. Monetary benefit of each Professorial Chair in the form of financial

award shall be at least twenty thousand pesos (PhP20,000.00) to be
given after the delivery of the professorial chair lecture.

2. Any change in the amount of the financial award is subject to the

approval of the Sponsor or Donor.

Section V. Term of Appointment

1. Professorial Chair Awards shall be for a one-year term subject to

renewal upon the recommendation by the IREC and approved by the
Chancellor or as specified by the Sponsor or Donor.

2. Renewal of appointment shall be solely based on merit and compliance

with requirements. Thus, Professorial Chair holders who wish to renew
their appointments shall compete with other applicants at the time of
screening.

B-16
 3. All appointments and reappointments to Professorial Chairs shall begin
either on the first day of June or the First of day of November of the
academic year.

Section VI. Conditions for Termination of Appointment

Outright termination of appointment to a Professorial Chair shall be effected

under any of the following conditions:
1. Termination of faculty appointment in the College where the
Professorial Chair is awarded.

2. Upon the start of a secondment, leave of absence (except sabbatical)

fellowship grant, or detail of the faculty in another agency.

3. Failure to deliver the lecture and submit copies of the same.

4. Inability to comply with other stipulated obligations.

It is understood that any breach in the agreement committed by the

professorial Chair holder shall automatically cause the termination of the
appointment and that the holder shall refund in full any amount that he or she has
received from the Professorial Chair Award.

Section VII. Obligations of Professorial Chair Holders

A Professorial Chair holder is required to:

1. Present at least one scholarly lecture to the public within the duration of the
appointment in his or her field of specialization duly announced as a
Professorial Chair Lecture.

2. Submit at least three (3) hard copies and one electronic copy of the lecture
to the IREC which will take care of providing or distributing copies to the
Institute Library and to the Office of the College Dean or School Director
where the Professorial Chair is awarded.

3. Seek the approval of the IREC for any changes in the lecture topic three (3)
months prior to the execution of the same.

The IREC shall plan and manage the Institutes Professorial Chair Program
including its budget. It accepts and screens all applications for Professorial Chairs
and submits its recommendations to the Chancellor. It sees to it that all Professorial
Chairs comply with conditions as well as administers the release of funds.

The Chancellor shall approve and implement administrative guidelines and

procedures for Professorial Chairs subject to confirmation by the BOR.
B-17
Section VIII. Source of Funds

The Professorial Chairs shall be funded by donors who are either

individuals, institutions, or corporations. Donors either establish an endowment fund
of which only the interest income is used, or, they give an annual gift or donation to
be expended during the year. A Professorial Chair may be named after the donor or
his or her designee provided that at least fifty thousand (PhP50, 000.00) is established
per year for at least three (3) years in order to sustain the program. Outright donations
of one hundred fifty thousand pesos (PhP150, 000.00) also provide the donor with
the same privilege. Funding may also come from the Institute which shall form part
of the OVCRE budget allocation.

Section IX. Effectivity

These Professorial Chair guidelines shall take effect immediately upon

approval by the Board of Regents of the MSU System.
---------------------------------------------------------------------------------------

Proposed by the Department of Research - Office of the Vice Chancellor for

Research & Extension, MSU-IIT

Submitted by:

FRANCO G. TEVES, Ph.D, Dipl. P.A.M.

Director of Research
MSU-IIT

Noted:

OLGA M. NUEZA, Ph.D.

Vice Chancellor for Research & Extension
MSU-IIT

B-18
Republic of the Philippines
P.O. Box 5644 Iligan City 9200 Philippines
MSU- ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No.: (063) 221-4050 to 55
Office of the Campus Secretary

EXCERPTS FROM THE MINUTES OF THE 209TH MEETING OF THE

MSU BOARD OF REGENTS MEETING HELD AT CHED
CONFERENCE ROOM, HEDC BLDG., C.P. GARCIA AVENUE, U.P.
DILIMAN, QUEZON CITY ON DECEMBER 17, 2009
xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

APPROVAL BY THE BOARD OF THE PROPOSED NEW PAYMENT

SCHEME IN THESIS ADVISING AS AMENDED AND FOR SYSTEM-
WIDE APPLICATION

RESOLUTION NO. 313, s. 2009

RESOLVED, That upon the recommendation of the President of the

University and the Executive Committee of the Board of Regents, the
proposal of MSU-Iligan Institute of Technology Proposal on the payment
Scheme in Thesis Advising herein appended on Annex C and made
integral part of this resolution, is hereby APPROVED for system-wide
application with the following amendments:

1. On page 47 (MSU-IIT agenda) last paragraph

Using the scheme in Table 2 above, 80% of the thesis
fee will be paid to the adviser at the end of the first enrolment
period, upon submission of a progress report, 20% will be
retained as administrative cost. The rest of the cumulative
fees will be paid to the adviser after completion of a
successful final defense. Eighty (80%) of the accumulated
thesis fee will be paid to the adviser and twenty (20%) will
be retained as administrative cost.

For Special Projects, a maximum of two (2)

semesters of thesis-enrolment semestral payments will be
paid to advisers. For Masteral Thesis and Doctoral
Dissertation, a maximum of three (3) and five (5) thesis-

B-19
 enrolment semestral payments respectively, will be paid to
advisers.

2. On page 48 (MSU-IIT agenda) Table 5 last column:

80% of thesis fee goes to adviser.

3. On page 49 (MSU-IIT agenda) Table 6:

19 1
20 0

Only in exceptional cases will the number of advisers exceed the

figures shown above. A request to this effect, fully supported with
justification, must be submitted to the Chancellor for Academic Affairs for
approval. The number of advisers does not count in the computed of overload
units.
3. Implementation. This proposal is for system implementation effective
Summer 2010, subject to the discretion of the Campus Management and
availability of funds.

APPROVED.

xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

CERTIFIED TRUE AND CORRECT:

DR. RHODORA S.N. ENGLIS

Campus Secretary & Chief of Staff
Office of the Chancellor

B-20
 MSU Board of Regents
Resolution No. 313, S. 2009

PAYMENT SCHEME IN RESEARCH ADVISING

Introduction

Pursuant to the prevailing policy of the Institute, an adviser of a thesis or

dissertation is provided an equivalent teaching load of 1.5 units per advisee per
semester for a maximum of three or six semesters, respectively. For special
projects, 1.5 units per advisee is provided for a maximum of one semester.

During the 1st semester, A.Y. 2008-2009, a total of 84 students were

enrolled in research courses (or special project ,thesis, or dissertation). Of these
enrollees, 32 students or 38% have fully consummated the advising load given to
their advisers. This is due to the fact that advising has already been done beyond the
maximum number of semesters stipulated above. For the remaining 52 students or
62%, their advisers are still enjoying the 1.5-unit advising load.

The 52 students translate into an equivalent 52 1.5 = 78 units, or a

maximum of P2,000/unit 78 units = P 156,000.00 overload honorarium for the
semester.

While some research advising load are still a part of the regular load, the
advising load restrict the research advisers to handle other subjects; an overload is
thus generated elsewhere, but is attributable to the advising load.

From another perspective, the 78 units can also be translated into an

equivalent of 13 lecturers, each handling a 6-unit load amounting to:

Associate Lecturers pay for the semester:

13 lec. x 54 hrs/3unit-course 6 units P 280/hr = P393,120.00, or

Professorial Lecturers pay for the semester:

13 lec. x 54 hrs/3unit-course 6 units P 347/hr = P487,188.00

Table A1 (Annex) shows the number of students enrolled in research

courses for four semesters and the corresponding approximate equivalent advising
units, overload honorarium or lecturers pay incurred using the 62% factor as
derived above. Approximate overload honoraria for the period ranged from
P156,000 to P198,000 while approximate lecturers pay ranged from P393,120 to
P599,616.

B-21
 The data clearly show that the burgeoning overload honorarium or
lecturers pay could become a concern, particularly in the long term, with the
inevitable increase in the number of graduate programs resulting to an exponential
increase in the number of advisees.

On a separate note, out of the 84 students enrolled in research courses this

semester (1st sem., AY 2008-2009), 14 are doing their special projects, 59 -
masters theses and eleven 11 - dissertations. Assuming that these students will
finish their degrees with the 1.5-unit advising load fully apportioned to their
advisers throughout the allowable number of semesters, we can readily compute the
potential number of units that will be incurred due to advising in the duration of
their studies as follows:

Special Proj: 14 1.5 1 = 21.0

MS/MA: 59 1.5 3 = 265.5
PhD: 11 1.5 x 6 = 99.0
Total 385.5 units

This is equivalent to:

385.5 units x P2,000 overload honorarium/unit = P771,000.00 overload

honorarium

The total 385.5 units can also be translated into an equivalent of 64

lecturers, each handling a 6-unit load amounting to:

Associate Lecturers pay for the batch:

64 lec. x 54 hrs/3unit-course x 6 units x P 280/hr = P1,935,360 ,
or

Professorial Lecturers pay for the batch:

64 lec. x 54 hrs/3unit course x 6 units x P 347/hr = P2,398,464

Most likely the research units will be distributed as a combination of

overload units and lecturers units (distributed to Associate and Professorial
Lecturers), with the pay reaching around P2 Million for the duration of the
program per batch. With the current scheme, a sizable fraction of the income from
tuition fees is paid to overload honoraria and lecturers pay, while the same could
have been used by the colleges to augment student facilities and materialize critical
projects.

On another note, it is not uncommon to observe a number of faculty

members with marginal actual teaching load due to the sheer number of advisees.
Consider for instance a faculty member with four advisees. This is equivalent to an
advising load of 4 1.5 = 6 units. This means that the faculty member handles a

B-22
 meager six to nine units actual teaching load to comply with the 12-15 unit
teaching load requirement; students other than the advisees are therefore deprived
of the Professors expertise. The actual teaching load can even be further reduced if
the adviser were doing administrative functions which is common among senior
faculty members handling graduate courses.

By the foregoing arguments, it is proposed that a moratorium on the 1.5

unit-graduate research advising load be imposed and that the corresponding
advising fees be charged to the students.

The Proposal

A. Payment Scheme for Advisers

Under the present scheme, where:

overload honorarium = P2,000/unit-sem

a research adviser receives the following equivalent compensation (Table 1) by the

time a student has fully defended the research:

Table 1. Present Payment Scheme for Advisers

Advising Fee at P2000/unit* Proposal Final
Type of (pesos) Defense Defense
Research No. of units/ Maximum Maximum Fee Fee
enrolment no. of Fees (pesos) (pesos)
semesters (Pesos)
Special
Project 1.5 1 3,000 NA 2,000
Thesis 1.5 3 9,000 2,000 2,000
Dissertation 1.5 6 18,000 2,500 2,500
*currently charged to Institute income

It is being proposed that the research advising fees be charged to the students using
the following scheme:

Table 2. Proposed Payment Scheme for Advisers

Amount Charged to Student
Type of for Advising Fee of Panel Adviser/Chair
Research On Each Enrolment On Proposal On Final
of a Research Course Defense Defense
(pesos) (pesos) (pesos)
Special Project 1,000.00 N/A 4,000.00
Thesis 1,500.00 2,000.00 5,000.00
Dissertation 2,000.00 3,000.00 6,000.00

B-23
 It must be noted that the advising fee is provided to compensate faculty
members for their efforts in advising. If the student finishes the special
project/thesis/dissertation prior to the allocated number of semesters, advising
ceases and so does the corresponding amount charged to the student.

On the other hand, irrespective of the number of times a research course is

enrolled, advising fee is paid by the student on each enrolment. As such and due to
the attached fees, a student will strive to avoid enrolling in a research course for an
extended period of time. This will motivate the student to work with more vigor in
the hope of finishing the research at the soonest possible time.

B. Payment Scheme for Panel Members other than Advisers

Table 3 below shows the current rate for panel members other than the
adviser/chair:

Table 3. Current honoraria for panel members other than advisers

Amount Charged to Student for Advising

Fee of Panel Members other than the
Type of Research Adviser/Chair
On Proposal On Final
Defense Defense
(pesos) (pesos)
Special Project N/A 1,000.00
Thesis 500.00 1,000.00
Dissertation 700.00 1,000.00

It is further proposed that the advising fee of panel members other the
adviser/chair be adjusted as follows:

Table 4. Proposed honoraria for panel members other than advisers

Amount Charged to Student for Advising Fee of

Type of Panel Members other than the Adviser
Research On Proposal On Final
Defense (pesos) Defense (pesos)
Special Project N/A 2,000.00
Thesis 1,000.00 2,000.00
Dissertation 1,500.00 2,000.00

B-24
 The foregoing proposals result to the following consolidated matrix:

Table 5. Proposed Advising Fees

Fees Share/Honoraria
No. Item Remarks
(paid by student) (subject to tax)

1 Special P4,000 for adviser One adviser;

Project P2,000/member 0, 1 or more 100% of
Final Defense P1,000/enrolment members fee/enrolment goes
Fee to adviser
Thesis P2,000 for adviser One adviser;
Proposal Fee P1,000/member At least two (2)
2 members
Final Defense P5,000 for adviser For other fees, 100%
Fee P2,000/member One adviser; goes to adviser or
At least two (2) member
P1,500/enrolment members
Dissertation P3,000 for adviser One adviser;
Proposal Fee P1,500/member At least three (3)
members. One
3 member must be
Dissertation P6,000 for adviser an outsider.
Final P2,000/member One adviser;
Defense Fee At least three (3)
P2,000/enrolment members. One
member must be
an outsider.

The above fees are comparable to advising fees in the University of the
Philippines, Mindanao Polytechnic State College, and Bukidnon State University.
Table A2 shows the figures.

B. Maximum Number of Advisees for a Given Teaching Load

Considering that advising research students affect teaching efficiency, as

well as administrative functions, and taking into account twenty-one (21) units as
maximum load, the following matrix should ensure a ceiling on the number of
advisees allowed for a given consolidated teaching load computed as the sum of
actual teaching, research and administrative units, as follows:

B-25
 Table 6. Proposed maximum number of advisees for a given teaching load

Consolidated Teaching Maximum Number

Load of Advisees
12 6
13 5
14 5
15 4
16 3
17 3
18 2
19 2
20 1
21 0

Only in exceptional cases will the number of advisees exceed the figures
shown above. A request to this effect, fully supported with justification, must be
submitted to the Chancellor, through the Vice Chancellor for Academic Affairs, for
approval.

B-26
 ANNEX
Table A1: Advising load and equivalent honoraria for four semesters

Approxim
Equivalent Approximat ate
Approximate No.
No. advising e lecturers
of
Semester/ of units overload pay each
students with
Acade- students honorarium handling
1.5 load
mic enrolled in 6 units
credited to
Year research (Asso.
advisers
course Lec/
using 62% factor
(units) (pesos) Prof. Lec)
(pesos)
97 60 90 180,000 453,600
2nd sem./
2006- 562,140
2007
1st sem./
90 56 84 168,000 423,360
2007-
2008 524,664
2nd sem./
107 66 99 198,000 483,840
2007-
2008 599,616
1st
sem./
84 52 78 156,000 393,120
2008-
2009

B-27
EXCERPTS FROM THE MINUTES OF THE 207TH MEETING OF THE MSU
BOARD OF REGENTS MEETING HELD AT CHED CONFERENCE ROOM
HEDC BUILDING, C.P. GARCIA AVENUE, U.P. DILIMAN, QUEZON CITY,
ON AUGUST 13, 2009
xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

APPROVAL BY THE BOARD OF REGENTS ON THE INCLUSION OF THE

PRESIDENT OF THE FACULTY CLUB/UNION/ASSOCIATION AND
CORRESPONDING ADMINISTRATIVE LOAD AS SUPPLEMENT AND PART
OF THE ANNEXES OF BOR RESOLUTION NO. 114, S. 2007 AS AMENDED

RESOLUTION NO. 141, S. 2009

RESOLVED, That upon the recommendation of the Acting

President of the University and Executive Committee of the Board of Regents, BOR

Resolution No. 114, S. 2007 Re: Administrative Load Credits and Teaching,

Research and Extension Service Loading of Academic Personnel as Amended, is

hereby further amended to include the position of President of the Faculty

Club/Union/Association of each campus with corresponding administrative load

equivalent to six (6) units, is hereby APPROVED.

RESOLVED FURTHER, That this resolution amends Resolution No. 114,

S. 2007 accordingly.

APPROVED.
xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

CERTIFIED TRUE AND CORRECT:

DR. RHODORA S.N. ENGLIS

Campus Secretary and Chief of Staff,
Office of the Chancellor
Republic of the Philippines

B-28
 MINDANAO STATE UNIVERSITY
Marawi City

OFFICE OF THE SECRETARY OF THE UNIVERSITY

AND BOARD OF REGENTS

EXCERPT FROM THE MINUTES OF THE 208 TH MEETING OF THE BOARD

OF REGENTS HELD AT CHED CONFERENCE ROOM, HEDC BUILDING, C.P.
GARCIA AVENUE, U.P. DILIMAN, QUEZON CITY ON OCTOBER 12, 2009

x-x-x x-x-x x-x-x

RESOLUTION NO. 280, S. 2009

RESOLVED, That upon the recommendation of the Acting President of the

University and the Executive Committee of the Board of Regents, the proposed Cash
Incentive Awards for Authorship of a Book, Chapter in a book and Articles in Non-
ISI Journals of International Circulation and in the Institutes The Mindanao Journal,
as herein submitted and marked as Annex P to P-5 and made integral parts of
this resolution, is hereby APPROVED with the following amendment: Authorship
of a paper in the Mindanao Forum should be for accreditation and the cash
incentive is reduced to P2,500.00.
x-x-x x-x-x x-x-x

APPROVED
CERTIFIED TRUE AND CORRECT:

OSCAR N. BARCENAS
Secretary

ONB:bjl
10 November 2009

(Not valid without seal)

MSU BOARD OF REGENTS

B-29
 Resolution No. 280, S. 2009

CASH INCENTIVES AT MSU-IIT FOR BOOK AUTHORSHIP,

CHAPTER IN A BOOK, ARTICLES IN NON-ISI REFEREED JOURNALS OF
INTERNATIONAL CIRCULATION, AND THE MINDANAO FORUM

Introduction

The MSU-Iligan Institute of Technology is continuously striving to make the

MSUS be at par with the University of the Philippines in terms of number of quality
publications used as one parameter in determining the level of excellence of an
academic institution. Since the implementation of the cash incentive for international
publications in international journals initially set at ten thousand pesos (P10,000.00)
in 2006 to twenty thousand pesos (P20,000.00) per article, the number of publications
bearing the name of MSU-IIT has been rising geometrically. While this is less than
what UP System is giving at fifty thousand pesos (P50,00.00) per article in an
international journal, this is a big help already to faculty researchers who have to pay
approximately thirty to forty thousand pesos(P30,000.00 - P40,000.00) for papers
accepted for publication in ISI journals as publication fee.

Recently, the UP Systems strict implementation of its Faculty Productivity

Guidelines has included not only ISI publications but also other non-ISI journals of
international circulation of equally excellent quality, the reason being mainly the
number of advanced issues that must be produced required by the Thomas Index to
be included in the ISI category. An example is the Journal of Nature Studies of the
Philippine Society for the Study of Nature (PSSN), a non-ISI journal of international
circulation with the quality of an ISI journal but has not met yet the required number
of advanced issues. This journal is now recognized by the UP System to be at par
with existing ISI journals. It is therefore part of this proposal to include such kinds
of publications to receive at least one fourth (P5, 000.00) of what is given to an ISI
publication (P20,000.00).

MSU-IIT is also under pressure to enhance the overall standing of its in-house
publication, the Mindanao Forum, with the CHED memorandum requiring the
submission of all in-house journals for accreditation. The quality of a journal is
highly dependent on the quality of the contributed papers, which often are submitted
to ISI journals. Although The Mindanao Forum has already won two national awards,
maintaining the momentum and pushing it towards an ISI status would require some
incentives to contributors from MSU-IIT. The amount of five thousand pesos
(P5,000.00) would be fair initial amount for a cash incentive to an article published
in the Mindanao Forum, which is now undergoing an impressive overhaul to become
truly peer-reviewed, international journal.

Previous cash incentives for publications did not include books and chapters
in books. In reality, writing a book or a chapter in a book of international circulation,

B-30
is more difficult than writing an article in a journal. However, because of its initial
launching once this proposal is approved, and because, to date most submitted
publications are articles in journals, authorship of a book of international circulation
can initially receive a cash incentive of twenty thousand pesos (P20,000.00) which is
the same as that given to an ISI article publication. Authorship of a chapter in a book
of international circulation can also initially receive a cash incentive of ten thousand
pesos (P10,000.00).

Proposal Summary

It is hereby proposed that the following cash incentive scheme for

publications be included other than articles in ISI journals, to wit:

Authorship of a book of international circulation - P20.000.00

Authorship of a chapter in a book of international circulation - P10,000.00

Authorship of a paper in a non-ISI refereed journal

of international circulation - P 5,000.00

Authorship of a paper in The Mindanao Forum - P 5,000.00

It is proposed further that the granting of the aforementioned cash incentives

commence upon approval by the BOR subject to availability of funds.

Proposed Source of Funds

It is proposed that the funds for these cash incentives be obtained from
Institute income or savings, as the law allows.

B-31
EXCERPTS FROM THE MINUTES OF THE 206TH MEETING OF THE MSU
BOARD OF REGENTS HELD AT CHED CONFERENCE ROOM, HEDC
BUILDING, C.P. GARCIA AVENUE, U.P. DILIMAN, QUEZON CITY ON
APRIL 30, 2009
x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x

APPROVAL OF THE POLICY TO REQUIRE FACULTY MEMBERS

TEACHING IN COLLEGE TO POSSESS MASTERAL DEGREE AS BASIC
EDUCATIONAL REQUIREMENT

RESOLUTION NO. 15 S.2009

RESOLVED, As it is hereby resolved, that on matters pertaining to

appointment including promotion and tenure of faculty members teaching in college,

it shall be a basic educational requirement for the faculty to possess a masters degree

to qualify to teach in college;

RESOLVED FURTHER, That faculty members who are now teaching in

college and who do not possess a masters degree are hereby given two years effective

upon adoption of this policy to earn their masteral degree.

APPROVED
x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x

CERTIFIED TRUE AND CORRECT:

DR. RHODORA S.N. ENGLIS

Campus Secretary & Chief of Staff
Office of the Chancellor

B-32
 Republic of the Philippines
MINDANAO STATE UNIVERSITY
Marawi City
OFFICE OF THE SECRETARY OF THE UNIVERSITY
AND OF THE BOARD OF REGENTS

EXCERPT FROM THE MINUTES OF THE 201 ST MEETING OF THE BOARD

OF REGENTS HELD AT THE VIP CONFERENCE ROOM, 5/F G.E. ANTONINO
BLDG., T.M. KALAW COR. JORGE BOCOBO STS., ERMITA, MANILA ON
JULY 25, 2007

x-x-x x-x-x x-x-x

RESOLUTION NO. 114, S. 2007

RESOLVED, That upon the recommendation of the Acting President of the

University and the Executive Committee of the Board of Regents, the proposed
supplement/amendment to BOR Resolution No. 168, series of 190, Re:
Administrative Load Credits and Teaching, Research and Extension Service Loading
of Academic Personnel as amended of the MSU-Iligan Institute of Technology as
embodied in the attached proposal marked as Annexes J to J-4 and made integral
part of this resolution, is hereby approved for system-wide application.
RESOLVED FURTHER, That Table 5. Leave Credits Corresponding to
Equivalent Teaching Load of the proposal is hereby deleted and excluded from
the proposed supplement/amendment.
APPROVED
x-x-x x-x-x x-x-x

CERTIFIED TRUE AND CORRECT:

ATTY. PROF. MUSTAPHA L. DIMAKUTA

Secretary of the University and of
the Board of Regents
MLD:bjl
5 September 2007
(Not valid without seal)

MSU Board of Regents

B-33
 Resolution No. 114, S. 2007

SUPPLEMENT/AMENDMENT TO BOR RESOLUTION 168, S 1990 WHICH

ASSIGNS EQUIVALENT LOAD CREDITS (AND EQUIVALENT LEAVE
CREDITS) TO FACULTY MEMBERS HOLDING ADMINISTRATIVE
POSITIONS

I. Introduction

Since the approval of BOR Resolution No. 168 series of 1990, Re: Administrative
Load Credits and Teaching, Research and Extension Service Loading of Academic
Personnel, there have been new administrative positions designated to faculty
members. Each position is assigned an equivalent load credit which, in the absence
of a scheme, may be given arbitrarily. As such, and pursuant to Memorandum Order
No. 174OC, dated June 29, 2005, an Ad Hoc Committee was created to revisit,
review and recommend revision of the scheme of administrative load credits to
faculty members performing administrative functions (see Attachment A).

With the primary goal of rationalizing the distribution of load credit to faculty
members having administrative functions, below are the four-fold tasks that the
Committee accomplished:

1. review of BOR Resolution No. 168, s1990;

2. categorization of administrative position as organizational, institutional or
technical;
3. assessment of the present profile of administrative position and equivalent
load credits granted to faculty members in MSU-IIT; and
4. development of a scheme of assigning load to a position.

II. Categorization of Administrative Position as Organizational, Institutional or

Technical.

The table below shows how an administrative position is categorized as

organizational, institutional or technical.

B-34
 Table 1. Categorization of Administrative Position
Category Nature With Position
Office?
Organiza- * The position is part of the
tional structural organization. From President to
Chairs, HRM,
* The position is indispensable for Yes Librarian, Registrar,
the day-to-day operation of the etc.
Institute.
Institutional * The position facilitates mandate on Not Members in Institute
services for the improvement of the necessarily or Ad Hoc
Institute. Committees or Task
Forces; Coordinators,
etc.
Technical The position acts as a support to an Technical, Staff and
Office. Yes Special Assistants;
IT-Support and
Specialized Teams;
Editors; Consultants,
etc.

III. Development of a Scheme of Assigning Equivalent Teaching Load to an

Administrative Position

Table 2 below shows the distribution of points and the four criteria used as
bases for assigning administrative load to a position.

Table 2. Scheme for Assigning Equivalent Teaching Load to an Administrative

Position

Points Criteria
Supervisory/Ma- Planning and Expertise/
Scope/Policy nagement Budgeting Monitoring
Functions & Evaluation

* Department Level * Minimum * Not Critical * Low

Degree degree of
* Accountable to * Arranges Complexity
adherence of policy * Supervisory operational considering
implementation responsibilities schedules and the following
1-3
within assigned for part-time and provides insights parameters:
responsibilities student help, and for campus process/meth
connected to delivery staff and/or planning od
of services. faculty members processes. used,
in the Department. urgency/

B-35
Points Criteria
Supervisory/Ma- Planning and Expertise/
Scope/Policy nagement Budgeting Monitoring
Functions & Evaluation

* May provide input * May be seriousness,

on policy matters but responsible for duration,
not responsible for assuring that budget,
development of certain output
policy. expenditures are quantity and
made within quality,
budget specialized
limitations. knowledge/
experience,
benefits to
community,
etc.
* College/Office * Moderately * Critical * Moderately
Level High Degree High Degree
* Is responsible of
* Implements Generally for tactical level Complexity
policies pertaining to supervises planning at the considering
the program for classified staff, program level. above
which the position is student workers parameters
responsible. and/or faculty * Provides
members in the insights for
* Identifies needs for College/Office. campus strategic
policy development planning
or modification, processes.
recommending such
changes to a superior. * Manages a
4-6
budget for the
* May work with program for
other programs to which the
coordinate policy position is
development. responsible,
including
* May require formation of
coordination of annual budgets,
policy with other allocations
units among budget
categories, and
monitoring of
expenditures
within the

B-36
Points Criteria
Supervisory/Ma- Planning and Expertise/
Scope/Policy nagement Budgeting Monitoring
Functions & Evaluation

established
budget.
* Inter- * High Degree * Moderately * High
College/Office Level Critical Degree of
Supervises Complexity
* Identifies needs for significant * Is responsible considering
policy development numbers of for assuring that above
and receives classified staff tactical planning parameters
recommendations on and/or significant takes place and
policy changes. numbers of for
faculty members recommending
* Is responsible for in the different components of
identifying advisable Colleges/Offices. strategic planning
changes and for within assigned
seeing to their areas of
authorization and responsibility.
subsequent
7-9 implementation. * May assist as
an eye on the
* Accountable for outside world
adherence to existing helping the
policy. organization
understand future
* May be accountable needs, challenges
for inappropriate or and opportunities.
inadequate policies or
for inadequate * Is responsible
dissemination of for managing
policy information. budgets of
multiple
* Responsible for programs.
policy coordination
with other units.
* Institute Level * Maximum * Very Critical * Highest
Degree Degree of
* Accountable for * Is responsible Complexity
10 policy and for policy * Supervises for the considering
innovation that is personnel who, coordination of above
appropriate to the themselves, have tactical plans and parameters
Institutes mission. significant for the formation

B-37
Points Criteria
Supervisory/Ma- Planning and Expertise/
Scope/Policy nagement Budgeting Monitoring
Functions & Evaluation

administrative of major
* Responsible for responsibilities. components in
policy coordination campus planning.
with other internal * Is responsible * Must be an
and external entities. for recommending eye on the outside
step advances and world helping
merit awards to the institute
the Board of understand future
Regents. needs, challenges
and opportunities.

* Delegates
operational
budgetary
responsibilities to
others.

* Maintains
oversight of
developing
budgetary
challenges and
decides strategies
to deal with the
challenges.

In a birds eye view, sans the description, the following table may be used in
assigning points.

B-38
 Table 3. Distribution of Points Using the Four Criteria

Points Scope/Policy Supervisory/ Planning and Expertise/Monitor

Management Budgeting ing and
Functions Evaluation

10 Institute Maximum Degree Very Critical Highest Degree of

Complexity
7-9 Several High Degree Moderately Critical High Degree of
Colleges/Offic Complexity
es
4-6 College Moderately High Critical Moderately High
Degree Degree of
Complexity
1-3 Department Minimum Degree Not Critical Low Degree of
Complexity

A position is evaluated using the above four criteria with points assigned depending
on the particular parameter/function that best describes the position. The points are
then added to obtain the equivalent administrative load, in units, as shown in Table
4 below:

Table 4. Equivalent Teaching Load Corresponding to Total Points

Total Equivalent
Points Teaching Load
(Units)

4-5 1
6-7 1.5
8 - 9 2
10 - 16 3
17 - 23 6
24 - 30 9
31 - 37 12
38 - 40 15

In addition, cumulative leave credits are assigned to faculty members holding

administrative positions. However, a uniform application of 15 days sick and 15
days vacation leave credits are made regardless of the complexity of the position.
To correct this inequity, the equivalent leave credits is proposed in Table 5 below.

B-39
 Table 5. Leave Credits Corresponding to Equivalent Teaching Load

Equivalent Leave
Teaching Credits
Load (Sick,
Vacation)
9 15 units 15 days
6 8.5 units 10 days
3 5.5 units 5 days
Less than 3 0

Example:

Teaching
Leave
Type Load
Tot Credits
Designation (O,I, Criteria Equivale
al (in
T) nt
days)
(in units)
Supervi Monit
sory/ Planning/ oring/
Scope
Manage Budgeting Evalu
ment ation
Dean O 6 9 9 8 32 12 15
Registrar O 10 4 8 9 31 12 15
Computer
Laboratory O 7 1 4 5 17 6 10
Specialist
Academic
Committee
Member I 10 1 1 1 13 3 5
(MSUS-
Level)
Extracted from Report of Task Force composed of:

Dr. Jerson N. Orejudos - Chairman

Dr. Brigida A. Roscom - Member
Dr. Eufemio L. Calio - Member
Prof. Jeremy V. Pinzon - Member
Prof. Eulalio C. Creencia, Jr. - Member

Endorsed by:

Dr. Arnulfo P. Supe

Vice Chancellor for Academic Affairs
MSU-IIT

B-40
 Attachment A: Equivalent Teaching Load Units per BOR Resolution No. 168 s1990

Re: Administrative Load Credits and Teaching, Research and Extension

Service Loading of Academic Personnel With or Without Administrative
Functions

Based on this resolution, the following twenty-eight (28) designations opposite

administrative load were approved:

BOR Approved Designations and Administrative Load

No. Administrative Position Administrative Load (Units)

1 President 15
2 Vice President 15
3 Assistant Vice President 15
4 Chancellor 15
5 Vice Chancellor 15

6 Dean 12
7 Director 12
8 Director of Student Affairs 12
9 Campus Secretary 12

10 Assistant Dean 9
11 Assistant Director 9
12 Department Chair 9
13 Chief of Division/Offices 9
14 Computer Systems Analyst 9
15 Special Staff Assistant 9
16 College Secretary 9
17 Manager of IGP 9
18 Principal 9
19 Librarian 9
20 Project Leaders 9

21 Academic Program Coordinator 6

22 Editor of Campus Official Publication 6

B-41
No. Administrative Position Administrative Load (Units)

Training, Extension and Sports

23 Development Coordinator 6
24 Research Study Leader 6
25 Guidance Coordinator/Counselor 6
26 CPHT In-Charge 6

27 Section Head 3
28 Adviser of Official Student Publication 3

B-42
B-43
 MSU Board of Regents
Resolution No. 90, S. 2007

REITERATING THE STRICT OBSERVANCE AND IMPLEMENTATION OF

PERTINENT CIVIL SERVICE RULES AND REGULATIONS AND VARIOUS
BOR RESOLUTIONS

RESOLVED, That upon recommendation of the Special Committee of the

Board of Regents, strict observance and implementation of pertinent Civil Service
rules and regulations and the following BOR Resolutions are hereby reiterated for
strict compliance:

1. BOR Resolution No. 14, s. 1961 Authorizing the President of the

University to make ad-interim appointments to items in the approved budget
of the University subject to the confirmation of the Board of Regents at its
next meeting;

2. BOR Res. No. 873, S. 1974 Ad-interim appointments of all personnel in

the administrative services shall be effective only on the date of approval of
the ad-interim appointment by the Board, the fact to be certified by the
University Secretary.

Ad-interim appointments of faculty members and other

employees with academic rank, by virtue of the nature of their
services, shall be effective upon the date of issuance of the ad-
interim appointments.

3. BOR Res. No. 926, S. 1975 Approval of the Guidelines and Criteria for
Promotion of Administrative Staff;

4. BOR Res. No. 1076, S. 1976 Adoption of the Process Flow of

Administrative Appointments.

5. BOR Res. No. 1144, S. 1976 Effective January 1977, no salaries of

appointees not confirmed by the Board of Regents shall be effected,

That from henceforth, all ad-interim appointments shall be issued

only for extreme necessities and no employee could assume office
prior to the date of the confirmation of this appointment.

B-44
 That all appointments confirmed by the Board of Regents must be
submitted by the Office of the Personnel Management and Training
Division of the University to the Civil Service Commission within
thirty (30) days after the confirmation.

6. BOR Res. No. 1280, S. 1977 Approving the University Code of MSU,
which provides the following provisions on the general and specific powers
of the President:

(1) Art. 41(a). The President shall recommend qualified persons to fill
on vacancies and new positions. He shall have authority to make ad-
interim appointments only to position created and properly funded by
the Board; Provided Further, That no payment of salary shall be effected
unless approved by the Board of Regents.
(2) Art. 42. Specific Powers. The President shall xxx (c) Have the
authority to appoint casual laborers for a period not exceeding six (6)
months in each case subject to availability of funds but such
appointments shall be recommended for action to the Board of Regents
at its next immediate regular meeting.

7. BOR Res. No. 92, S. 1988 Approving the Code of Governance of MSU:

Sec. 43. Specific Powers/Functions/Duties of the President:

Sec. 4.3.5 Personnel Matters:

(C) extension of appointments regardless of rank or salary range subject to

the confirmation by the Board of Regents;

8. BOR Res. No. 87, S. 2001 Provided that next time all original
appointments of administrative personnel must pass the selection and
promotion board and should be worded that the effectivity of which shall be
upon approval by the Board of Regents

9. BOR Resolution No. 2, S. 2004 This resolution accepted/adopted and duly

noted the Report of the Fact-Finding and Problem-Solving Special
Committee of the Board of Regents.

APPROVED.

B-45
 Republic of the Philippines
MINDANAO STATE UNIVERSITY
Marawi City

OFFICE OF THE SECRETARY OF THE UNIVERSITY

AND OF THE BOARD OF REGENTS

EXCERPTS FROM THE MINUTES OF THE 200TH MEETING OF THE MSU

BOARD OF REGENTS HELD AT THE VIP CONFERENCE ROOM, 5/F G.E.
ANTONINO BLDG., T.M. KALAW COR. JORGE BOCOBO STS., ERMITA,
MANILA ON MARCH 8, 2007.

x-x-x x-x-x x-x-x

RESOLUTION NO. 50, S. 2007

RESOLVED, That upon recommendation of the Acting President of the

University and the Executive Committee of the Board of Regents, the proposal of
MSU-IIT to increase the overload honorarium for graduate courses from P1,000.00
per unit per semester to P2,000.00 per unit per semester, regardless of the designation
of the faculty member effective from the start of Academic Year 2007-2008, is hereby
approved.
APPROVED
x-x-x x-x-x x-x-x

CERTIFIED TRUE AND CORRECT:

ATTY. PROF. MUSTAPHA L. DIMAKUTA

Secretary of the University and of the
Board of Regents
MLD:ONB:bjl
13 April 2007

(Not valid without seal)

B-46
 Republic of the Philippines
MINDANAO STATE UNIVERSITY
Marawi City

OFFICE OF THE SECRETARY OF THE UNIVERSITY

AND OF THE BOARD OF REGENTS

EXERPTS FROM THE MINUTES OF THE 200TH MEETING OF THE MSU

BOARD OF REGENTS HELD AT THE VIP CONFERENCE ROOM, 5/F G.E.
ANTONINO BLDG., T.M. KALAW COR. BOCOBO STS., ERMITA, MANILA
ON MARCH 8,2007.
x-x-x x-x-x x-x-x

RESOLUTION NO. 39, S. 2007

RESOLVED, That upon recommendation of the Acting President of the

University and the Executive Committee of the Board of Regents, the proposal of
MSU-IIT to increase the Tuition Fee Rates, Miscellaneous Fees for Off-Summer
Offerings, and the upgrading of Overload Honorarium for regular faculty members
teaching summer class from P1,000.00 to P2,000.00 per unit as enunciated in the
attached APC Report and other related documents marked as Annexes T to T-11
and made an integral part of this resolution, is hereby approved.

APPROVED

x-x-x x-x-x x-x-x

CERTIFIED TRUE AND CORRECT:

ATTY. PROF. MUSTAPHA L. DIMAKUTA

Secretary of the University and
of the Board of Regents
MLD:ONB:bjl
13 April 2007

B-47
 Resolution No. 39, S. 2007
MSU BOARD OF REGENTS

TUITION FEE RATES, MISCELLANEOUS FEES FOR OFF-SUMMER

OFFERINGS, AND THE UPGRADING OF OVERLOAD HONORARIUM FOR
REGULAR FACULTY MEMBERS TEACHING SUMMER CLASS FROM
P1,000.00 TO P2,000.00 PER UNIT

INTRODUCTION

The Board of Regents passed Resolution No. 8S. 1997 to cater to the increasing
number of requests for the offering off-summer courses. Since payment of overload
honorarium at P1,000 per unit could not be warranted by the University, the
resolution called for a self-liquidating scheme whereby the enrollees themselves
shouldered the concomitant expenses. The fees are shown below:

Schedule of Fees
Level Tuition Fee/Unit Laboratory Fee/Unit
Undergraduate 100 250
Graduate (including Law) 200 300

It may be noted that the regular tuition fee rates in 1997 were as follows:

First Year P10/unit

Second Year 12/unit
Third Year/Fourth Year 17/unit

Memo Order 06-052 OVCAA created the Committee to Review and Revise the
Tuition Fee Rates for the Offering of Summer Courses in view of current realities.

This proposal deals only with summer tuition fee rate for undergraduate students.
THE PROPOSAL

A. Considerations

In forming the proposal, the Committee took cognizance of the following:

1. Ideally, summer offerings should only be for those courses prescribed in the
curriculum. Off-summer courses may be offered only in special cases e.g.,
when a student is graduating.
2. Due to BOR Resolution No. 8 S. 1997, off-summer courses now seem to be
offered as a matter-of-course. The practice may serve as a disincentive to
students to perform well during the regular semester knowing that a failed

B-48
 course could always be requested for offering in summer. It may also
deprive some faculty members of their scheduled break from classes.
3. Should off-summer courses be offered, they should be self-liquidating in the
spirit of BOR Resolution No. 8 S. 1997.
4. A contractual faculty member handling off-summer courses should be paid
his/her monthly salary for the entire two months summer duration and not
only during the 6-week summer class.
5. Off-summer courses taught by a regular faculty member are considered as
overload and paid P1,000.00 per unit. There is a need to increase the
overload rate. We propose to increase it to P2,000.00 per unit.

Justification: The P1,000/unit per term rate is more than 10 years old.
Economic realities are different now than then. To have a better perspective
of this rate, the University of the Philippines rates for overload and summer
teaching honoraria implemented effective November 1991* is given below:

*(www.upmin.edu.ph/CSM/files/Teaching_Load_Credits.pdf)

Regular Rate per Unit

Faculty Rank Approved Rates
Instructor P1,330
Assistant Professor 1,890
Associate Professor 2,810
Professor 4,210

Off-Hours Rate per Unit

Faculty Rank Approved Rates
Instructor P1,590
Assistant Professor 2,270
Associate Professor 3,370
Professor 5,052
Off-Hours means outside 8-12, 1-5PM on weekdays
Off-Hours Rate = 1.20 x Regular Rate

Inquiries made from a UP instructor put the current rate for an instructor at
P3,820 per unit during regular hours and P4,580 on off-hours.

The necessity for increasing the overload honorarium can no longer be

deferred.

6. The true cost must be reflected in computing the tuition rate. Cost does not
only entail faculty remuneration but other expenses as well. Significant

B-49
 contributory costs are janitorial services, light and power, and supplies and
materials.

B. Computation of Off-Summer Tuition Fee Rate

Assumptions:
Faculty teaches 3 units (54 hours) of undergraduate course
Janitor is paid P218 per day (minimum pay) and serves 10 summer classes
in one building
Summer class spans 6 weeks
Regular faculty is paid P2,000 per unit to be fully funded from tuition fees.
Contractual faculty is paid P11,167 per month (Instructor I). The
compensation is for two months even if summer classes span only 6 weeks
and shall be fully funded from tuition fees.
Typical light and power is for 6 48-watt fluorescent lamps in a classroom,
audio-visual equipment, and air-conditioning in a few cases. Supplies
consist of chalk, erasers, paper, etc.
Regular Faculty Member Handling Summer Course

Faculty P2,000/unit x 3 units = P6,000

Janitor 218/day x 5 days/week x 6 weeks = P6,540

Spread over 10 classes, this amounts to P654 per class

L&P cost = 6 lamps x 0.048 kw/lamp x 54 hours x P7/kw-hr* =

P108.85,
Say, P150 to project for more extensive use of projectors, occasional
use of A/C, and supplies and materials.

Actual cost per 3-unit course = P6,000 + P654 + P150 = P7,344, or

P7,344 /3 = P2,448 per unit.

With 10 students per class, this amounts to P244.80 per unit, say,
P250 to break-even.

*Rough estimate from last months Institute electric bill:

P1,469,263.33 for an energy consumption of 207,144 kw-hrs.

B-50
 Contractual Faculty Member Handling Summer Course

Faculty 2 months x P11,167 per month = P22,334

Janitor = 654
L&P, S&M = 150
P 23,138
Per Unit Cost = P23,138 / 3 = P7,712.66

If we peg the tuition fee rate at P250 per unit, the number of
students to break-even is:

P7,712.66 / P250 = 30.85, say, 30

This shows that a contractual faculty member may be retained in

summer even if he/she teaches only one 3-unit off-summer course
as long there are at least 30 students in the class.

Our practice is to assign 6 units teaching load to contractual faculty

members in summer. In this case, the number of students to break-
even is:
P23,138 / 250 per unit / 6 units = 15.42, say, 15
The expected revenue is 15 * 250 * 3 = P11,250
Minimum Number of Students
A minimum of 15 students per class whether taught by regular or
contractual faculty is viable. In this case, the contractual faculty
member must carry a load of at least six (6) units. It should be
noted though that a contractual faculty may be retained in summer
even if he/she carries only a load of 3 units as long as the size of
the class he/she is handling is 30 or more.

Should the number of enrollees fail to meet the minimum, the enrollees shall pay
the difference in revenue which shall be:

P11,250 total tuition fees (Regular faculty or contractual faculty

with 6 units load)

A matrix showing actual values is shown in Table 1 below.

Provisions for excess tuition fees obtained when there are more enrollees than
the minimum are covered by Resolution No. 8 S. 1997; or, it may be treated as
income like tuition fees during regular semesters. The latter would require the
amendment of the above-mentioned Resolution.

B-51
Table 1. Tuition fee rates for a 3-unit off-summer course taught by a regular or
contractual faculty having a load of 6 units. Class size = 15
Number Total Revenue to Share per Tuition
of Tuition Fee Break Even Difference Student Fee per
Students Student
15 11,250.00 11,250.00 0.00 0.00 750.00
14 10,500.00 11,250.00 750.00 53.57 803.57
13 9,750.00 11,250.00 1,500.00 115.38 865.38
12 9,000.00 11,250.00 2,250.00 187.50 937.50
11 8.250.00 11,250.00 3,000.00 272.73 1,022.73
10 7,500.00 11,250.00 3,750.00 375.00 1,125.00
9 6,750.00 11,250.00 4,500.00 500.00 1,250.00
8 6,000.00 11,250.00 5,250.00 656.25 1,406.25
7 5,250.00 11,250.00 6,000.00 857.14 1,607.14
6 4,500.00 11,250.00 6,750.00 1,125.00 1,875.00
5 3,750.00 11,250.00 7,500.00 1,500.00 2,250.00
4 3,000.00 11,250.00 8,250.00 2,062.50 2,812.50
3 2,250.00 11,250.00 9,000.00 3,000.00 3,750.00
2 1,500.00 11,250.00 9,750.00 4,875.00 5,625.00
1 750.00 11,250.00 10,500.00 10,500.00 11,250.00

C. RELATED ISSUES

Concerns were presented by students with regard to the charging of miscellaneous

fees in summer. They are charged the same amount as in regular semesters. They
claim this is unfair since a semester is longer than summer and they do not avail of
some services in summer. The concern is valid. However, before any adjustment
could be suggested, we must first bring to date the miscellaneous fee rates as these
were formulated way back in 1985.

BOR Resolution No. 175 S. 1985 specifies the miscellaneous fees as follows:
a) Registration P 10
b) Library 50
c) Medical/Dental 20
d) Athletics 10
e) Student Council 10
f) Student Publication 10 .
P120
These are 1985 values. The simplest way to bring these values to date is to factor in
inflation. Adjusting for inflation, the present rates should be about 4* times the 1985
values. Hence, the normalized rates should be:
B-52
 a) Registration P 40
b) Library 200
c) Medical/Dental 80
d) Athletics 40
e) Student Council 40
f) Student Publication 40 .
P440

*Taken from http://www.ieej.or.jp/agenda/general/info/pdf/Phi.pdf and

http://hdr.undp.org/statistics/data/countries,cfm?c=PHL

These values seem reasonable considering that the miscellaneous fees of Saint Peters
College and Saint Michaels College are P1,300 and P704, respectively per semester.
However, after consultation with student leaders, we propose the following rates:

a) Registration P 40
b) Library 150**
c) Medical/Dental 80
d) Athletics 40
e) Student Council 10
f) Student Publication 40 .
P360

**Library fee has just been revised.

In summer, the following rates are proposed:

a) Registration P 40
b) Library 150
c) Medical/Dental 10
d) Student Council 10 .
P210

Athletics and Student Publication fees have been removed because students do not
enjoy these services in summer.

Considering the above, the miscellaneous fees for the regular semester and summer
shall be as follows:

B-53
 Table 2: Miscellaneous Fees
Regular Semester Summer
Registration P 40 Registration P 40
Library 150 Library 150
Medical/Dental 80 Medical/Dental 10
Athletics 40 Student Council 10
Student Council 10
Student Publication 40
P 360 P210

RECOMMENDATIONS

Considering the preceding discussions, we recommend the following:

1. Off-summer courses may be offered as long as there are available faculty

members and will be sufficiently funded from tuition fees.

2. Off-summer tuition fee rate for undergraduate courses shall be increased to

P250 per unit.

Overload rate for regular faculty teach off-summer courses shall be increased to
P2,000 per unit which shall be fully funded from tuition fees. Faculty members
handling regular summer courses shall be paid the same rate. Since the current
overload rate is still

1. P1,000 per unit, the difference of P1,000 shall be subsidized by the

Institute.

2. Contractual faculty members teaching off-summer courses shall be paid

their monthly rates for two months which shall be fully funded from tuition
fees.

3. The minimum class size for undergraduate courses shall be fifteen (15).
Should the number of enrollees be less than 15, the students shall pay the
rates shown in Table 1.

4. Miscellaneous fees for regular semesters shall be increased to correct for

inflation and summer fees shall be adjusted to address students concerns
as shown in Table 2.

B-54
EXCERPTS FROM THE MINUTES OF THE 200TH MEETING OF THE BOARD
OF REGENTS HELD AT THE VIP CONFERENCE ROOM, 5/F G.E. ANTONINO
BLDG, T.M. KALAW COR. J. BOCOBO STS., ERMITA, MANILA ON MARCH
8, 2007

X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-X-

APPROVAL BY THE BOARD OF THE PROPOSAL OF MSU-IIT FOR THE

REVISION OF THE FELLOWSHIP AGREEMENT TO FACULTY MEMBERS

FOR SYSTEM-WIDE APPLICATION

RESOLUTION NO. 23, s. 2007

RESOLVED, That upon the recommendation of the Acting President of the

University and the Executive Committee of the Board of Regents, the proposal of

MSU-IIT for the revision of the existing Fellowship Agreement to Faculty Members

of the University System attached hereto as Annex J and made an integral part of

this resolution, is hereby approved for system-wide application.

APPROVED.

B-55
 MSU BOARD OF REGENTS
Resolution No.23 S.2007

Republic of the Philippines

Mindanao State University
ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City

FELLOWSHIP AGREEMENT

KNOW ALL MEN BY THESE PRESENTS:

This AGREEMENT made and entered into by and between:

The MSU-ILIGAN INSTITUTE OF TECHNOLOGY, herein represented

by its Chancellor, __________________________________, of legal age, married
and a resident of Iligan City, hereinafter referred to as the GRANTOR,

And

_________________________________, a faculty member in the

___________________________________________, Department of
_______________________________of the MSU-Iligan Institute of Technology,
with ___________ status of employment, of legal age, with postal address at
___________________________________________________ at Iligan City,
hereinafter referred to as the GRANTEE,

WITHNESSETH:

WHEREAS, by virtue of Resolution No. 3, S. 1992 of the Board of Regents

of the Mindanao State University, the GRANTOR is authorized to grant Fellowship
awards as a privilege to faculty members of the University/Institute who shall be sent
for advanced studies or training to leading Universities/Institutions in the Philippines
and/or abroad.

WHEREAS, the GRANTEE desires to avail of the fellowship grant.

NOW, THEREFORE, for and in consideration of the above premises, the

GRANTOR has granted unto the GRANTEE, and the GRANTEE has accepted a
Fellowship grant, subject to the following terms and conditions

A. RESPONSIBILITIES OF THE GRANTOR

1. The GRANTOR shall provide the GRANTEE with the following

privileges:

B-56
 ( ) Monthly salary
( ) Monthly stipend of P___________
( ) Actual cost of tuition and other fees (to be billed to the Institute
( ) Book allowance of P__________
( ) Thesis/Dissertation allowance
( ) Entitlement each Academic Year while on Fellowship to one
tourist-class round-trip boat fare; cost of departure ticket to be
released upon start of the study/training with the return fare to be
reimbursed to the GRANTEE upon presentation of used ticket;

Note: If on training grant, entitlement to the cost of one round-trip tourist-

class boat ticket, unless otherwise recommended by the cost center
head.

2. The GRANTOR shall issue a Special Order awarding to the GRANTEE

this study grant.

B. RESPONSIBILITIES OF THE GRANTEE

1. The GRANTEE shall pursue courses leading to the degree of

________________________________________ at the
_________________;

2. The GRANTEE shall not bring his/her family to the place of study for
the duration of the grant, the purpose of the grant being primarily for
the strengthening of the faculty force and only secondarily for personal
advancement.

3. The GRANTEE shall not shift or transfer to a program other than what
is specified in the course she is participating in and as stated in this
Agreement, unless otherwise allowed to do so by the GRANTOR.

4. The GRANTEE shall not take outside employment whether related to

his/her program of study or not to avoid double compensation.
Moreover, any full or part-time job will mean time away from the
course of study proper.

5. At the end of every semester, the GRANTEE shall submit a report of

grades to the Office of the Vice Chancellor for Academic Affairs,
furnishing a copy to his/her academic unit.

6. Upon completion/termination of fellowship/training grant, the

GRANTEE shall immediately return to the MSU-Iligan Institute of
Technology to serve the Institute for a period based on what is

B-57
 prescribed in BOR Res. No. 3, S. 1992, attached hereto as an integral
part of this agreement;

7. Should the GRANTEE fail to finish or complete the degree due to

resignation, voluntary retirement or for other causes within the control
of the GRANTEE, the GRANTEE shall be liable to and shall refund the
Institute, within thirty (30) days from deferment of the study grant, the
amount equal to the total expenses incurred for his/her scholarship, and
other emoluments excluding salaries received, plus 12% interest per
annum computed from date of deferment/failure. The GRANTEE shall
however render return service equivalent to the number of months for
which he received salaries during the study grant.

8. Should the GRANTEE fail to render return service to the Institute due
to resignation, voluntary retirement or for other causes within the
control of the GRANTEE, the GRANTEE shall be liable for and shall
refund the Institute, within thirty (30) days from deferment of said
return service, the amount equal to the total expenses incurred for
his/her training/study, including salaries received, plus 12% interest per
annum computed from date of deferment/failure to render or complete
return service, if any. Should the return service not be completed due to
the causes previously cited, the monetary equivalent of the return
service may be deducted from the total obligation to be refunded. In no
case shall the payment of refund be on installment basis. In case of
failure to settle the account after the billing, a two (2) percent per annum
penalty is imposed.

9. As security for the faithful performance of the obligations, the

GRANTEE shall execute in favor of the GRANTOR a Suretyship
Agreement and/or a Real Estate Mortgage in favor to the GRANTOR,
whichever is acceptable to the GRANTOR;

10. The GRANTEE shall shoulder the cost of litigation expenses should a
suit arise out of this agreement.

C. COMMON PROVISIONS

1. The fellowship is hereby granted beginning _______ Semester, AY

_________________ up to and until the end of ______________,
subject to renewal or unless terminated or revoked for cause by
competent authority;

2. The renewal, extension, or recall of the GRANTEE shall be based on

the following considerations:

B-58
 a) The GRANTEE must maintain a highly satisfactory academic
performance; The GRANTEE must maintain a weighted semestral
average of 2.0 or higher or its equivalent.

b) A weighted semestral average lower then 2.0 or its equivalent or

having more than two (2) incomplete grades (INC) within one
semester shall be sufficient ground for recall of the Grantee and for
termination the AGREEMENT and/or dismissal from the
service/non-renewal of appointment.

IN WITNESS WHEREOF, the parties have set their hands this ________ day of
____________, 20__, at Iligan City, Philippines.

_______________________ ________________________
Chancellor Grantee
Grantor

Signed in the presence of:

________________________ ________________________
Vice Chancellor Dean, __________________
for Academic Affairs

--------------------------------------------------------------------------------------------
Republic of the Philippines )
City of Iligan ) s.s.

In the City of Iligan this_________day of ________________, personally

came ______________________, representing the MSU-Iligan Institute of
Technology and ________________________, known to me to be the same persons
who executed the foregoing instrument and acknowledged that the same is their free
act and deed. The parties have exhibited to me their Residence Certificates as follows:

Name Res. Cert. No. Issued At Issued On

____________ ______________ _____________ ___________
____________ ______________ _____________ ___________

Doc. No. ________

Page No. ________
Book No. ________
Series of 20______

B-59
 MSU BOARD OF REGENTS
Resolution No. 43, S. 2006

RULES AND REGULATIONS FOR FACULTY MEMBERS

COMMITTING ERRORS IN THE ENTRY OF GRADES
AS WELL AS LATE SUBMISSION OF GRADES

A. Rationale

A grading system of any academic institution assumes an almost

sacrosanct character. This is because a schools prestige and reputation rest
on the integrity of its grading system. Therefore, it is incumbent on the faculty
members to take extra care and caution in computing the grades and in
entering them finally in the report of grades. Sanctions should be imposed on
faculty members who commit errors and lapses in undertaking this important
administrative function.

B. Definition of Terms:

1. Erroneous entry in the report of grades

a. Omission of name/s of student/s who are officially enrolled

in the report of grades

b. Inclusion of name/s of student/s in the report of grades but

is/are not officially enrolled in the subject

c. Wrong entry of grade (e.g. 3.0 instead of 2.0)

d. Dropping of student/s who has/have officially withdrawn the

subject

e. And other erroneous entries as determined by the Institute

Council

2. Late submission of grades when report of grades are submitted

the next office day after the deadline. Always refer to the
Academic calendar for the deadlines in the submission of grades
for the academic term.

B-60
C. Preventive Measures for Erroneous Entries in the Report of Grades
and Late Submission of Report of Grades:

1. The Department Chair

a. Shall ensure the release of the first prelim grades to

students not later than one (1) month after the First
Prelim Examination;

b. Shall have a close monitoring on the submission of report

of grades by individual faculty member and inform them
of deadlines;

c. Shall call the attention of teachers concerned who failed

to submit;

d. Shall remind faculty members to exercise extra caution

in the computation and entry of grades every end of the
semester.

2. There shall be no internal arrangement of transfer of students

from one section to another. In all cases, transfer of students
should be done officially through change of matriculation.

D. Sanctions in Relation to Erroneous Entries of Grades:

Erring faculty members should explain before the Institute Council.

In addition, the following sanctions shall be imposed based on the
frequency of offenses:

1st Written reprimand from the Chancellor, cc:

Offense Chairperson, Dean and HRM O1 File
2nd
1 day to 15 days suspension without pay
Offense
3rd
16-30 days suspension without pay
Offense
4th
Dismissal due to gross negligence
Offense

B-61
E. Proposed Amendment to the BOR Resolution No. 161, s. 1994
Which Imposes a Fine of 50% of One Day Salary Per Day Per
Course for Late Submission of Grades:

Fine of P50.00/subject/day plus a written reprimand

1st offense from the Chancellor, cc: Chairperson, Dean & HRM
O1 File
Fine of P100.00/subject/day plus a written reprimand
2nd
from the Chancellor, cc: Chairperson, Dean & HRM
Offense
O1 File
50% of one day salary/course/day plus a written
3rd
reprimand from the Chancellor, cc: Chairperson,
Offense
Dean & HRM O1 File

F. Requirement Before any of the Above Sanctions are Imposed on the

Erring Faculty Members:

Due process must be afforded to the faculty members before any

penalty shall be imposed on them.

Submitted by:

GEOFFREY G. SALGADO
Chairman

NORA A. CLAR
Member Secretary

LYDIE D. PADERANGA
Member

ARISTON G. TRINIDAD
Member

RHODORA S.N. ENGLIS, Ph.D.

Member

B-62
 Republic of the Philippines
MINDANAO STATE UNIVERSITY
Marawi City

OFFICE OF THE SECRETARY OF THE UNIVERSITY

AND THE BOARD OF REGENTS

EXCERPTS FROM THE MINUTES OF THE 194TH MEETING OF THE BOARD

OF REGENTS HELD AT HERNANDEZ ROOM, SEAMEO-INNOTECH,
COMMONWEALTH AVENUE, DILIMAN, QUEZON CITY ON MAY 29, 2005
-----------------------------------------------------------------------------------------------------
x-x-x x-x-x x-x-x

RESOLUTION NO. 95, S. 2005

RESOLVED, That upon the recommendation of the President of the

University and the Executive Committee of the Board of Regents, the proposed
amendment of BOR Resolution No. 5, S. 1992 as to lecturers pay hereto appended
as Annex A and made integral part of this resolution, is hereby approved for
immediate implementation.

RESOLVED FURTHER, That the proposed amendment of BOR Resolution

No. 138, S. 1995 as to overload honoraria is hereby deferred.

RESOLVED FURTHERMORE, That this Resolution shall have system-

wide application with the option of other campuses to implement.

APPROVED.
x-x-x x-x-x x-x-x

CERTIFIED TRUE AND CORRECT:

PROF. ATTY. MUSTAPHA L. DIMAKUTA

Secretary of the University and the Board of
Regents Member-Secretary, BOR-TFRM

B-63
 MSU BOARD OF REGENTS
Resolution No. 95, S 2005

REPORT

AD HOC COMMITTEE TO REVISIT,

REVIEW and RECOMMEND REVISION
of the LECTURERS and OVERLOAD
HONORARIA RATES

March 9, 2005

INTRODUCTION

On March 28, 2001, the Task Force to Review the Scheme of Honoraria and
to Recommend Viable Alternatives submitted its final report to the Chancellor of this
Institute for his appropriate action. The recommendation made by the task force on
the adoption of a revised remuneration scheme for lecturers and for regular faculty
members with overload units was not implemented due to financial constraints faced
by the MSU system.

Memo Order 05-002 created a Committee to Revisit, Review and

Recommend Revision of the Lecturers and Overload Honorarium Rates considering
the reasonableness and relevance of the present rates.

PROPOSED RATES

There is a need to update the present scheme of remuneration for lecturers

and for faculty members having overload as the current rates are no longer responsive
to present economic realities. The current lecturer pay scheme was first implemented
in 1992, or 13 years ago, and the overload rate of P1,000.00 per unit is in use,
likewise, for more than ten years now.

A. Lecturers Pay
Lecturers are normally hired because of their expertise and experience in
their fields of specialization where none is available in the Institute. Through the
years, however, even new graduates have been hired as lecturers to fill the human
resource requirement of the college when its regular faculty members are already
having maximum teaching load, or as substitutes when regular faculty members are
sent for advanced studies.

Lecturers shall be ranked and shall follow the categorization as indicated in

BOR Res. # 5, Series of 1992*.

B-64
 Category
Assistant Lecturer (Inst)
Associate Lecturer (Asst.
Prof.)
Lecturer (Associate Prof.)
Professorial Lecturer
(Full Prof.)
Special Lecturer
(University Professor)
Description
Bachelors degree holder with less than 10 years
experience
MA/MS degree holder with less than 10 years
experience or bachelors degree holder with at least
10 years experience
Ph.D. degree holder with less than 10 years of
experience or MA/MS degree holder with at least 10
years experience
Ph.D. degree holder with at least 10 years teaching
experience
One whose credentials speak conclusively of solid
achievements lending him/her stature of national
prominence. A special lecturer must be
recommended by the APC.

Please refer to Attachment 1

The proposed hourly rate is computed based on the salary scheme for regular faculty
members at Step 1, as follows:

Hours per month

Hourly
Academic Rank Monthly Rate (Regular Load @
Rate
15 units)
Assistant Lecturer (Inst) 11, 167 (step 1) 60 186
Associate Lecturer
13, 300 (step 1) 60 222
(Asst. Prof.)
Lecturer (Assoc. Prof.) 16, 792 (step 1) 60 280
Professorial Lecturer
20, 823 (step 1) 60 347
(Full Prof.)
Special Lecturer
28, 875 (step 1) 60 481
(University Professor)

Presented below is the proposed lecturers pay rate compared with the
current rates and the rates proposed by the 2001 Committee:

B-65
 CURRENT 2001 PROPOSED
CATEGORY HOURLY Committee HOURLY
RATE (Php) Proposal (Php) RATE (Php)
Asst Lecturer
60.00 206.00 186.00
(Instructor)
Assoc. Lecturer (Asst.
84.00 252.00 222.00
Prof.)
Lecturer (Assoc.
104.00 321.00 280.00
Prof.)
Prof. Lecturer (Full
124.00 399.00 347.00
Prof.)
Special Lecturer (Univ.
300.00 499.00 481.00
Professor)

Lecturers pay shall be funded from Internal Budget, i.e., from the GAA.

B. Overload Honorarium

The present overload rate is P1, 000.00 per unit per semester regardless of
faculty rank. This rate has been in use for more than ten years.

This amount translates to P55.60 per hour, or less than the hourly rate of
P69.80 of an Instructor I receiving P11, 167.00 per month working 20 days per
month, 5 days a week, 8 hours per day.

An acceptable rate would be the average hourly rate from Instructor I to Full
Professor VI (which is equivalent to P110.62/hour, 8 hours/day, 20 days/month) as
this is the spectrum of the faculty-handling overload. Faculty members with higher
ranks could not claim a higher rate since usually, everyone else in the department
could teach the subjects considered.

Average Hourly Rate = P110.62

At 18 hours/unit in one semester, this converts to P1, 991.12 per unit per
semester, or rounding off to the next hundred, to P2, 000.00.

From the present rate of P1, 000 per unit per semester, a uniform rate of
P2, 000 per unit per semester is recommended for adoption at the undergraduate
level regardless of faculty rank considering that the same subject matter is taught.

The overload pay for faculty members teaching graduate courses will be the same as
those in the undergraduate level. However, for purposes of load consideration, each
graduate teaching unit is 1.5 times that of the undergraduate program.

B-66
 The proposed rate of P2, 000 translates to P111.10 per hour, well below the
average prime hourly teaching rate (at all levels/ranks) of P165.85 for undergraduate
instructors based on the DBM Budget Call 2001. Please refer to Attachment 2

Presently, the Institute is already paying P2, 000 per unit per semester in the
special academic programs like the General Education and Nursing.

The increase in overload pay using the new rate shall be funded solely from
tuition fee collection and shall be charged to the income share of each College.

At an average tuition fee per unit of P87.50 (incoming freshmens tuition

fee is 100/unit; while sophomores tuition fee is P75.00 per unit) and assuming a class
size of 30 students, the revenue derived from tuition fee will be P2, 625.00 per unit.
Collectively, this should be enough to fund overload expenses as not all faculty
members would carry overload.

For the first semester of SY 2004-2005, the Institute had 1, 145.66 overload
units out of a total of 7, 368.95. This represented 15% of the total units offered during
the semester (1, 145.66 / 7, 368.95). The total revenue generated from tuition fee
collection for the same period was P6, 998, 302.95.

At P2, 000 per unit, the total cost for overload units that may have been
incurred would be P2, 291.320.00, or approximately 33% of the tuition fee generated,
leaving a comfortable balance of P67% to answer for other Institute obligations.

Tuition fee collection is projected to increase by P5.6M this year (2, 800
new students with 20 units at P100/unit). Assuming the same amount would be spent
for overload as above, this would represent only 18% of the tuition fee to be generated
this year.

B-67
EXCERPTS FROM THE MINUTES OF THE 193 RD MEETING OF THE BOARD
OF REGENTS HELD AT THE EXECUTIVE CONFERENCE ROOM,
ACADEMIC COMPLEX MSU MAIN CAMPUS, MARAWI CITY ON
FEBRUARY 18, 2005

Lecturer shall be classified as regular or special. Regular lecturers are those

with regular qualifications who are authorized to handle courses due to faculty

shortage. They shall be entitled to a fee in consonance with the regular lecturers fee,

to which evaluation is based on the criteria prescribed by the latest Faculty Ranking

System.

Special lecturers are exceptionally qualified professional, who occupy top

echelons in distinguished industries/college/agencies and whose expertise are

required in some courses.

APPROVED.

x-x-x x-x-x x-x-x

CERTIFIED TRUE AND CORRECT:

LORNA O. TOLENTINO
Acting Campus Secretary

B-68
 MSU BOARD OF REGENTS
Resolution No. 20, S. 2004

ASSIGNMENT OF TEACHING UNITS EQUIVALENCE TO RESEARCH

WORKLOAD AT THE MSUILIGAN INSTITUTE OF TECHNOLOGY

Rationale

The Manual on Research and Extension Policies and Administration

approved by BOR Resolution No. 281, S. 2002, provided for incentives for promoting
research activities in order to encourage university constituents to be actively
involved in researches thus develop a strong research culture in the University. This
policy statement is of broad scope and general application. On the other hand, while
BOR Resolution No. 168, S. 1990 provides that one research study is equivalent to
six units teaching load, it did not define the extent or specific involvement of the
faculty member in the research that may cause the arbitrary assignment of the
equivalence.

In order to avoid subjectivity in its application, the following teaching units

equivalence to the research workload of faculty members of the MSU-Iligan Institute
of Technology and the implementing guidelines in its determination is hereby
proposed for consideration, to wit:

Recommended Teaching
Specific Designation in the Research
Units Equivalence
Activity
to Research Workload
Program Leader/Project Leader 6-9 units
Study Leader/Researcher 4-5 units
Research Collaborator 2-3 units

Implementing Guidelines

Faculty members conducting research should carry a minimum teaching

load with equivalent contact hours per week (CHW) of 6 units per semester.
The normal workload is 12 -15 units (MSU BOR Res. No. 6, s. 1993)

Those academic personnel who have not met the minimum required
workload should request from their immediate supervisor additional
assignment or conduct research with equivalent teaching workload to attain
the normal load.

Faculty-researchers should also observe the maximum limit of workload of

21 units or six units overload.

B-69
 BOR Resolution No. 138, s. 1995 provides for the payment of overload pay
for teaching units in excess of the normal load of fifteen (15) units.

Honoraria and/or other incentives shall only be allowed after the personnel
has met the normal workload.

The normal faculty work load requirement may be partially satisfied by

research, authorized graduate studies, creative writing or other productive
scholarship, community service, or by administrative work, provided, that
the priority shall be given to teaching; provided further, that the total
maximum credit for the aforementioned non-teaching activities shall not
exceed nine (9) units, unless otherwise authorized by the Chancellor in the
exigency of service.

B-70
 MSU BOARD OF REGENTS
Res. No. 390, S. 2002

IMPLEMENTING GUIDELINES, RULES AND PROCEDURES GOVERNING

THE PARTICIPATION OF MSU-IIT FACULTY AND STAFF IN
EXTERNALLY-FUNDED RESEARCH AND COMMUNITY
DEVELOPMENT/EXTENSION PROJECTS

Scope and Nature of Research/Extension Services

Upon formal request addressed to the Office of the Chancellor, and subject to
the recommendation of the heads of units concerned, any member of the faculty or
staff may be authorized to accept short-term or long-term, part-time or full-time
assignments in externally-funded research and extension programs/projects.

Long-term engagements are defined as engagements longer than six (6) months,
or one (1) semester in the case of the faculty, while short-term engagements are
engagements of less than this duration.

Full-time engagements are defined as engagements entailing service of at least

eight (8) hours per regular workday for a continuous period of one calendar month or
more. Part-time engagements are engagements entailing services rendered during off
hours and non-working days, or, if entailing services during regular work hours and
workdays, are for a continuous period of not more than two (2) working weeks in any
given month.

GRANT OF AUTHORITY

No faculty or staff shall accept and render professional/technical services

involving use of official time in externally-funded research and extension
programs/projects without the express authority from the Office of the Chancellor.
Such formal grant of authority is not necessary for short-term engagements involving
no use of official time, i.e., services rendered during off-hours and week-ends and
holidays, and, in the case of the faculty, during inter-semester, Christmas and summer
breaks. Nonetheless, the personnel concerned are required to inform their respective
unit heads of such engagements, even if these involve no use of official time, and to
submit a report thereon within five (5) working days after completion of the
engagement.

PROFESSIONAL SERVICE FEE RETENTION FUND

To enable the Institute to offset the programmed reductions in the MOOE

subsidies from the national government and otherwise to generate additional revenue
inflows in support of its internal operations, the faculty and staff concerned who are
authorized to render service to externally-funded research and extension

B-71
programs/projects are hereby required to contribute and remit to the coffers of the
Institute its share of their professional fees earned in such undertaking, to be known as
Professional Services Fee Retention Fund, according to the following schedules:

A.) For full-time, long-term engagements as above defined, and whish will
require hiring of contractual services or substitute teachers, the
contribution to the retention fund shall be equivalent to the basic
compensation of the personnel concerned. For this purpose. The
personnel concerned are enjoined to negotiate for professional fee rates
equivalent to not less than one hundred fifty percent (150%) of their
current rate of basic compensation.

For part-time, short-term engagements as above defined involving use of official

time and involving no substitute hires or payment of overload honoraria, such
contribution

B.) shall be equivalent to ten percent (10%) in the case of the faculty, and
twenty-five percent (25%) in the case of the non-teaching staff.

C.) Agencies availing themselves of the services of the personnel concerned

shall be requested to deduct said contributions and to remit the same to
the Institute on a regular monthly basis in the case of full-time, long-term
engagements, an after every engagements in the case of part-time, short-
term engagements. Alternatively, in case it is impracticable for external
agencies to abide by this requirement, the personnel concerned shall
authorize the Institute to deduct the applicable amount from their monthly
payroll.

APPLICATION AND INTERNAL SHARING OF THE FUND

The revenues hereby generated shall first be applied for payment of honoraria
or contractual hire services as needed. Any surplus thereof shall form part of the
general fund for allocation and application as MOOE funds, to be shared internally
as follows:

A. Fifty percent (50%) for general administration.

B. Thirty percent (30%) for equal sharing among academic affairs, research
and extension, and administrative and finance services; and
C. Twenty percent (20%) to the college/school, academic/non-teaching, and
administrative/finance division/unit of the personnel involved.

B-72
MINIMUM WORKLOAD AND MAKE-UP FOR CLASSES MISSED AND/OR
TARGETED NON-TEACHING WORKLOAD

When authorized to render external services for part-time engagements involving

use of official time, faculty members shall be exempted from overload assignments
but shall nonetheless be required to carry the minimum teaching load and/or
administrative load of twelve (12) units, and to make up for classes missed in advance
or within the week following. The personnel concerned shall render a report of make-
up classes or work duly certified by their respective supervisors, to be attached to
their monthly service record.

Non-teaching personnel may be similarly authorized to render external services,

provided this shall not exceed the maximum of twenty-four (24) hours in any given
week or the aggregate of forty percent (40%) of their regular monthly workload in
any given month. The personnel concerned shall be required to accomplish in
advance, or within the week following, the scheduled tasks and output.

EFFECTIVITY

This RESOLUTION takes effect immediately.

B-73
 MSU Board of Regents
Resolution No. 6, S. 2000

INTERCAMPUS PROFESSORIAL VISITATION PROGRAM

WHEREAS, the Mindanao State University System boosts over 500

MS/MA and over 120 Ph.D. holders in many fields of specialization and who
are mainly members of the various faculty of the seven autonomous
Campuses.

WHEREAS, the challenges of new millennium require that

University optimizes the capabilities and expertise of its faculty specially in
the rapid development of its instructional, research and extension programs
and activities.

WHEREAS, faculty members, after years of continuous academic

activities in same environment, suffer the monotony and boredom of work
and are needing some break from work or environment.

NOW BE IT:

RESOLVED, That the MSU System adopts an INTERCAMPUS

PROFESSORIAL VISITATION PROGRAM where a senior faculty member
(with at least an MA/MS degree) after continuous services in same Campus
for at least seven (7) years may be invited to visit and serve another campus
of the University for at least one (1) semester but not to exceed one (1) year.

RESOLVED FURTHER, That, in the duration of the professorial

visit, the mother campus continues to provide all the basic remunerations to
the visiting faculty while the Host Campus shall provide a housing facility
and an additional living allowance of P5, 000 per month while at the
Metropolitan Campuses in Marawi City, Iligan and Gen. Santos City and
3,000 per month while at the Campuses in Tawi-Tawi, Sulu, Maguindanao
and Naawan.

RESOLVED FURTHERMORE, That the visiting faculty carry a

minimum teaching load of six (6) units but not to exceed twelve (12) units
per semester without additional compensation and shall assist and enrich the
host department, college and Campus using his experience and expertise.

B-74
 RESOLVED STILL FURTHERMORE, That, while a faculty is on
visitation program, he shall be directly supervised by the Chancellor of the
Host Campus in coordination with the Office of the Vice President for
Academic Affairs.

RESOLVED MOREOVER, That the visiting faculty shall prepare

and submit an Accomplishment Report to the President through the Vice
President for Academic Affairs after the duration of the visit.

RESOLVED FINALLY, That this program be implemented in the

First Semester, SY 2000-2001.

APPROVED.
x-x-x x-x-x x-x-x

CERTIFIED TRUE AND CORRECT:

ATTY. MUSTAPHA L. DIMAKUTA

Secretary of the University
and of the Board of Regents

B-75
 MSU BOARD OF REGENTS
Resolution No. 172, S. 1998

A SCHEME GOVERNING THE STEP PROMOTION OF FACULTY

MEMBERS WITH SCHOLARLY PUBLICATIONS AND/OR HIGHLY
ACCLAIMED INVENTIONS, DISCOVERIES, AND NEW
TECHNOLOGIES

The productivity output will be evaluated using a set of standard

criteria formulated by raters selected by the USAPP.

In this scheme, the step movement allowed is only within the rank
category of the faculty member, e.g. Associate Prof. I to II. The final points
are based on the ratings given by the raters using the standard criteria. The
point requirements for every faculty position and the corresponding step
movements are as follows:

Assistant Associate Full

Instructor Movement
Professor Professor Professor

10 15 20 25 1 step
20 25 30 40 2 steps
35 40 55 3 steps
50 70 4 steps
85 5 steps

IMPLEMENTING GUIDELINES

A. Qualifications for Evaluation

1. Must have TER within an average over-all rating of at least Very

Satisfactory.

2. Was teaching in MSU for at least three (3) units while working
on the research productivity outputs under consideration.

3. Has taught in MSU for at least five (5) consecutive years

immediately before evaluation with an average TER of Very
Satisfactorily in at least six (6) consecutive semesters.

4. Has not enjoyed any implemented promotion within a two-year

period prior to re-evaluation for some step promotion.
B-76
 5. Since this step promotion within the rank category is selective
and it puts premium to productivity, it limits the qualification for
evaluation to faculty members with outputs defined below.

B. Acceptable Works and Points for Promotion

1. Only published works considered scholarly be selected by raters

and only highly acclaimed inventions, discoveries, and new
technologies authenticated by recognized national
bodies/committees are included.

2. Works considered in previous evaluations shall be excluded.

3. Only the points earned for the works accepted and subsequently
rated shall serve as basis for awarding step movements.

CERTIFIED TRUE COPY:

ASUNCION A. HASSAN
Clerk III
Office of the Campus Secretary
MSU- IIT, March 5, 1999

B-77
 MSU BOARD OF REGENTS
Resolution No. 111, S. 1998

RESOLVED, That upon recommendation of the President of the University

and the Executive Committee of the Board of Regents, the following guidelines in

the conduct of undergraduate Thesis-Writing Course (Subject 199) are hereby

approved for system-wide implementation:

1. If a student enrolled in the 199 course fails to satisfy the requirements

at the end of the semester, he shall be given a grade/remark of In
Progress.

He then shall be required to continually enroll in this course

every semester until the undergraduate thesis or its equivalent is
successfully completed and defended.

Course 199 re-enrolment forms shall include the signature

of the thesis adviser among the set of signatories.

Re-enrolment however in this course shall be limited to only four (4)

semesters after first time he incurred an In Progress grade/remark.

Justification:

The allowable period for four semester shall be in conformity with

the regular extension of only 2 years, i.e., a maximum of 6 yrs. For a
4 year degree program, 7 years for a 5 years degree program.

2. A student shall be given a grade of Passed only after meeting two (2)
conditions: a successful defense and a presentation of the required
copies of bound-thesis.

It is the duty of the thesis adviser to submit the students grade.

Deadline for submission of 199 grades shall be the same deadline
required for all other courses.

171st Meeting, August 19, 1998

B-78
3. A student shall be assigned a thesis adviser during
his enrollment in the course 198 (Methods of Research ). He shall
be given an adviser by midterm, a time during the semester when
he might be ready to start finalizing the under graduate thesis
proposal or its equivalent. The proposal started in course 198
should be the same paper continued, worked out, and finalized in
course 199, unless necessary that changes be made.

A thesis-adviser may be replaced only upon the approval of the

department chairman, in consultation with both thesis advisers,
outgoing and incoming.

The acts of designating a faculty member as thesis adviser and

replacing one with another shall be done formally, or in writing.

RESOLVED FINALLY, That all guidelines in the conduct

of Undergraduate Thesis-Writing Course (Subject 199) inconsistent

herewith are hereby amended or revoked accordingly;

APPROVED

B-79
EXCERPTS FROM THE MINUTES OF THE 169TH MEETING OF THE BOARD
OF REGENTS HELD AT JADE VINE EXECUTIVE INN, UNITED NATIONS
AVENUE, ERMITA, MANILA ON FEBRUARY 18, 1998.
x-x-x x-x-x x-x-x

RESOLUTION No. 6, S. 1998

RESOLVED, That upon the recommendation of the President of the

University and Executive Committee of the Board of Regents, the proposal to

provide an entitlement of an administrative workload equivalent to one (1) teaching

unit to class advisorship is hereby approved on a system-wide application, to take

effect upon approval by the Board of Regents.

APPROVED

x-x-x x-x-x x-x-x

CERTIFIED TRUE AND CORRECT:

ATTY. MUSTAPHA L. DIMAKUTA

Secretary of the University
And the Board of Regents

MLD:CAM:bjl
4 March 1998

(not valid without seal)

Note: Subject to the confirmation of the Minutes by the Board in its next regular
meeting.

B-80
 MSU BOARD OF REGENTS
Resolution No. 187, S. 1995

GUIDELINES FOR THE GRANT OF PERMANENT TENURE

TO THE FACULTY MEMBERS OF THE MSU SYSTEM

The following criteria and guidelines shall be used in the evaluation for the
grant of tenure to the members of the faculty of the Mindanao State University
System.

A. COLLEGIATE AND GRADUATE FACULTY

1. A masters or a doctoral degree in ones field of specialization with at least

two (2) years of full-time teaching experience in the University with an
average teaching efficiency rating of at least very satisfactory during the last
two (2) immediate preceding years.

In cases of returning faculty grantees their average TER within

two (2) years prior to official start of their study leave may be considered.

2. A doctoral degree in the allied, i.e., strongly related field of the area of
specialization with at least two (2) years of full-time teaching experience in
the University and with an average teaching efficiency rating of at least very
satisfactory in the last two (2) immediate preceding years.

3. A masters degree in the allied, i.e., strongly related field of specialization

with at least three (3) years of full-time teaching experience in the University
and with an average teaching efficiency rating of at least very satisfactory
during the last two (2) immediate preceding years.

4. A non-Masteral Degree with at least five (5) years of full time teaching
experience in the University, an average teaching efficiency rating of at least
very satisfactory in the last two (2) immediate preceding years and any of
the following:

a. Making it to the top twenty of a professional board examination in the

field of specialization; or

b. Completing at least one research project in ones field of specialization

or related field which has been acclaimed by at least two (2) national
experts in the field; or

B-81
 c. Authoring/developing and helping in the implementation of major
institutional programs that have significantly contributed to the growth
and development of the University; or

d. Implementing a University-recognized extension project (not merely

recognized by a department or a college) which created an impact and
significantly benefitted a large community as duly acclaimed by
credible community leaders and supported by written documents and
other proofs; or

e. Inventing a device, tool, machine and the like, properly patented or

commercially manufactured; or

f. Receiving a recognized national award which has brought honor and

prestige to the University.

B. ELEMENTARY AND SECONDARY SCHOOL TEACHERS

1. A masteral degree in Education obtained from accredited schools and passer

of the board examination for teachers (PBET) with at least one (1) year of
full-time teaching experience in the University and with a minimum average
TER of very satisfactory in the preceding year.

2. A masteral degree in a specialized field of Education and passer of the board

of examination for teachers (PBET) with one (1) year or more of full time
teaching experience in the University and with a minimum average TER of
very satisfactory in the preceding year.

3. A Non-Masteral Degree holder and passer of the teachers board

examination with five (5) years full-time teaching experience in the
University and with a minimum average TER of very satisfactory, in the last
two (2) preceding years.

C. TRANSFER FACULTY

1. A high school or elementary faculty member on permanent status in the

University who transfers to Collegiate faculty shall retain his/her permanent
status.

2. A permanent faculty member of other SUCs or the DECS who transfer to

the MSU System may retain his/her permanent status provided there is an
official transfer of service duly noted by the Civil Service Commission and
provided further that the transferring faculty member is immediately
appointed with a specific faculty item.

B-82
 3. A permanent administrative and semi-academic personnel of the University
who transfers to a teaching position by reason of outstanding academic
qualifications may retain his/her permanent status provided he/she is a
masters degree holder in the required field of specialization where he/she
is appointed and that his/her recruitment has been duly recommended by the
department concerned. Provided further, that he/she is immediately
appointed to a specific faculty item upon appointment and provided
furthermore, that the need for such a teacher has been established and his/her
transfer is strictly by invitation of the department faculty.

4. A permanent administrative personnel of other SUCs DECS and or other

institutions or agencies who transfers to a teaching position in the University
shall NOT retain his/her permanent status.

D. PROCEDURE

1. A member of the faculty who measures up to the criteria for the grant of
tenure shall be recommended by his/her immediate Supervisor (Department
Chairman and the Dean for collegiate faculty, Director or Principal for High
School and elementary units) to the APC through the Office of the Vice
Chancellor for Academic Affairs using Form 1 herein attached as Annex A.

1.1 In case the head of a unit/college fails to recommend, the concerned

faculty member may submit request for the grant of tenure through
his/her immediate supervisor.

1.2 In case there is unreasonable delay, the faculty member concerned

may file a tracer to the OVCAA for immediate action.

2. The OVCAA shall evaluate the recommended faculty member and certify,
to the satisfactory accomplishment of the minimum requirements, for the
grant of tenure using Form 2 herein attached as Annex B.

3. An interview shall be conducted by a panel composed of the Vice

Chancellor for Academic Affairs as Chairman, the Chief Personnel Officer,
and at least one senior member of the University faculty with the purpose of
ascertaining the following:

3.1 That, the recommended faculty member understands the mission

of the University and determine the relevance of his/her duties and
responsibilities as a faculty member to the attainment of the goals
and objective of the University;

B-83
 3.2 That, he/she professes his/her loyalty to the teaching profession;

3.3 That, he/she values the meaning and implications of the grant of
tenure to the faculty.

4. The panel shall recommend to the APC the grant of tenure to the faculty.

5. The Board of Regents shall approve the grant of tenure to the faculty
members as recommended by the APC.

6. The Chief Personnel Officer shall notify the Civil Service Commission, the
GSIS and other concerned government agencies, of the grant of tenure to the
newly recruited faculty member.

B-84
 MSU BOARD OF REGENTS
Resolution No. 187, S. 1995
Annex B

Form 1

Republic of the Philippines

MINDANAO STATE UNIVERSITY
Main Campus, Marawi City

RECOMMENDATION FOR THE GRANT OF PERMANENT TENURE

TO THE MEMBERS OF THE FACULTY

*************************************************************

Name of Faculty:

College:

Department:

Academic Rank:

Date of Original Appointment:

This is to recommend the grant of Permanent Tenure to the above faculty

member based on his/her Very Satisfactory performance in the Department and
College.

____________________ ____________________
Department Chairman College Dean

____________________ _____________________
Senior Faculty Member Senior Faculty Member

Date: _______________________

B-85
 MSU BOARD OF REGENTS
Resolution No. 187, S. 1995
Annex B
Form 2

INTERVIEW RATING FORM FOR THE

EVALUATION FOR PERMANENT TENURE

Name of Faculty: _________________________________________

Department: _________________________College: ____________

Place a mark check on the appropriate box representing the following rating scales:

1 = Poor/Unsatisfactory 3 = Satisfactory
2 = Very Satisfactory 4 = Outstanding

Description 1 2 3 4

Understanding of his/her ___ ___ ___ ___

duties and responsibility
as a faculty

Sincerity in the teaching ___ ___ ___ ___

Profession
___ ___ ___ ___
Work values and attitudes

Understanding of the ___ ___ ___ ___

mission and goals of the
University

Attitudes and perspective ___ ___ ___ ___

towards the University,
the Campus and the
locality

Overall Comment:
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________

_________________________ __________________
Name & Signature of Evaluator Date

B-86
OFFICE OF THE SECRETARY
OF THE UNIVERSITY AND
THE BOARD OF REGENTS

EXCERPTS FROM THE MINUTES OF THE 161ST MEETING OF THE BOARD

OF REGENTS HELD AT DECS CONFERENCE ROOM, UNIVERSITY OF
LIFE COMPLEX, MERALCO AVENUE, PASIG CITY, METRO MANILA
-------------------------------------------------------------------------------------------- x-x-x
x-x-x x-x-x

RESOLUTION NO. 189, S. 1995

RESOLVED, That upon recommendation of the President of the University

and the Executive Committee of the Board of Regents, the Faculty Rewards and
Sanctions, herein appended as Annex B and made an integral part of this resolution,
is hereby approved, Provided That all provisions thereof pertaining to fine shall
be deleted;
RESOLVED FURTHER, That with the proviso found on the third
paragraph, first page which stipulates: Referrals shall be required in the screening
for the grants of tenure, promotion, scholarship, special training, etc., especially in
the grant of privileges the same hereby amends existing policies on the grants of
tenure, promotion, scholarship, special training, etc. especially in the grant of
privileges.
RESOLVED FURTHERMORE, That Resolution No. 129, S. 1995, is

hereby made as part of this resolution.

APPROVED.

x-x-x x-x-x x-x-x

CERTIFIED TRUE AND CORRECT:

ATTY. MUSTAPHA L. DIMAKUTA

Secretary of the University
And the Board of Regents

B-87
 MSU BOARD OF REGENTS
Resolution No. 189, S. S. 1995

FACULTY REWARDS AND SANCTIONS

Rewards

A reward refers to an official confirmation or ratification of an

extraordinary or outstanding performance or actuations that go beyond the mere
observance of a code or standard.

This shall be granted to a faculty member for his extra-ordinary efforts in

the specific areas of instruction, research and extension, as well as in his total
performance as a role model.

These shall be made in writing and included in the faculty members files at
the OVCAA for posterity and for direct referrals. Referrals shall be required in the
screening for the grants of tenure, promotion, scholarship, special training, etc.
especially in the grant of privileges which are few and far between.

Negative Sanctions

The Mindanao State University shall observe the schedule* of penalties

adopted by the Civil Service Commission for Administrative Offenses under PD.
No. 807 and RA 6713, namely:

A. Grave Offenses
1. Dismissal:

a) Dishonesty;
b) Gross neglect of duty;
c) Grave misconduct;
d) Being notoriously undesirable;
e) Conviction of a crime involving moral turpitude;
f) Falsification of official document;
g) Physical or mental incapacity or disability due to vicious habits;
h) Engaging directly or indirectly in partisan political activities by one
holding non-political office;
i) Receiving for personal use of a fee, or gift or other valuable thing in the
course of official duties or in connection therewith when such fee, gift
or other valuable thing is given by any person in the hope of expectation
of receiving a favor or better treatment than that accorded to other
persons, or committing acts punishable under the anti-graft laws;

B-88
 j) Contracting loans of money or other property from persons with whom
the office of the employee has business relations;
k) Soliciting or accepting directly or indirectly, gift, gratuity, favor,
entertainment, loan or anything of monetary value which in the course
of his official duties or in connection with any operation being regulated
by, or any transaction may be affected by the functions of his office.
The propriety and impropriety of the foregoing shall be determined by
its value, kinship, or relationship between giver and receiver and the
motivation. A thing of monetary value is one which is evidently or
manifestly excessive by its nature; and
l) Disloyalty to the Republic of the Philippines and to the Filipino People.

* This is a faithful reproduction of pages 271-5 of the Law on Public Officers

and Election Law by de Leon, Jr., 1990.

2. Suspension from six months and one day to one year for the first offense
and dismissal for the second offense

a) Oppression;

b) Disgraceful and immoral conduct;

c) Inefficiency and incompetence in the performance of official duties;

d) Frequent unauthorized absences or tardiness in reporting for duty,

loafing or frequent unauthorized absences from duty during regular
office hours;

e) Refusal to perform official duty;

f) Gross insubordination;

g) Conduct grossly prejudicial to the best interest of the service;

h) Directly or indirectly having financial and material interest in any

transaction requiring the approval of his office. Financial and material
interest is defined as pecuniary or proprietary interest by which a person
will gain or lose something;

i) Owning, controlling, managing or accepting employment as officer,

employee, consultant, counsel, broker, agent, trustee, or nominee in any
private enterprise regulated, supervised or licensed by his office, unless
expressly allowed by law;

B-89
 j) Engaging in the private practice of his profession unless by the
Constitution, law or regulation, provided that such practice will not
conflict with official functions;

k) Disclosing or misusing confidential or classified information officially

known to him/her by reason of his office and not made available to the
public, to further his private interests or give undue advantage to
anyone; or to prejudice the public interest; and

l) Obtaining or using any statement filed under the Code of Conduct and
Ethical Standards for Public Officials and Employees for any purpose
contrary to morals or public policy or any commercial purpose other
than by news and communications media for dissemination to the
general public.

B. Less Grave Offenses

1. Suspension from one month and one day to six months for the first offense
and dismissal for the second offense:

a) Simple neglect of duty;

b) Simple misconduct;

c) Gross discourtesy in the course of official duties;

d) Gross violation of existing Civil Service Law and rules of serious

nature;

e) Insubordination;

f) Habitual drunkenness;
g) Nepotism as defined in Sec. 49 of Presidential Decree No. 807;

h) Recommending any person to any position in a private enterprise which

has a regular pending official transaction with his office, unless such
recommendation or referral is mandated by (1) law, or (2) international
agreements, commitment and obligation, or as part of the function of
his office;

i) Unfair discrimination in rendering public service due to party affiliation

or preference;

j) Failure to file sworn statements of assets, liabilities and net worth, and
disclosure of business interest and financial connections including those

B-90
 of their spouses and unmarried children under eighteen (18) years of
age living in their households; and

k) Failure to resign from his position in the private business enterprise

within thirty (30) days from assumption of public office when conflict
of interest arises, and or failure to divest himself of his share holdings
or interest in private business enterprise within sixty (60) days from
such assumption of public office when conflict of interest arises;
Provided, however, that for those who are already in the service and
conflict interest arises, the official or employee must either resign or
divest himself of said interest within the periods herein above provided,
reckoned from the date when the conflict of interest had arisen.

C. Light Offenses

1. Reprimand for the first offense, suspension from one day to thirty days for
the second offense, and dismissal for the third offense:

a) Neglect of duty;

b) Discourtesy in the course of official duties;

c) Improper or unauthorized solicitation of contributions from subordinate

employees and by teachers or school officials from school children;

d) Violation of reasonable office rules and regulations;

e) Gambling prohibited by law;

f) Refusal to render overtime service;

g) Disgraceful, immoral or dishonest conduct prior to entering the service;

h) Borrowing money by superior officers from subordinates;

i) Lending money at usurious rates of interest;

j) Willful failure to pay just debts or willful failure to pay taxes due to the
government;

k) Pursuit of private business, vocation or profession without the permission

required by Civil Service rules and regulations;

B-91
 l) Lobbying for personal interest or gain in legislative halls and offices
without authority;

m) Promoting the sale of tickets in behalf of private enterprises that are not
intended for charitable or public welfare purposes and even in the latter
cases if there is no priority authority.

n) Failure to act promptly on letters and request within fifteen (15) days from
receipt, except as otherwise provided in the rules implementing the Code of
Conduct and Ethical Standard for Public Officials and Employees;

o) Failure to process documents and complete action on documents and papers

within a reasonable time from preparation thereof, except as otherwise
provided in the rules implementing the Code of Conduct and Ethical
Standards for Public Officials and Employees;

p) Failure to attend to anyone who wants to avail himself of the services of the
office, or act promptly and expeditiously on public transactions.

The penalty** of Force Resignation may be imposed instead of dismissal.

The penalty of transfer, or demotion may be imposed instead of suspension from 1
month, 1 day to 1 year.

The MSU-Marawi Campus administration focuses on neglect of duty as a

light offense, simple neglect of duty as a less grave offense, and gross neglect of duty
as a grave offense and identifies the following common forms of neglect of duty:

1) Unauthorized absences from classes

2) Unauthorized absences during completion, advisement and registration

3) Unauthorized absences during University functions, specifically

General Orientation/Convocation, Foundation Day, Baccalaureate and
Commencement and others so designated by the University President.

Unauthorized absences refer to the lack of a prior permission (written);

authorized absences include those incurred while on official travel within approved
dates and those covered by approved sick leaves.

B-92
 Unauthorized Absences
Percentage
During the
of absences From During Completion Negative
University
incurred per one Advisement/Registration Sanctions
Function per
sem. Class per sem.
year
Reprimand &
imposition of
2% -6% 1-3 hrs. 2-5 hours 1 function
make up
classes
Salary
8% - 20% 4-10 6-16 hrs. 2 functions
deduction*
22%-49% 11-25 18-39 hrs. 3 functions Suspension#
50% or 26 hrs.
Termination
more or more

Guidelines in the Application of Penalties in Administrative Cases. See

Administrative Code of 1987, 1990 by Jose Nolledo.

* To be counted as demerits in the grant of privileges.

# Length depends on nature of the offense: light, less grave, grave.

The reprimand which shall be done in writing shall take the following form Explain
within seventy-two hours why

A one day fine is computed using the following formula: basic salary rate
per month 30 days. For example:

Instructor I P3, 540 30 = P118 per day

Asst. Prof. III 5, 201 30 = 173 per day
Assoc. Prof. V 9, 131 30 = 304 per day
Full Prof. VI 17, 075 30 = 569 per day

Whereas, a one-hour or one-unit fine is computed using the following

formula:

Basic Monthly Salary Rate 60, where sixty is obtained by multiplying the
15-unit workload by 4 weeks. For example:

Instructor I P3, 540 60 = P59 per unit or per teaching hour

Asst. Prof. III 5, 201 60 = 86 per unit or per teaching hour
Assoc. Prof. V 9, 131 60 = 152 per unit or per teaching hour
Full Prof. VI 17, 075 60 = 284 per unit or per teaching hour

E.G. 1) A faculty member with the rank of Prof. VI shall be penalized with
a salary deduction of P589 for his unauthorized absence from the
B-93
 Commencement, after his absence during the Foundation, (2) An
Asst. Prof. III who incurs an unauthorized absence on Monday and
misses his three one-hour courses, shall be deducted P258, after
three prior unauthorized absences.

Instead of the suspension penalty (from one day to thirty days for light
offenses, or from one month to six months to one year for grave offenses), after the
usual reprimand for the first offenders, the University, considering the nature of
faculty duties within a particular semester, shall impose appropriate salary deductions
or fines.

The salary deductions for this months offenses shall be deducted from the
offenders salary of the same month, if incurred before or within the payroll
processing period, or from his salary of the succeeding month, if incurred after. As
cash advances are liquidated by submission of receipts of purchases; so, in cases
where the one-month salary is given to faculty member at the middle of the month,
half of it is advanced and is presumably liquidated by rendering service.

As a rule, a faculty members absence can always be charged against his

leave credits, provided that he has not exhausted his leave credits and provided further
that the approval of his leave of absence is contingent on the need of his services.

For the information and guidance of all concerned, the following pertinent
provisions are reproduced:

From the Civil Service Rules:

Rule XVI. LEAVE OF ABSENCE

A. General Provisions

Section 1. In general, officers, employees and laborers of all Department and

Agencies, whether permanent, provisional or temporary, after six months of
continuous, faithful and satisfactory service, be entitled to fifteen days vacation and
fifteen days sick leave for each calendar year of service with full pay, exclusive of
Saturdays, Sundays and public holidays. The total vacation and sick leave that can
accumulate to the credit of any officer or employee shall, in no case, exceed ten
months.

B-94
B. Application for Leave

Section 16. Application for vacation leave of absence for one full day or
more shall be submitted on the prescribed form for action by the proper chief of
agency five days in advance, whenever possible, of the effective date of such leave.

(a) All applications for sick leave of absence for one full day or more shall
be made on the prescribed form. Notice of absence must be immediately
sent to the proper head of Department or agency and the application
therefore, containing a brief explanation of the cause of delay in filing,
submitted later. Applications for less than one day need not be
accomplished, but all absences, including fractions of a day, must be
recorded on the daily time record.

(b) Sick leave shall be granted only on account of sickness on the part of
employee concerned or of any member of his immediate family. The
term immediate family includes any relative living under the same
roof and dependent upon the employee for support. Ordinary
applications for sick leave already taken not exceeding five days need
not be accompanied by medical certificates; the head of department or
agency concerned may duly determine whether or not the granting of
sick leave is proper under the circumstances. However, when sick leave
is applied for in advance or whenever the need of Department or agency
doubts the employees claim of ill health, satisfactory medical
certificate shall be required.

Section 20. Leave of absence for any reason other than serious illness of an
officer or employee or of any member of his immediate family must be contingent
upon the needs of the service.

Section 21. If a violation of the leave laws, rules and regulations, which calls
for disciplinary action, is discovered in the course of taking action on an application
for leave, the officer concerned may forward said application for executive action; he
shall state the reason therefore and follow the procedure provided in Rule XVIII. The
procedure referred to need not be followed in case the application for leaves is
disapproved on account of the exigencies of the service, such action not being
considered disciplinary in character, but the application shall be forwarded just the
same.

Section 28. When vacation and/or sick leave is requested by any officer or
employee during the first six months of service from the date of original appointment
or reinstatement, the head of Department or agency shall state in his endorsement the
date on which payment for such leave may properly be made under the provisions of
Commonwealth Act 220. Unless the President or proper head of Department directs

B-95
otherwise, on accounts of illness of the applicant or of any member of his immediate
family, the head of Department or agency shall require the payment for such leave be
withheld until the date stated. Any absence not chargeable as sick leave during the
first six months of service, which is in excess of the leave ordinarily allowable for six
months, shall extend the completion of such service for the same number of days that
an officer or employee was absent.

Section 29. All absences of an officer or employee in excess of the vacation

or sick leave allowable shall be without pay. No absence without pay, whether due to
personal reasons or on account of illness, shall be allowed to be charged to the
vacation or sick leave subsequently earned, except only that allowable during the
first six months service of the officer or employee concerned.

B-96
OFFICE OF THE SECRETARY
OF THE UNIVERSITY AND
THE BOARD OF REGENTS

EXCERPTS FROM THE MINUTES OF THE 155TH MEETING OF THE BOARD

OF REGENTS HELD AT JADE VINE EXECUTIVE INN. U.N. AVENUE,
ERMITA, MANILA ON JUNE 16, 1994

RESOLUTION NO. 91, S. 1994

WHEREAS, the completion of a Ph.D. degree here and abroad is

economically expensive, and a very rare opportunity;

WHEREAS, the MSU System has over a hundred Ph.D.s in various fields
of specialization, nearly 30% of whom are trained in highly developed and
technologically advance countries;

WHEREAS, the MSU System has the greatest number of Ph.D. holders in
the whole of Southern Philippines making her the premier institution of higher
learning throughout Mindanao;

WHEREAS, generally, the University has not been able to maximize the
expertise of Ph.D.s in their respective fields of specialization because they are
usually and immediately given administrative assignments upon their return from
study;

WHEREFORE, Be it

RESOLVED, that as a general rule, NO returning Ph.D. Grantee shall be

given administrative designation, assignment or appointment within four (4) years
from the date of official return to teaching service, except in the following cases:

1. A Ph.D. after having served on full-time teaching and research

assignment for at least two (2) years from the date of official return from
study leave may be designated, appointed or selected to top-level
University position from deans and above.

2. A Ph.D. holder may be elected or designated as CHAIRPERSON of

academic department (e.g., History, Sociology) right upon return from
study leave to provide immediate infusion of most recent academic
developments in the field through the curriculum, syllabi and teaching
methodology.

RESOLVED FURTHER, That Ph.D. holders should not be allowed to

pursue graduate studies in another field without rendering return service;

B-97
 RESOLVED FURTHERMORE, that a Ph.D. holder with at least one on-
going accredited research (by the OVCAA or Campus Research Council) whether
funded or not shall be required a minimum of nine (9) teaching load PROVIDED that
an annual progress report is submitted to the OVCAA on or before the last school day
of every school year;

RESOLVED MOREOVER, that the University, through its Campuses, shall

institutionalize programs and activities designed to enhance the widest infusion of
academic expertise of the Ph.D.s throughout the academic community and to sustain
a highly intellectual atmosphere in the University system:

RESOLVED FINALLY, that this Guidelines shall take effect during the
first semester of SY 1994-95.

APPROVED.

CERTIFIED TRUE AND CORRECT:

ATTY. MUSTAPHA L. DIMAKUTA

Secretary of the University
and the Board of Regents

B-98
 MSU BOARD OF REGENTS
Resolution No. 07, S. 1993

APPROVAL OF THE PROPOSED AMENDMENT OF

BOR RESOLUTION NO. 168, S. 1990

RESOLVED, That upon the recommendation of the University President and

the Executive Committee of the Board of Regents, the proposal to increase
the teaching load of faculty members designated to administrative positions
as herein below enumerated and the grant of honorarium as indicated opposite
the respective positions, as well as the explanations and/or limitations and
the formula for honorarium ranges which are herein below specified, are
hereby approved and correspondingly amend BOR Resolution No. 168,
Series of 1990:

Position Teaching Load/Sem. Honorarium/Mo.

1. Deans, Directors Acad. Units 6 units P 1, 300 - P 1,500

2. Special Assistants/ Assistant Deans 9 units P 650 P 800
3. Coll. Sec./Dept. Chairman/ Principal 9 units P 500 - P 700
4. Directors of College-based Projects 9 units P 400

Explanations and/or Limitations

A. The Deans and the Directors should also be entitled to an

honorarium, over and above the RATA which is more often
appropriated for all sorts of College Affairs requiring additional
petty cash.

A 6- unit load for the Dean may guarantee to a certain extent

VISIBILITY AND PROXIMITY to his constituents.

B. Special Assistants shall be limited to key Offices. There is no need

for a senior special assistant. If needed, what makes one senior?

C. An Assistant Dean is nearer to the Dean than to the College

Secretary, in terms of responsibilities.

B-99
 D. Although the College Secretarys territorial scope is wider, his task
is basically coordinating, while that of the Department Chairman is
serving as initial decision-maker.

E. Directors of College-based projects do not have the Department

Chairpersons critical function of safeguarding quality of instruction
and of implementing curricular and related policies.

Formula for Honorarium Ranges

A. For Deans and Academic Directors ( P 1,300- P 1,500)

H = P 1,300+ X

X1 = 0 for less 50 faculty*, less 3 curricular programs

X2 = 200 for 50 or more faculty*, for 3 or more programs

B. For Assistant Deans ( P 650 - P 800)

C. For College Secretary/Principal ( P 500 - P 700) for Department
Chairman ( P 500 - P700)
H = 500+ X

X1 = 0 for 30 or less faculty* X1 = 0 for 10 or less

faculty,* and at least 1 curr.
progr. #
X2 = 100 for 31-60 faculty* X2 = 100 for 11-20
faculty*, and at least 1 curr.
program.
X3 = 200 for 61-90 faculty* X3 = 200 for 21 or more
faculty*, and at least 1
curr. program.

Important Notations

1. Faculty members assigned to administrative posts not included in

the tabular presentation may submit an application for
honorarium payment and load reduction to the VCAA, and the
APC make the necessary recommendations.

B-100
2. All essential conditions, being equal, the proposed rate shall be
strictly implemented in all campuses. The VPAA takes charge.
However, a system- wide enforcement shall not rule over the
ideals of justice and fairness when the uniqueness of an
individual campus so requires.
3. Faculty members assigned regular positions with PSI carry a full
time administrative load, hence, they get a teaching overload pay
only when classes are conducted outside office hours.

___________________________
* only faculty members on duty and on study leave.
# please recommend the merger of a dept. without any
curricular program, with the department to which it is closely
allied.

APPROVED.

B-101
 MSU BOARD OF REGENTS
Resolution No. 3, S. 1992

REVISED GUIDELINES ON ACADEMIC PERSONNEL*

DEVELOPMENT PROGRAM

To streamline the implementation of Academic Personnel Development

Program (APDP) policies, the following guidelines, which shall take effect 1 st
semester AY 1992-1993, are hereby formulated:

1. An Academic Scholarship Panel shall be created to interview, screen,

and supervise, among other functions, applicants or nominees for APDP
fellowships/scholarship. Prequalification requirements include the
following:

a. Masteral Programs:

i) Grades of 2.0 or better in the following courses or their

equivalent#

Methods of Research
Statistics; and
Technical Writing or its equivalent

ii) The above subjects must have been taken within last
decade.

iii) If such courses were taken prior to the ten year period
and/or any of grades is below 2.0, applicants@ must seek
to re-enroll in such courses and submit to the APDP Panel
the grades for evaluation.

--------------------------
*
- By academic personnel is meant the teaching faculty, research personnel and
librarian.
#
- Variations may be justified on a program-to-program basis.
@
- Faculty members teaching said courses may be accorded exceptional treatment.

B-102
b. Doctoral Programs:

i) Must have conducted (either singly or as a member of a team)

at least one Research project (duly recognized by the OVCRE
and completed with a Research report submitted.) Masteral
degree holders with thesis may be exempted from the research
requirement.

ii) Must be on full-load teaching (without designation) within one

year before the grant starts, or a teaching load of at least 6 units
of major courses within one academic year before the grant.

2. The granting of fellowships shall be based on the following criteria:

a. The fellowships are not gifts but are awards to those who are
deserving, ready and willing to assume a share in the expense for
their self-improvement.

b. Fellowships are awarded in the interest of the University and for

the purpose of enhancing the usefulness of the teaching staff.

c. The nominee must be physically and mentally healthy to undergo

the rigor of academic scholarship and to serve the University
effectively.

d. To be eligible for a fellowship, the academic personnel must have

served the University for at least two years.

e. Academic personnel who have already enjoyed the privilege of a

study grant may not be authorized to have another leave of absence,
unless he has served the University for at least two-thirds of the
return service required in the contract.

f. Academic personnel who refuse to accept a fellowship awarded by

the University without justifiable reasons shall be given a low
priority in the award of future scholarships.

g. Other things being equal, applicants from the Mindanao area may
be given priority in the grant of fellowship.

3. The renewal, extension, or recall of a grantee shall be based on the

following considerations:

B-103
 a. Renewal of fellowship contracts shall be on the basis of highly
satisfactory academic performance. A weighted semester average
lower than 2.0 (or its equivalent), or with more than two (2) INCs
within one semester shall be sufficient ground for the recall of the
grantee.

b. Under extremely justifiable cases, the study leave on its expiration

may be extended during which the academic personnel shall
receive the usual study leave privilege, for a maximum of one year
for a doctorate and for one semester for a masteral during which
the grantee shall be entitled to his salary only.

c. Any academic personnel awarded a fellowship with full privileges

shall not in any manner during the period of study leave apply for
or accept another fellowship, research or graduate assistantship, or
any form of remunerative employment without the written
permission from the Chancellor of the campus.

d. No grantee shall change his field of specialization and/or venue of

his studies without prior clearance from the Office of the Vice
Chancellor for Academic Affairs.

e. The fellowship grant is good for one degree only; however, foreign
grantees who are able to secure doctoral grants while they are still
on the masteral program may be allowed to go on with the doctoral
degree provided this is cleared first with the unit head and the
Chancellor in terms of exigency of service, physical and mental
fitness, and the like.

f. Applicants for a study grant to cover the last lap of their studies
may be prioritized. However, they shall not be treated as regular
grantees in terms of frequency of renewals and extensions.

4. The return service requirements of grantees shall be based on the

following guidelines:

a. Local

i) For a study grant of one year or more, a return service of

two years for every year of study grant or a major fraction
thereof shall be required.

ii) For study grants, travel grants for observation and

attendance in seminars, special training grants, and other

B-104
 grants involving six months but not less than one month,
a return service of one year shall be required.

b. Foreign

i) For study grants of one year or more, a return service of

three years for every year of study leave or a major
fraction thereof shall be required.

ii) For study grants, travel grants for observation and

attendance in seminars, special training grants, and other
grants involving six months but not less than one month,
a return service of one and a half years shall be required.

iii) For grants involving less than 1 month, no return service

shall be required.

c. The return service proviso applies without distinction to both

study grants on official time only and those with privileges.

d. When a grantee does not render the required return service

stipulated in the fellowship contract following the expiration of
his grant, 1) The Chancellor shall write to the institution where he
is presently connected about his return service obligation and
lacks of clearance from the University; 2) his case shall be
submitted to the University Legal Division for administrative and
legal charges.

5. The grant of fellowship shall have the following procedures:

a. All scholarship nominees must be received by the OVCAA not later

than end of December of every year. Late submission of nominees shall
not be entertained by the Office of the Vice Chancellor for Academic
Affairs. There shall be no new fellowship grants awarded during the
Second Semester of every school year.

b. Nomination which shall be based on the academic personnel

development of the unit, begins with the Dean in Consultation with the
respective chairman of the appropriate department.

c. The office of the Vice Chancellor for Academic Affairs prepares the list
of recommendees for deliberation by the Academic Scholarship Panel
which shall schedule the nominees for interviews. The Academic
Scholarship Panel shall recommend qualified nominees to the
Academic Planning Committee for a fellowship grant.

B-105
d. Recommendees shall submit to the Academic Scholarship Panel a
certification from the University Infirmary or from the physician
connected with the University College of Medicine that they are
physically healthy, and a counseling unit of the university that they are
mentally and emotionally stable to undergo the rigors of graduate
studies.

e. The office of the Vice Chancellor for Academic Affairs shall submit the
Academic Planning Committee list of recommendees to the Office of
the Chancellor for the issuance of a Special Order which shall be
submitted to the Board of Regents for confirmation. The Special Order
shall cover the entire duration for grantees study leaves.

f. Upon the issuance of the Special Order, the grantee shall clear himself
of all money and property accountabilities. He shall sign contract with
the University prior to his departure.

g. The grantee shall submit to the office of the Vice Chancellor for
Academic Affairs the duly accomplished and notarized contract before
he can claim any of the privileges stipulated in the contract.

h. Applicants for foreign grants must inform the head of his unit and the
Vice Chancellor for Academic Affairs at least one semester before the
expected start of his study leave.

i. No nominee shall be allowed to bring his/her spouse if the latter, who

is a past grantee, has not served at least two-thirds of the required return
service.

j. All fellowship nominees for the second semester shall be considered

along with the nominees for the first semester immediately proceeding
the academic year.

k. Grantees are advised to seek admission to the University of the

Philippines but in cases where appropriate academic programs are
absent, grantees may seek admission to other academic institutions
provided they are members of either PASUC or PAASCU and they are
strong in the chosen discipline.

6. The full fellowship privileges shall be the following:

a. Local

i)Monthly salary

B-106
 ii)Monthly stipend
iii)Semestral book allowance (uniform to all regardless of place of
study)
iv)Free tuition and other school fees like matriculation and laboratory
fees.
v)Transportation allowance (preferably boat fare)
vi)Thesis or seminar allowance (uniform to all regardless of place of
study)

b. Foreign (University counterpart)

i) Clothing allowance per Executive Order 129 as amended by

Executive Order 421 and other Executive Amendments
ii) Book allowance per Executive Order 129 as amended by
Executive Order 421
iii) The visa cost
iv) Monthly salary
v) Round-trip boat transportation between Marawi and the place
of study (whatever extra amount incurred in return trip due to
the increase of fare shall be reimbursed by the University),
when not shouldered by other granting institutions.
vi) Medical insurance, if not provided by the granting institution.

7. No payment on personal effects such as freight charges and others shall

be made to any grantee by the University.

8. In cases where the grantee received some privileges from other granting
institutions, local or foreign, the remaining privileges not covered by
the award shall be shouldered by the Mindanao State University. In
cases where foreign grants do not include transportation cost and
University APDP budget cannot afford to shoulder said cost, the
awarding shall be finalized depending on the individuals ability and
willingness to pay for his own transportation.

9. Grantees on official time only may apply or accept fellowship like

DOST, BFAR, SEARCA, etc., provided the provisions of their
contracts are not inconsistent with provisions of the MSU contract,
especially regarding return service.

10. No grantee shall be allowed to enroll at the Asian Institute of

Management if his intended field of specialization can be taken in the
University of the Philippines or in other PASUC or PAASCU member
institutions.

B-107
11. No local grantee shall be allowed to shift to foreign fellowships, except
on conditions that his study period shall not go beyond the regular
allotment or that the units previously earned be duly credited.

12. Summer study grants, subject to availability of funds, shall be awarded

the following:

a. Those who are finishing their thesis writing and who are certified
by the advisers to receive their degrees towards the end of summer.

b. The summer privileges shall be the following:

i) Book allowance
ii) Monthly salary
iii) Tuition and other school fees
iv) Roundtrip boat transportation
v) Monthly stipend

c. Academic personnel who have made full use of their study grants
but who have not finished writing their theses and who are
presently serving the University shall be allowed to defend their
theses on summer or take the comprehensive exams in case of non-
thesis masteral studies. Their transportation allowance shall be
charged against APDP funds for the respective budgets of their
units.

d. No academic personnel who have availed themselves of a summer

travel in order to defend their theses shall be allowed to enjoy the
same privilege for the second time if they failed in their first theses
defense or comprehensive examinations in the case of non-thesis
masteral program.

e. An academic staff** may be allowed to avail himself of an in-

service training during summer, provided his transportation
allowance and per diems are charged against the funds of his unit.
The Academic Scholarship Panel may review the units list of
recommendees according to relevance and prioritization.

f. All summer in-service training grants of a unit shall be funded by

that unit.

13. A fellowship award may be deferred for one semester on the basis of a
strong justification. Grants deferred for one year are considered
forfeited.

B-108
 14. Every academic unit shall develop and maintain a unit based Academic
Personnel Development Plan which must be reflective of the programs
and needs of said unit.

15. There shall be organized a standing committee known as Academic

Scholarship Panel with the following membership charged to assist the
campus administration in the effective implementation of the Academic
Personnel Development Program and the strict enforcement of this
Guidelines:

Vice Chancellor for Academic Affairs Chairman

Campus Legal Officer Member
Three (3) Senior Faculty Members Member
Campus Budget Officer Member
Special Assistant on APDP Secretary

______________________
** - Laboratory assistants, laboratory custodians, mimeographer, clerk-typist, et.al.

B-109
 MSU BOARD OF REGENTS
Minutes
------------------------------------------------------------------------------------ -----------------

RESOLUTION NO. 72, S. 1991

RESOLVED, That upon the recommendation of the University President

and the Executive Committee of the Board of Regents, BOR Resolution No. 168, S.

1990, is hereby amended to include summer equivalent loads for faculty members

holding administrative positions as herein below indicated effective immediately.

SUMMER EQUIVALENT LOADS FOR FACULTY MEMBERS HOLDING

ADMINISTRATIVE ASSIGNMENTS

Designation Equivalent Load

(Units)
1. Dean/Director/Director of /Student Affairs/Campus 3
Secretary/Registrar

2. Asst. Dean/Asst. Director/Dept. Chairman/Chief of Division

or Office/Computer Systems Analyst/Special Assistant/
College Secretary Manager of Income Generating 2
Project/Principal/Librarian/Project Leaders

3. Academic Program Coordinator/Sports Development

Coordinator / Research Study Leader/Guidance Coordinator
or Counselor/CPHT In-Charge 1

4. Section Head
0.5

APPROVED.

B-110
 MSU Board of Regents
Resolution No.109, S. 1990

IMPLEMENTING GUIDELINES FOR

BOR RESOLUTION NO. 230, S. 1989

RESOLVED, That upon the recommendation of the President of the

University and the Executive Committee of the Board of Regents, the
following guidelines for the implementation of BOR Resolution No. 230, S.
1989 is hereby approved:

1. The minimum faculty load shall be from 12 to 15 units regardless of

preparation, subject to the following conditions:

1.1. That the 12unit requirement shall apply to faculty handling

major courses in Physical Sciences and engineering and/or
graduate courses. For the Social Sciences and other related
fields, the 12-unit requirement must be a combination of basic
and/or graduate and major courses.

1.2. Post-baccalaureate non-degree courses under the Graduate

School program leading to a certificate or a diploma shall not
be given the 1.5 multiplicative factor usually given to regular
graduate courses.

2. Only loads in excess of fifteen units shall be considered overloads;

3. No faculty member shall be entitled to overload pay in excess of six

(6) units;

4. Overloads shall be allowed only in departments/units where no

faculty member has an underload.

5. Generally, faculty members designated to administrative positions,

or have approved research/extension work with reduced teaching
load shall not be allowed overload. However, in some exceptional
cases, they may be given overload teaching under the following
conditions:

B-111
 5.1. When all faculty members in the department/unit have been
given the minimum teaching load.
5.2. All other faculty members have been given overload. But in
case no member of the faculty can teach the subject, faculty
members mentioned in no. 5 above may be given overload
teaching.

6. Faculty members with underload shall be required to do research or

extension work. The project/activities to be undertaken shall be
submitted to the Office of the Vice Chancellor for Research and
Extension for approval including the progress report at the end of the
semester.

APPROVED.

B-112
 MSU Board of Regents
RESOLUTION NO. 230, S. 1989

RESOLVED, That upon recommendation of the President of the University

and the Executive Committee of the Board of Regents, the proposal that the MSU

System minimum faculty load be from 12 to 15 units regardless of the number of

preparations is hereby approved provided that only loads in excess of fifteen (15)

units shall be considered overload effective Second Semester of AY 1989-90,

provided further that no faculty member shall be entitled to overload pay in excess of

six (6) units.

RESOLVED FURTHER, That any department where some faculty

members have underloads, the same department shall not entitle their faculty to

overload, and that no faculty member designated with administrative

duties/research/extension work and receiving teaching load reduction may be granted

teaching overload unless other faculty members within the same department are given

the normal teaching load.

RESOLVED FINALLY, That faculty members who are handling

administrative designations will not be entitled to overload pay unless their total

faculty load is beyond fifteen (15) units.

APPROVED.

B-113
 MSU Board of Regents
RESOLUTION NO. 1107, S. 1976

RESOLVED, That upon the recommendation of the Acting Officer-in-

Charge, the proposed implementing rules and regulations to regulate the grant of

authority for members of the faculty and staff to practice their professions outside of

the University or engage in lawful, income-producing projects related to their work

in the University, attached hereto and marked as Annexes C-1 to C-4 as an

integral part of this resolution is hereby adopted. Provided However, That item no. 4

on conditions practice (found on Annex C, page 22 of the agenda last paragraph)

shall be entirely deleted and that members of the faculty of the University shall not

be allowed to teach in any other colleges or universities outside at MSU.

APPROVED

B-114
 MSU BOARD OF REGENTS
Resolution No. 1107, S. 1976

IMPLEMENTING RULES FOR THE GRANT OF AUTHORITY TO FACULTY

AND STAFF TO PRACTICE THEIR PROFESSIONS

The Board of Regents during its 68th Meeting held in Manila on May 4, 1976
approved in principle the grant of authority for members of the faculty and staff to
practice their professions outside of the University on condition that some kind of
controls or implementing guidelines will have to be adopted to protect the interest of
the University (Resolution No. 1043, S. 1976). In pursuance thereof, the following
implementing rules are hereby prescribed:

A. GENERAL RULE. As a general rule, all qualified faculty and staff shall
have the opportunity to practice their professions outside of the
University.

B. SPECIFIC RULE. To avail of this opportunity, members of the faculty

must meet the following qualifications:

1. They must have passed the bar and/or board examinations

conducted for the purpose.

2. They must have acquired their licenses to practice their professions

for those eligibles who have passed the bar and/or board
examinations as required by the Professional Regulations
Commission.

3. In the case of other faculty and staff without the above

qualifications, proof must be shown to indicate that they have the
capacity to undertake research or scholarly work and/or on
exceptional cases, the experience and training which qualify them
to perform the specific nature of work being applied for, any
provisions of law to the contrary withstanding.

C. CONDITIONS PRACTICE. In order that a faculty or staff may be able

to practice their professions outside of the University, the following
conditions must be fulfilled.

1. Time required to practice a profession must not, in any way,

interfere with the regular duties of the faculty or staff. Specifically,
it must not contravene with their official working hours in the
University. (Section 245, National Accounting and Auditing

B-115
 Manual, Sec. 566, Rev. Adm. Code, Ord. No. 251, June 26, 1957
and Sections 2,3 Rule XV, Civil Service Rules.)

2. In cases where the nature of the work being applied for is research-
oriented or requested by specific party(s), the same should be
related to University goals and objectives or to specific functions
of the college or department.

3. In the case of those who belong to the law, CPA, engineering,

medical and other professions which require the passing of board
examinations, the limitation prescribed above relating to office
hours of government personnel should be strictly observed.

4. In no case shall the project or work performed by the faculty or

staff who is granted authority to practice a profession under this
regulation shall directly or indirectly be in conflict with the
interests of the University.

D. PROCEDURES. The following procedures must be fulfilled for those

requesting authority to practice their professions outside of the
University:

1. A faculty member of the administrative personnel must file an

application to practice their profession or undertake a specific
nature of work outside of the University. The application or request
must indicate in broad terms the nature of the work or project,
where the work is to be performed, and such other details as may
be deemed important or prescribed by the head of agency.
Application form will have to be prescribed for this purpose.

2. The said application must be filed to the President of the University

or the unit head for those working in external units of the
University.

3. If the request is meritorious and meets the conditions herein

prescribed, the President of the University or the unit head for those
in external units of the University shall issue the needed written
authority to the faculty or personnel concerned. It shall be the
responsibility of external unit head, who is hereby authorized to act
for and in behalf of the President in matter of this nature, to see to
it that the criteria and conditions herein promulgated are strictly
observed.

B-116
 4. Permits so granted shall only be for a period of one (1) year
renewable every year if in the sound judgment of the President or
unit head the interests of the University have not been prejudiced.

E. USE OF FACILITIES OF THE UNIVERSITY. In highly meritorious

cases, the use of facilities of the University may be allowed at the sound
discretion of the President of the University or head of external units if
the following conditions are met:

1. If the project or work being undertaken by the faculty or staff is in

line with the specific functions of the college or department.

2. If the project of work being undertaken will redound to additional

experience, technical know-how or further training to students,
PROVIDED, that if student labor is to be utilized, student working
on the project must be compensated. In no case, however, shall this
be construed to mean as part of teaching assignment of the faculty.

3. If laboratory equipment of the University is to be utilized, the user

of the same shall pay a rental equivalent to 10% of the estimated
project cost if use of the equipment is continuous for eight (8) hours
or more. In no case, however, shall equipment be authorized for
use during instruction periods or regular school days.

B-117
 MSU Board of Regents
RESOLUTION NO. 1043, S. 1976

Granting Authority to Faculty and Staff of the University to

Practice their Professions Outside of the University

RESOLVED, That upon the recommendation of the President, the proposal

to grant authority to faculty and staff of the University to practice their professions

outside of the University is hereby approved in principle.

RESOLVED FURTHER, That the Vice President for MSU-IIT is hereby

directed to provide measures and/or implementing guidelines geared towards the

adoption of some kind of a control system whereby the services of the University

faculty and staff who may avail of this privilege, will not be jeopardized.

APPROVED IN PRINCIPLE

B-118
MEMORANDA

MEMORANDUM
ORDERS

MEMORANDUM
CIRCULARS

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

March 3, 2011

MEMORANDUM

TO: ALL COST CENTER HEADS

SUBJECT: IMPLEMENTATION OF GOVERNMENT APPROPRIATION ACT,

SECTION 492

Please be reminded to implement in your respective offices the Government

Appropriation Act, Section 492, whose excerpt is as follows: .. only plantilla
personnel can be assigned Memorandum Receipts (MRs) and/or Acknowledgement
Receipt of Equipment (AREs).

Anent to this ruling, casual and job order employees are therefore not eligible
for assignment of Memorandum Receipts (MR) and/or Acknowledgement Receipt
of Equipment (AREs) which are presently termed as Property Accountability
Receipts (PARS) and or Inventory Custodian Slips (ICS) for issued government
equipment/properties.

As such, for casual and job order employees whose tasks require the use of
government issued office equipment/properties, the responsibility to receive the
PARS and/or ICSs for the said equipment/property shall be assumed by the head of
office or any regular employee of the office concerned. Consequently, the pertinent
papers shall be issued to the head of office or to the regular employee assuming the
responsibility.

Moreover, the Supply office is advised to see to it that PARS and/or ICS of
equipment/properties are issued to regular employees of the Institute.

For the information and implementation of all concerned.

FOR AND IN THE ABSENCE OF THE

CHANCELLOR:

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs &
Officer-in-Charge

C-1

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

February 10, 2011

MEMORANDUM
No.- 029 OVCAA

To : All Deans/ School Director

SUBJECT : Permit to Study

Faculty members from all colleges/schools are encouraged to pursue their

graduate studies whether on ones own initiative or under the institutes APDP
provided that they enroll in programs that are in line with their Department
programs. However, please be reminded that the faculty members pursuing further
study on their own must secure a permit to study prior to enrolment in any chosen
graduate program. We have noticed that there are permits being secured on a
retroactive basis. With this, you are directed to conduct an inventory of your faculty
members who are currently pursuing graduate studies but who do not have permit to
study. These faculty members shall be given the chance to secure their permit as of
Second Semester, AY 2010-2011. Henceforth, effective AY 2011-2012 there shall
be no granting of permit to study on a retroactive basis.

For your guidance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

C-2
 OFFICE OF THE CHANCELLOR
Republic of the Philippines Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
ILIGAN INSTITUTE OF TECHNOLOGY Telefax: (063) 221-4056 (DL)
(063) 492-1173 (GLOBE)
Bldg. 4 GSIS Metro Homes
GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

December 17, 2010

MEMORANDUM CIRCULAR NO. 2010-011

SUBJECT: ADDENDUM TO MEMORANDUM CIRCULAR NO.

2009-014 RE: GUIDELINES ON THE PAYMENT OF THE
COLLECTIVE NEGOTIATION AGREEMENT (CNA)
INCENTIVE FOR 2009 TO QUALIFIED MSU-IIT
EMPLOYEES FOR APPLICATION IN THE PAYMENT
OF THE CNA FOR FY 2010

In order to put in place all details for the entitlement and non
entitlement to the Collective Negotiation Agreement (CNA) Incentive for FY
2010, Memorandum Circular No. 2009-014 re: Guidelines on the Payment of
the Collective Negotiation Agreement (CNA) for 2009 to Qualified MSU-IIT
Employees is hereby amended to include the following particulars:

Entitlement to CNA Incentive

Only those personnel who are in service as of December 15, 2010

shall be entitled to receive the CNA incentive.

Specifically:
1. Those who have served the Institute from January to December
15, 2010 shall be entitled to the determined full amount of the
CNA incentive.

2. Those who have served only a portion of FY 2010, the amount

of CNA shall be determined in accordance to the number of
months served. Thus, the determined CNA incentive for FY 2010
shall be prorated into 12 months and the number of months
served shall be the basis for the entitlement of the prorated CNA
incentive.

C-3
Example:

Personnel hired in
February = 11 months of the prorated CNA incentive
March = 10 months
April = 9 months
May = 8 months.

The above-mentioned particulars shall be in addition to the

provisions of Memorandum Circular No. 2009-014 and shall take effect only
for the above subject/purposes.

MARCELO P. SALAZAR, D.M.

Chancellor

C-4

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

November 8, 2010

MEMORANDUM CIRCULAR NO. 2010 009

SUBJECT: STRICT OBSERVANCE OF REGULAR WORKING HOURS

All administrative employees of the Institute are hereby directed to strictly

observe official regular working hours which is at 8:00 12:00 in the morning and
1:00 5:00 in the afternoon, except those covered by a duly approved flexible
working schedule. This is in view of the findings of the Civil Service Field Office
Comprehensive Personnel Management Audit conducted in MSU-IIT on October 15,
19, 20, 21, 22, 2009, as follows: that there are employees who incurred tardiness
ten (10) times a month and even more than ten (10) times a month but these employees
were not subjected to administrative sanctions prescribed under CSC MC No. 4, S.
1991 (Policy on Absenteeism and Tardiness) and that the Human Resource
Management Office did not make any report on tardiness/punctuality, undertime and
attendance of all employees of MSU-IIT which the Human Resource Management
Officer should prepare not later than two weeks after the end of every semester as
prescribed in CSC MC No. 4, S. 1991.

Henceforth, all employees who fail to observe the official regular working
hours shall be subjected to existing Civil Service Rules on Absenteeism and
Tardiness. Consequently, the Human Resource Management Office is directed to
make a monthly report of employees absences/tardiness to the Office of the Vice
Chancellor for Administration and Finance.

For strict compliance.

MARCELO P. SALAZAR, D.M.

Chancellor]

C-5

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

October 18, 2010

MEMORANDUM ORDER
NO. 2010 00236 OC

SUBJECT: IMPLEMENTATION OF OPERATIONAL GUIDELINES

AND FUNDING SCHEME POLICIES FOR THE INCOME
GENERATING PROJECTS (IGP) OF THE INSTITUTE

In view of the recommendation of the Special Committee to

formulate the Manual of Operation for the MSU-IIT IGP (S.O. No. 562, S.
2006) and upon the recommendation of the Vice Chancellor for
Administration and Finance, the following guidelines and funding scheme
policies for IGP shall be implemented:

1. The proponent/s of an IGP shall submit a proposal to the IGP Board

for approval;

2. Once approved, the IGP Board shall endorse the proposal to the
Chancellor for final approval and for issuance of a Special Order
authorizing the operation of the proposed IGP;

3. Based on the financial program of the IGP (cash program only), the
S.O. shall specify the appropriation required for one year
(annualized) or one operating cycle, whichever is shorter;

4. The S.O. shall also authorize the Budget Management Office to

appropriate such fund to the IGP proponent (Cost Center);

5. The appropriated fund shall be sourced out from the revolving fund
of FUND 161 for projects to be financed entirely by the Institute.

6. For IGPs with funding partners, the financing institution should first
deposit the said funds before any appropriation can be made;

C-6
7. For IGPs with annualized appropriations, funds shall be allotted and
released quarterly based on the IGP monthly cash programs;

8. For IGPs considered as short-ranged (less than a year) or IGPs

undertaken per transaction basis, allotments maybe released in full
amount;

9. For multiple projects to be implemented separately in different time

lines, a project completion certificate/report should be submitted by
the proponent/s to the IGP Board upon completion of the project for
evaluation, after which, the IGP Board endorses/clears the project
and recommends for the continuance/discontinuance of the
succeeding project/s;

10. There shall be no transfer or augmentation of funds without prior

approval of the IGP board. As such, the IGP board shall assess
request of this nature; and

11. Any amount left from the appropriated fund, shall be automatically
reverted back to the Institute fund and shall no longer be available for
future use by the concerned IGP proponent.

For guidance and strict compliance of all concerned.

MARCELO P. SALAZAR, D.M.

Chancellor

C-7

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

September 24, 2010

MEMORANDUM ORDER
NO. 2010 00216 OC

SUBJECT: GUIDELINES IN THE INSTALLATION OF NEW

ELECTRICAL SERVICE CONNECTIONS FOR ELECTRICAL
EQUIPMENT/APPLIANCES PARTICULARLY AIR
CONDITIONERS AND EXERCISING PRUDENT USE OF
ELECTRICAL ENERGY

In order to monitor and regulate future installations of electrical power

supply and alterations of existing ones and upon the recommendation of the Vice
Chancellor for Administration and Finance, the following guidelines in the
installation of new electrical service connections for electrical equipment/appliances
such as air conditioners shall be observed:

1. All Cost Centers requests for electrical service connection and for
energizing newly installed equipment/appliance should be made formal
addressed to the Physical Plant Division;

2. The PPD shall have the request cleared by the Office of the Resident
Electrical and Safety Engineer (RESE). This is to determine if the
additional power load can be absorbed/carried by the existing
transformer banks and to ensure proper load balancing of the entire
electrical system;

3. After clearance from the RESE, the PPD shall assign electrician/s for
the installation of the electrical service connections and the energizing
of the new equipment/appliance;

4. For installations served by the private service providers/suppliers, the

PPD shall supervise the installation and determine the location of the
unit/s to be installed. This is to ensure proper installation and placement
of the equipment. It has been noted that certain air conditioning units
are installed in spaces that block fire ladders and exits, obviously
violating safety precautionary measures. As such, the Cost Center
concerned should see to it that there is proper coordination between the
service provider and the PPD;

C-8
 5. For future acquisition of equipment/appliances, all cost centers are
advised to consult and obtain clearance from the Office of the RESE to
make certain that said items can be accommodated by the existing
transformer banks. The Heating and Ventilating, Air Conditioning and
Refrigerating Engineering Technology (HVACR) should also be
consulted on the appropriate power rating (hp) specification of the new
item to be purchased; and

6. Incoming purchase request/s should have an attached clearance from

the RESE for acceptance and/or processing by the Bids of Awards
Committee (BAC).

Furthermore, to exercise prudent use of electrical energy and to further

enforce M.O. No. 2004 355-OC, the following measures are instituted:

1. Creation of an ENERCON Patrol headed by the RESE with PPD

electricians designated as deputies;

2. The ENERCON Patrol shall monitor, report, and effect sanctions on

violations of energy users as stipulated in M.O. No. 2004-355-OC. This
includes unnecessary and improper use of electricity in air conditioning
units, lights, cooking gadgets, heaters and other similar devices;

3. Violators of M.O. No. 2004-355-OC shall be properly notified of their

infraction by the Office of the RESE up to three (3) times. In the 4 th
notice, the ENERCON patrol shall de-energize the equipment and shall
restore connection upon the submission of a written communication to
comply with the guidelines;

4. All cooking and heating appliances shall be confiscated for safe

keeping; and

5. Exemptions to these measures shall apply only to those offices/units

permitted by the OVCAF.

This Order takes effect immediately and shall remain in force, unless
amended or revoked by competent authority.

FOR AND IN THE ABSENCE OF

THE CHANCELLOR

ARNULFO P. SUPE, Ph.D.

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
C-9
of the Mindanao State University
Vice Chancellor for Academic Affairs
and Officer-in-Charge
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
 August 4, 2010

MEMORANDUM ORDER
No. 2010 00169 OC

SUBJECT: IMPLEMENTING RULES ON LEAVE OF ABSENCE/S

Upon the recommendation of the Vice Chancellor for Administration and

Finance and in order to streamline processing and recording of leave of absence/s,
prevent delay in the processing of payrolls, and maintain smooth operations, all
personnel are mandated to abide by the following rules:

1. As a rule, all types of leave should be filed in advance except for sick leave;
2. Documents for the leave of absence should reach the HRMD office at least
five (5) days before the effective date of the leave;
3. Filing of sick leave should be executed upon reporting to duty; and
4. Mandatory leave should be programmed and filed in advance to maintain
smooth office operations.

Moreover, in December of each year, all Cost Center heads should see to it
that their offices shall have a skeletal force to maintain efficient operations for year-
end transactions. It is also advised that personnel of Cost Centers who are essential
in the facilitation of year-end transactions/closing of books and other financial reports
are advised not to schedule their leave of absence during this period.

This Order takes effect immediately and shall remain in force, unless
revoked or amended by competent authority.

FOR AND IN THE ABSENCE

OF THE CHANCELLOR:

POLAUS M. BARI, D.M.

Vice Chancellor for Administration
& Finance and Officer-in-Charge

C-10
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph
October 29, 2009

MEMORANDUM ORDER
No. 09-00223 OC

TO : All Deans/ School Directors

SUBJECT : MOONLIGHTING OF CERTAIN FACULTY

MEMBERS IN VIOLATION OF CHAPTER 16 AND
BOR RES. NO. 1107, S. 1976

It has been observed that the moonlighting of certain faculty members has
become a major concern of the Institute that needs to be addressed. In the light of this
matter, faculty members are advised to strictly adhere to the regulation provided for
in Chapter 16 of the University Code and BOR Res. No. 1107, S. 1976, particularly
quoted below:

Chapter 16: Restriction

Art. 239: Without permission from the President, no member of

the faculty, official or employee of the University shall practice any profession or
manage personally any private enterprise which in any way may be affected by the
function of his office; nor shall he be directly financially interested in any contract
with the University. Violation of this provision shall be punishable by reprimand,
suspension, or dismissal from the service.

Art. 241: Permission from the President to engage in Private

practice of the profession of faculty members may granted if such private
practice may enhance their usefulness to the University or improve their
efficiency.

Art. 242: The privilege of private practice, when granted, shall be

for a definite period of one year, renewable at the discretion of the President
for another one year period, and under such conditions as may be prescribed
by him regarding the nature of work, the time of performance and other
circumstances.

C-11
 Art. 243: No member of the faculty on full-time basis may engage
in teaching outside Mindanao State University unless so authorized under a
faculty exchange agreement duly entered into with another educational
institutions.

Further, Resolution No. 1107, S. 1976 clearly states that members of the
faculty of the University shall not be allowed to teach in any other colleges and
universities outside of MSU.

To ensure adherence to these regulations, all deans/school directors and

department chairpersons are directed to closely monitor faculty members of their
respective colleges/schools and departments, and report to the Office of the Vice
Chancellor for Academic Affairs any violation thereof.

For strict compliance.

MARCELO P. SALAZAR, D.M.

Chancellor

C-12
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

October 26, 2009

MEMORANDUM
No. 09-137 OVCAA

TO : All Deans/School Directors

All Department Chairpersons
All Faculty Members

SUBJECT: REMINDER ON THE TRANSFERRING OF

STUDENTS FROM ONE SECTION TO ANOTHER

Effective Second Semester, AY 2009-10 and the succeeding semesters,

faculty members are hereby directed to strictly observe Institute Policies regarding
the transfer of students from one section to another. To avoid future problems, you
are strongly advised not to accept students without prior approved Academic
Revision Permit.

For your information and guidance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

Cc: All Deans/School Directors

Department Chairs
Acting Registrar

C-13

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

August 26, 2009

MEMORANDUM ORDER
No. 2009 00176 OC

SUBJECT: PERMIT FOR WORK/ACTIVITIES DONE INSIDE THE

CAMPUS AFTER REGULAR WORKING/CLASS HOURS

It has been observed that a number of faculty members and staff are
rendering work inside the campus after their regular working or class hours and on
weekends entailing the use of light and various electrical equipment, which has
contributed to the Institutes increasing electricity bill. Furthermore, in many of these
instances, the concerned employees do not have permit to undertake such
overtime/overnight work.

In order to regulate use of power in the Institute as well as curb an irregular

practice, all employees, except those who have earlier been granted authority to
conduct rehearsals and other related activities after class hours through special orders
such as the resident cultural groups of the Institute, are hereby enjoined to first seek
the approval of concerned Institute officials before any overtime/overnight work may
be conducted. For this purpose, the attached prescribed form shall be used.

Furthermore, the security and Investigation Division (SID) is directed to

strictly monitor all activities conducted after office hours not only for security
reasons, but also for the above purposes. It shall conduct routinary inspections and
recording of such activities and should therefore be allowed access in the workplace
specified in the permit.

Henceforth, activities done after regular office or class hours, including

those that are class-related or for research purposes, will not be allowed unless with
proper permission.

FOR AND IN THE ABSENCE

OF THE CHANCELLOR:

POLAUS M. BARI, D.M.

Vice Chancellor for
Administration &
Finance and Officer-In-
Charge

C-14
PERMIT TO WORK OVERTIME /OVERNIGHT ON WEEKENDS INSIDE THE
CAMPUS AND TO USE CERTAIN INSTITUTE EQUIPMENT AND
FACILITIES

_________________
Date

Dear ___________________:

This is to request permission to work overtime/overnight inside the

campus, specifically at ________________________ on __________ from
_________ to ___________ in order to ____________________________.

This is to further request for the use of the following office equipment.

[ ] Computer [ ] Electric Fan [ ] Radio

[ ] Aircon [ ] Television [ ] Others (specify) _____
[ ] Ceiling Fan [ ] Photocopying Machine __________________

Requesting approval,
_______________
Name & Signature
of Personnel

Recommending Approval:

_____________________________ __________________________
Department Chair/Cost Center Head Dean/ Director
(For Faculty Members Only)

APPROVED:
_________________________
OC/VCAAVCAF/VCRE

Copy Furnished:
_____ The Security & Investigation Division

C-15
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

April 24, 2009

MEMORANDUM
No. 09 075 OVCAA

TO : All Deans/Director, SET/Principal, IDS

SUBJECT : PRESCRIBED FORM AUTHORIZING APPLICANTS

TO BE INTERVIEWED FOR HIRING

As part of streamlining our procedures on faculty recruitment, herewith is a

form to be used when requesting authority to hire faculty members and/or lecturers.

After securing approval, screening and interview will be conducted. In the conduct

of the interview, the guidelines on faculty recruitment as enumerated in Memo No.

098-OC, dated May 2, 2008 shall be observed.

For your guidance.

ARNULFO P. SUPE. Ph.D.

Vice Chancellor for Academic Affairs

C-16
 OVCAA
Form 8
Mindanao State University
ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City

AUTHORITY TO INTERVIEW/SCREEN APPLICANTS

Date: _________________________

Department: ___________________ College/School: _________________

Faculty Members: For AY/Semester: ______________

Number to be hired: ______ Minimum Qualification required:

_________________________________
Reason:______________________________________________________

Lecturers: For AY/Semester: _______________

Number to be hired: ______ Minimum Qualification required:

__________________________________
Reason:
_____________________________________________________________

Requested by:

___________________________
Chairperson/Cost Center Head

Recommending Approval:

___________________________ ____________________________
Dean/Director Vice Chancellor for Academic
Affairs

APPROVED:

____________________________
Chancellor

C-17

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

April 17, 2009

MEMORANDUM
No. 09 066 OVCAA

TO : All Deans/Directors, SET/Principal, IDS

SUBJECT : HIRING OF LECTURERS, 1ST SEM., AY 2009-10

A copy of Memo 08-002 re; Guidelines in Hiring Lecturers is hereby

furnished for you to implement when hiring Lecturers this summer and the
succeeding semesters. Please take note of the underscored provisions. Any deviation
should be immediately reported to this office.

For your information and guidance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

Cc: Acting Registrar

C-18

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

April 16, 2009

MEMORANDUM
No. 09-064 OVCAA

TO : All Deans/Director, SET/Principal, IDS

SUBJECT : REVISED APPLICATION FORM FOR PERMIT TO

STUDY

You are informed to adopt the attached form to faculty members and/or staff

of your college/unit who wish to take graduate courses while on full-time job. You

are also reminded that a maximum of only six (6) units is allowed. Please keep a copy

of this form in your respective offices.

For your guidance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

C-19
 Mindanao State University
ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City

APPLICATION FOR PERMIT TO STUDY

(for Faculty Members and Academic Non-Teaching Employees)

Name of Applicant: _______________________ Date of Filing: _________

Position: ___________________ School/Office:______________________

Degree Program to be or being pursued: ____________________________

Name and Location of School/University: ___________________________

Semester: ______ Academic Year: _______

No. of Semesters previously enrolled in same program: ____

COURSES UNITS DAY/TIME

__________________ _______________ _______________
__________________ _______________ _______________
__________________ _______________ _______________

TOTAL __________________

________________________________
Signature of Applicant

I certify that program being pursued is:

Within Departments/Offices Thrust Recommending Approval:

Personal Improvement Only

______________________________ _____________________________
Chairperson/Head of Office Dean/Director

APPROVED: Valid for faculty/staff development purposes

For monitoring purposes only

______________________________________
Vice Chancellor for Academic Affairs
C-20
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

March 2, 2009

MEMORANDUM
No. 09 042 OVCAA

TO : All Deans/Director, SET

Acting Registrar

SUBJECT : SUPPLEMENTAL NO. 2 TO MEMO NO. 09-19 OF THIS

OFFICE CONCERNING THE WEARING OF SABLAY
FOR FACULTY MEMBERS

Upon the recommendation of the Task Force Chairperson on Sablay, and

as presented in the Institute Council meeting on January 21, 2009, herewith are the
guidelines on what attire to wear with the Sablay during the respective
College/School Recognition Ceremony on March 30 & 31, 2009:

The Sablay is to be worn on top of off-white, or flesh color garment,

preferably but not necessarily barong for Institute officials and faculty
members.

For men: off-white, flesh color or ecru barong or polo barong or polo shirt
worn with black slacks.

For women: off-white or flesh color whole dress, or blouse and skirt, or
blouse and slacks; the skirt and slacks should also be off-white or in flesh
color. The length of the dress/skirt should at least be two inches below the
knee. The whole dress or blouse should be with sleeves.

You will still have to be ready with the traditional academic gown of we fail
to get BOR approval for its use during the Commencement Exercises on April 1,
2009.

For the guidance of all concerned.

ARNULFO P.SUPE, Ph.D.

Vice Chancellor for
Academic Affairs

Cc: Chairperson, Task Force Sablay

C-21
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

February 3, 2009

MEMORANDUM
No. 09-020 OVCAA

TO : All Deans/Director, SET/Principal, IDS

SUBJECT : NEW ACADEMIC PERSONNEL DEVELOP-

MENT PROGRAM (APDP) FOR AY 2009-2010

To give us ample time in the processing of new Academic Personnel

Development Program (APDP) for AY 2009-2010, you are reminded to
determine as early as this time, the candidates for faculty development of your
respective college.

Academic Personnel Development Program requires team effort in

the department, which needs collaboration and sacrifice among its team
members. As a general rule, faculty members to be sent on study grant under
the program will not necessitate hiring of new faculty members in the
department. Faculty loading in the department can be done on the basis of
overloading and/or hiring of lecturer/s only. Likewise, schools to be selected
for any program must be perceived to be better than MSU-IIT. Level of
accreditation in the program applied for will be helpful for the scholarship
panels decision. Furthermore, it must meet the minimum requirements
prescribed under existing regulations (see attached). Faculty members are
also encouraged to apply for external scholarships.

Your recommendation shall be supported by the detailed plans of the

departments Academic Personnel Development Program (APDP).

This will facilitate the evaluation process to be done by the Academic

Scholarship Panel (ASP).

C-22
 The following deadlines for recommendations shall be observed:

For those applying for a

grant effective on the
Deadline

First Semester March 15 of each year

Second Semester August 31 of each year

For your guidance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

Cc: Chairman, ASP

C-23

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

January 9, 2009

MEMORANDUM ORDER
No. 2009 00007 OC

SUBJECT : ANNUAL FIVE-DAY FORCED/MANDATORY

LEAVE OF OFFICIALS AND EMPLOYEES

Quoted hereunder is the main text of Section 25 of the Omnibus

Rules on Mandatory Leave:

Section 25. Five Days Forced/Mandatory Leave. All officials and

employees with ten (10) days or more vacation leave credits shall be required
to go on vacation leave whether continuous or intermittent for a minimum of
five (5) workings days annually under the following conditions:

(a) The Head of the Agency shall, upon prior consultation with the
employees, prepare a staggered schedule of the mandatory five-
day vacation leave of officials and employees, provided that he
may, in the exigency of the service, cancel any previously
scheduled leave.

(b) The mandatory annual five-day vacation leave shall be forfeited

if not taken during the year. However, in cases where the
scheduled leave has been cancelled in the exigency of the service
by the head of the agency, the scheduled leave not enjoyed shall
no longer be deducted from the total accumulated vacation leave.

(c) Retirement and resignation from the service in a particular year

without completing the calendar year do not warrant forfeiture of
the corresponding leave credits of concerned employees who
opted not to avail of the required five-day mandatory vacation
leave.

(d) Those with accumulated vacation leave of less than ten (10) days
shall have the option to go on forced leave or not. However,

C-24
 officials and employees with accumulated vacation leave of
fifteen (15) days who availed of monetization for ten (10) days,
under Section 22 hereof, shall be required to go on forced leave.
(Amended by CSC No. 41, S. 1998).

In line with this, all Cost Center Heads are hereby directed to prepare
a Schedule of Forced Vacation Leave for the officials and employees in their
respective offices, which shall become a part of the annual vacation leave that
an official or employee may avail of during the year.
In the preparation of such schedule, utmost care and due
consideration must be observed to avoid disruption in the functions of the
concerned office or unit, so as not to prejudice or affect expected services to
the public.

The said schedule shall be submitted to the Head of HRMD on or

before January 30, 2009 to serve as guide in the processing of vacation leaves
of employees.

For guidance and strict compliance.

MARCELO P. SALAZAR
Chancellor

Republic of the Philippines

Mindanao State University ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City 9200 Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph
Philippines

C-25
 November 24, 2008

MEMORANDUM
No. 08 171 OVCAA

TO : All Deans; Director, SET; Principal, IDS

SUBJECT : REVISIONS ON OVCAA FORM NO. 2

As a part of administrative processes and monitoring, we are revising the

OVCAA Form No. 2 (see sample attached).
The revised form will be used starting the Second Semester, AY 2008-09.
All colleges/schools are required to attach this form in the overload payrolls together
with the Notice of Teaching Load. In accordance with BOR Res. 73, Series of 1991,
only a maximum of nine (9) units should be reflected as overloads. If the total
overload units exceeds nine (9) units, please indicate the particular course with the
corresponding units that will be slashed. If the overload is an offering of another
college, indicate the college that offers the loading. In case of modification in the
teaching load assignments, you are directed to upgrade this form and attach the other
supporting papers in the payrolls.

For your guidance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs
Over-
Total

load

demic Affairs

C-26
_______
 NAME OF THE COLLEGE REVISED OVCAA FORM NO. 2

Summary of Faculty Load

2nd Semester 2008-2009

NAME OF THE DEPARTMENT

Actual Admin Total OVERLOAD (Maximum of 9 units only)

Teaching Load Load
Faculty/Lecturer*/GTA** Load (AL) (ATL Regular Grad G H S S Nur Load
(ATL) +AL) e R E C sing from
n M T S other
E S S college

C-27
d P P s
(Indica
te the
Colleg
e)

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

October 13, 2008

MEMORANDUM ORDER
No. 2008- 00248 OC

SUBJECT: PRESCRIBED RULES AND REGULATIONS ON

ERRONEOUS ENTRY OF GRADES AND LATE
SUBMISSION OF GRADES BY FACULTY

Pursuant to BOR Res. No. 43, S. 2006 amending Resolution No. 161,
S. 1994, and upon the recommendation of the Vice Chancellor for Academic
Affairs, the following shall be the sanctions in relation to erroneous entries of
grades and submission of grades beyond the deadline, as set by the Institute
Registrar:

A. Erroneous Entries of Grades (as determined by the Institute

Council):

1. 1st Offense - a written reprimand from the Chancellor,

cc: Chairperson, Dean, and HRM Office;

2. 2nd Offense - suspension from 1 to 15 days without pay;

3. 3rd Offense - suspension from 16 days to 30 days

without pay;

4. 4th Offense - dismissal due to gross negligence.

B. Late Submission of Grades:

1. 1st Offense - a fine of Fifty pesos/subject/day and a

written reprimand from the Chancellor, Chairperson,
Dean, and HRM Office;

C-28
 2. 2nd Offense - a fine of One Hundred Pesos/subject/day
and a written reprimand from the Chancellor, cc:
Chairperson, Dean, and HRM Office;

3. 3rd Offense - Fifty percent (50%) of one day

salary/course/day and a written reprimand from the
Chancellor, cc: Chairperson, Dean, and HRM Office.

Furthermore, the erring faculty member shall be made to explain

before the Institute Council in addition to the aforementioned sanctions. In no
case, however, shall a penalty be imposed to faculty member without
affording him/her due process.

For guidance and strict compliance.

MARCELO P. SALAZAR
Chancellor

C-29
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

May 2, 2008

MEMORANDUM
No. 2008 056 OVCAA

TO : All Deans
Director, SET
Principal, IDS

SUBJECT : BENCHMARKING DEGREE OFFERINGS

As an aid to planning and decision making, all departments

shall rank their program offerings with respect to other
universities/colleges nationwide. Any criteria used in quality
assessment and/or accreditation can be the basis for the ranking. The
department may even use their own criteria, provided they can properly
defend it.

Faculty members of a department shall meet for this purpose

and come up with names of universities/colleges in the Philippines
offering the same program and decide which among the
universities/colleges belong to top (5) or top ten (10). The ranking may
include MSU-IIT, if a department believes that MSU-IIT is one of the
C-30
top schools in a particular program. The report of the ranking shall be
signed by at least four senior faculty members of the department and
its Chairperson. It shall be endorsed by the Dean and
shall be submitted to the Office of the Vice Chancellor for Academic
Affairs. The attached template shall be the format of the report. This
report shall be submitted not later than May 30, 2008.

For your compliance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

C-31
 MSU-Iligan Institute of Technology
Iligan City

OVCAA Form 6 Date: _____________

College/School: _______________________________________________
Department: __________________________________________________
Title of Degree Program: ________________________________________

Top Ranking Universities/Colleges in the Country offering the same/similar

program:

Name Location/Address

1. ________________________ ________________________

2. ________________________ _________________________

3. ________________________ ________________________

4. ________________________ _________________________

5. ________________________ _________________________

6. ________________________ ________________________

7. ________________________ ________________________

8. ________________________ ________________________

9. ________________________ _________________________

10. ________________________ ________________________

C-32
Brief description of criteria used: (use separate sheets if this page is not
enough)

Submitted by:

_____________ _____________ _____________ _____________

Name/Signature Name/Signature Name/Signature Name/Signature
Senior Faculty Senior Faculty Senior Faculty Senior Faculty
Member Member Member Member

Endorsed:

_____________________________
Department Chairperson

C-33
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph
May 2, 2008

MEMORANDUM ORDER
No. 098 OC

TO : All Deans
Director, SET
Principal, IDS

SUBJECT : REVISED GUIDELINES FOR THE HIRING OF

FACULTY MEMBERS

Upon recommendation of the Academic Planning Council and the

Vice Chancellor for Academic Affairs, and as a part of our continuous

improvement of administrative processes, the revised guidelines for the hiring

of faculty members as attached, are hereby prescribed for implementation

effective immediately.

For the guidance of all concerned.

MARCELO P. SALAZAR
Chancellor

Distribution:
All concerned
HRMO
Chairman, APP
All others concerned

C-34
 Guidelines for the Hiring of Faculty Members

Objectives:

1. To standardize the hiring system for faculty members

2. To establish the hiring criteria
3. To ensure the hiring of faculty members with the appropriate
competencies, attitude and values

The Hiring Process:

1. All Colleges/Schools must have a faculty screening panel which

shall evaluate/screen all applicants on the basis of a duly approved faculty
hiring request form. The form states the need for an additional faculty
member, the reason for the need, and the qualifications of the faculty to be
hired.

2. The College/School Screening Panel shall have a minimum of

five (5) members. It shall comprise of at least two Department
Chairpersons, one of which is the Chair of the Department hiring an
additional faculty member; at least two tenured faculty members of the
hiring Department, the Institute HRMO, and/or a representative of the
VCAA. The Chair of the hiring Department shall head the College/School
Screening Panel.

3. The Department which has identified the need for an additional

faculty member shall fill up the hiring form at least two (2) months before
the next enrollment period. The Dean/Director endorses the request to the
Chancellor through the VCAA.

4. The Department advertises the job opening immediately after

getting the approval for hiring by the Chancellor. The advertising media
include broadsheets, TV, radio, and the IIT Website.

5. Application documents shall be subjected to preliminary

screening by the Department, based on Criteria A to C of Form No. 1 and
other specific requirements of the Department/College, such as passing
licensure examinations.

C-35
 6. Prior to the teaching demo and personality interview,
shortlisted applicants, as evaluated by the Department based on Criteria A to
C of Form No. 1 and other requirements set by the Department and
College/School:

a. should take the Personality Test at the Institute

Guidance Office and the results of the test should be made known to the
hiring Department and College/School;

b. should provide the necessary documents:

i. clearances (barangay, police, NBI and clearance

from last employer, if applicable)

ii. NSO-authenticated birth certificate

iii. if married, an NSO-authenticated marriage

contract

c. should provide three (3) character references (including

a former professor and the last employer, if applicable) with their
respective contact numbers; the hiring Department should interview at least
two (2) character references.

7. The Department Chair endorses the shortlisted applicants to

the Dean/Director who schedules the lecture demo (except for applicants
established in their respective fields of specialization) and interview of the
applicants.

8. The Chair of the College/School Screening Panel makes

recommendations for hiring to the Dean/Director based on the results of the
panel evaluation.

9. The Dean/Director considers the recommendation and endorses

the selected applicant to the VCAA who endorses it to the Academic
Planning Committee (APC) by the middle of May or October.

10. The Chancellor approves the hiring based on the

recommendation of the APC.

C-36
 11. After the hiring decision:

a. the Academic Promotion Panel (APP) representative of

the College/School shall gather documents for the initial rank of the new
hire and submits these to the APP within the week;

b. the College gives preliminary orientation on

Department, College/School, and Institute policies and core values to the
new faculty member;

c. the Institute, through the OVCAA and HRMO, provides

formal orientation on the Institute policies and core values to the new
faculty members.

C-37
Form No. 1
Proposed Criteria for Recruiting Faculty Members

Criteria Particulars Maximum Points

A. Educational Doctoral degree
30
Attainment MA/MS degree
(30%) Bachelors degree 25
20
B. Scholastic Record Summa cum laude or its
15
(20%) equivalent*
- Bachelors degree Magna cum laude or its 12
equivalent* 8
Cum laude or its equivalent*
5
GPA of 1.751-1.999
- Any graduate GPA of 1.000-1.250
5
degree
C. Work Experience
(10%)
5 years 5
- Teaching or 4 years
related work 4
experience
3 years 3
2 years 2
1 year 1
D. Other Professional
Qualifications (5%)
- Licensure Exam 1st and 2nd placer 5
3rd to 5th placer 3
6th to 10th placer 1

- Non-Licensure CS Professional, 1st and 2nd

placer 5
Exam
3rd to 5th 3
placer 1
6th to 10th
placer

International
National

C-38
 - Awards Regional
5

3
1
E. Lecture Demo Mastery of subject matter
(20%)
Content of lecture 4
Organization of lecture 4
Communication skills
Manner of speaking 4
- Voice & speech:
expressing clearly & adequately
Ability to express ideas 4
- Logical, clear & convincing
Audience rapport 4
- Ability to create an
atmosphere conducive to
learning; ability to stimulate
discussion
F. Personality Interview Appearance
3
(15%)
- Grooming, alertness,
fitness
Commitment to
2
teaching/Institute
- Shows dedication to
teaching & loyalty to Institute
given situational factors
Maturity of judgment 5
- Analytical & resourceful,
shows vision yet practical
Emotional Stability 5
- Composure, cheerfulness,
ability to withstand stress,
manage problems & conflicts
* For those who did not meet school residency requirements
Note: Cut-off score for hiring = 50 pts.

C-39
Form No. 2

Mindanao State University

ILIGAN INSTITUTE OF TECHNOLOGY

EVALUATION OF APPLICANT FOR A TEACHING POSITION

Name of Applicant _______________________________________

Department & College/School ______________________________

Date of Interview _____________________________

CRITERIA Maximum Points

Points Earned

A. Educational Attainment (30%)

30
Doctoral degree
MA/MS degree 25
Bachelors degree 20
B. Scholastic Record (20%)
- Bachelors degree 15
Summa cum laude or its equivalent 12
Magna cum laude or its equivalent 8
Cum laude or its equivalent
5
GPA of 1.751-1.999
- Any Graduate Degree
GPA of 1.000-1.250 5
C. Work Experience (10%)
- Teaching or related work experience
5 years 5
4 years 4
3 years 3
2 years 2
1 year 1

D. Other Professional Qualifications (5%)

- Licensure Exam
1st and 2nd placer
3rd to 5th placer

C-40
 6th to 10th placer
- Non-Licensure Exam
5
CS Professional, 1st and 2nd placer
3rd to 5th placer 3
6th to 10th placer 1
- Awards
International 5
National 3
Regional
1

5
3
1
E. Lecture Demo (20%)
20
(See Form No. 3)
F. Personality Interview (15%)
15
(See Form No. 3)
Total
Rated by:

___________________
Name & Signature

C-41
 Form No. 4

Mindanao State University

ILIGAN INSTITUTE OF TECHNOLOGY

SUMMARY OF LECTURE DEMO AND PERSONALITY INTERVIEW

RATINGS OF APPLICANTS FOR A TEACHING POSITION

Department & College ______________________________

Date ________________________

Name/s of Mastery of Communica- Personality

Applicant/s Subject tion Skills Audience Appearance,
Matter Manner of Rapport Commit- Total Rank
Course Speaking & ment, Percen-
Content & Ability to Maturity of tage
Organization Judgment &
Present Ideas
Emotional
Stability
(8%) (8%) (4%) (30%)
(10%)

Prepared by:

__________________________________
Name & Signature of Department Chair

C-42
 CRITERIA Very Poor 20 30 40 Average 60 70 Good 90 Excellent Equivalent
10 50 80 100 Points
Part I.
A. Mastery of subject matter
(40%)
1. Course content (20%)
(Course coverage during lecture
demo)

C-43
2. Organization of lesson (20%)
(Presentation outline)

B. Communication Skills (40%)

1. Manner of speaking ((20%)
(Voice & speech: expressing
clearly & adequately)

2. Ability to present ideas

(20%) (Logical, clear &
convincing)
C. Audience Rapport (20%)
(Ability to create an atmosphere
conducive to learning; ability to
stimulate discussion)
Total for Part I
Form No. 3
Mindanao State University
ILIGAN INSTITUTE OF TECHNOLOGY

LECTURE DEMO AND PERSONALITY INTERVIEW RATING OF APPLICANTS FOR A TEACHING POSITION

Name of Applicant ___________________________ __ Date of Interview _________________________

Department & College _______________________________

C-44
 CRITERIA Very Poor 20 30 40 Average 60 70 Good 90 Excellent Equivalent
10 50 Rated by: 80 100 Points
Part II.
______________________
D. Personality (100%)
Name & Signature
1. Appearance (20.00%)
(Grooming, alertness, fitness)

2. Commitment (13.33%)
(Shows dedication to
teaching & loyalty to Institute
given situational factors)

3, Maturity of judgment (33.33%)

(Analytical & resourceful,

C-45
shows vision yet practical)
4. Emotional stability (33.33%)
(Composure, cheerfulness,
ability to withstand stress, manage
problems & conflicts))

Total for Part II

 Form No. 4

Mindanao State University

ILIGAN INSTITUTE OF TECHNOLOGY

SUMMARY RATING OF APPLICANTS FOR A TEACHING POSITION

Department & College ________________________ Date of Interview _________________

Educational Scholasti Work Other Personality Total

Name of Attainment c Record Experience Professional Lecture Interview Points
Rank
Applicant Qualification Demo
(30%) (10%) s (15%) (100%)
(20%) (5%) (20%)

C-46
Prepared by:
_____________________________________
Name & Signature of Chair
College/School Sceerining Panel
 FLOW CHART OF THE HIRING PROCESS OF NEW FACULTY MEMBERS

Request for
additional
faculty

Announcement of hiring in
Recruitment broadsheets, TV, radio and in the
IIT website

Dean/Director
Shortlisting of applicants by hiring Lecture demo and Recommendation endorses qualified
Screening Department; short-listed applicants interview of to Dean/Director of applicant(s) to VCAA
take Personality Test shortlisted qualified who endorses them

C-47
applicants applicant(s) to the APC

Hiring Chancellor approves the hiring

Decision based on APC recommendation

Granting of APP representative of the APP representative submits

initial rank College/School gathers the needed these to the APP
documents

Orientation of College/Director gives initial Institute, through the OVCAA

new faculty orientation to new faculty & HRMO gives orientation on
policies & core values
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

January 24, 2008

MEMORANDUM : Human Resource & Management Office

All Cost Centers

SUBJECT : FORMS FOR JOB ORDER AND

CONTRACT OF SERVICE FOR ALL
CONTRACTUAL EMPLOYEES OF
THE INSTITUTE

Attached are the sample forms for Job Order and Contract of

Service of all contractual employees, faculty or staff, in the Institute.

You are advised to use these forms for the preparation of

employment contracts of these employees in your respective offices.

For strict compliance.

MRCELO P. SALAZAR
Chancellor

C-48
 CONTRACT OF SERVICE

KNOW ALL MEN BY THESE PRESENTS:

This contract made and entered by and between:

___________________, (a government agency) with office address at
___________________________________, herein represented by
_____________________, ________________________ hereinafter
referred to as the First Party,

-and-

________________________, of legal age, Filipino and with

residence/office address at _________________________________,
hereinafter referred to as Second Party,

-WITNESSETH-

1. That the First Party is in need of the services of the Second Party who
shall perform work not performed by the regular personnel of the
Second Party;

2. That the Second Party has signified his/her intention, to which the
First Party has accepted, to provide the service needed by the latter;

3. That the Second Party hereby possesses the education, experience

and skills required to perform the job as described herein;

4. That the Second Party attests that he/she is not related within third
degree of consanguinity or affinity to the: 1) hiring authority and/or
2) representative of the First Party, that he/she has not been
previously dismissed from government service by reason of an
administrative offense; that he/she has not already reached the
compulsory retirement age of sixty-five (65)

5. That in view hereof, the Second Party is hereby contracted as

a__________________for the period of _________________ in
consideration of the daily rate of _____________________, to paid
on a _____________________ basis.
C-49
 6. That as a ___________________________, the Second Party is
expected to perform the following functions:

(The functions to be performed by the Second Party shall be

enumerated)

7. That the Second Party shall perform work at a time and schedule to
be agreed upon by both parties;

8. That it is understood that this contract does not create an employer

employee relationship between the First Party and the Second Party,
that the services rendered hereunder are not considered and will not
be accredited as government service; and that the latter is not entitled
to benefits enjoyed by the regular personnel of the First Party.

IN WITNESS WHEREOF, both parties have hereunto set their hands this
________________ day of _________, 201 __ at
________________________________________.

_______________________ ______________________
Name of Agency Second Party

by: ________________________
Representative

Signed in the presence of:

_______________________ _____________________
Budget Officer HRM HEAD

______________________________
Chief Accountant

ACKNOWLEDGMENT
C-50
REPUBLIC OF THE PHILIPPINES)
_____________________________) S.S.

BEFORE ME, a Notary Public for and in the above jurisdiction

personally appeared the following:

NAME COM. TAX CERT. NO. DATE/PLACE ISSUED

known to me to be the same persons who executed the foregoing instrument

and acknowledged to me the same is their own free will and voluntary act and
deed.

This instrument consists of (actual no. of) pages including this page
wherein this Acknowledgment is written, and is signed by the parties and their
instrumental witnesses on each and every page hereof.

WITNESS MY HAND AND SEAL, this _________ day of

_________ 201___ at _____________________________________,
Philippines.

_____________________________
NOTARY PUBLIC

Doc. No. ___;

Page No.____;
Book No. ____
Series of 201 ___

C-51
 JOB ORDER

PERIOD OF
EMPLOYMENT FUNDING/CH OFFICE Acknow-
NAME DESIGNATION RATE/DAY
ARGES ASSIGNMENT ledgment

FROM TO

C-52
The said job order shall automatically cease upon its expiration as stipulated above, unless renewed. However, services of any
or all of the above-named can be terminated prior to the expiration of this Job Order for lack of funds or when their services are
no longer needed. The above-named hereby attests that he/she is not related within the third degree of consanguinity or affinity
to the: 1) 1) hiring authority and/or 2) representatives of the hiring agency; and he/she has not been previously dismissed from
government service by reason of an administrative offense; that he/she has not already reached the compulsory retirement age
of sixty-five (65). Furthermore, the service rendered hereunder is not considered or will never be accredited as government
service.

Prepared by: Certified as to the existence of Appropriation/Obligation: Recommending Approval:


Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

January 10, 2008

MEMORANDUM

TO : All MSU-IIT Employees

SUBJECT: MANDATORY SUBMISSION OF SWORN STATEMENT OF

ASSETS AND LIABILITIES TO THE OFFICE OF THE
OMBUDSMAN

Pursuant to R.A. 6713, all public officials and employees are required to file
in four (4) copies under oath the Statement of Assets, Liabilities and Net Worth
(SALN), Disclosure of Business Interest and Financial Connections including those
of their households, and disclosure of relatives in the government.

Further the provisions of Section 8 (1) of R.A. 6713 and in accordance with
Ombudsman Memorandum Circular No. 95-13, all officials and employees from
MSU-IIT are to file their SALN or a violation of Sec. 8 is punishable with
imprisonment not exceeding five (5) years, or a fine not exceeding five thousand
pesos (5,000.00) or both, and in the discretion of the court of competent jurisdiction,
disqualification to hold public office.

To avoid future problems related to non-compliance, all MSU-IIT

employees are enjoined to submit their sworn Statement of Assets, Liabilities and
Net Worth (SALN) to the HRM Office on or before March 15, 2008.

Forms are available at your respective Cost Centers or you can browse it in
this site (http://msuiit.edu.ph/forms/assets/) the filled-up forms will be forwarded to
the Office of the Ombudsman, Davao City Branch by the HRM Office, this Institute.

For compliance.

FOR AND IN THE ABSENCE OF THE

INSTITUTE OFFICER-IN-CHARGE

POLAUS M. BARI, D.M.

Vice Chancellor for Administration & Finance

& Officer-In-Charge

C-53
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

January 3, 2008

MEMORANDUM
No. 08-002 OVCAA

TO : All Deans/Director, SET/OIC, SCS/Principal, IDS

SUBJECT : GUIDELINES IN HIRING LECTURERS

The rationale under BOR Res. No. 95, S. 2005 amending BOR Res.
No. 6, S. 2005 and BOR Res. No. 5, S. 1992, states that:

Lecturers are normally hired because of their expertise and

experience in their fields of specialization where none is available in the
Institute. Through the years however, even new graduates have been hired as
lecturers to fill the human resource requirement of the college when its
regular faculty members are already having maximum teaching load, or as
substitutes when regular faculty members are sent for advanced studies.

Consequent with the above rationale and to put in proper perspective

the hiring of lecturers, herewith are additional guidelines in its hiring:

1. Assistant lecturers are to teach service or rudimentary courses

only.

2. Associate lecturers may be assigned major courses offered in a

program, provided he/she have a stint of lecturing with the
department or college for at least two (2) semesters, and have
displayed a consistent student teaching efficiency rating of at
least 85%. The same treatment shall be prescribed to
administrative staff assigned with teaching loads, and faculty
members from other MSU units. Associate lecturers shall not be
hired for the purpose of teaching service or rudimentary courses
only.

C-54
 3. Lecturers and Professorial lecturers are to teach graduate courses.
They shall not be hired for the purpose of teaching service or
rudimentary courses only. For those who used to lecture in the
Institute, he/she must have consistent student teaching efficiency
rating of at least 85%.

The compensation of lecturers is paid on the basis of actual contact

hours. Laboratory hours are paid equivalent to 50% of the lecture hour. This
is in accordance with BOR Res. 893, S. 1985 which is not amended in the
subsequent revision

Lecturers have no privileges to attend seminars and they shall not be

assigned mission activities in the department, especially one that requires
travel. No lecturers shall be authorized to hold field trips of his/her class/es.

For purposes of programming and scheduling, their engagement shall

be done on semestral basis. Thus, no lecturers shall be hired when he/she is
expected to take a leave within the semester.

This order takes effect immediately and shall remain in force, unless
revoked by competent authority.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs
& Officer-in-Charge

Distribution:
All Concerned

C-55
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

July 11, 2007

MEMORANDUM
No. 07 074 OVCAA

TO : All Deans/School Directors/Principal, IDS

Director, DSA

SUBJECT : REVISED FORM TO AUTHORIZE THE

HOLDING OF EDUCATIONAL FIELD
TRIPS

Effective immediately, you are hereby advised to use the

revised form for any request to hold field trips involving students
(attached).
The Division of Student Affairs, who is the custodian of permit
forms shall immediately replace the existing form. However, for other
activities, other than field trips, the existing form can still be used.

For the guidance of all concerned.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

Mindanao State University

ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City
C-56
 AUTHORITY TO HOLD EDUCATIONAL FIELD TRIPS

Date of Application: __________________________________________

Name of Organization/Class: ____________________________________
Name of Adviser: ______________________________________________
Destination: __________________________________________________
Date and Time of Departure: _____________________________________
Expected Date and Time of Arrival:________________________________

Requesting Approval: ___________________________________________

Class Representative or President of Organization
Certification:
I certify that the trip is a necessary supplement to classroom teaching; that
the students are not required to join the trip; that missing the trip will not result in the
diminution of class standing; that cheaper alternative activities are allowed for
students who cannot afford the expenses for the planned trip; that proper
arrangements are made with other faculty members whose classes are affected by this
trip; and that total cost per student for the said trip is:

PhP _______.
_________________________________________
Class Instructor/Professor or Organization Adviser

Certification/Recommendation:

I certify that the guidelines/requirements for field/educational trips as

provided for in Memo Order No. 2005-023 are followed, thus I recommend the
holding of said activity:

____________________ _______________________
Department Chairperson College Dean/ School Director

_____________________
Director, Student Affairs

Approved:
________________________________
Vice Chancellor for Academic Affairs

Note: Activity must be approved at least three (3) days before scheduled departure

Republic of the Philippines

Mindanao State University ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City 9200 Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph
Philippines
C-57
 June 27, 2006

MEMORANDUM
No. 06 073 OVCAA

TO : All Deans/School Director/OIC, SCS

SUBJECT : TREATMENT ON REFUND OF FEES

Quoted herewith are pertinent provisions of the University Code

concerning refund of fees:

Art. 339. Students who have paid their matriculation fees who are
granted honorable dismissal or leave of absence shall be entitled to a refund
of their matriculation fees, except entrance and registration fees, in
accordance with the following schedule:

Within one week from the opening of classes - 80 percent

Within the second, third and fourth weeks from
the opening of classes - 50 percent
After the fourth week - No refund

Provided, That in the case of students who withdraw before the

opening of classes or those who register after the opening of classes
and withdraw thereafter, the number of days shall be counted form
the actual date of registration.

Art. 340. Laboratory fees will not be refunded after

one week from the opening of classes where voluntary change is
made from one course to another.

Recent approval by the Board of Regents covers only the revised

scheme of fees, the rules on refund are still those what has been embodied in
the University Code, unless exclusively provided in recent BOR action.
C-58
 You are therefore reminded to meticulously review the merit of any
request for refund

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

Cc: Chief Accountant

Institute Cashier
Acting Registrar

C-59
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

June 27, 2006

MEMORANDUM
No. 96 071 OVCAA

TO : All Deans/School Director/OIC, SCS

All Asst. Deans/ School Asst. Directors
All Department Chairmen

SUBJECT : REMINDER NOT TO ALLOW STUDENTS

ATTENDING CLASSES WITHOUT
COMPLETED COR

To prevent future student-related problems regarding compliance of

enrolment rules and procedures, you are advised to remind all your faculty

members to require all their students to present completed COR, otherwise

they should not be allowed to continue attending classes.

For your guidance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

Cc: Acting Registrar

C-60
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

March 27, 2006

MEMORANDUM
No. 06 033 OVCAA

TO : All Deans/Director, SET/ OIC, SCS

Director, CFSS and OIC, Registrars Office

SUBJECT : SUMMER 2006 OFFERINGS

As agreed in the Deans meeting held on March 21, 2006, the offering
of summer courses will be done in accordance with these guidelines:

a) The course is prescribed in the curriculum as a summer offering;

b) Subject or subjects is/are required for student/s to graduate this

summer, and the payment of tuition fee will be self-liquidating;

c) A minimum of thirty (30) students for subjects requested by students,

provided there are faculty members who are available to teach.

d) Contractual faculty when hired or renewed this summer must carry a

teaching load of at least five (5) units or its equivalent.

For the guidance of all concerned.

ARNULFO P .SUPE, Ph.D.

Vice Chancellor for Academic Affairs

cc: ROTC
CWTS

C-61
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph
December 8, 2005

MEMORANDUM
No. 05 116 OVCAA

TO : All Deans/Director, SET/OIC, SCS

SUBJECT : FORMAT FOR THE PREPARATION OF

PROGRESS OR ANNUAL REPORT

In connection with the submission of Progress or Annual Report,

you are informed to use the attached format - a slight revision of an earlier

format disseminated to you during one of the Deans meetings. You are also

required to submit an electronic copy through

csm-orc@sulat.msuiit.edu.ph.

Deadline for submission is December 23, 2005.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

C-62
 Template for Progress Report on Academic Programs

Department:
College:

Note: Please accomplish template on Microsoft Word format. For uniformity of report, all tables will be on landscape orientation using 8.5
x 13 bond paper. An electronic copy will be submitted to the OVCAA.

I. Awards/Recognition/Travels (related instruction, research and extension both for students and faculty members)

Please present data following format of table below.

Title, Venue and Date of Conference / Symposium where the Research / Award
Title of Research /Travel
Researcher(s) /
Paper/ Award / was given
Awardee(s)
Travel Title Venue Date Organizer / Funding Agency

1. International
Level

C-63
2. National Level

3. Regional Level

II._Academic Programs

1. Offered /Planned Programs / Curriculum

2. Student Enrollment / Graduate Profile
3. Faculty / Staff profile (see table below)
4. Scholarships / Grants received by faculty and students (please include major benefits for in-house and externally funded grants
and identify funding agency)
 Name of BS MS PhD Date of Orig. Academic Appt. Status
Faculty/Staff Appt. Rank
Course Year Course Year Course Year
Grad. Grad. Grad.
1.
2.
3.

Author(s) Title of Articles Name of Book Editor(s) Vol. No. / No. of Year of Publication
/ Journal Issue No. pages Publication National International

C-64
Research / Poster Presented / Seminar Attended
Title of Research Title, Venue and Date of Conference / Symposium where the Research / Award /Travel
Researcher(s) Paper/ Award / Travel was given
Title Venue Date Organizer
1. International Level

2. National Level

3. Regional Level
 III._Research and Extension
Researches and Extensions will be reported in accordance with the following format, in preparation for CHED DBM continuing
requirements. Include finished researches of students.

Refereed Publications

C-65
 Citation / Recognition Received
Duration / Number Number of Trainees /
Title
of Days Beneficiaries Conferring Month / Year
Title
Agency / Body Received

Philippines
IV._Infrastructure / Facilities Developments
List projects funded through GAA and Fund 164 (Income) as well as the percentage accomplishment for on-

Iligan City 9200

going projects. Equipment acquisition listing with cost is important for fund utilization studies.

V._Other information and/or recommendations/plans for the next semester.

Republic of the Philippines

Mindanao State University
C-66
http:// www.msuiit.edu.ph
Tel. No. (063) 221-4050 to 55
Fax No. (063) 221-4057
ILIGAN INSTITUTE OF TECHNOLOGY

email: msu-iit@ccl.msuiit.edu.ph
 November 21, 2005

MEMORANDUM
No. 2005 110 OVCAA

TO : All Deans
Director, SET
OIC, SCS

SUBJECT : ISSUANCE OF CLASS CARDS

Upon the agreement of all the Deans, issuance of class cards are suspended
in order to save on cost.

Faculty members are advised to check the Certificate of Registration (COR)

of every student and cross-check with the Roster of Students. Please ensure that the
CORs of students are stamped paid by the Cashiers Office before accepting the
students in the classroom.

For your compliance.

ARNULFO P. SUPE
Vice Chancellor for Academic Affairs

Distribution:

CASS
CBA
CEd
COE
CSM
SGS
SET
SCS
IDS
Republic of the Philippines
Mindanao State University ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City 9200
C-67 Tel. No. (063) 221-4050 to 55 Fax No. (063) 221-4057
http:// www.msuiit.edu.ph email: msu-iit@ccl.msuiit.edu.ph
Philippines
 July 8, 2005

MEMORANDUM
No. 05 068 OVCAA

TO : All Deans, School Directors, Principal, IDS

SUBJECT : SUBMISSION OF INVENTORY OF DEVELOPED

AND REPRODUCED TEXTBOOKS, WORKBOOKS
AND MANUALS

Last Academic Year, the Chancellor issued a Memorandum regarding the

moratorium on sale of unevaluated/unreceipted Workbooks and other instructional
materials. Likewise, S.O. Nos. 493 and 498, S. 2004 were issued creating the
Textbook Board with the task of ensuring the quality of workbooks and other
instructional materials, and to ensure that business activities must conform to
government accounting and auditing regulations. However, it has come to our
attention that the selling of workbooks and manuals still continue in some
departments, without getting the approval of the Textbook Board.

As agreed in the meeting among the Deans held on July 5, 2005, all
Deans/School Directors/Principal, IDS are advised to conduct an inventory of
textbooks, workbooks, manuals and other instructional materials already reproduced,
and are ready for marketing. Attached is a suggested format to be used for this
purpose. Deadline for the submission of the inventory is July 29, 2005. For materials
that are still in the pre-production stage, these must first be reviewed and evaluated
by the Textbook Board.

Also all Deans/School Directors/Principal, IDS are tasked to monitor strict

compliance of the Chancellors Memorandum dated September 14, 2004.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

Cc: Textbook Board Chairman

C-68
 MSU ILIGAN INSTITUTE OF TECHNOLOGY

College

Inventory of Workbook / Manual

Title / Author/s Available Unit Cost Suggested

Quantity Price Selling Price

Prepared by: Submitted by:

___________________ ______________
Dept. Chairman Dean

Date:_____________________

Republic of the Philippines

Mindanao State University ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City 9200 Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph
Philippines
C-69
 March 22, 2005

MEMORANDUM ORDER
No. 05-075 OC

SUBJECT: PRESCRIBING ADDITIONAL REQUIREMENTS IN THE

AWARD OF TENURE TO FACULTY MEMBERS

Upon the recommendation of the Academic Planning Committee (APC),

hereunder are pertinent requirements for a faculty member to be granted tenure, in
addition to those prescribed under Res. No. 187, S. 1995.
a) Result of Personality Test at the Guidance and Counseling Center;

b) Certificate of Attendance in a Pedagogy Seminar;

c) Clearance from Previous Employer, if he/she has record of previous

employment;

d) Certification of no pending civil and/or criminal cases from local

courts;

e) Health Certification from the Director, Institute Medical Clinic,

including drug test;

f) Certification of no pending administrative charges by the Institute HRM

Head.
The above materials shall be consolidated at the Deans or School Directors
Office which will form part of the basic documents for recommendation on the grant
of tenure.

For the guidance of all concerned.

MARCELO P. SALAZAR
Chancellor
Distribution:
All Deans/School Directors
HRM Head
Head, Guidance & Counseling Center
Medical Director
All others concerned

C-70
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph
March 11, 2005

MEMORANDUM
No. 05 030 OVCAA

TO : All Deans/Directors, SET/OIC, SCS

SUBJECT : PROVISIONS OF THE UNIVERSITY CODE ON

INCOMPLETE GRADES

As a constant reminder, quoted herewith are pertinent provisions of the

University Code on the rules and procedures in giving Incomplete Grades:

portion of Art. 365

A mark of Inc. shall be given to a student who fails to

appear for final examinations or comply with other prescribed requirement
due to illness or other valid reasons. If in the opinion of the Dean or
Director, the absence from the examination is justified, the student may be
given examination. In case the class standing is not passing and the student
fails to take the final examinations for any reasons, a grade of 5 is given.
Inc. is also given for work that is unfinished. The deficiency indicated by
the grade of Inc. must be removed within the prescribed time; otherwise,
the grade becomes 5. The period for the removal of grades of
Incomplete, must not extend beyond one academic year from the time the
grade was received. The one-year academic period allowed for the removal
shall be interpreted as extending to the regular semestral removal period
immediately following the one-year period. If a student passes an
examination for the removal of an Inc., he shall be given a final grade of
3 or better, if he fails, the final grade shall be 5.

Anent to this, faculty members must refrain from giving Inc. grades for
purposes of giving removal examination to students whose class standing is not
passing. The reason for giving Inc. grades must be spelled out in the remarks
column of the grading sheet. Deans, School Director and Department Chairpersons
are therefore enjoined to strictly enforce the said provision.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affair

C-71
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

October 21, 2004

MEMORANDUM CIRCULAR NO. 2004 021

TO: All Unit Heads & Employees

This Institute

SUBJECT: INSTITUTES PLAN TO AVAIL ITSELF OF THE

BENEFITS OF EXECUTIVE ORDER NO. 366
(RATIONALIZATION OF GOVERNMENT UNITS) FOR
ITS EMPLOYEES WHO OPT TO RETIRE EARLY

In line with the Institutes commitment to the welfare of its

employees and in consonance with the provisions of Executive Order No. 366
(Rationalization of Government Units), all interested applicants for early
retirement are invited to submit on or before December 1, 2004 their letters
of intent to the Office of the Chancellor through the Human Resource
Management Office. For this purpose, concerned employees may get their
pre-designed letters of intent from their own respective cost centers.

EO No. 366 provides for options and incentives for government

employees who may opt to retire or be separated from the government service
including those hired on a casual or contractual basis, if qualified, shall be
given the options to avail themselves of any of the following whichever is
beneficial to them:

1. Retirement Gratuity provided under RA 1616 wherein claimants

shall be paid by the last employer of the affected personnel plus
the refund of retirement premium payable by the GSIS, without
the incentive as provided by EO No. 366;
2. Retirement Benefit under RA 660 wherein retirement options are
provided including those below age 60 who opt to retire, plus the
benefits provided for under EO No. 366;
3. Retirement Benefit under RA 8291 wherein expanded retirement
benefits are provided including those below age 60, plus the
benefits provided for under EO No. 366.

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 The following are the applicable benefits for those who will avail
themselves of the retirement option under RA 660 or RA 8291;

1. month of the present basic salary for every year of government

service and a fraction thereof for those who have rendered 20
years of service and below;
2. month of the present basic salary for every year of government
service and a fraction thereof computed starting from the 1st year,
for those who have rendered 21-30 years of service; and
3. 1 month of the present basic salary for every year of government
service and a fraction thereof, computed starting from the 1st
year, for those who have rendered 31 years of service and above.

For information and guidance.

FOR AND IN THE ABSENCE

OF THE CHANCELLOR:

ATTY. BASHER T. MACAPADO

Vice Chancellor for Administration & Finance
& Officer-in-Charge

C-73
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

June 2, 2004

MEMORANDUM
No. 04 040 OVCAA

TO : All Deans/Director, SET/OIC, SCS

SUBJECT : CONDITION FOR THE RENEWAL AND/OR HIRING

OF CONTRACTUAL FACULTY

You are informed of the following conditions for the renewal and/or hiring
of contractual faculty appointments who have been hired two or less years with the
Institute, and faculty hiring, if any:

a) Must have a Teaching Efficiency Rating (Student) of at least an average

of 85% for the last two rating periods (two semesters).

b) Should carry actual teaching loads of at least fifteen (15) units at the
department or college. Those carrying teaching loads below fifteen (15)
units shall be treated as lecturer.

c) Consider inter-department load distribution within the college/school

prior to request of new faculty recruitment, if any.

For contractual faculty members who can not satisfy these requirements,
you shall exercise your authority to notify the concerned faculty for his/her non-
renewal.

For your guidance.

ARNULFO P. SUPE, Ph.D.

Vice Chancellor for Academic Affairs

Cc: HRM Head

C-74

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

February 19, 2003

MEMORANDUM CIRCULAR NO. 2003 003

SUBJECT: IMPLEMENTING GUIDELINES FOR THE GRANT OF

CLOTHING ALLOWANCE TO ALL INSTITUTE
PERSONNEL

Pursuant to relevant provisions of the Government Accounting and Auditing

Manual and issuances of the Department of Budget Management, the following are
guidelines for the release of the 2003 clothing allowance for all qualified Institute
employees:

The following shall be entitled to the clothing allowance:

1. Those who have rendered service on or before September 1, 2002 and

are still in the service as of February 28, 2003;

2. Permanent employees on leave without pay for less than one year within
the period the clothing allowance is released; provided that they have
rendered at least six consecutive months of service prior to their leave
of absence, and will continue in the service after the leave of absence;

3. Contractual employees who have served at least six (6) consecutive

months, whose contracts are renewable on June 1, 2003 will receive
their clothing allowance upon the renewal of their contracts;

4. Contractual employees who have served at least six (6) consecutive

months but whose contracts expire during the Second Quarter of 2003
may be entitled to clothing allowance if their contracts are renewed for
the Third Quarter.

The HRM Department is hereby directed to cause the preparation of the

payrolls for the clothing allowance along the guidelines aforecited.

MARCELO P. SALAZAR
CHANCELLOR

C-75

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

January 29, 2003

MEMORANDUM

TO : All Academic Unit Heads

This Institute

SUBJECT : REMINDERS ON THE TREATMENT OF

APPLICATIONS FOR LEAVE OF ABSENCE BY
FACULTY MEMBERS

You are reminded to adhere to the provisions of Section 15 and 16, Rule
XVI of the Omnibus Rules Implementing Executive Order No. 292, which states:

Sec. 15. Applications for vacation leave of absence for one full day or more
shall be submitted on the prescribed form for action by the proper chief of agency in
advance, whenever possible, of the effective date of such leave.

Sec. 16. All application for sick leaves of absence for one full day or more
shall be on the prescribed form and shall be filed immediately upon the employees
return from such leave. Notice of absence, however, should be sent to the immediate
supervisor and/or to the office head. Application for leave in excess of five days shall
be accompanied by a proper medical certificate.

Moreover, Sec. 2, Article 210 of the MSU Code provides,

Art. 210. Teachers leave shall be granted to full and part-time members of
the faculty who do not normally perform administrative functions. It shall consist of
vacation and sick leaves, neither of which shall be cumulative.

Any leave taken by a faculty member must be filed through CS Form No. 6,
Application for Leave. If the leave is for less than thirty (30) days, the Cost Center
Head signs as the authorized recommendatory official and the Vice Chancellor for
Academic Affairs (VCAA) as the approving officer. However, if the leave is for more
than thirty (30) days, a full clearance is required, and only the Chancellor, or in his
absence, the Officer-in-Charge, shall make the final disposition of the leave, taking
into account the endorsement of the unit head.

C-76
 You are therefore instructed to see to it that any type of leave requested by
a member of the faculty be in the prescribed form. Otherwise, said faculty member
shall be considered as absent without leave (AWOL).

This reminder is being issued to prevent instances where a faculty member

on leave without pay for an extended period is still on the payroll, or is not deducted
the amount corresponding to the leave.

Your compliance is enjoined.

FOR AND IN THE ABSENCE

OF THE CHANCELLOR:

EDGAR W. IGNACIO, Ph.D.

Vice Chancellor for Academic Affairs
Officer-in-Charge

C-77

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

November 7, 2002

MEMORANDUM:

TO : All Cost Center Heads

SUBJECT : STRICT COMPLIANCE WITH DISCIPLINARY

DIRECTIVES ISSUED BY THE CHANCELLORS
OFFICE

To ensure faithful compliance of disciplining directives issued by the

Chancellor and to prevent future defiance of the same, all Cost Center Heads are
hereby directed to implement disciplinary and monitoring orders. Failure to comply
as directed shall subject such Cost Center Heads to disciplinary actions as
contemplated under RA 6713 and pertinent provisions of EO 292 and the Civil
Service Commission.

Should appeal be undertaken, the same should be done by the respondent

and should conform to the formalities prescribed in Sec. 43, Rule III of Resolution
No. 991936 herein below quoted as follows:

Section 43. Filing of Appeals - Decisions of heads of

departments, agencies, provinces, cities, municipalities and other instrumentalities
imposing a penalty exceeding thirty (30) days suspension or fine in an amount
exceeding thirty days salary, may be appealed to the Commission Proper within a
period of fifteen (15) days from receipt thereof.

In case the decision rendered by a bureau or office head is

appealable to the Commission, the same may be initially appealed to the department
head and finally to the Commission Proper. Pending appeal, the same shall be
executory except where the penalty is removal, in which case the same shall be
executory only after confirmation by the Secretary concerned.

C-78
 A notice of appeal including the appeal memorandum shall be filed
with the appellate authority, copy furnished the disciplining office. The latter shall
submit the records of the case, which shall be systematically and chronologically
arranged, paged and securely bound to prevent loss, with its comment, within fifteen
(15) days, to the appellate authority.

For strict compliance.

MARCELO P. SALAZAR
Chancellor

C-79

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

June 19, 2002

MEMORANDUM CIRCULAR No. 2002 09

TO : All MSU-IIT Faculty, Staff and Students

SUBJECT : ENFORCEMENT OF IN-CAMPUS SECURITY

GUIDELINES PER MC NO. 009 S. 2000

The importance of compliance with various memoranda on security

measures can never be understated and could have prevented the June 18
incident which almost cost the life of Prof. Ma. Teresa Ignacio of the College
of Engineering, and the theft of her car. Hence, we are once again reminding
all constituents to cooperate with the Administration, and reiterating the
contents of Memorandum Circular No. 009, series 2000, with some
modifications.

1. All constituents should take particular care when walking around

the campus after 6:00 P.M., and to take care of personal
belongings, especially cell phones and cars.

2. Institute uniforms for males and females shall be worn on

Mondays and Thursdays. All faculty members, administrative
personnel, and students (whose school, college or department has
prescribed uniform) shall wear such uniforms as prescribed.
Previous Institute uniforms may also be worn, provided that a
current ID (not later than 1989) is also worn. All IDs must be
displayed face forward, upon entering the campus, and while
inside the campus at all times.

3. The SID shall see to it that all visitors/transients entering the

campus secure a Visitors Pass at the guardhouse after registering

C-80
 in the record book for purpose. The record book shall contain
pertinent information such as (a) name clearly written with
signature, (b) purpose of visit/person to be visited, (c) address.

4. The policy of No ID/Pass No Entry shall be strictly imposed

on all pedestrian (walking) traffic and all vehicles by guards
manning the gate.

5. Drivers of vehicles without the Gate sticker shall be required to

register in the record book and get a Visitors Pass which shall
be signed by the person visited by the Driver.

6. All vehicles entering and exiting the campus shall have front
window open, and shall be inspected, by security personnel,
taking particular care to have trunk compartments opened. The
exception shall be the Chancellor, and higher government or
university officials.

7. The Security Office shall close the main gates at 6:00 P.M., and
shall allow only persons and/or drivers of vehicles with
legitimate business (with proper authorization) in the campus to
enter.

8. All Institute property taken out of the campus shall be covered

by a Property Exit Pass signed by the Cost Center Head and filed
at the Security Office. Persons taking out Institute property
without proper pass shall be charged with theft.

9. College of Law and College of Medicine (MSU-IIT Extension)

students are required to wear college or university IDs. Their
vehicles shall display the current Gate Pass sticker.

10. All constituents are required to have proper written authorization

from their heads of office to be inside the campus after 9:00 P.M.

C-81
 11. Security guards are authorized to accost individuals without
proper IDs displayed, and to record particulars for reporting to
higher authority, and to prevent entry into the campus.

12. Should violations or wanton disregard of these guidelines be

committed by anyone, the Security Officer on duty shall inform
them that a formal report of the incident will be forwarded to
proper authorities for corresponding penalties, observing due
process at all times.

The Chief Security Officer shall cause the strict implementation of

these guidelines, but see to it that courtesy is exercised at all times, that the
principle of maximum tolerance shall be observed by all security personnel.
Any breach by security personnel in the implementation and in the
observance of professional behavior shall be subject to disciplinary action as
well.

These guidelines take effect immediately and shall remain in force

until amended, revoked, or superseded by competent authority.

MARCELO P. SALAZAR
Chancellor

C-82

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

June 17, 2002

MEMORANDUM CIRCULAR NO. 08

Series of 2002

SUBJECT: REITERATION OF THE DIRECTIVE TO

SYNCHRONIZE ALL TIME-KEEPING DEVICES
IN THE CAMPUS

All Cost Center Heads, especially heads of Academic Units are

reminded to synchronize their time-keeping devices now that classes
have started.

For reference, the wall clock in the College of Engineering

Deans Office has adjusted its time piece in accordance with the
Bloombergs Channel (Channel 41 on Cable TV), and shall therefore
be the basis for the campus-wide synchronization of time. The clock is
visible through the glass door of the Deans Office even after office
hours

All Cost Center Heads shall hereafter adjust their office

timepieces in accordance with the Bloomberg Channel.

MARCELO P. SALAZAR
Chancellor

C-83

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

April 11, 2002

MEMORANDUM ORDER
No. 2002- 085 OC

SUBJECT: INTERNAL RULES GOVERNING SERVICE OF

SUMMONS/PROCESSES, DECISIONS ON
DISCIPLINARY ACTIONS TO INDIVIDUALS AND
OTHER SPECIFIC INSTRUCTIONS

The numerous transactions that transpire everyday within the

Institute necessitate their proper recording to avoid confusion, should there
be a need for the retrieval of the same in the future.

Towards this end, you are hereby directed that in the service of
summons and other processes, decisions on disciplinary actions to individuals
and other specific instructions, the same must be personally received by the
person concerned, duly signed, and the date of receipt properly indicated.

This Order takes effect immediately and shall remain in force until
revoked by competent authority.

MARCELO P. SALAZAR
Chancellor

OFFICE OF THE CHANCELLOR

Iligan Address: Manila Address:
Republic of the Philippines A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE

ILIGAN INSTITUTE OF TECHNOLOGY Telefax: (063) 221-4056 (DL)

(063) 492-1173 (GLOBE)
Bldg. 4 GSIS Metro Homes
GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

C-84
 December 5, 2001

MEMORANDUM ORDER
No. 2001 383 OC

SUBJECT: GUIDELINES FOR PAG-IBIG/GSIS APPLICATIONS

In view of the need to streamline the HRM Department operations,

and upon the recommendation of the Head of the said Department and the
Vice Chancellor for Administration and Finance, all officials and employees
are hereby enjoined to observe the following guidelines:

1. Applications with all the required documents submitted on

Friday after 10:00 A.M. to the HRMD Department will be
submitted to GSIS/Pag-IBIG on the following Monday.

2. Applications with all the required documents submitted on

Monday or Tuesday to the HRM Department will be submitted
to the GSIS/Pag-IBIG on Wednesday (A.M.).

3. Application with all the required documents submitted on

Wednesday (P.M.), Thursday (A.M. & P.M.) and Friday (A.M.)
not later than 10:00 A.M. will be submitted to the GSIS/Pag-
IBIG on Friday (P.M.)

REQUIREMENTS:

GSIS:

1. Filled-up Application Form

2. Policy Contract
3. Photocopy of latest payroll as of filing
4. Service Record
5. Statement of loan repayments (from Accounting Office)

C-85
Pag-IBIG

1. Filled-up application form in 2 copies (Photocopy the original

form)

2. Photocopy of two kinds of Identification Cards, either of the

following:
a. Institute ID
b. TIN
c. GSIS
d. Drivers License
e. Community Tax Certificate (Cedula)

3. Photocopy of Payroll with at least P2,500.00 net take home pay.

For Maturity of Pag-IBIG Membership

a. Service Record (2 copies)

b. Application Form (1 copy)
c. ESAV

AGE 60 Application Form (2 copies)

a. Service Record
b. Birth Certificate
For information and guidance of all concerned.

MARCELO P. SALAZAR
Chancellor

C-86

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

November 20, 2001

MEMORANDUM

FOR: Dr. Edgar W. Ignacio

Vice Chancellor for Academic Affairs

SUBJECT: REQUIRING THE SURETY BOND AS PART OF THE

FELLOWSHIP AGREEMENT FOR ALL SCHOLARSHIP
GRANTED TO FACULTY AND STAFF

In order to protect the integrity and interests of the Institute, as well as to

insure that there is an equitable return on the investments, vis--vis, enhancing the
skills and capability of our human resources, all grantees for graduate or post-
graduate studies, whether in the Philippines or abroad, shall be required to take out a
Surety Bond in favor of the Institute, designating therein any two permanent
employees, family members, or other individuals who agree to indemnify the Institute
the amount equivalent to that expended for his/her studies, plus interest in case of
default.

The Fellowship Agreement and Surety Bond should be completed, that is,
signed and notarized, before the grantee receives any amount pertaining to the grant,
and before departure. Furthermore, the required clearance from money or property
accountability shall be fully complied with, before the Fellowship Agreement is
released.

Please issue the proper instructions to the Deans, the SET Director, and IDS
Principal as well as to the personnel who prepare the Agreement.

MARCELO P. SALAZAR
Chancellor

C-87
 OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
Republic of the Philippines A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE

ILIGAN INSTITUTE OF TECHNOLOGY Telefax: (063) 221-4056 (DL)

(063) 492-1173 (GLOBE)
Bldg. 4 GSIS Metro Homes
GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

December 1, 2000

MEMORANDUM CIRCULAR No. 2000-009

SUBJECT: REITERATION OF SECURITY MEASURES

In order to prevent misunderstanding among security personnel, the

other members of the constituency and the general public, as well as to
prevent further occurrences of theft and burglary committed on the property
of the Institute and its constituents and to facilitate detection of bad elements
who manage to sneak into the campus, everyone is enjoined to observe strictly
the following guidelines:

1. Until the Institute uniforms for males and females have been
finalized, all faculty members, administrative personnel, and
students (whose school, college or department has prescribed a
uniform) shall wear such uniforms as prescribed. Previous
Institute uniforms may also be worn, provided that a current ID
(not older than 1989) is also worn. All IDs must be displayed
face forward, upon entering the campus, and while inside the
campus at all times.

2. The SID shall see to it that all visitors/transients entering the

campus secure a Visitors Pass at the guardhouse after registering
in the record book for the purpose. The record book shall contain
pertinent information such as (a) name clearly written with
signature, (b) purpose of visit/person to be visited (c) address.

3. The policy of No ID/Pass No Entry shall be strictly imposed

on all pedestrian (walking) traffic by guards manning the gate.

4. Drivers of vehicles without Gate Pass sticker shall be required to

register in the record book, and leave their drivers license or
vehicle registration papers with the guard. These can be claimed

C-88
 at the main gate after 6:00 P.M., licenses and other identifying
documents must be delivered to the Exit Gate guard; thereafter,
only the guards at the Main Gate shall have possession of these
documents.

5. All vehicles exiting the campus shall be inspected by security

personnel, taking particular care to have trunk compartments
opened. The exception shall be the Chancellor, and the Vice
Chancellors.

6. Should violations or wanton disregard of these guidelines be

committed by anyone, they shall be informed that a formal report
of the incident will be forwarded to proper authorities for
corresponding penalties, observing due process at all times.

The Chief Security Officer shall cause the strict implementation of

these guidelines, but see to it that courtesy is exercised at all times, that the
principle of maximum tolerance shall be observed by all security personnel.
Any breach by security personnel in the implementation and in the
observance of professional behavior shall be subject to disciplinary action as
well.

These guidelines shall take effect January 2, 2001, and shall remain
in force until amended, revoked or suspended by competent authority.

MARCELO P. SALAZAR
Chancellor

C-89
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph
July 4, 2000

MEMORANDUM ORDER
No. 2000-204 OC

SUBJECT: GUIDELINES FOR STUDENT TEACHING ASSISTANTS

Corollary to the implementation of large class sizes as part of the Institute

cost-cutting measures, student teaching assistants will be utilized under the following
conditions:

Selection:

1. They should be chosen from among the junior, senior undergraduate or

graduate students of the department concerned. The selection will be the
responsibility of the department concerned and approval of the Dean of the
college.

2. They should carry a regular load.

3. They should not have a failing grade during the semester preceding their
selection.

4. They must have a final grade of at least 2.50 or better in major subjects.

5. They should not have any derogatory records involving misdeeds against
their fellow students in particular and against the Institute in general.

6. The selection will be conducted in coordination with the Department of the

Student Affairs.

7. Priority shall be given to economically-needy qualified students.

Working Guidelines:
1. They shall be utilized solely, in assisting teachers handling large classes of
55 or more students.

2. Assist faculty in the checking of examination papers. They shall be directly

responsible to the concerned department chairman. The faculty being

C-90
 provided of Teaching Assistant shall attest by affixing initials in the Daily
Time Record of the Teaching Assistant.

3. They may assist more than one faculty member.

4. Assist in the regular classroom management such as proctoring exams,

checking of attendance, and maintenance of order in the classroom.

5. They shall be paid P15.00 per hour on a per contact basis not to exceed 100
hours per month.

6. They can be utilized in more than one course provided that this will not
interfere in their regular student load.

7. Restriction Teaching Assistants

a. Are not allowed to give grades;
b. Are not allowed to copy grades from the teachers class records to the
Report of Grades Form;
c. Are not allowed to conduct lectures in place of the regular teacher;
d. Are not allowed to be utilized for clerical and errand works;
e. Are not allowed to record scores in the class records.

8. The Department of Student Affairs shall administer the program and shall
take care of preparing payrolls and claims of teaching assistants, in addition
to certifying that the applicant does not have any record of misconduct
requiring disciplinary action.

This innovation shall be implemented beginning the First Semester of this

Academic Year.

This Order takes effect retroactive at the start of First Semester, AY 2000-
01 and shall remain in force until revoked by competent authority.

MARCELO P. SALAZAR
Chancellor
Distribution:
All Deans and Director, SET
Director, DSA
All other concerned

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 OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
Republic of the Philippines A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE

ILIGAN INSTITUTE OF TECHNOLOGY Telefax: (063) 221-4056 (DL)

(063) 492-1173 (GLOBE)
Bldg. 4 GSIS Metro Homes
GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

May 31, 2000

MEMORANDUM ORDER
No. 2000-170 OC

SUBJECT: STRENGTHENING THE SECURITY MECHANISM IN

THE CAMPUS

Due to the recent threat on peace and order in Central Mindanao

which directly affects the security of students, faculty and staff, there is a need
to strengthen security mechanisms and preparedness in the Institute.

Therefore, to achieve effective campus security management and to

prevent the occurrence of unwanted risks and hazards to life and property, the
following measures are hereby implemented:

1. Wearing of Identification Cards (IDs) among faculty, staff and

student shall be strictly required with the following effectivity:

a. Faculty and Staff - June 1, 2000

b. Students - June 13, 2000

2. To easily identify visitors in the campus, wearing of office and

school uniforms shall be strictly enforced with the following
effectivity:

a. Faculty and Staff - June 1, 2000

b. Students - June 13, 2000

Wearing short pants, leggings, jogging pants, sleeveless shirts,

slippers and sandals in the campus during weekdays is strictly
prohibited:

3. All visitors are required to secure Visitors ID Pass at the

Security Office and to log in and out in the logbook to be
C-92
 maintained at the guard house. Visitors transacting business in
any offices of the Institute without ID Pass should not be
entertained.
4. Bags, luggage and other parcels shall be thoroughly inspected.
5. All incoming vehicles shall be thoroughly checked and their
movements in the campus shall be monitored.
6. Faculty and staff are requested to report immediately to the
Security Office any unusual behavior of persons in their area of
responsibility.

The Security Office should be on 24-hour full alert and must closely
coordinate with all police and military agencies as a precaution for
emergencies.

To achieve effective campus security management, the Chief

Security Officer is requested to implement the above measures strictly.

This Order takes effect immediately and shall remain in force unless
revoked by competent authority.

MARCELO P. SALAZAR
Acting Chancellor

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 OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
Republic of the Philippines A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE

ILIGAN INSTITUTE OF TECHNOLOGY Telefax: (063) 221-4056 (DL)

(063) 492-1173 (GLOBE)
Bldg. 4 GSIS Metro Homes
GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

March 7, 2000

MEMORANDUM ORDER
No. 2000 081 OC

SUBJECT: NOTATION OF ALL SICK LEAVE APPLICATIONS OF

INSTITUTE EMPLOYEES BY THE MEDICAL
OFFICER BEFORE THEIR APPROVAL AND
RECORDING THE SAME IN THE EMPLOYEES
HEALTH INDEX CARDS

In view of the need for an effective system of monitoring the health

status of Institute personnel, all sick leave applications shall be noted by the
Institute Medical Director before their approval, and the same shall be
recorded in the employees health Index Cards. Moreover, a Monthly Sick
Leave Availment Report shall be also be prepared by the Medical Services
Division for submission to the respective Cost Center Heads, copy furnished
the concerned Vice Chancellor and the Human Resource Development
Office. The report should be submitted not later than the first fifteen days of
succeeding month.
This Order takes effect immediately and shall remain in force unless
revoked by competent authority.

MARCELO P. SALAZAR
Chancellor

Distribution:
All Cost Centers
All Others Concerned

C-94
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

October 6, 1999

MEMORANDUM CIRCULAR
No. 99 - 011 OC

TO : ALL INSTITUTE EMPLOYEES

SUBJECT: AMENDMENT TO MC NO. 009 OC, RE

IMPOSITION OF DISCIPLINARY ACTION
AGAINST INSTITUTE EMPLOYEES WHO ARE
HABITUALLY INCURRING UNAUTHORIZED
ABSENCES AND TARDINESS IN REPORTING FOR
WORK AS PRESCRIBED BY THE EXISTING CIVIL
SERVICE LAWS

In conformity with CSC Memorandum Circular No. 23, S. 1998, entitled

Reprimand on the Penalty for First Offense in Habitual Tardiness, which amends
Rule XIV, Section 22 (q), reclassifying habitual tardiness under light offense, the
fourth and following paragraphs of MC No. 09 009 OC are hereby amended as
follows:

The following are grave offenses with corresponding penalties:

(a) Frequent unauthorized absences, loafing or frequent unauthorized

absence from duty during regular office hours.

1st offense - suspension for six (6) months and one

(1) year
2nd offense - Dismissal

An officer or employee in the civil service shall be considered habitually

absent if he incurs unauthorized absences exceeding the allowable 2.5 days monthly
leave credit under the Leave Law for at least three (3) months in a semester or at least
three (3) consecutive months during the year. In case of claim of ill health,

C-95
heads of departments or agencies are encouraged to verify the validity of such claim
and, if not satisfied with the reasons given should disapprove the application for sick
leave. On the other hand, in cases where an employee absents himself from work
before approval of the application, said application should be disapproved.

The following are light offenses with their corresponding penalties:

b) Violation of reasonable office rules and regulations which shall include

Habitual Tardiness

1st offense - Reprimand

2nd offense - Suspension for one (1) day to thirty
(30) days
3rd offense - Dismissal

All other portions of said circular remains in full force and effect.

MARCELO P. SALAZAR
Vice Chancellor for Academic Affairs
Institute Officer-In-Charge

C-96

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

September 10, 1999

MEMORANDUM ORDER
No. 99 296 OC

SUBJECT: AMENDMENT TO MEMORANDUM ORDER NO. 93-241-OC

RE PRESCRIBED DRESS CODE

In consonance with the Institutes commitment to quality physical education

program and upon the recommendation of the Vice Chancellor for Academic Affairs
and the Chairman of the Department of Physical Education, Memorandum order No.
93 241 OC specifically par. 3 is hereby amended to read as follows:
3. Short pants of any style are prohibited during
regular school days, except among PE faculty and students
who shall wear their prescribed attire during PE classes in
basketball, lawn tennis, volleyball, track and field,
badminton and other sports-related activities.
This Order takes effect immediately and shall remain in force until revoked
by competent authority.

FOR AND IN THE ABSENCE

OF THE CHANCELLOR:

MARCELO P. SALAZAR
Vice Chancellor for Academic Affairs
Officer-In-Charge

Distribution:
All concerned

C-97

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

May 19, 1999

MEMORANDUM ORDER
No. 99 150 OC

SUBJECT: AVAILMENT OF MATERNITY LEAVES

The primary purpose of granting maternity leaves is to provide

working mothers a period of rest and recuperation after giving birth and to
extend some measures of financial assistance for the duration of leave. It is,
however, observed that some beneficiaries have reported back to work before
the expiration of the leave contract and they are not required to refund the
commuted money value of the unexpired portion of the maternity leave,
instead the Institute has to pay again the employee for the actual service
rendered as provided in Memorandum Circular No. 41, S. 1998 issued by the
Civil Service Commission. This practice in effect upsets the budgetary
allocation of personal services because there is double payment of salaries.

Similarly, the Civil Service Commission has stressed that while

maternity leave is a social legislation, the time or period when the benefit can
be availed of cannot be left to the discretion or whim of the employee
recipient. In view of the foregoing, and in order to properly manage the
Institutes budgeting process, all applicants/recipients of maternity leaves are
hereby advised not to abridge unilaterally approved maternity leaves but to
adhere to the following requirements:

1. She must fill-up a Return-To-Work application form and

attach a medical certificate that she is medically fit to
assume the duties of her position.

2. Her supervisor must submit a certification for the urgency

of her service in the work place.

C-98
 3. The Human Resource Management Division must indorse
the Return-To-Work application to the Chief Accountant
for funding certification.

4. The Return-To-Work application is submitted to the

corresponding Vice Chancellor for approval.

If funds are not immediately available, the employee concerned can

still report for work but the claim of salaries corresponding to the unexpired
portion of the maternity leave shall be paid in December of each year when
savings from operation can already be determined.

This Order takes effect immediately and shall remain in force unless
revoked by competent authority.

FOR AND IN THE ABSENCE

OF THE CHANCELLOR:

MARCELO P. SALAZAR
Vice Chancellor for Academic Affairs
Officer-In-Charge

C-99
 OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
Republic of the Philippines A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE

ILIGAN INSTITUTE OF TECHNOLOGY Telefax: (063) 221-4056 (DL)

(063) 492-1173 (GLOBE)
Bldg. 4 GSIS Metro Homes
GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

September 24, 1998

MEMORANDUM

TO: All Deans, Directors, SET, Principal, IDS

SUBJECT: OBSERVANCE ON PROVISIONS OF THE UNIVERSITY CODE

Pursuant to the provisions of the University Code, and in line with the subject of
pertinent discussion during the APC meeting held on September 22, 1998 concerning
faculty members insinuating religious discussion in classes in violation of the
University Code, you are therefore advised to reiterate and remind your faculty
members on the herein quoted provisions of the University Code, viz.:

Art. 144. Members of the teaching staff enjoy academic freedom;

Provided, however, that no instructor in the University shall inculcate
sectarian tenets in any of his teachings nor attempt, either directly or
indirectly, under penalty of dismissal by the Board of Regents, to influence
students or attendance at the University for or against any particular
church or religious sect or political party.

Art. 234. No faculty members in the University shall inculcate

tenets in any of his teaching nor attempt, either directly or indirectly,
under penalty of dismissal by the Board of Regents, to influence students
or attendants at the University for or against any particular church or
religious sect.

For your guidance and information.

FOR AND IN THE ABSENCE

OF THE CHANCELLOR:

MARCELO P. SALAZAR
Vice Chancellor for Academic Affairs
& Officer-In-
ChargeDistribution:
___Dean, CASS ___Director, SET
___Dean, CBA ___Principal, IDS
___Dean, CED ___Director, DSA
___Dean, COE ___President, FAFED
___Dean, CSM ___President, KASAMA
___Dean, SGS
C-100

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

August 31, 1998

MEMORANDUM
No. 46 OVCAA

TO : All Deans Concerned

SUBJECT : STRICT OBSERVANCE OF THE POLICY

REQUIRING WRITTEN PERMIT FOR FACULTY
MEMBERS FROM OTHER UNITS OF THE
UNIVERSITY SYSTEM TO TEACH COURSES AT
THE INSTITUTE

During the recent Executive Committee (EXECOM) Meeting of the MSU

Board of Regents, there was a discussion about assignment of teaching loads in one
campus to faculty members from other campuses without express authority from the
home unit. It was agreed that henceforth, faculty members to be given teaching
assignments outside of their base-unit (including those in consortium programs) must
first secure written authority from the Chancellor of their unit or from the Vice
President for Academic Affairs as in the case of the mother campus. This is for the
purpose of administrative monitoring and supervision over the concerned faculty
members.
In the case of MSU-IIT which used to tap faculty members from the mother
campus and MSU-Naawan, concerned Deans are advised to require the written
clearance as above cited prior to the recommendation for issuance of an Order
granting additional teaching load assignment.

Strict observance by all concerned is directed.

MARCELO P. SALAZAR
Vice Chancellor for Academic Affairs

Distribution:

Dean, GS Dean, CASS

Dean, COE Dean, CSM
Dean, CBA Dean, CED
Director, SET Principal, IDS
Chancellor

C-101
 OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
Republic of the Philippines A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE

ILIGAN INSTITUTE OF TECHNOLOGY Telefax: (063) 221-4056 (DL)

(063) 492-1173 (GLOBE)
Bldg. 4 GSIS Metro Homes
GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

November 21, 1996

MEMORANDUM CIRCULAR No. 011

TO: ALL INSTITUTE PERSONNEL

(Heads of Office, Faculty and Staff)

SUBJECT: CSC MEMORANDUM CIRCULAR NOS. 14, S. 1991 (DRESS

CODE FOR ALL GOVERNMENT OFFICIALS AND
EMPLOYEES AND 25, S. 1991 (CLARIFICATORY
CIRCULAR/ADDENDUM TO THE DRESS CODE)

You are reminded once more of the provisions of Civil Service Commission
Memorandum Circular Nos. 14, S. 1991 (Dress Code for all Government Officials
and Employees) and 25, S. 1991 (clarificatory circular/addendum to the Dress Code),
which are reproduced and distributed to you as an integral part of this Order.

Moreover, management, in the exercise of its prerogative, hereby prescribes

the following rules pertaining to haircuts and the wearing of jewelry among male
employees of the MSU-IIT:

1. Only moderately long hair, up to the nape of the neck, among male
officials or employees is allowed. No employee, whether faculty or
staff, should have ponytails headbands, hairclips, and the like.

2. No male official, faculty or staff member shall wear earrings, either

singly (one ear) or paired, or in cluster (one ear with two or more
earrings).

Violation of the above institutional rules or of the Dress Code as prescribed

by the Civil Service Commission shall be penalized by suspension or fine or both as
may be determined by management after due process has been followed.
This Order takes effect immediately, subject to notation of the Board of
Regents at its next meeting, and shall form part of the standing policies of the
Institute.
CAMAR A. UMPA, Ph.D.
Chancellor

C-102

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

August 28, 1996

MEMORANDUM ORDER
No. 96 268 OC

SUBJECT: POLICY ON MOONLIGHTING

In the case of MSU-IIT employees, permission must be sought from the

Chancellor, in accordance with BOR Resolution No. 1, S. 1991 (Delineation of
Decision Matrix). Violations of this policy will subject the offender to the penalty of
suspension or dismissal.

Any employee who is presently employed or practicing his or her

profession, or is involved in outside business, in violation of this policy, is directed
to desist from such involvement immediately. Thereafter, a written request on the
form prescribed as an implementation of BOR Res. No. 1107, S. 1976 (sample
attached) must first be secured through the official channels.

This Order takes effect immediately and shall remain in force until revoked
by competent authority.

CAMAR A. UMPA, Ph.D.

Chancellor

Distribution:
All Vice Chancellors
All Deans/ Director, SET/IDS Principal
All Heads of Offices

C-103

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

July 29, 1996

MEMORANDUM
No. 96 060 OVCAA

TO : All Faculty Members

SUBJECT : WORKING AND CONSULTATION HOURS

You are reminded of the provisions of the MSU Code regarding compliance
with working and consultation hours, to wit:

CHAPTER 12
WORKING HOURS
Section 1.
Art. 203. Full-time members of the faculty and employees of the University shall
be on duty on a minimum of forty (40) hours during each week in
accordance with a time schedule to be approved by the President
except in cases of the Security Department, Fire Department,
Department of Medical Services or Hospital, Food Services Unit and
Communication System, where the time required shall be in
accordance with the exigencies of service.

Section 3.
Art. 208. Each member of the faculty shall be available for consultation for at
least ten (10) hours a week during regular office hours. The faculty
member shall determine his consultation hours at the beginning of
every semester or term subject to the approval of the Dean/Director.
The time and day of consultation, as approved, shall be posted in a
conspicuous place for information and guidance of the students.

All Deans, the Director, SET, and the Principal, IDS, are instructed to install
a mechanism for monitoring the holding of consultation hours in accordance with the
Code.

For absolute compliance

MARCELO P. SALAZAR
Vice Chancellor for Academic Affairs

C-104
 OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
Republic of the Philippines A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
ILIGAN INSTITUTE
All Concerned OF TECHNOLOGY (063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

April 2, 1996
MEMORANDUM
No. 96 032 OVCAA
TO : All Deans
The Director, SET
The Principal, IDS

SUBJECT : REMINDERS FOR STRICT IMPLEMENTATION OF

PROCEDURES FOR MONITORING OF APDP
GRANTEES

There have been observations that monitoring of the status/progress of

faculty members on study grant has become rather lax, resulting in some confusions
at the beginning of each term where faculty loading schedules are being prepared,
with reference to grantees who are supposed to have returned to duty either request
for extension or do not return as scheduled without proper communication.
For this reason, you are reminded to monitor the status of your respective or
prospective grantees, by implementing the following procedures:

1. All applicants for study or training should pass through the Chairman,
Dean, VCAA and the Chancellor, in that order.

2. Copies of contract of agreement should be deposited at the college and

at the OVCAA for monitoring and record purposes.

3. The grantee should provide the department, college and OVCAA a

semestral progress report and a report of grades.

4. The department, on the basis of credentials submitted (see #3) will

recommend for the renewal, extension or termination of the grant.

5. The department should closely monitor together with the college and
the OVCAA the status of the grantee and the implementation of the
provisions in the contract of agreement.

Suggestions to further improve the system would be vey welcome.

For your guidance.

MARCELO P. SALAZAR
Vice Chancellor for Academic Affair

C-105
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

March 4, 1996
MEMORANDUM
No. 96 016 OVCAA

TO : All Deans
Director, SET
Principal, IDS

SUBJECT : TEACHERS LEAVE PRIVILEGES

Quoted herewith is a provision of the University Code concerning Teachers

Leave:

Section 2. Teachers Leave

Art. 210. Teachers leave shall be granted to full and part-time

members of the faculty who do not normally perform administrative
functions. It shall consist of vacation and sick leaves, neither of which shall
be cumulative.

Art. 211. Teachers vacation leave shall consist of two months for
each academic year in addition to the usual Christmas vacation. Such
vacation leave may be taken only during the regular vacation periods of the
University; Provided, That if the exigency of service so requires, the faculty
members may be called to duty within this period so as not to prejudice the
operation of the University.

Art. 212. Notwithstanding the provision of the preceding Articles,

the President may detail such members of the faculty as he may consider
necessary to teach during summer session of the University, but such
members so detailed and who actually teach throughout the summer session
shall be entitled to vacation throughout the next succeeding summer.

Art. 213. Teachers sick leave shall consist of not more than fifteen
(15) days, excluding Saturdays, Sundays and holidays, in any one academic
year. Absence for more than five days at a time shall not be approved unless
a doctors certificate is submitted or unless the physical appearance of the
faculty member clearly shows that he has been sick or seriously indisposed.

Art. 214. The inter-semester period shall not be a vacation for the
faculty members but shall be for the purpose of giving them time to check

C-106
examination papers, prepare reports of students grades, clear up all other
pending academic committee work and help in the registration for the
following semester.

For your information and guidance.

MARCELO P. SALAZAR
Vice Chancellor for
Academic Affairs

C-107
Special
Orders

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

April 26, 2011

Special Order
No. 00013-IIT
Series of 2011

Subject: GENERAL GUIDELINES IN THE UTILIZATION AND

DISPATCH OF THE INSTITUTE SHUTTLE BUS, CANTER
AND COASTER

In order to regulate and monitor the utilization and dispatching of the Institute
Shuttle Bus, Canter and Coaster, control of its utilization shall be placed under
the office of the Vice Chancellor for Administration and Finance and the
following guidelines shall be strictly observed:

A. Reservations

1. Reservations of the vehicle shall be done one (1) month before the
actual date of travel supported with an approved authority to travel
from the office of the Chancellor or from the respective Offices of
the Vice Chancellors;

2. Confirmation of a reservations shall be done within two weeks

after the reservation is made;

3. Processing of trip tickets shall be done accomplished one week

before the actual travel dates.

B. Prioritization in the Use of the Vehicle

1. Institute-wide activities such as commencement exercises,

Palakasan, Charter Day celebrations, year end activities and other
affairs determined by management as top priority;

2. Students and Faculty activities such as field trip, group attendance

to seminars/training/workshops authorized by the Office of the
Vice Chancellor for Academic Affairs and/ or the Officer of the
D-1
 Chancellor;

3. Faculty members and/or Faculty Union activities such as Strategic

planning, educational field trips, bench marking, and other related
activities authorized by the Office of the Vice Chancellor for
Academic Affairs and/or Office of the Chancellor;

4. Administrative Staff and/or ANTEU activities such as strategic

planning, Siglakas culmination, educational field trips and other
related activities authorized by the Office of the Vice Chancellor
for Administration and Finance and/or Office of the Chancellor

5. Others users authorized by the Office of the Chancellor.

C. Fuel and Per Diems of Driver

1. Users/ Cost Centers shall provide fuel and per diem of driver,
unless stated otherwise in the authority to use the vehicle.

D. Users Outside of IIT

1. Users outside of IIT maybe allowed upon the approval of the

Chancellor; and

2. A payment per day to cover repair, maintenance, and depreciation

costs of the said vehicles shall be paid at the Cashier`s Office at
least three (3) days before the scheduled travel, as follows:

a. Hyundai Shuttle Bus - P 5,500.00

b. Canter - P 4,500.00
c. Coaster - P 4,000.00

This order takes effect immediately and shall remain in force, unless
revoked by competent authority.

SUKARNO D. TANGGOL, DPA

Chancellor

D-2

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

February 28, 2011

SPECIAL ORDER
NO. 00183 IIT
Series of 2011

SUBJECT: PROHIBITION OF THE CONSUMPTION OF

ALCOHOLIC BEVERAGES AMONG MSU-IIT
OFFICIALS AND EMPLOYEES

Pursuant to the Civil Service Commission Memorandum Circular No.

4, S. 2011, the consumption of alcoholic beverages during office hours by
employees of the Institute is hereby prohibited. Non-compliance of this
prohibition, as well as reporting for work while under the influence of
alcohol, shall be considered administrative offenses, which are punishable
by suspension (1 month and 1 day to 6 months) or dismissal.

Exception from the above-mentioned prohibition are limited to the

observance/honoring of local customs and traditions, and ceremonial toasts
during programs and rituals, in the events of which, alcohol consumption
shall be in tolerable amounts only shall not result to intoxication.
This Order takes effect immediately and shall remain in force unless
revoked by competent authority.

MARCELO P. SALAZAR, D.M.

Chancellor

D-3

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

February 23, 2011

SPECIAL ORDER
No. 00164-IIT
Series of 2011

SUBJECT: GUIDELINES ON THE PAYMENT OF PRODUCTIVITY

INCENTIVE BENEFIT (PIB) FOR CY 2010

Pursuant to the provisions and guidelines of Administrative Order

No. 161, National Compensation Circular No. 73 and Budget Circular No.
2001-6 dated March 2, 2001, the Human Resource Management Department
is hereby directed to prepare the payrolls for payment of Productivity
Incentive Benefit (PIB) of Institute personnel for CY 2010 showing the
scheme indicated below in consideration of the Executive Summary Report
for both the faculty and staff members as submitted by the Performance
Evaluation and Review Committee (PERC) with representation of the Faculty
Union (FU), the Administrative Non-Teaching Employees Union (ANTEU),
and under the following conditions:

1. Those who were on continuous leave not exceeding two (2) months
or 44 working days with or without pay, including those on
rehabilitation and maternity leave, in one rating period within CY
2010, shall be entitled for the PIB for that rating period;

2. Those who have retired, within the year 2010 shall also receive their
benefits provided that they have rendered service for at least four
months within the rating period;

3. Those who were suspended within SY 2010 shall not be entitled to

the PIB;

D-4
 4. For the Staff, performance must also be actually rendered to MSU-
IIT. Those who were on detail and those on full-time study grant
shall not be entitled to the PIB;

5. For the Faculty, performance must be actually rendered to MSU-IIT

as evidenced by their Teaching Efficiency Ratings. Those who are
on full-time study leave/grant shall not be entitled to the PIB;

6. Application of the PIB shall be based on the following scheme:

Faculty Members Rating Amount

Outstanding 96-99.99 P2,100.00
Very Good 90-95.99 P1,900.00
Very Satisfactory 83-89.99 P1,700.00
Satisfactory 75-82.99 P1,500.00

Administrative and
Non-Teaching Staff Rating Amount

Very Satisfactory 1 4.50-4.99 P2,100.00

Very Satisfactory 2 4.00-4.49 P1,900.00
Satisfactory 1 3.50-3.99 P1,700.00
Satisfactory 2 3.00-3.49 P1,500.00

This Order takes effect immediately and shall remain in force,

unless amended or revoked by competent authority.

MARCELO P. SALAZAR, D.M.

Chancellor

D-5

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

July 2, 2010

SPECIAL ORDER)
No. 00588 _ IIT)
Series of 2010

SUBJECT: CONSTITUTION OF THE MSU-IIT GENDER AND

DEVELOPMENT (GAD) FOCAL POINT AND THE
DESIGNATION OF THE GAD FOCAL PERSON

Pursuant to the legal mandate expressed in Republic Act 7192 and the
Memorandum Circular of the National Commission of the Role of Filipino Women
(NCRFW), the National Economic Development Authority (NEDA) and the
Department of Budget and Management (DBM) to implement the Philippine Plan for
Gender Responsive Development, 1995-2025; and in order to institutionalize the
Institutes commitment to mainstream gender and development in its programs, the
Gender and Development Focal Point (GADFP) is hereby constituted:

GAD Focal Point: Vice Chancellors

Deans/Directors of Schools and Colleges
Directors/Heads of Offices

The GAD Focal Point (GADFP) shall serve as the technical working group
responsible for catalyzing and facilitating the efficient and effective mainstreaming
of gender plans, programs and activities (PPAs) into the areas of instruction, research,
extension and production at the Institute. Specifically, it shall:

1. Initiate the development and implementation of a comprehensive and

integrated gender-responsive plans, programs and activities.

2. Coordinate the preparation of the Annual GAD Work and Financial

Plan of the Institute.

3. Craft policies for the effective implementation and management of

gender-sensitive programs, plans and activities.

4. Monitor and evaluate the planned programs and activities through the
conduct of regular review of implemented gender related programs and
activities.

D-6
 5. Conduct appropriate interventions to advance gender equality and
women in development at the Institute.

6. Propose competence development programs or activities that will

increase understanding and gender sensitivity as well as the
professional capacity of all staff in gender mainstreaming using own
resources or outside expertise.

7. Initiate database development and dissemination of gender-responsive

initiatives, studies and other related development and activities.

8. Collaborate with other government agencies and non-government

organizations for effective implementation and monitoring of GAD
programs and projects;

9. Serve as advisory body to the Chancellor on matters pertaining to

gender and development.

10. Perform all other duties and functions that may be deemed necessary to
achieve the gender-related goals and programs of the Institute.

Moreover, Dr. Olga M. Nueza, Vice Chancellor for Research and

Extension, is hereby designated as the GAD Focal Person. As such, she shall head
the GAD Focal Point and shall be responsible for coordinating GAD concerns and
programs at the Institute.

The Office of the Vice Chancellor for Research and Extension shall be
responsible for providing the technical and administrative support to the GADFP
until such time that a Gender and Development Center shall be established at the
Institute.

This order takes effect immediately and shall remain in force until the end
of Academic Year 2010-2011 or unless earlier revoked or amended by competent
authority.

MARCELO P. SALAZAR, D.M.

Chancellor

D-7

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

May 6, 2010

SPECIAL ORDER)
No. 00341 IIT)
Series of 2010)

SUBJECT: PRESCRIBING THE NEW RATE OF GRADUATE THESIS

ADVISING AND DEFENSE FEES AS WELL AS THE SCHEME ON
THESIS ADVISER AND PANEL MEMBER ENTITLEMENTS TO
FACULTY MEMBERS

Pursuant to BOR Res. No. 313, S. 2009 approving the New Scheme on
Thesis Advising, herewith is the revised graduate thesis advising and defense fees as
well as honoraria or entitlement to faculty members who will act as Thesis Advisers
and Panel Members

Honoraria/Entitle-ment of
No Item Fees Remarks Faculty as Adviser/Panel
Member
1 Special Project P4,000 f0r One Adviser
Adviser
Final Defense P1,500/member One Member
Fee P1,000/enrolme
nt
80% of thesis advising fee per
2 Thesis Proposal P2,000 for One Adviser
enrolment goes to Adviser
Fee Adviser Two Members
P1,000/member

Final Defense P5,000 for One Adviser

For other fees 100% goes to
Fee Adviser Two Members
adviser or members
P1,500/member
P1,500/enrolme
nt
3 Dissertation P3,000 for One Adviser
Proposal Fee Adviser

D-8
 Honoraria/Entitle-ment of
No Item Fees Remarks Faculty as Adviser/Panel
Member
P1,500/member Three
Members, One
member must
be an outsider

Dissertation P6,000 for One Adviser

Final Defense Adviser Three members,
Fee P2,000/member One member
P2,000/enrolme must be an
nt outsider

Thesis/Advising fee per enrolment is provided to compensate faculty

members for their efforts in advising. If the student finishes the special
project/thesis/dissertation prior to the allocated number of semesters, advising ceases
and so does the corresponding amount charged to the graduate student.

Irrespective of the number of times a thesis/dissertation course is enrolled,

thesis/advising fee is paid by the graduate student on each enrollment. As such and
due to the aforementioned fee, a graduate student will strive to avoid enrolling in a
research project/thesis/dissertation course for an extended period of time. This will
motivate the graduate student to work with more vigor in the hope of finishing
research at the soonest possible time.

Eighty percent (80%) of the thesis/advising fee will be paid to the adviser at
the end of the first enrolment period upon submission of a progress report and 20%
will be retained as administrative cost. The rest of the cumulative fees will be paid to
the adviser after completion of a successful final defense. Eighty (80%) of the
accumulated thesis/advising fee will be paid to the adviser and twenty (20%) will be
retained as administrative cost.

For special project, a maximum of two (2) semesters of thesis-enrolment

semestral payments will be paid to advisers. For masteral thesis and doctoral
dissertation, a maximum of three (3) and five (5) thesis-enrolment semestral
payments, respectively, will be paid to advisers.

Considering that advising thesis of graduate students affect teaching

efficiency as well as administrative functions, and taking into account twenty-one
(21) units as maximum load, the following matrix should ensure a ceiling on the
number of advisees allowed for a given consolidated teaching load computed as the
sum of actual teaching, research and administrative units as follows:

D-9
 Maximum Number of Advisees for a Given Teaching Load

Consolidated Load Maximum Number of Maximum Number of

Masteral Thesis or Special Dissertation Advisees
Project Advisees
12 6 3
13 5 3
14 5 2
15 4 2
16 3 2
17 3 1
18 2 1
18 2 1
19 1 0
20 0 0
21 0 0

For the purpose of computing maximum number of advisees, one (1)

doctoral dissertation advisee is equivalent to two (2) masteral thesis advisees. Thus,
a faculty member with twelve (12) units consolidated teaching load can have a
maximum of three (3) doctoral dissertation advisees or one (1) doctoral and four (4)
masteral advisees, or any other combinations consistent with the table above.

Only in exceptional cases will the number of advisees exceed the figures
shown above. A request to this effect fully supported with justification must be
submitted to the Chancellor though the Vice Chancellor for Academic Affairs for
approval. The number of advisees do not count in the computation of overload units.

Collection and disbursement of the above mentioned fees and additional

entitlements to faculty members as Adviser or Panel Member shall be done at the
Institute Cashier. Payments of thesis advising fee will be determined by the respective
college with graduate programs subject to the usual accounting and auditing rules and
regulations.

This Order will be implemented for students who will be enrolling for the
first time in dissertation/thesis/special project starting in the First Semester AY 2010-
2011. As such the 1.5 unit advising load per advisee per semester will be relinquished.

D-10
 This Order shall be implemented starting 1st Semester AY 2010-2011 and
shall remain in force unless revoked by competent authority.

MARCELO P. SALAZAR, D.M.

Chancellor

Distribution:
Dean, SGS
All other Deans
Institute Cashier

D-11

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

February 2, 2009
SPECIAL ORDER
No. 00052 IIT
Series of 2009

SUBJECT : USE OF STICKER/GATE PASS FOR VEHICLES

ENTERING MSU-IIT

In line with the Institutes security measures and in order to control

the entry and exit of all vehicles in the campus and upon the recommendation
of the Vice Chancellor for Administration and Finance, there is hereby
implemented a policy on the use of color coded sticker/gate pass for vehicles
entering the campus.

All concerned faculty, staff and students, as well as outsiders, shall

therefore observe the following guidelines, rules and regulations:

1. All faculty, staff and students of the Institute shall be charged

One Hundred Fifty Pesos (P150.00) for each sticker/gate pass to
be used in car, van, SUV, pick-up, multicab, jeep and the like and
One Hundred Pesos (P100.00) for motorcycle entering and
parked inside the campus, renewable every three (3) years.

2. For outsiders who regularly enter the Institute, the fee is Three
Hundred Pesos (P300.00) for each vehicle as enumerated above
and One Hundred Fifty Pesos (P150.00) for each motorcycle,
also renewable every three years.

3. PUVs/PUJs/Taxis carrying IIT faculty, staff or students shall be

allowed to enter the campus but only to drop their passengers on
specific destinations. If the passengers are outsiders, these public
conveyances shall not be allowed beyond the traffic post. The
Security Guards are, however, given the discretion to allow entry
of said conveyances when extremely necessary.

D-12
 4. For visitors who come only for a brief visit, the Security Office
or Security Guards are given the discretion, whether or not to
allow them to enter beyond the traffic post.

5. Since the facilities of MSU-IIT are also rented out to private

entities for various activities, an additional amount shall be
charged in lieu of stickers/gate passes for all vehicles entering IIT
during these activities One Thousand Pesos (P1,000.00) for the
Gym and Five Hundred Pesos (P500.00) for the IDS Multi-
Purpose Hall, Mini-Theater, CASS Rooftop and CED/COE
Amphitheaters.

6. For vehicles entering MSU-IIT during activities undertaken by

outsiders using our facilities for free, as approved by the
Chancellor, gate passes/stickers shall be waived.

7. Vehicles of Institute constituents will be allowed to park inside

the campus overnight but shall be charged Ten Pesos (P10. 00)
per night on top of the fees for stickers/gate passes. Moreover,
the Institute shall not be liable for any loss of or damage on these
vehicles.

8. For uniformity, all stickers/gate passes must be placed on the

upper right side of the vehicles windshield.

9. All fees shall be made at the Cashiers Office. Income derived

from the implementation of this policy shall be used for the
development and maintenance of parking spaces in the Institute
and the Security Office.

10. For a student to avail of the privilege of an Institute constituent,

the vehicle must have been registered in his/her name.

This Order amends S.O. No. 367-IIT and takes effect immediately
and shall remain in force unless revoked by competent authority.

MARCELO P. SALAZAR
Chancellor

D-13

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

September 25, 2008

SPECIAL ORDER
No. 00696 IIT
Series of 2008

SUBJECT: GUIDELINES IN THE IMPLEMENTATION OF THE

POLICY ON THE WEARING OF OFFICIAL
IDENTIFICATION CARD WHEN ENTERING AND
WHILE INSIDE THE CAMPUS

BOR Resolution No. 9, s. 2008 provides for the strict implementation

of the policy on the wearing of official identification card by all constituents
when entering and while inside the campus, including the collection of a fine
of Twenty Pesos (20.00) for its violation.

In view of this, and after consultation with representatives of the

faculty and the staff unions, the KASAMA and concerned Institute offices,
the following Guidelines are hereby adopted for the smooth, orderly and strict
implementation of the said policy:

1. As a rule, No ID, No Entry;

2. While inside the campus, IDs must be worn conspicuously at all
times;
3. The ID card of any constituent violating Guideline no. 2, without
any valid reason, e.g., the ID has been surrendered in order to
borrow an equipment, shall be confiscated and submitted to the

D-14
 SID Office for record purposes. Anybody found lying to cover-
up this violation shall be outrightly meted appropriate
administrative action. The violator, whether faculty, staff or
student shall be given a WARNING if violation is done for the
first time. In claiming the confiscated ID, the violator shall be
required to submit a 3x5 index card to the SID, for filing
purposes;
4. On the 2nd and 3rd violations, in the case of the students, violators
shall redeem their confiscated IDs each time only after the
payment of a fine of Twenty Pesos (P20.00) to the Cashiers
Office;
5. On the 4th violation, student violators shall be reported to the
Student Disciplinary Board for willful violation of a reasonable
school policy.
6. In the case of the faculty and staff, 4th time violators shall be
meted appropriate administrative disciplinary action for violation
of reasonable office rules and regulations, consistent with CSC
rules and regulations;
7. Confiscated IDs shall be claimed within 24 hours from its
confiscation; otherwise, it shall become void. Consequently, the
owners will be required to apply for a new ID. While the new ID
is being processed, a temporary gate pass shall be issued by the
Security Office, which shall likewise be displayed conspicuously
when entering and while inside the campus;
8. To assist the Security Office in the implementation of this policy,
the following are designated as implementing officers:
a) Cost Center/Office Heads and FU Officers, in the case of the
faculty members;
D-15
 b) Cost Center/Office Heads and ANTEU Officers, in the case
of the staff;
c) Faculty members, KASAMA and College EC Officers, in the
case of the students.

The Security and Investigation Division and the assisting

implementing officers are specifically directed to strictly implement this
policy without abuse of authority.

This Order takes effect one (1) week after its campuswide
dissemination and shall remain in force unless revoked by competent
authority.

MARCELO P. SALAZAR
Chancellor

D-16

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

April 18, 2008

SPECIAL ORDER)
No. 197 IIT)
Series of 2008

SUBJECT: GUIDELINES ON HANDLING SUMMER CLASSES

Upon the recommendation of the Vice Chancellor for Academic

Affairs, herewith are the guidelines on handling summer classes:

1. Summer classes will be for a period of six (6) weeks, April 14 to May
23 for this year (2008).
2. A one (1) unit lecture load is equivalent to eighteen (18) contact
hours. A three (3) unit lecture load will meet for a total of fifty four
(54) hours or an average of nine (9) hours per week. A six unit lecture
load will meet for a total of 108 hours or an average of eighteen (18)
hours per week.
3. Those with administrative designations shall schedule their classes
after 4:30 P.M.
4. Maximum teaching load shall be 6 units.
5. To maintain interest and in order not to overburden the students,
lectures shall be scheduled to last not more than three (3) straight
hours in a session.
6. Total lecturer or overload payments will be divided equally for the
two summer months of April and May. However, a maximum of sixty
percent (60%) of the total lectures may be finished in one month,
forty percent (40%) in the other month. This means that a faculty
member/lecturer is not allowed to cramp or finish the total contact
hours in one (1) month.
7. If a faculty member/lecturer finishes more than 60% of the lectures
in one (1) month, he/she will be paid only 60% of the total payment
for that month. As a consequence, he/she will get less than 40% of

D-17
 the total payment in the other month, corresponding to his/her actual
contact hours for this month.
8. Any exemption to item Nos. 4 and 5 shall be justified in writing, and
explained to the Department Chairperson and the Dean, who shall
make a written recommendation to the Vice Chancellor for Academic
Affairs.
9. The Department Chairperson will monitor compliance to this order
and the Dean will be responsible for its strict implementation.

This Order takes effect starting Summer 2008 and shall remain in
force unless revoked by competent authority.

MARCELO P. SALAZAR
Chancellor

Distribution:
All Deans/Director, SET
All Others Concerned

D-18

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

March 14, 2008

SPECIAL ORDER
No. 125 IIT
Series of 2008

SUBJECT: INTERNAL GUIDELINES FOR MONETIZATION

In view of the COA Audit Observation on the availment of

monetization of leave of credits, the following new internal guidelines are
hereby issued:

1. Monetization of accrued leave credits is a privilege, not a right,

therefore it is covered by the provisions of the Civil Service Rules
on Leave, as cited in Memorandum Circular No. 41 s. of 1998,
as amended, of the Commission.

2. Monetization is subject to availability of savings derived from

Institute operations as declared by proper authorities.

3. Monetization shall be allowed only at the end of every quarter,

after savings from salary lapses during the first three quarters and
from all sources during the last quarter have been determined and
declared as such.

4. As a general rule, an employer shall be entitled to monetize only

a maximum of 30 days of his or her accrued vacation leave (or
sick leave, when there is less than 30 days vacation leave credits)
per year; provided, that a balance of ten (10) days vacation leave
credits is available after the monetization and after enjoying
mandatory leave. The application, however, shall be done only
once during any of the four quarters of the fiscal year.
Furthermore, if the funds for a particular quarter are not sufficient
to accommodate the request, processing shall be done on a
staggered basis.

D-19
5. Request for monetization beyond the maximum of 30 days leave
credits must be done in writing and in accordance to the
conditions defined as highly meritorious cases and shall be
strictly subject to the submission of the necessary supporting
documents:

a. Actual confinement of an employee or any family member

qualified as a dependent, upon the attending physicians
certification, plus presentation of prescription, receipt, and
other proof of confinement, to be further evaluated and
certified by an Institute physician.
b. Extreme financial need as a result of natural calamities such
as typhoons, flood, fire, earthquake, or accidents not the fault
of the employee, provided that the claim shall be supported
by certification from the Philippines National Red Cross in
the case of natural calamities and by the Police or Fire
Department in the case of accident or fire.

6. At the end of the fiscal year, if there are enough savings to

warrant payment, additional monetization may be allowed;
provided, that every qualified employee shall have prorated
access to whatever amount is available for the purpose and
provided further that the request will not exceed what is
allowable under Civil Service Rules.

The Human Resources Management Department (HRMD) is

hereby empowered and directed to receive, evaluate, and forward to
Management all applications for monetization of leave credits.
Applications for monetization beyond the 30-day maximum, or
under meritorious cases shall likewise be evaluated, then forwarded
to the proper office for certification before submission for approval
and processing.

Deadline of submission of application of monetization to the

HRM Office will be until March 26,2008.

This Order takes effect immediately and shall remain in force

unless revoked by competent authority.

MARCELO P. SALAZAR
Chancellor

D-20
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

November 24, 2006

SPECIAL ORDER
No. 667 IIT
Series of 2006

SUBJECT: RATIONALIZATION OF THE POSITION OF AN

ACADEMIC PROGRAM COORDINATOR OF A
DEPARTMENT IN SCHOOLS/COLLEGES

With the decentralization of graduate programs and in keeping

abreast with the progressive development of the department in
Schools/Colleges, there is a need to rationalize the position of an academic
program coordinator of a department.

In this connection, a department offering graduate program/s can be

complemented with designation of an Academic Program Coordinator if it
can satisfy all of the following criteria:

a) Must have at least twenty 20 full-time members;

b) Must have at least three (3) academic programs, one of

which is a graduate program;

c) Must have at least 10 enrollees in its graduate program/s.

The tasks or duties of an Academic Program Coordinator are as

follows:

a) Assist the Department Chair in overseeing, administering

and evaluating graduate programs of the department;

b) Assist the Department Chair in the management and

operation of the department;

c) Assume the duties and responsibilities of the Department

Chair in his/her official absence;

D-21
 d) Provide assistance in the preparation of faculty teaching
loads, and scheduling of courses;

e) Help in the development and implementation of strategic

or action plans of the department;

f) Work with the Department Chair in the preparation of

annual procurement plan, budget and required reports;

g) Work with the Department Chair in supervising and

coordinating the various activities of the department and
the college as well.

This Order takes effect immediately and shall remain in force, unless
revoked by competent authority.

MARCELO P. SALAZAR
Chancellor

Distribution:
All Deans/School Directors
All others concerned

D-22
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

September 5, 2006

SPECIAL ORDER
No. 502 IIT
Series of 2006

SUBJECT: IMPLEMENTATION OF THE DIRECT ENTRY OF

GRADES INTO THE E.SMS DATA BASE BY FACULTY
MEMBERS

To incorporate facility of grades encoding into the e.SMS Database,

and upon the recommendation of the Vice Chancellor for Academic Affairs
as agreed among the Deans, School Director and the Computer Facilities and
Support Services, effective the First Semester, AY 2006-07, all faculty
members are required to directly enter the grades of their students per subject
they are handling into the e.SMS data base.

Anent this, the following guidelines are prescribed:

a) Faculty members without e.SMS user accounts (used during

enrolment) must go to the ICT Center to register.
b) All Colleges/Schools academic clerks must ensure that the ID
Number/Name of the faculty member handling each subject
currently offered must be inputted onto the e.SMS database
(subject offering sub-module).
c) All Deans/School Directors through their department
chairpersons must provide grades entry workstation PCs to their
faculty during submission of grades period or may make use of
their existing PCs connected to the Institute LAN.
d) Each faculty member shall enter the grades of students for every
subject he/she is handling onto the e.SMS application using
his/her own user account. After entry he/she may print a draft
copy for checking purposes. The DRAFT COPY will not contain
the printed name of the Dean or Director of the College or School
yet. After checking that the draft copy is free of any missed entry
or error, he/she must confirm and lock the entered grades by

D-23
 clicking/ticking on the LOCK button in the e.SMS menu screen.
Once locked, the entered grades can no longer be edited or
changed, except by the Registrar Super-user upon approval by
the Institute Council. The faculty member shall then print two
final copies of the Report of Grades as entered. The FINAL
COPIES will have the printed names of the Faculty and the
College or School Dean/Director, on top of which will be the
spaces/fields for their signatures. These will be signed by the
Faculty and Dean/Director, and one copy be submitted to the
Registrars Office and one retained by the Deans/Directors
Office.

Should the faculty members require familiarization of the grading

module on the e.SMS application, the ICT Center will conduct a one-hour
orientation/training every 2:00-3:00 p.m. Wednesday, starting September 13
to October 4, 2006.

This Order takes effect immediately and shall remain in force, unless
revoked by competent authority.

MARCELO P. SALAZAR
Chancellor
Distribution:
All Deans/Directors
All Department Chairmen
Director, CFSS, ICTC
Registrar
All others concerned

D-24

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

June 17, 2005

SPECIAL ORDER
No. 256 IIT
Series of 2005

SUBJECT: GRANT OF AUTHORITY TO FACULTY

MEMBERS WITH ADMINISTRATIVE
DESIGNATIONS TO MONETIZE EARNED
LEAVE CREDITS.

In view of the fact that a number of faculty members have been

designated to administrative positions in concurrent capacity, they are
presumed to have earned leave credits in accordance with existing policies.

As such, they are hereby authorized to apply for monetization of these

leave credits, to the maximum of thirty (30) days; provided, however, that
there shall be a balance of five (5) days leave credits remaining after
application.

All other terms and conditions for monetization which are not
inconsistent with this Order shall be complied with, as set down in S.O. No.
116, S. 2005, and in other relevant issuances.

This Order takes effect immediately.

MARCELO P. SALAZAR
Chancellor

D-25
Cc: All concerned
Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

October 17, 2002

SPECIAL ORDER
No. 541-IIT
Series of 2002

SUBJECT: IMPLEMENTING GUIDELINES OF THE MSU-ILIGAN

INSTITUTE OF TECHNOLOGY PROVIDENT FUND
PROGRAM

Pursuant to the approval by the Board of Regents under its Res. No. 76, S.
2001 on the establishment of a Provident Fund Program, there is hereby adopted
Implementing Guidelines of the MSU-IIT Provident Fund Program to grant financial
assistance for medical treatment and retirement plan to the officers/personnel of the
Institute, effective January 1, 2003. Participation is voluntary.

Under the guidelines of the said Fund Program, all employees who enroll in
the Program will contribute one percent (1%) of their monthly salary and the Institute
will make a counterpart of 10 percent (10%) appropriated out of its total 50% share
of the generated annual income.

As a preparation towards effecting the deduction from the monthly payroll

effective January 1, 2003, the Institute Provident Fund Management Committee shall
conduct an orientation activity as well as obtain from the employees the filled-up
application forms for enrollment in the Provident Fund Program.

To initially implement the program, the Institute will earmark a portion of

the CY 2002 generated income. Full implementation will take place in January 2003.

This Order takes effect immediately and shall remain in force unless revoked
by competent authority.

MARCELO P. SALAZAR
Chancellor

Distribution:
All Employees of the Institute

D-26
 Republic of Philippines
Mindanao State University
ILIGAN INSTITUTE OF TECHNOLOGY
Iligan City

I.D. Picture

APPLICATION FOR MEMBERSHIP IN THE INSTITUTE PROVIDENT FUND

NAME:
Last First Middle/Maiden
POSITION HELD: DESIGNATION (if any)

OFFICE /COST CENTER:

DATE OF BIRTH:
Month Day Year
PLACE OF BIRTH:
Town/District Province/City
CIVIL STATUS: Single Married Widow/er

GENDER: v Male Female

HOME ADDRESS:
Number/Street/Barangay
Tel.No. Cellphone No.
Town/City/Province
INSTITUTE I.D. NO. BIR TIN

Name of Spouse:
Last First M.I.
M.I.
OCCUPATION OF SPOUSE:

NAME OF CHILDREN: Date of Birth

First M.I. Last Name Sex Month Date Year

NAME OF LIVING PARENTS/DEPENDENTS:

NAME OF BENEFICIARIES:

Date of Birth

D-27
First Name M.I. Last Name Sex Month Date Year

No. of Years as member of

ANTEU FAFED MSU-IIT AMMEI

Signed this ________ day of ______________ 20___ at Iligan City,

Philippines.

_________________________ _________________________
Name & Signature Signature of Applicant

Accomplish this form in duplicate. All must be written in Ink or TYPEWRITTEN.

Submit accomplished form to the HRM Office

D-28

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

October 8, 2002

SPECIAL ORDER
No. 523 IIT
Series of 2002

SUBJECT: AMENDMENTS TO S.O. NO. 489 IIT: INTERNAL

GUIDELINES ON CSC REHABILITATION LEAVE FOR
THE INSTITUTE

The subject Special Order is hereby amended, to read:

Provisions:

After a government employee shall have availed of the maximum

Rehabilitation Leave benefits, the Institute physician shall determine and recommend
to the Institute Chancellor through the Head of the Human Resource Management
Office for his approval the following, either:

a. Permanent Total Disability; or

b. Permanent Partial Disability; or
c. Temporary Total Disability.

However, the said employee shall first avail himself/herself of his/her sick
leave credits until physically recommended fit to work by the Institute physician.

Procedures in Applying Rehabilitation Leave:

Submit application for RL together with the supporting medical documents

to the Clinic as well as certification by the Head of the HRMD that leave credits of
employee rehab applicant are available.

This Order amends S.O. No. 489 IIT series of 2002 and forms an integral
part thereof.

MARCELO P. SALAZAR
Chancellor

D-29

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

September 12, 2002

SPECIAL ORDER
No. 489 IIT
Series of 2002

SUBJECT: INTERNAL GUIDELINES ON CSC REHABILITATION LEAVE

FOR THE INSTITUTE

Pursuant to Rule XVI of the Omnibus Rules Implementing Book V of EO

292 and other pertinent Civil Service Laws, there is hereby formulated Internal
Guidelines on CSC Rehabilitation Leave for the Institute.

WHO

Section 1. Entitlement to Leave Privileges In general, appointive officials

and employees of the government whether permanent, temporary, or casual, who
render work during the prescribed office hours, shall be entitled to 15 days vacation
and 15 days sick leave annually with full pay exclusive of Saturdays, Sundays, Public
Holidays, without limitation as to the number of days of vacation and sick leave that
they may accumulate.

Section 55. Rehabilitation Leave for Job-Related Injuries Applications of

officials and employees for leave of absence on account of wounds or injuries
incurred in the performance of duty must be made on the prescribed form, supported
by the proper medical certificate and evidence showing that the wounds or injuries
were incurred in the performance of duty. The head of department/agency concerned
shall direct that absence of an employee during his period of disability thus
occasioned shall be on full pay, but not to exceed six (6) months. He shall also
authorize the payment of medical attendance, necessary transportation, subsistence
and hospital fees of the injured person. Absence in the case contemplated shall not
be charged against sick leave or vacation leave, if there are any.

D-30
WHAT

Pursuant to Rule 16, Sec. 55 of E.O. 292 of the Civil Service Law, any
government employee may avail himself/herself of the Rehabilitation Leave as
needed by the employee and as determined by the Institute physician provided the six
(6) months of the Rehabilitation Leave benefits have not been exhausted.

Requirements needed are:

a) Application made on the prescribed form
b) Supported by proper medical certificates and evidences

Provisions:
After a government employee shall have availed of the maximum
Rehabilitation Leave benefits, the Institute physician shall determine and recommend
to the Institute Chancellor through the Head of the Human Resource Management
Office for his approval the following, either:

a. Permanent Total Disability; or

b. Permanent Partial Disability; or
c. Temporary Total Disability.

WHEN

When a government official or employee has been

1. Diagnosed having malignant tumor or cancerous disease;

2. On account of wounds and injuries incurred in the performance of duty;

and

3. He or she incurred job-related illness or service-connected illness.

WHY
The Civil Service Commission in reference to Ortiz v. COMELEC, 162
SCRA 812 states that, a social legislation like the rehabilitation leave, being
remedial in character, should be liberally construed and administered in favor of the
persons intended to be benefited thereby. The liberal approach aims to achieve
humanitarian purposes of the law in order that the efficiency, security and well-being
of government employees may be enhanced.

D-31
Procedures in Applying Rehabilitation Leave (RL):

1. Applicant files an application for Rehabilitation Leave

2. Submits medical certificate and medical evidences (x-ray, laboratory

results)
3. Submits application for RL together with the supporting medical
documents to the clinic

4. The Institute physician evaluates the application for RL and the

supporting documents.

5. The Institute physician shall have the final say in determining the
appropriate period of the duration of the Rehabilitation Leave.

6. The Head of the HRMD in coordination with the Institute Physician shall
submit the application for RL together with their recommendations to the
Chancellor for his approval.

This Order takes effect immediately and shall remain in force unless revoked by
competent authority.

MARCELO P. SALAZAR

Chancellor

Distribution:
All concerned

D-32

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

February 26, 2002

SPECIAL ORDER
No. 094 IIT
Series of 2002

SUBJECT: PRESCRIBING OF INSTITUTIONAL GUIDELINES TO

GOVERN CERTAIN TRANSACTIONS

Due to the necessity to prevent confusion and to standardize

procedures, there is hereby established the following prescriptions to be
observed by all concerned. These are in addition or supplemental to all other
applicable guidelines previously issued.

I. Faculty and Staff Awarded Study/Fellowship/Research Grants

1. There shall be no follow-up or submission by proxy of the

Fellowship Agreement, Surety Bond, Promissory Note and
Clearance. The grantee shall submit these documents in
person to the Vice Chancellor concerned and to the
Chancellor.

2. All grantees shall submit themselves for exit interview with

the Vice Chancellor under which they serve before starting
their studies/research projects.

3. Provisional clearance may only be signed if the grantee

presents a duly notarized promissory note with a co-maker
who is a permanent Institute employee; otherwise, the
grantee shall submit a full clearance from all money and
property accountabilities.

D-33
 II. Convocations, Seminars, Conventions

The Deans, the Director SET and the Principal IDS, are hereby
empowered to represent top management in internal convocations, seminars,
or conventions. As such the Chancellor and the Vice Chancellor would appear
only as principal speakers or resource persons. They may assume their
inherent roles during local, national or international gatherings at which high-
ranking guests/speakers are present.

III. Retirement

All retirable employees shall settle their disallowances at least six

months before retirement. No disallowances are allowed to be deducted or
paid from the anticipated retirement benefits, except under the following
conditions;

A. Optional Retirement:

1. When the prospective retiree has a terminal leave which

is more than or equal to the amount of disallowances, the
said benefits can be used as a guarantee for the
disallowances. Upon the release of the retirement gratuity
and terminal leave benefits from the DBM, the retirement
check will be released first so that the retiree can encash
the check and pay to the cashier the amount of his
disallowance. After payment, the terminal leave check
can be released upon presentation of official receipt.

2. If the amount of terminal leave is less than the amount of

disallowance, the prospective retiree is required to pay the
difference between the terminal leave benefits and the
total disallowance. The deficit shall be paid in lump sum
before the clearance is signed. Upon the release of the
funds from DBM, the check for terminal leave shall be
endorsed to the Institute by the prospective retiree to fully
pay his account, only then he can collect his retirement
gratuity.

3. If the prospective retiree has no accumulated leave, he

shall pay the disallowance in lump sum or execute a
promissory note duly notarized which offers a schedule of

D-34
 repayments, provided the amount of disallowance shall be
fully paid before the check for retirement gratuity will be
released.

B. Mandatory Retirement

1. When the prospective retiree has terminal leave benefits

more than or equal to the amount of disallowance, he can
also use this as a guarantee for payment. At the time the
retirement gratuity from GSIS is received, he shall pay the
disallowance in lump sum. The terminal leave check can
only be released upon presentation of official receipt for
full payment of account.

2. When the prospective retiree has terminal leave benefits

less than the disallowance or has no leave credits, the
prospective retiree is required to pay the disallowance in
full before clearance is signed.

This Order takes effect immediately, and shall remain in force until
revoked by competent authority.

MARCELO P. SALAZAR
Chancellor

Distribution:
All concerned

D-35

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

November 22, 2001

SPECIAL ORDER
No. 522 IIT
Series of 2001

SUBJECT: IMPLEMENTING GUIDELINES ON TRAVEL TO BE

UNDERTAKEN BY FACULTY, STAFF, DIRECTORS,
DEANS AND STUDENTS

In view of severe budget cuts and the need to exercise cost-

consciousness, the following guidelines relative to inter-island travel
undertaken by members of the constituency for various official functions shall
be strictly implemented:

1. Whenever feasible, inter-island travel shall be by boat,

categorized as follows:
1.1 Faculty members, administrative and academic non-teaching
personnel on official business Tourist Class
1.2 Students (on official business and subject to availability of
funds) Tatami Class or Economy Class.

2. Deans, Directors, Cost Center Heads on official business - Plane

Fare

3. Plane travel may be allowed for faculty and staff when possible,
under the following circumstances:
3.1 As an incentive for attending a conference as paper
presenter, resource speaker, or keynote speaker
3.2. As an incentive to any faculty member or administrative
personnel who is the recipient of a national or international
award
3.3 When an agency other than MSU-IIT shoulders the airfare

D-36
 4. Allowable expenses:
4.1 Deans, Directors, Heads of Administrative Units, faculty
members, administrative and academic non-teaching
personnel full per diems and traveling expenses
4.2 Students (subject to availability of funds) P200.00 daily
allowance

5. Other Requirements:
5.1 All official travels shall be properly liquidated before any
other travel authorized.
5.2 Accomplishment report shall be submitted to the respective
heads of office within five days of completion of travel.
5.3 Other entitlements may be granted through a special order
issued by Management, subject to accounting and auditing
rules and regulations.

Non-compliance with this directive shall be a ground for denial of

future travel privileges.

This Order takes effect immediately, and shall remain in force until
revoked by competent authority.

MARCELO P. SALAZAR
Chancellor
Distribution:
All Concerned

D-37

Republic of the Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
of the Mindanao State University
OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE
Telefax: (063) 221-4056 (DL) Bldg. 4 GSIS Metro Homes
(063) 492-1173 (GLOBE) GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875

December 13, 2000

SPECIAL ORDER
No. 412 IIT
Series of 2000

SUBJECT: PRESCRIBING A SCHEME FOR THE AWARDING OF FACULTY

ITEMS

Upon the recommendation of the Ad Hoc Committee to Study and Propose

a Scheme for the Awarding of Faculty Items, and as indorsed by the Institute
Academic Planning Committee, the following factors shall be incorporated in the
Scheme:
Seniority the length of service in the Institute.
Total points earned using the Integrated Scheme for Ranking
and Promotion (ISRP).
School where the faculty member completed the degree must
be CHED-accredited.
Number of years within which the degree was completed.
Contribution (type and quality) to the Institute, college, or
department.
Students Teaching Efficiency Rating (TER)

As a matter of procedure, whenever a vacant PSI item occurs, candidates

who could qualify to fill the vacant item shall be evaluated, starting at the node
college, based on the above-mentioned factors. Ranking will depend on the number
of candidates. The ranking earned will be added up with the contender who obtains
the lowest total points awarded the item.

Part of the procedure to be adopted shall be the documentation, which shall

be initiated by the HRM Office. The records shall be forwarded to the Vice
Chancellor for Academic Affairs for discussion with the Dean/s, School Director or
Principal concerned. Thereafter, the VCAA shall make his recommendation to the
Chancellor. If the recommendation is approved, preparation of appointment
papers/documentation shall be done by the HRMO for submission to the Civil Service
Commission.

This Order takes effect immediately and shall remain in force until revoked
by competent authority.
MARCELO P. SALAZAR
Chancellor

D-38
 OFFICE OF THE CHANCELLOR
Iligan Address: Manila Address:
Republic of the Philippines A. Bonifacio Avenue, 9200 Iligan City MSU-IIT MANILA INFORMATION & LIAISON OFFICE

ILIGAN INSTITUTE OF TECHNOLOGY

Telefax: (063) 221-4056 (DL)
(063) 492-1173 (GLOBE)
Chancellor
Bldg. 4 GSIS Metro Homes
GA-9, Pureza cor. Anonas St., Sta. Mesa, Manila
(063) 221-4050 tp 55 (TL) Tel: (02) 7163875
of the Mindanao State University

October 5, 2000
SPECIAL ORDER
No. 293 IIT
Series of 2000

SUBJECT: ACTIVATING THE INSTITUTE-LEVEL GRIEVANCE

MACHINERY

In conformity with the provisions of Rule XII, of the Omnibus Rules

Implementing Book V of Executive Order No. 292 and other pertinent Civil
Service laws, the Institute is hereby establishing a uniform grievance
procedure to address the grievance of the faculty and non-teaching personnel.

The procedures and the committee to be created shall be separate and

distinct from that created to investigate and discipline erring faculty, officials
or employees under Chapter 17 of the MSU Code and CSC R.A. No. 991936,
Uniform Rules on Administrative Cases in the Civil Service. The
Grievance Committee shall therefore address any complaints put in writing
by employees to express feelings of dissatisfaction with some aspects of his
working conditions, relationship or status which are outside his control (Sec.
1a Rule XII), and any grievance, which is a complaint in writing which has,
in the first instance and in the employees opinion, been ignored, overridden;
or dropped without due consideration (ibid., Sec. 16). The Committee shall
likewise refer to the MSU code and to the Civil Service law aforecited in the
task.

The following shall constitute the Grievance Committees:

I. For complaints/grievance between and among faculty

members and/or between faculty members and
chairmen/management:

1. Vice Chancellor for Academic Affairs Chairperson

2. Assistant Dean or Department Chairperson
(except the one being complained of)
3. FAFED President

D-39
 II. For complaints/grievances existing between and among the
management and administrative and academic non-teaching
personnel:

1. Vice Chancellor for Administration and Finance

Chairperson
2. One Cost Center head (except the one complained of)
3. President, ANTEU

The Committees shall follow the procedures laid down in the

aforecited Civil Service rules and pertinent provisions of the University Code.

This Order takes effect immediately, and shall remain in force until
revoked by competent authority.

MARCELO P. SALAZAR
Chancellor

D-40
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

September 10, 1999

SPECIAL ORDER
No. 297 IIT
Series of 1999

SUBJECT: PRESCRIBING GUIDELINES FOR THE

ADMINISTRATION OF THE INSTITUTE ACADEMIC
PERSONNEL DEVELOPMENT COVERING
INTERNATIONAL/FOREIGN GRANTS/ASSISTANCE

It has been noticed that international linkages initiated or arranged by

faculty members are increasing, in addition to those tie-ups done or to be
made by the Institute covered by written agreements. In order to maximize
and administer fairly the limited resources of the Institute, there is a need to
prescribe rules and regulations governing such program.

In this connection and upon the recommendation of the Institute

Academic Planning Committee, the following rules and regulations are
prescribed effective immediately:

1. As a policy, the guidelines under BOR Res. No. 3, 1992 covering

foreign grants is reiterated for strict implementation, viz.:

4.b) Foreign

i) For study grants of one year or more, a return service

of three years for every year of study leave or a major
fraction thereof shall be required.
ii) For study grants, travel grants for observation and
attendance in seminars, special training grants, and
other grants involving six (6) but not less than one
(1) month, a return service of one and a half years
shall be required.
iii) For grants involving less than one (1) month no
return service shall be required.

D-41
 4.c) The return service proviso applies without distinction
to both study grants on official time only and those with privileges.

5.h) Applicants for foreign grants must inform the head of

his unit and the Vice Chancellor for Academic Affairs at least one semester
before the expected start of his study leave.

2.e) Academic personnel who have already enjoyed the

privileges of a study grant may not be authorized to have another leave of
absence, unless he has served the University for at least two-thirds of the
return service required in the contract.

2. In a addition to the above provisions, availment or re-availment

of travel abroad for speaking engagements or delivering
scientific paper by faculty members, the following guidelines
shall be observed:

a) Notify the Dean/School Head of his/her intention to submit

or present paper/s in international gatherings at least one
semester before the actual delivery/presentation. The
Deans/Heads of School concerned shall examine the nature
determining the relevance of the subject paper to be
presented, vis--vis, the thrust of the Institute, and the
welfare of the faculty member concerned.

b) As a specific rule, only local travel expenses will be borne

by the Institute. In this regard, faculty members must include
in the initiation phase the types of invitation or arrangement
for sponsorship by appropriate institutions for the cost of
international fare, accommodation, registration fees,
honorarium and other allowances.

c) Whenever schedule falls during the regular classes, faculty

members concerned shall ensure that missed instructions
shall not exceed twenty percent (20%) of the total class
instruction. They shall however, undertake arrangements for
make-up instruction, taking into consideration the existing
schedule of their students.

D-42
 d) Grants involving one (1) month or less shall only be allowed
once in every twenty four (24) months, unless the grant
covers only travel on official time and lasting only for at most
seven (7) days.

e) Faculty member presenting/delivering the paper shall

recognize the Institutes contribution.

3. For linkages covered by institutional agreements, it shall observe

a lead time of at least a semester prior to actual commencement
of any undertaking, i.e., faculty exchange, visits, etc. This is to
ensure that programming of teaching load assignment shall not
be hampered.

All Deans, the SET Director and the IDS Principal, are advised to
disseminate this information to their respective faculty members.

This Order takes effect immediately, revokes existing orders which

are inconsistent hereof and shall remain in force until revoked by competent
authority.

FOR AND IN THE ABSENCE

OF THE CHANCELLOR:

MARCELO P. SALAZAR
Vice Chancellor for Academic Affairs
Officer in- Charge

Distribution:
All Deans/Director, SET/Principal, IDS
VCAA, Chairman& Members, Scholarship Committee
All others concerned

D-43
 Republic of the Philippines
Mindanao State University
Iligan City 9200
Philippines
ILIGAN INSTITUTE OF TECHNOLOGY
Tel. No. (063) 221-4050 to 55
http:// www.msuiit.edu.ph
Fax No. (063) 221-4057
email: msu-iit@ccl.msuiit.edu.ph

March 18, 1999

SPECIAL ORDER
No. 088 - IIT
Series of 1999

SUBJECT: PRESCRIBING GUIDELINES FOR THE

ADMINISTRATION OF THE INSTITUTE ACADEMIC
PERSONNEL DEVELOPMENT PROGRAM STARTING
DURING THE FIRST SEMESTER, AY 1999-2000

In addition to the provisions of BOR Res. No. 3, S. 1992, and upon

the recommendation of the Institute Academic Planning Committee,
guidelines for the administration of the Institute Academic Personnel
Development Program, effective from the First Semester, AY 1999-2000, are
hereby prescribed:

1. Grant of renewal and extension are given top priority, provided

these are still within the prescribed limits as set under BOR Res.
No. 3, S. 1992. Grantees shall likewise be required to submit
status report of the immediately preceding semesters
performance.

2. New grants to those who could obtain outside scholarship will be

considered, provided the degree applied for is in line with
applicants teaching specialization and subject to the teaching
load situation in the department. Sending out of new grantees
should not necessitate faculty recruitment, except for academic
programs under COEs (Center of Excellence).

3. Continue using the APDP guidelines set down during the Second
Semester, AY 1998-1999, viz.:

a) Program relevance to IIT thrusts - 45%

b) Department developmental needs - 35%

c) Length of service - 20%

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 In addition, the following criteria are prescribed to arrive at a Go/No
Go decision at the department level.

d) Capability for advance studies (based on grades obtained in

previous degree/s).

e) Implication to department teaching load.

f) Personality (Personality Test at the Guidance Office for

attitude, commitment to the Institute, mental stability).

g) Acceptability of receiving Institutions (recognized schools or

programs).

h) Age requirement more than 45 years old.

i) Student rating per TER 85% and above for the past four
semesters.

4. New grants from the Institute funding in the areas of Information

Technology and Computer Science, subject to above specific
criteria shall also be given priority.

All Deans, the SET Director, and the IDS Principal, are advised to
disseminate this information to their respective faculty members. Likewise,
the list of applicants shall be consolidated at the college/school level in order
of priority and submitted to the Scholarship Committee.

This order takes effect immediately, revokes or amends existing

orders which are inconsistent hereof and shall remain in force until revoked
by competent authority.

CAMAR A. UMPA, Ph.D.

Chancellor

Distribution:
All Deans/Director, SET, Principal, IDS
VCAA, Chairman& Members, Scholarship Committee
All Other Concerned

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