Faculty Manual 2018 Edited 1

Faculty
Handbook
2018 Edition
JOSE MARIA COLLEGE
Philippine Japan Friendship Highway, Sasa, Davao City
ASSURED, CONSISTENT, QUALITY EDUCATION
FACULTY MANUAL
Revised 2018
This manual shall not be reproduced in any form

without the expressed approval of the School Administrator.
MANUAL CONTROL
Handbook Number
Holder
Issue Status
Issue Date
Prepared By The Committee on
Revision
Approved By Board of Trustees
CONTROLLED COPY
ENDORSEMENT
This JMC Faculty Manual (Revised 2018), prepared and

submitted by the Human Resource Department and reviewed by the
Academic Council is hereby respectfully forwarded and recommended
for approval.
LEONORA Q. DE GUZMAN, FRIM, MBA

Director, Human Resource Management Department
MARIETA A. MUÑEZ, EdD, FRIEdr

Vice President for Academic Affairs
Accepted by the School Administrator as recommended by the Quality

Assurance Office and to be presented to the Board of Trustees.
ATTY. PEARL ANGELI Q. CANADA, D.Hum, FRILL, REB

School Administrator
APPROVAL
Approved by the Board of Trustees on
FDr. NELIA Q. CANADA, EdD,DFRIEdr, DRIIVF,

DFRIM, D.Hum
School President
Revision Revision Prepared Approved Page No.

Status Date by: by:
TABLE OF CONTENTS
PAGES
Founder and Chairman’s Message .............................................. ii
School President’s Message ........................................................ iii
Introduction .................................................................................. iv
Art. 1 - General Information ....................................................... 1

School Profile ............................................................................... 1
School Seal .................................................................................. 9
School Hymn ................................................................................ 11
School Philosophy ........................................................................ 12
VMG ............................................................................................. 12
Core Values .................................................................................. 12
Art II - School Organization ....................................................... 15

Administration and Faculty ........................................................... 15
Academic Officials and Support ................................................... 20
Integrated Basic Education .......................................................... 24
School Facilities ........................................................................... 25
Auxiliary Services ......................................................................... 27
Organizational Structure of the Institution .................................... 29
Article III - Recruitment, Selection and Placement ................. 30

Personnel Action .......................................................................... 30
Hiring ............................................................................................ 30
Recruitment .................................................................................. 31
Hiring Process .............................................................................. 32
Appointment of the Employee ...................................................... 34
Orientation .................................................................................... 35
Personnel Records ....................................................................... 35
Art IV - Personnel Conditions and Employment ..................... 37

Objective ...................................................................................... 37
Classification of Faculty ............................................................... 37
Integrated Basic Education .......................................................... 38
Qualifications ............................................................................... 38
Loading for Integrated Basic Education ....................................... 39
Full-time College Faculty Categories ........................................... 40
Qualification College Faculty ........................................................ 40
Part-time College Faculty ............................................................. 41
Faculty Workload and Schedules ................................................. 42
Make-up Class ............................................................................. 44
Substitution .................................................................................. 45
Art V - Standard of Conduct ....................................................... 46
Objectives ..................................................................................... 46
Policies .......................................................................................... 46
Cleanliness and Orderliness ......................................................... 46
Deportment Manner....................................................................... 47
Personnel Appearance ................................................................. 48
ID Cards ....................................................................................... 49
Lost IDs ........................................................................................ 50
Art VI - Employment Wages and Salaries Administration....... 51

Ranking Scheme for Teachers/Academic Support ....................... 51
Objective ...................................................................................... 51
Policies ......................................................................................... 51
Teaching Faculty Classification .................................................... 52
Basis for Ranking ......................................................................... 53
Position Classification IBEd .......................................................... 53
Position Classification Tertiary Education ..................................... 54
Performance Evaluation ............................................................... 54
Procedures ................................................................................... 55
Dean’s/Principal’s Evaluation on Faculty’s Classroom
Performance ................................................................................. 57
Dean/Principal’s Evaluation on Faculty Performance ................... 58
Student’s Evaluation of Teacher’s Classroom Performance ......... 60
Teacher’s Evaluation of other Teaching Staff’s Performance ....... 61
Method in Administering the Performance Evaluation
By Students ................................................................................... 62
Performance Evaluation for Teachers Guidelines ......................... 63
College Evaluation (Students, Peer and Deans evaluation) ......... 63
IBEd Evaluation ............................................................................ 64
Promotion ..................................................................................... 65
Objective ....................................................................................... 65
Procedures .................................................................................... 66
For Change of Rank and Classification ........................................ 67
Merit Increase ............................................................................... 69
Implementing Guidelines for Merit System ................................... 70
Productivity Performance ............................................................. 70
Longevity ...................................................................................... 70
Performance Incentives ................................................................ 70
Professional Development Incentives (PDI) ................................. 71
Professional Growth ..................................................................... 71
International Involvement ............................................................. 73
Local, Regional and National Participation ................................... 73
Salary Increases in Basic Pay ...................................................... 73
Teaching Proficiency ..................................................................... 74
Professional Achievements ........................................................... 74
Faculty Development Activities ..................................................... 75
Transfer ......................................................................................... 78
Promotion and Transfer of Assignment ......................................... 79
Seminars and Trainings ................................................................ 79
Guidelines for Re-Echo ................................................................. 80
Faculty Exchange ......................................................................... 82
Overseas Exchange Program ....................................................... 84
Payments of Wages ...................................................................... 85
Art VII - Employment Benefits and Other Incentives ............... 86

Institutional Benefits ...................................................................... 86
Emergency Leave ......................................................................... 86
Sick Leave .................................................................................... 87
Incentive Leave ............................................................................. 89
Wedding Leave ............................................................................. 89
Study Leave .................................................................................. 89
Sabbatical Leave .......................................................................... 89
Service Leave ............................................................................... 90
Long Leave.................................................................................... 91
Semestral Vacation Pay/Summer Pay .......................................... 92
Free Meal ...................................................................................... 93
Tuition Discount ............................................................................. 93
Retiree .......................................................................................... 95
Mortuary Benefits .......................................................................... 96
Retirement Plan and Benefits ........................................................ 96
Accident Insurance Benefits .......................................................... 97
Clothing Allowance for School Uniforms ....................................... 98
Accommodation Assistance .......................................................... 98
Benefits Mandated by Law ............................................................ 99
Art. VIII - Attendance and Timekeeping Procedures .............. 103

Objectives ...................................................................................... 103
Policies .......................................................................................... 103
Time Keeping Regulations ............................................................ 103
Tardiness & Overtime .................................................................... 104
Faculty Attendance ........................................................................ 105
Policies on Tardiness and Under time ........................................... 105
Absences ...................................................................................... 106
Monitoring of Faculty Attendance ................................................. 108
Art. IX - School Rules and Regulations ................................. 109

Conduct of Disciplinary Offenses .................................................. 109
Kinds of Sanctions ......................................................................... 111
Offenses and Penalties .................................................................. 111
Infractions Schedules and Its Corresponding Penalties ................ 112
I. Offenses Against Work Rules ........................................... 112
II. Offenses Against Person .................................................. 119
III. Offenses Against School Interest ..................................... 122
IV. Offenses Against Public Morale ....................................... 124
V. Offenses Against School Property .................................... 126
VI. Offenses Against Security ................................................ 128
VII. Offenses Against Health and Public Service .................... 130
VIII. Offenses Against School Dress Code ............................... 131
IX. Offenses Against Traffic Rules .......................................... 133
X. Violation of Code of Ethics for Professional Teacher ........ 133
Art. X - Termination ..................................................................... 136

Policies/Procedures ....................................................................... 136
Authorized causes of Termination................................................... 138
Termination of Employment Due to End
of Employee’s Contract .................................................................. 138
Termination of Employment Due to Employee’s Resignation ........ 138
Termination/Dismissal or Conference ............................................ 140
Clearance ...................................................................................... 141
Chapter I Corporate Administrative Officials ........................... 142
Chapter II Teachers Code ........................................................... 145
Chapter III Effectivity Clause, Corollary Rules ......................... 150
Tayo’y Dabawenyo ...................................................................... 151

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JOSE MARIA COLLEGE
Assured Consistent Quality Education
MESSAGE FROM THE FOUNDER
Dear JMarian Educators,
The Jose Maria College (JMC) is

committed to its mission of providing
the ACQ (Assured Consistent Quality)
Education, producing builders and
leaders of tomorrow who are spiritually
and morally upright. To put flesh to
these statements, we need excellent
educators who are competent,
committed and who have exemplary
character.
In the same vein, knowing that excellent

education is built on strong foundation
of values, excellent programs, policies,
systems and procedures intended to hone abilities, to set uncompromising
performance standards and to recognize and reward productivity and
excellence, this Faculty Handbook was written to detail how to bring all
these to reality.
This Faculty Manual 2018 Edition therefore, serves as a potent guide in

the performance of your duties and responsibilities as well as in your effort
to grow and develop in the profession.
I strongly enjoin you to read and digest the provisions as well as the
general information in this manual and follow the policies and practices of
Jose Maria College.
FDR. EXECUTIVE PASTOR APOLLO C. QUIBOLOY

PhD, HFRI, DFRIEdr, DFRIEnv, DFRIHR, DFRIHum, DFRIIR, DFRIM,
DFRIMCom, DFRIPht, DFRISow
Founder/CEO/Chairman
[ Faculty Handbook 2018 ]

JOSE MARIA COLLEGE
iii Assured Consistent Quality Education
MESSAGE FROM THE PRESIDENT
Welcome to Jose Maria College!
Heeding the call for a better quality

of education, the Jose Maria College
(JMC) takes the challenge of addressing
the current educational demands of the
21st century.
Although the school is equipped with

world-class facilities, nothing beats a
faculty that is competent, seasoned and
committed to pursue the ACQ (Assured
Consistent Quality) Education which
is our primary thrust. For this, JMC
is committed to giving you the best
teaching environment for you to grow
and develop as our key education partners in all these.
This Faculty Manual 2018 Edition was therefore produced to give you the
direction, detailed information and guide in every aspect of your work.
On behalf of the whole JMC community, I personally welcome you to JMC.

Let us work as one family, with one spirit of love, joy and peace.
FDr. Nelia Q. Canada , EdD, DFRIEdr, DRIIVF, DFRIM, D.Hum

School President

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JOSE MARIA COLLEGE
Introduction
The Jose Maria College Faculty Handbook is a set of policies and
guidelines intended for all faculty members. It serves as their guide for the
code of conduct in achieving the Culture of Excellence that this school has
set to achieve. It will serve as their reference material in the performance
of their duties and responsibilities.
Integrated in this manual is the information regarding their welfare,

benefits, service and terms of employment which are meant to enable
them to perform their duties with dedication and commitment to the
institution’s vision, mission and goals.
It is therefore necessary that all faculty members have a complete

working knowledge on the general objectives of this handbook to help
them perform their duties and responsibilities effectively.
In a way, this handbook is also an acknowledgement of the faculty roles

and contributions expected from them for academic success and total
development of the students as well as the realization of the Philosophy,
Vision, Mission and Goals of the institution.

JOSE MARIA COLLEGE
1 Assured Consistent Quality Education
ARTICLE I
GENERAL INFORMATION
SCHOOL PROFILE
In the year 2000, Pastor Apollo C. Quiboloy led the ground-breaking
ceremony at the Kingdom of Jesus Christ compound in Sasa, Davao City.
He named the school after his parents who gave him the foundation of
being a good person.
Jose Maria Academy Opens
After complying with all the requirements of the Department of

Education, Jose Maria Academy (JMA) opened in 2002 for preschool
education until the second grade in the elementary level.
In 2003, the Jose Maria Academy was named Jose Maria College
(JMC) after the Securities and Exchange Commission (SEC) approved its
conversion from Academy to College.

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JOSE MARIA COLLEGE
In 2004, the Commission on Higher Education (CHED) issued a

government Permit for AB Theology and AB English programs. In the
same year, complete elementary and secondary programs were offered
by the institution.

JOSE MARIA COLLEGE
Additional courses also opened in the same year- Bachelor of

Secondary Education (BSED) Major in English and Math, Bachelor of
Elementary Education (BEED), BS Computer Science, and AB Mass
Communication.
Two (2) TESDA courses - Diploma in Computer Technician (DCT) and

Diploma in Computer Science (DCS) also started to operate.
More courses were added in 2005 - Bachelor of Science in Accountancy

(BSA), Bachelor of Science in Civil Engineering (BSCE), Bachelor of
Science in Information Technology (BSIT), and Bachelor of Science in
Psychology (BSP). The Bureau of Immigration also granted Jose Maria
College the permit to admit foreign students. TESDA also approved the
6-Months Caregiver Course.

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JOSE MARIA COLLEGE
In 2006 Bachelor of Science in Business Administration major in

Financial Management was opened, and in 2010, Bachelor of Science in
Social Work (BSSW) program started to accept freshmen enrollees.
Because of the demand for Bachelor of Science in Criminology,

CHED granted JMC the permit to operate in 2014. TESDA also added
its programs – Housekeeping NC II, Health Care Services NC II (Nursing
Aide) and Massage Therapy NC II.

JOSE MARIA COLLEGE
In 2016, after the approval from the Department of Education, JMC

offered the four strands for Senior High School - Business, Accounting &
Management (ABM), Humanities & Social Sciences (HUMSS), Science,
Technology, Engineering & Mathematics (STEM), General Academic
Strand (GAS), and Technical- Vocational (Tech - Voc - ICT).

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JOSE MARIA COLLEGE
The College of Law
There is a growing recognition across Davao City that access to the legal
profession must be expanded. No new law school had been approved in
Davao City for the last 54 years.
In 2016, after a series of inspection and compliance with the requirements

of the Legal Education Board (LEB), JMC was granted permit to accept
first year enrollees.
JMC has provided students with safe and nurturing environment that is
conducive for learning, with beautiful school grounds, lovely places to eat
and state-of-the art amenities.
To cater to the needs of working and non-working students, the Bachelor

of Laws offers two (2) curricula: the Five- Year Program for those who
cannot attend classes every day and the Four- Year Curriculum for the
non- working students. The five-year curriculum requires students to
attend classes from Friday to Sunday.
JOSE MARIA COLLEGE
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10 JOSE MARIA COLLEGE Assured Consistent Quality Education
= The college became active member of the following organizations:
–– Association of Private and State Colleges and Universities in Region

XI (APSCIR-XI)
–– Private Schools Athletic Association (PRISAA)
–– Association of School Human Resource Management Practitioners
of Davao, Inc. (ASHPoD, Inc.)
–– Association of Registrars of Schools, Colleges & Universities,
Region XI (ARSCU)
–– Davao Private Schools Librarians Association, Inc. (DPSLI)
–– Council of Deans of Engineering Education (CODEE)
–– Council of Deans for Teacher Education Institutions (CODTEI XI)
–– Philippine Association for Teacher Education (PAFTE)
–– Philippine Society of Information Technology Students (PSITS)
–– Council of Deans in Information Technology Education (CDITE)

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JOSE MARIA COLLEGE
–– Davao Association of Colleges and Schools (DACS)

–– Fund for Assistance for Private Education (FAPE)
–– Private Education Retirement Annuity Association (PERAA)
–– Junior Social Work Association of the Philippines (JSWAP)
–– Philippine Association of Social Workers Inc. (PASWI)
–– National Association of Social Work Education Incorporated
(NASWEI)
–– Association of Civil Engineering Educators in the Philippines
(ACEEP)
–– Academe Industry Tripartite Council (AITC)
–– Philippine Association of Law Schools (PALS)
–– Junior Philippines Institute of Accountants (JPIA)
–– Junior Finance Executives (JFINEX)
–– Paper Advisers, Inc/ (DAPPSPA, Inc. )
–– Regional Association of School Paper Advisers (RASPA)
–– National School Press Association (NSPA)
–– Boy Scouts of the Philippines (BSP)
–– Girl Scout of the Philippines (GSP)
–– Mathematics Trainer’s Guild of the Philippines (MTG)
–– Council of Deans Program Heads for Criminal Justice Education
(CDPHCJE)

JOSE MARIA COLLEGE
Section 2: School Seal

Sec. 2.1 Description and Interpretation of Symbols
THE SHIELD
The shield takes the form of the seal of JMC
symbolic of the academe’s dedication to protect
it from all elements that may hinder in the
achievement of its mission and vision. The color
purple represents its commitment to sincerity,
integrity, courage and honesty.
THE CROSSED OLIVE LEAVES

It signifies the standard of excellence that
Jose Maria College continually maintains in the
development of every student into becoming a
well-rounded person.
THE FRAMED 2002

The figure 2002 in frame is the year in which
the institution was founded.
THE JESUS CHRIST LOGO

The Jose Maria College is the reality of the
dream of the ministry of the Kingdom of Jesus
Christ, The Name Above Every Name to establish
an educational institution. This signifies that JMC
will not only mold the students into becoming
assets of our nation but also into becoming just,
respectful and God-fearing individuals.
THE OPENED BOOK

It signifies an open mind. An open mind is
essential to the absorption of knowledge and
values so that it could be put into the right place.
THE TORCH
It represents the burning zeal to use the
knowledge and abilities to help the underprivileged
and the needy.

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JOSE MARIA COLLEGE
THE CAULDRON
The cauldron, including the logo, the opened
book and the torch symbolizes the goal of the
academe to produce graduates that will become
nation builders and industry leaders.
THE JOSE MARIA

Jose Maria is named after the parents of the
E MA RI A Founding President who gave him the foundation
JOS of a good person.

JOSE MARIA COLLEGE
Section 3: School Hymn
JMC HYMN
Bless ye, Jose Maria

Hail to the Great Academe
The emblem of glory and grace
Beloved Alma Mater dear
The path you have laid bare

With future bright we dare
Walking through your halls
Echoes of triumph and victory calls
You are the builder of tomorrow

The blueprint in your hand
Sealed with a solemn promise
Bound by an oath we stand
For you are a strong tower
A pillar of truth and might
A beacon shining brightly
Your presence we hold dearly
Forever grateful we will be

Jose Maria College
Raising your standard high
For all the world to see.

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JOSE MARIA COLLEGE
Section 4: Philosophy, Vision, Mission, Goals and

Core Values of JMC
PHILOSOPHY
Jose Maria College believes that education is an ennobling force that

leads to the enlightenment and transformation of individuals.
VISION
Jose Maria College is a leading educational institution in the Philippines

and in the Asia-Pacific Region committed to total human development for
the well-being of society and the environment.
MISSION
The mission of Jose Maria College is to achieve and sustain excellence in

every area of its teaching and research, develop and maintain its position
as a recognized leading world class educational institution, and enrich the
international, national, and regional communities through the fruits of its
research and instruction, the productivity of its alumni and staff, and the
publishing of academic and educational materials.
GOALS
Its commitment to excellence is reflected in its six over-arching goals,

which are articulated below:
l. STUDENT EXCELLENCE. Enroll, educate, and graduate the most

deserving, promising and diverse student body possible. Provide all the
students (basic education and undergraduate) with an education that is
innovative, distinctive, and that inspires in them a zest for learning.
2. EXCELLENCE IN RESEARCH, SCHOLARSHIP AND CREATIVITY.

Achieve national and global pre-eminence in research, scholarship and
creativity.

JOSE MARIA COLLEGE
3. FACULTY EXCELLENCE. Recruit, nurture and retain a diverse faculty

who are outstanding scholars and teachers and an excellent, qualified
staff who provide outstanding support to faculty and students.
4. EXCELLENT IN PUBLIC ENGAGEMENT. Strengthen the engagement

of the institution’s instruction, research, and extension programs with local,
national, and international communities, consonant with its stature as an
academically distinguished private institution with a mission through
participating in public discourse to applied research and formal extension
programs.
5. ORGANIZATION AND STAFF EXCELLENCE. Review and enhance

organizational structure and processes the promote and support academic
excellence.
6. EDUCATIONAL EXCELLENCE. Attain meritorious standard in

instruction and instructional leadership in the compliance of government
programs and mandates, and in the pursuance of regional and global
trends and innovations.
CORE VALUES WHICH ARE AT THE CENTER OF JMC AS AN

INSTITUTION
• Commit to Justice that provides fairness and equal avenues for all
members of the JMC community.
• Support every Open Opportunity for collaborative, collegial and

caring learning environment.
• Seek knowledge through free and open intellectual inquiry and

expression between and among members of the JMC community.
• Sustain Excellence in teaching, research and extension engagement

of the institution.

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JOSE MARIA COLLEGE
• Embrace opportunities to Maximize linkages, networking and

promotions for the institution.
• Apply learning in every discipline to prepare JMC community for

ASEAN integration and global competitiveness
• Reward and recognize merit, creativity and innovation of members

of the JMC community.
• Instill faith and belief in the Divine Providence through a life of

moral and righteous living.
• Continue Active pursuit of life-long learning activities.

JOSE MARIA COLLEGE
ARTICLE II
SCHOOL ORGANIZATION
Section 1: Administration and Faculty
Sec 1.1 Administrative Officers
Sec 1.1.1 Board of Trustees
As a policy making body, the member participates in the development

and implementation of policies and decisions in the school and helps direct
the operations of the institution as mandated by the chairman.
Sec 1.1.2 President
He is the academic leader and chief executive officer of the

school. He is responsible for the general management and overall
performance of the school according to the mission, vision, goals and
objectives set forth by the Board of Trustees.
Sec. 1.1.3 School Director
He/She is responsible for efficient and effective management and

the realization of the goals and objectives of the institution.
Sec. 1.1.4 Senior Vice President
He/She is responsible for helping the institution to achieve its

financial goals and objectives and to increase its operating performance.
S/he also prepares budgets, creates business plans, and solves
internal issues as they arise. He/She also works hand-in-hand
with the vice presidents for academic and external affairs to manage
the operations of the institution.

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JOSE MARIA COLLEGE
Sec. 1.1.5 School Administrator
He/She exercises overall authority and supervision over the

operations of the different departments and maintains efficiency to
ensure the delivery of quality instruction and services to the clientele.
Sec.1.1.6 Executive Vice President for Operations
He/She assists the School Administrator in the overall planning,

organizing and controlling of the academic programs areas. Serves
as the principal assistant and advisor to the School Administrator in
all academic matters, develops and plans institutional and academic
programs, policies and procedures relating to academic programs,
budgeting, resource allocation, supervises staff development
programs, monitor personnel actions and transactions and participates
in academic policy development in academic personnel policy
development and negotiations. He/She works with the management
team in developing and implementing the institution’s mission.
Sec. 1.1.7 Corporate Secretary
He/She ensures the integrity of the school’s governance framework

and is responsible for the efficient administration of the institution
by ensuring that the school is operating in compliance with statutory
and regulatory requirements and implementing decisions made by the
Board of Trustees.
Sec. 1.1.8 Corporate Treasurer

He/She assesses reviews and protects the company’s financial
well-being. He/She also manages the cash flow and the school’s funding
options, contracts and other financial activities. The corporate treasurer
also monitors the financial records and endeavours of the institution.
Sec. 1.1.9 Assistant School Administrator
He/She works under the direction of the school administrator. He/

JOSE MARIA COLLEGE
She coordinates, organizes, oversees and performs everyday clerical

and administrative duties associated with school operations with the
school administrator. The assistant school administrator also provides
secretarial assistance to the principal and serves as a liaison between
students, staff and parents.
Sec. 1.1.10 Assistant to the School Administrator
He/She provides support to the School Administrator to facilitate

the efficient operation of the organization. S/he handles requests,
schedules, appointments and other clerical duties relevant to the
school administration.
Sec. 1.1.11 Legal Officer
He/She handles the legal affairs of the institution. The legal officer
gives legal advice to upper-level staff to ensure that the best legal
approach is taken for business ventures. He/She gives advise on
matters of constitutional and national law. He/She also develops and
submits major contracts, agreements and other legal documents of the
institution.
Sec. 1.1.12 HRMD Director
He/She is in-charge of the recruitment, training, and planning for

the needs of the employees and the institution. S/he is responsible
in maintaining exemplary employer-employee relationship and in
creating an excellent working condition that ensures the quality
standards of this institution.
Sec. 1.1.13 Comptroller
He/She plans, administers and controls the functions of general

accounting, automated accounting and other administrative systems,
fiscal services, student financial services, grants and contract
accounting, accounts payable, accounts receivable, travel, cash
management, investments, tax audits, capital; financing, property

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JOSE MARIA COLLEGE
accounting and control.
Sec. 1.1.14 Accountant
He/She is responsible in overseeing and verifying all financial

transactions entered into by the institution with its employees,
students, or with other entities. He/She establishes financial policies,
plans and procedures and the accounting and safeguarding of all the
assets from losses of all kinds.
Sec. 1.1.15 Property Custodian
He/She is in-charge of overseeing the overall custodial operations

of the college and helps ensure a safe, clean, and comfortable institutional
environment, and comes out with administrative tasks required to
maintain and operate the school based on established standards.
Sec. 1.1.16 Website Administrator
He/She develops and maintains the institution’s website by providing

up-to-date content and by developing a modern website design. He/
She should also maintain hardware and software critical to the functionality
of the school’s website.
Sec. 1.1.17 Assistant Website Administrator
He/She provides assistance to the Website Administrator in the

development and maintenance of the school’s website. He/She also
makes sure that current and relevant content is uploaded to the
website regularly.
Sec. 1.1.18 Information Technology (IT) Administrator
He/She manages the institution’s Information Technology (IT) systems

to ensure that they operate effectively and efficiently. He/She also
ensures that all parts of the IT systems, including hardware, software,

JOSE MARIA COLLEGE
and network connections, are fully operational.
Sec. 1.1.19 Physical Plant Manager
He/She is responsible for planning, organizing, developing and

directing the overall operation of the physical plant services unit in
accordance with the policies and procedures set by current local,
national and international standards, guidelines and regulations to
assure that the institution’s facilities are well maintained.

Sec. 1.1.20 Student Development and Publication Director
He/She develops and demonstrates leadership, guidance, monitors

and mentorship for student governments and other student clubs and
organizations. He/She develops, manages and facilitates the
operations of the student publications and its respective activities
inside and outside the campus (trainings/competitions). Develops,
organizes, coordinates and oversees major cultural, educational and
socially relevant program for students under the IBEd department.
Sec. 1.1.21 Disaster Action Risk Manager
He/She develops plans and procedures that every employee and

student must follow in cases of emergencies and disasters. He/She
also coordinates with local, national and international agencies with
regard to disaster prevention and management in aligning the school’s
policies and operations with disaster prevention and management
standards and guidelines.
Sec. 1.1.22 Quality Management System Coordinator
He/She supervises and evaluates the quality of the installed

management systems of the institution. He/She reviews and analyzes
the operations of the school which include, but not limited to,
procurement of resources, documentation of institutional activities
and operations, and production and implementation of plans and projects.

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JOSE MARIA COLLEGE
Sec. 1.1.23 Cashier
He/She is responsible for collecting and safeguarding all cash

receipts, making payments, vouchers, payroll, and all other orders of
payments. He/She receives payments from students and other parties
and issues receipts of such payments and take charge in safeguarding
the petty cash funds and other special funds entrusted to him/her.
Section 1.2 Academic Officials and Supports
Sec. 1.2.1 Vice President for Academic Affairs
He/She serves as the chief academic officer of the college and is

responsible for the development and evaluation of educational policy
and academic programs. His/Her responsibilities include program
review and improvement, accreditation and self-evaluation,
assessment of student learning and advancement of student success,
academic personnel decisions, budget development, enrolment
management, fiscal accountability, program and curriculum
development, and the improvement of teaching and learning.
Sec. 1.2.2 Vice-President for Administration
He/She is responsible for directing all of the administrative functions of

the institution in accordance with the standards of the College, where
applicable, as appropriate and school’s objectives and policies.
Sec. 1.2.3 Vice President for External Affairs and Industrial

Relations
He/She represents the college and communicates its positions and

policies to external bodies and agencies. He/She also lobbies
local, municipal, and provincial, governments to further the objectives,
goals and policies of the school. He/She also communicates
relevant external issues which may significantly affect the

JOSE MARIA COLLEGE
school and its students.
Sec. 1.2.4 Vice-President for Research and Development
He/She identifies and prioritizes areas of Research and Development

and Community Extension Programs to meet the research objectives
of the institution and to establish linkages with national and
international Research & Development experts for support in research
undertakings.
Sec. 1.2.5 Registrar
He/she is responsible for administering and supervising the academic

records of the students.
Sec. 1.2.6 Chief Librarian
He/She provides support to the members of the academic community

such as students, researchers and lecturing staff, and performs a
responsible technical library task of a generalized nature related to the
acquisition, cataloging, processing and/or circulation of library materials.
He/She also plans, organizes, and coordinates the works of the library
system and unit services.
Sec. 1.2.7 Student Services Facilitator
He/She responds to guidance and counselling needs of the students

and coordinates with the Prefect of Discipline in the implementation
of necessary disciplinary actions to students’ infractions. He/She also
records the psychological test results from the Psychometrician and
keeps an inventory of students’ cumulative records. The Student
Services Facilitator also conducts individual or group processing of
students regarding their social, academic and moral needs.

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JOSE MARIA COLLEGE
Sec. 1.2.8 Assistant Student Services Facilitator
He/She provides necessary assistance to the Student Services

Facilitator by conducting clerical duties and record keeping of
important documents of the Guidance Office.
Sec. 1.2.9 Community Extension Service Coordinator
He/She creates and oversees programs that benefits the community as

a whole; facilitates community service programs, assesses & keeps
track of student volunteer hours, writes articles for Community Service
Center newsletter and researches and community service activities
for the JMC community.
Sec. 1.2.10 Sports Coach

They train the students in sports and motivate the players to do their
best using proper protocol and techniques. They devise strategies to
give the school teams the best chance of winning during the competition.
They must schedule practice sessions to do drills and improve the
athletes’ skills and stamina. They likewise evaluate the strength of the
team and the opposing team prior to the competition.
Section 1.3 College Department
Sec. 1.3.1 Dean of College
He/She supervises all the plans, programs, activities, and operations

made by the college. He/She sees to it that all undertakings are met.
He/she is one of the approving officers of any program that will be
proposed.
Sec. 1.3.2 Program Head
He/She is responsible in creating an effective program that will meet

the standards of the Commission on Higher Education (CHED) and

JOSE MARIA COLLEGE
ensures that the objectives of the program are achieved and all needed
requirements for the accreditation of his/her programs are supplied.
Sec. 1.3.3 Guidance Counselor
He/She provides academic, behavioral and deportment (character)

guidance and counseling services to college students in relation to
their academic, behavioral and spiritual orientation while in school.
He/She also takes care of the implementation of the Guidance
Program of the school. He/She renders personal assistance to
students through individual counseling, enabling them to reach
a solution to their problems and process the development of their
spiritual, moral and intellectual growth. He/She works in cooperation
with the Administrator, Dean and Program Heads with all other
concerns in matters relating to the guidance program of the school.
Sec. 1.3.4 Director of Student Affairs and Discipline
He/she plans, arranges and leads social, cultural, recreational and

other related activities of various student groups as mandated by the
college policies and regulations; acts on complaints, problems and
conflicts among students.
Sec. 1.3.5 Director for Linkages and Networking
He/she is responsible for establishing linkages with different institutions

in the Philippines and abroad.
Sec. 1.3.6 Faculty
They are the institutional front lines in molding, guiding, and teaching
students without prejudice to race, religion, gender and personality.
They supervise the students development and growth in relation to
their academic/professional pursuit/calling.

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JOSE MARIA COLLEGE
Section 1.4 Integrated Basic Education Department
Sec. 1.4.1 Principal
He/She is the chief administrative officer of the preschool, grade

school and high school. He/She coordinates and supports the works
of the administrative staff, faculty, and students. He/she appoints such
officials as may be necessary for the operation of the school. He/She
carries out objectives, policies, existing laws, rules and regulations of
the institution and exercises educational leadership
Sec. 1.4.2 Assistant Principal
He/She assists the principal in planning and coordinating the academic

programs and policies of the school.
Sec. 1.4.3 Subject Area Coordinator
He/She is responsible for a consolidated organizing, supervising and

evaluating the development of teaching and learning process in a
particular subject area.
Sec. 1.4.4 Head Teacher
He/She supervises the consolidated plan, implementation and evaluation

of the curriculum, programs and related activities of the grade/year
level.
Sec. 1.4.5 Curriculum Head
He/She ensures that the curriculum set by the Department of Education

(DepEd) and the school is effectively delivered to the students. He/
She also monitors and evaluates the quality and the punctuality of
lesson plans, instructional materials and assessment tools.

JOSE MARIA COLLEGE
Sec. 1.4.6 Prefect of Discipline
He/She manages and maintains student deportment order and

discipline in the secondary and elementary levels. He/She further
implements institutional policies on the maintenance of the overall
external order. All cases of disciplinary nature are reported to him/her
for investigation, disposition and/or decision.
Sec. 1.4.7 Class Adviser
He/She supervises students in their various class activities and

advises, guides, motivates, and counsels students under his/her direct
care in matters of studies or personal life while in school.
Sec. 1.4.8 Subject Teacher
He/She is assigned to handle and conduct instruction in a particular

subject. However, his/her responsibilities are not limited to such as
he/she is also expected to help his/her students acquire a sense of
self-discipline in their studies through motivation and effective supervision.
Section 2: School Facilities
Sec. 2.1 Science Laboratory
The school has a science laboratory provided with the necessary

equipment, paraphernalia, chemicals and related equipment needed
for conducting chemistry and physics lectures and experimentations.
A laboratory in-charge is responsible in keeping track of all the activities
inside the Science laboratory; and is also responsible in assisting
the Science teachers and students in their respective laboratory
classes and in Science-related activities. This laboratory is located at the
fourth floor of the JMC building.

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Sec. 2.2 Computer Laboratory
The school computer laboratory is equipped with multimedia facilities

which help in the enhancement of the learning process of students
and teachers. The school has set general rules and timetable in
using the computer laboratory for students, teachers and the custodian
to follow.
Sec. 2.3 Audio-Visual Room
The school provides the use of the audio-visual room to assist teachers
in providing relevant instructional materials in support to students’
academic learning like using videotapes, transparencies, slides, and
electronic audio-visual equipment and other relevant instructional
materials. This center is open from 8:00 A.M. - 12:00 NN and from
1:00 P.M. - 5:00 P.M., Monday to Friday. Permission from the
Property Custodian must be arranged two days before the scheduled
activity.
Sec. 2.4 Speech Laboratory
The school has set rules and/or procedures in using the speech
laboratory. Thus, it should be used only with permission from the
in-charge. Headphones and microphones should be handled with utmost
care. Books and speech laboratory paraphernalia should never be
brought outside the laboratory. Any damage incurred during
laboratory use should be reported immediately to the in-charge for
appropriate action. Before leaving the cubicles, the students are ex-
pected to properly return the microphones and headphones.
Sec. 2.5 Criminology Specialized Laboratory
The school provides specialized laboratories for the Criminology Education

Program intended for the Criminalistics/Forensic Sciences activities
as well as for defensive tactics lessons.

JOSE MARIA COLLEGE
Sec. 2.6 Home Economics Room
The H.E. room is provided for the students for their Technology and
Livelihood Education subject. It is the duty of the students to
maintain its cleanliness and orderliness. Henceforth, rules and
procedures were set for teachers and students as their guide in using
the H.E. room.

Sec. 2.7 School Gymnasium/Basketball Court
The school has its own gymnasium/basketball court located at the roof
top of the JMC building. Anyone who would like to use it must secure
a written approval of the Principal/Dean of College and the Property
Custodian indicating the date and the time of use. Use of gymnasium
& basketball court is allowed only with the presence of the subject
teacher in-charge or coach. The time indicated in the form must be
followed strictly. Request for gymnasium reservation should be done
at least one (1) day before use.

Sec. 2.8 Library
The library serves as the heart of research work and studies of pupils,
students and school personnel. General rules and regulations
particularly inside the library area are set for the users to abide. Available
time for the school library is 8:00 am - 5:00 pm (no noon break), where
all students should present their validated school I.D. at the entrance
counter. They should leave their personal belongings at the counter
and secure permission from the person in-charge before they can
proceed to use the library. Borrowing procedures, penalties and
offenses for guidelines are clearly stated in the student handbooks.
Section 3 Auxiliary Services
Sec. 3.1 Canteen Services
A canteen is set up every floor for the convenience of the students,

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faculty and staff. Nutritious snacks and meals are served. School
necessities such as ball pens, paper, etc. are also available. Proper
behavior of the students in the canteen must be observed as indicated
in the students’ handbook.
Sec. 3.2 Medical/ Dental Services

First aid treatment emergencies provided by a full-time nurse every day.
The school conducts an annual general medical and dental check-up
on a scheduled period of time.
Sec. 3.3 Property Custodian Services
The property custodian of the school is responsible for the keeping

and releasing of any portable property of the school. No one is allowed
to borrow or use any school property or facility without the approval of
the property custodian.
Sec. 3.4 School Transport Services
The school provides transport services to students as they go to

school and leave for home. Reservation forms are available at the
cashier’s office. Student riders must inform the driver or his assistant
if they are not riding home provided, however, that there is an approval
or permission from their parents or guardian.
Sec. 3.5 Security Services
The school provides security to ensure the safety of students’ personnel

and property inside the school premises. Security guards help the
OSAD, the POD, the teachers, and the administration implement the
school policies, rules, and regulations. They are responsible for the
overall peace and order inside the school premises.

JOSE MARIA COLLEGE
Below is the Organizational Structure of the Institution.

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ARTICLE III
RECRUITMENT, SELECTION AND
PLACEMENT
Section 1: Personnel Action
Sec. 1.1 Hiring
Sec 1.1.1 Objectives
To hire competent, dedicated and qualified applicants for teaching

positions.
Sec 1.1.2 Policies
In line with the institution’s MISSION to achieve and sustain

EXCELLENCE in every area of its teaching and research, to
develop and maintain its position as a recognized leading world-
class educational institution and to enrich the international, national
and regional communities thru the fruits of its research and instruction,
productivity, and the publishing of academic and educational
materials, the school prescribes the following guidelines in hiring
its workforce.
Sec 1.1.2 The qualification of faculty to be hired shall include

the following:
1. Educational attainment must be in line with the discipline to be

handled.
Masteral and Doctorate degrees in the selection shall be given
much weight in the selection.
2. The faculty must:
• Be a PRC License Holder/Board Passer
• Be a Computer Literate
• Have research skills
• Have positive result of the Psychological Testing and/or
other assessment tools
• Have good physical health and pleasing personality

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• Not have existing derogatory record/s
Sec 1.2 Recruitment
To achieve feasible recruitment and hiring procedures in order to fill

up and support the school’s teaching faculty who will qualify for the
vacancies called by the academic departments
Sec. 1.2.3 Policy
An adequate selection and recruitment procedure has been adopted

to source out qualified candidates to fill in the vacant positions.
Sec. 1.2.4 Selection of Applicants
Selection of applicants is thoroughly handled by the HRMD to

choose the best qualified applicant on the basis of his/her capabilities
and potentials. The initial qualities of an applicant that the school
looks for are the following: integrity, honesty, dependability and
character.
Procedures in the recruitment, selection and hiring process should

be in accordance with the school policies and guidelines. The
qualifications and the requirements of the job to fill in the vacancies
needed are determined by the hiring committee:
1.2.4.1 In all areas of the recruitment process, the Human

Resources Management Department (HRMD) through its
Recruitment facilitators is tasked to help and support the requesting
department through recruitment, selection, and placement
processes.
1.2.4.2 All vacancies will be advertised in the JMC campus thru

the LED and in other strategic locations like public and private
offices. Most positions will be simultaneously advertised externally
via media and/or internet sites.
1.2.4.3 HRMD shall not only be limited to the following sourcing

strategies:

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1.2.4.3.1 Internal Job posting;

1.2.4.3.2 Advertisements in widely circulated posting of tarpaulins.
1.2.4.3.3 On-line Posting (JMC and HRMD website)
1.2.4.3.4 Invitations for applicants to visit the HRMD.
Sec. 1.3 Procedure or flow of hiring:
Sec 1.3.1 Procedures
1.3.1.1 The HRMD, in coordination with the requesting department,

shall be in charge of the preliminary selection of applicants for
both academic and non-academic positions before endorsing
the applicant to the department head for interview.
1.3.1.2 The applicants shall submit an application letter and a resume

and fill out the Application for Employment. All pertinent
applicants’ information will be placed in the Applicants bank or
JOSE MARIA COLLEGE
data bank for future reference.
1.3.1.3 The HRMD Records Management Officer shall review and

evaluate the documents submitted by the applicants. Should
the evaluation be favorable, the applicant shall be scheduled
for a written examination.
1.3.1.4 Background information (BI) shall be conducted and shall be

part of the Assessment Report to be submitted to the HRMD
Director.
1.3.1.5 Only applicants who qualify in the assessment or initial screening

of the HRMD Director shall be recommended to undergo the
department head’s interview.
1.3.1.6 Only qualified applicants shall undergo the demo teaching of

which topics shall be determined by the department head.
1.3.1.7 Furthermore, the applicants can undergo the demo teaching if

he/she passed the Psychological Test.
1.3.1.8 Only applicants who passed the demo teaching shall be

recommended to undergo the panel interview.
1.3.1.9 The HRMD shall arrange the panel interview schedule whose
panelists are composed of the following:
a. School Administrator
b. Vice President for Academic Affairs
c. Dean or Program Head/Principal
1.3.1.10 The Screening Committee shall convene immediately after the

interview and the selected applicants shall be recommended
to undergo the medical exam.
1.3.1.11 S uccessful applicants are required to undergo physical

examination in the accredited clinic of Jose Maria College.
Those who are physically fit to work are required to accomplish
or submit the following requirements:
• SSS E-1 and E-4

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• SSS Identification Card

• PAG-IBIG Identification Card
• Tax Identification Number
• PHILHEALTH Number
• Birth Certificate
• Marriage Contract (if applicable)
• (4) pcs. 2x2” ID pictures
• Physical Examination Result and Medical
Certificate
• NBI Clearance
1.3.1.12 The HRMD shall prepare the employee’s contract for the final
approval of the Founding President through the recommendation
of the SVP/School Administrator.
1.3.1.13 The HRMD shall conduct orientation of new faculty and em-
ployees regarding policies, rules and regulations of Jose Maria
College, and other relevant information.
Section 2 Appointment of the Employee
All teaching personnel are appointed by the President upon the

recommendation of the SVP/Administrator, VPAA, HRMD and
Department Heads.
The newly hired employee shall, at the start of his/her employment,

receive a copy of his/her employment contract duly executed by him/
her. The SVP/School Administrator and the HRMD shall ensure that
the employment contract is accurate and issued accordingly. The
Employment Contract shall contain among others:
2.1 Status of Employment (Probationary, Regular whichever is

applicable);
2.2 Effective Date of Employment;
2.3 Probationary/Contractual period (if applicable);
2.4 Regularization Date (if applicable);
2.5 Basic Compensation/Monthly/hourly rate;
2.6 Position/Assignment;
2.7 Work Schedule;
2.8 Specific duties and responsibilities in relation to JMC Rules and

JOSE MARIA COLLEGE
Regulations;
2.9 End of Employment Conditions; and
2.10 Other Employment-related Terms and Conditions.
Section 3 Orientation
The HRMD shall orient newly hired employees on the vision

,mission and goals of JMC, rules and regulations, organizational
structure, employees” benefits, employees” conduct and conditions,
performance evaluation, salary ranking and other policies and
procedures related to employment.
3.1 An Orientation shall be conducted before or upon the start of

employment;
3.2 The Dean/Principal/Department Head shall orient the
newly-hired teaching personnel regarding the objectives,
systems, functions, procedures and other matters relative to the
academic operation of the College.
3.3 A copy of Job Description duly signed by the department head,
HRMD Director and the SVP/School Administrator shall be
issued to the newly hired teaching faculty.
Section 4 Personnel Records

To conserve and uphold personnel record of each faculty, any
additional document or information that will be submitted to the HRMD
office shall be added to the faculty member’s personal file specifically
on employment status and updates.
Sec 4.1 Policy
To preserve the faculty member’s record as basis for future reference,

information and profile, the following guidelines and procedures are
set.
Sec 4.2 Procedures
Stated below are the policies on the establishment, maintenance and

handling of faculty member’s personnel record.
1. All faculty members are required to submit upon being hired

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all pertinent documents in relation to their academic credentials

and other requirements as mandated by this Office. All official
records concerning the faculty members should be kept up to
date.
2. The Faculty member’s medical records, certification from
seminars attended and any change of government and
institutional status shall be submitted to the Records
Management Officer for safe keeping.
3. The 201 file for respective faculty members shall serve as their
permanent record.
3.1. Contents of Personnel Files
• Faculty member’s Personnel Data Sheet

• Appointment Contract
• Service Records
• Notice of Remuneration Adjustments
• Job Description
• Personnel Action Slip
• Result of Psychological Exam
• Performance Evaluation
• Memorandum on Infraction Committed
• Medical Certificate
• Certifications from Seminars attended
• Subject Loads (3 years)
• Other Records
a. Application Letter and Resume

b. Authenticated Credentials from school, CHED, PRC
c. TOR or SO Diploma - Baccalaureate degree
d. TOR or SO Diploma - Master’s Degree
e. TOR or SO Diploma – Doctorate Degree
f. Birth Certificate (NSO)
g. SSS ID (photocopy)
h. Health Certificate
i. Occupational Permit (City Hall)
j. Residence Certificate
k. PHILHEALTH
l. Pag-IBIG/HMD
m. NBI/Police Clearances

JOSE MARIA COLLEGE
ARTICLE IV
PERSONNEL CONDITIONS OF EMPLOYMENT
Section 1 Objective
To provide guidelines on the awareness of the conditions for

employment.
Section 2 Classification of Faculty:
Sec. 2.1 Policies
The HRMD shall:
1. Set policies and guidelines to classify faculty members accord-

ing to their category and status.
2. Assess category and status of employment.
3. Rationalize the qualifications of all faculty members.
Sec. 2.2. Status
Sec 2.2.1 Permanent Status

A permanent status is issued to faculty member who has
met the minimum requirements of CHED or DepEd and has
acquired a Very Satisfactory or Excellent performance during
the probationary period.
Sec 2.2.2 Probationary

A probationary status is issued to a newly hired
full-time faculty who meets the required qualifications
and passes through the hiring process.
a. Probationary Period
a. Integrated Basic Education teaching personnel – three (3)

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consecutive years
b. Tertiary teaching personnel – six (6) consecutive semesters
Sec. 2.3 Category
Sec. 2.3.1. Integrated Basic Education
A full-time teacher is one whose total working day is devoted to

the school, has no other regular remunerative employment, and
is paid on a regular basis.
A. Qualifications:
a. Grade School /Preschool]
1. Holder of a bachelor’s degree in Elementary Education or

its equivalent.
2. Holder of a valid professional license as a registered
teacher.
3. Holder of a master’s degree
b. Junior High School and Senior High School
1. Holder of a bachelor’s degree in Secondary Education or

its equivalent or a Bachelor of Arts degree with at least 18
units of professional education subjects, to teach largely in
the major field.
2. Holder of a valid professional license as a registered
teacher.
3. Holder of valid professional course on his/her field of spe-
cialization.
4. Holder of master’s degree
B. Employment:
1. Employment of probationary full-time teacher shall not exceed

three (3) years of continuous service from the date the teaching
faculty started working, of which his/her performance will be
closely monitored and evaluated. The services of an employee
who has been engaged in a probationary basis may be extended
if he/she passes the performance appraisal evaluation set by
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the school and has shown significant credits in his/her masteral

program. (EDUCATION LAW and the PRIVATE SCHOOLS
Article XVII Sec. 93 p 694)
2. Employment of full-time teacher may be regular if he/she

satisfactorily completed his/her probationary period and passes
the regular standard requirements of the school after its
performance appraisal evaluation.

3. A teaching service which is only a fraction of a year but not less
than five months is considered one (1) school year of service.
(Ed. Law and the Priv. Sch. Art. XVII Sec. 93, p 693)
C. Working Days and Hours for IBEd:
1. For IBEd fulltime teaching staff, regular working hours are:
Monday – Friday - 7:40 am – 12: nn / 1:00 pm – 4:40 pm
2. However, they are required to report during Saturdays when

deemed necessary particularly during faculty meetings /
community extension services and the like.
N.B.
During school activities like graduation, recognition, and foundation
week and important school activities all fulltime employees are
required to report to school. Any employee who will absent in
any occasions stated herein without valid reason shall
penalized for a salary deduction equivalent to two (2 days).
D. Loading for Integrated Basic Education faculty Members
3. The loading system for the primary and secondary level is upon
the discretion of the principals concerned.
4. IBEd faculty members are required to render service at least 40

hours a week. It may be purely teaching or partly teaching-related
or administrative works. Below this criterion is considered as
under load and above this criterion is considered overload.
5. IBEd faculty members are thereby required to do a research

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work or to have at least one research study. The administration

expects individual employee to extend time and work on their
respective research. Research output will be one of the bases
in academic ranking and promotion to a higher rank.
6. There will be no Make-up Class to be conducted without the
prior approval of the Principal and/or the School Administrator.
7. Substitution is not encouraged and will be granted only for

unexpected circumstances.
Procedures:
a. Get Substitution form at the HRMD office.

b. Fill out the form in 4 copies.
c. The Principal is inform in advance and arrange that the teacher
may or will serve as substitute.
d. Furnish a copy to the HRMD, Principal, VPAA and Registrar.
Sec. 2.3.2. Full-time College Faculty
A. Qualification of Fulltime College Faculty :
a. Holder of Master’s Degree, having lateral qualification in a

program where he/she is assigned.
b. A full-time instructor shall be a holder of a valid professional
license as a registered teacher.
B. Employment:
1. Employment of a probationary instructor shall not exceed three

(3) years of continuous service from the date the faculty member
started working, of which his/her performance will be closely
monitored and evaluated. The services of the faculty member
who has been engaged in a probationary basis may be extended
if he/she passes the performance appraisal evaluation set by
the school and shows significant improvements on his/her master’s
program. (Ed. Law Article XVII Sec. 93 p 694)
2. A full-time instructor is required to have at least twenty (21) units
and a maximum of thirty (30) units a semester. Any additional
units served in excess of the required minimum units (21 units)
shall be considered extra loads as such, shall be subject for
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extra pay.
3. A full-time instructor is required to be engaged in research work
and lesson planning. Service hours beyond the eight (8) hours
work shall not be entitled for overtime; however shall be
credited to Community Extension Service (CES) and/or participation
of School activities as part of the appraisal of teacher’s
performance evaluation.
4. A full-time instructor shall render at least 120 hours CES per annum.
C. Working Days and Hours:
1. A full-time instructor must render at least eight (8) hours service

a day; not employed with other institutions, which might be in
conflict with his/her schedules. This is to protect the best interest
of Jose Maria College.
2. Regular working hours:

Monday – Friday - 8:00 am – 12: nn / 1:00 pm – 5:00 pm
3. However, they are required to report during Saturdays when

deemed necessary particularly during faculty meetings /
community extension services and the like.
N.B.
During school activities like graduation, recognition, and foundation
week and important school activities all fulltime employees are
required to report to school. Any employee who will absent in
any occasions stated herein without valid reason shall
penalized for a salary deduction equivalent to two ( 2 days).
Sec. 2.3.3. Part-time College Faculty
A. Qualification of Part-time College Faculty :
a. Holder of Master’s Degree, having lateral qualification in a program

where he/she is assigned.
b. A part-time instructor shall be a holder of a valid professional
license as a registered teacher.

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B. Employment:
1. A part-time instructor shall handle a maximum of twelve (12)

units. If he/she is employed in another institution, he/she must
submit appropriate documents to avoid conflict of schedules.
2. All part-time instructors shall have at least 21 M.A. units (preferably
MA Degree holder) and a practitioner in his/her own field of
endeavor. He/She has limited employee benefits.
3. A part-time instructor shall adhere to the principles of class
management.
C. Working Days and Hours:
A part-time instructor must render an hourly rate service a day.
N.B.
1. All Part-time Faculty members are also required to report and
be present on their time schedule during school activities like
graduation, recognition, and foundation week and other
important school activities. Any Part-time faculty member who
will be absent and fail to report on his / her designated time
schedule, shall not be paid on his / her part-time load or hourly
rate.
2. The school observe regular, special holidays however part-time
instructors shall not be paid due to “no work, no pay”.
D. Loading for College Faculty Members:
1. Faculty Workload
Faculty workload involves teaching, research, and extension

service. These academic responsibilities will be based on the
faculty member’s academic proficiency and professional
competence as reflected by his/her academic rank and
performance evaluation ratings, research and development
productivity in his/her particular discipline.
A. Faculty Workload and Schedule

Permanent and probationary full-time faculty members shall be
assigned to teach subjects within their field of competence and
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shall be given a regular load of the following:
A.1. Loading (for College Faculty)

• The normal load of a teacher shall be as follows;
Full-time - Twenty one (21) units
Overload - 6 units or not to exceed 30 units

• Part-time - Maximum of Twelve (12) units
(CHED requirements)
A.2 Extra Load for Full-time Faculty
• For Extra Load within 8:00 A.M. – 5:00 P.M.

Formula : 90% of Ranking Salary Rate
EHR = 90% x P142.85/hr
EHR = P128.60/hr
• For Extra Load beyond 5:00 P.M.
Hourly rate shall be based on the ranking salary scheme
A.2.1 Excess teaching loads shall be distributed to faculty members

based on the following order of priorities:
• Educational qualifications/specialization;
• Faculty’s performance appraisal of at least Very Good rating;
• Teaching experience.
A2.2. Performed within the teacher’s workday schedule, any load

beyond the regular 8 hours’ work shall be considered as
overtime and additional compensation shall be given.
A.2.3 Excess teaching load and overload shall be granted to full

time faculty members who meet the following criteria:
• With rating of at least Very Good in the classroom observation

by Academic Heads/chairs, faculty evaluation by students, and
performance appraisal;
• Consistently complied with school requirements such as
submission of grades on time, attending classes regularly,
participating in departmental and institutional activities.
• Their loading will not be in conflict with other departmental or
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institutional assignments and functions.
A.2.4 The subject preparation of faculty members shall be limited to

a maximum of four (4).
A.2.5 Initial appointment for probationary faculty members is based

on the academic qualification and the regular teaching loads.
A.2.6 All appointments for part-time faculty members shall be

released after the official teaching load has been issued.
A.2.7 Faculty members assigned to work outside of the teaching

assignment shall be compensated except when this is part of
volunteer/committee work.
A.2.8 To provide equivalent opportunities for qualified faculty members

to teach within their field of specialization in summer, the following
conditions shall be observed in the distribution of summer load.
• Faculty member assigned to teach subjects within their field of

specialization shall be given summer load of not more than 6
hours a day.
• A Practicum subject may be assigned equivalent to 6-15 hours/
week of moderatorship.
• The scheduling of 54 hours for 3 units must be followed strictly
during the summer period.
• The subject preparation for faculty members shall be limited to
two (2) preparations only including the laboratory.
• For proper scheduling the Dean shall ask the faculty members
their availability three (3) months before the summer period.
• In the case of Team Teaching, there should be a close coordination
with the subject teacher and the faculty delegated to oversee
the lecturer.
A.3 Make-up Class
There will be no Make-up Class to be conducted without the prior

recommendation of the Dean and noted by VPAA and approved
by the School Administrator.

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Procedures:
e. Get Make- up Class Authorization form at the HRMD office.
f. Fill out the form in 4 copies.
g. The Dept. Head is inform in advance and arrange that the
instructor may or will serve as substitute.
h. Furnish a copy to the HRMD, Dean , VPAA and Registrar.
A.4 Substitution
Substitution is not encouraged and will be granted only for

unexpected circumstances.
Procedures:
i. Get Substitution form at the HRMD office.
j. Fill out the form in 4 copies.
k. The Dept. Head is inform in advance and arrange that the
instructor may or will serve as substitute.
l. Furnish a copy to the HRMD, Dean , VPAA and Registrar.

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ARTICLE V
STANDARD OF CONDUCT
Section 1 Objectives
To provide rules and regulations to guide the employee’s behavior and

conduct and to instill the proper work attitude and manner to minimize
occurrences of employer-employee conflicts and maximize work effi-
ciency and all provisions on the Philippine Teacher Professionalization
Act of 1994 and under the Labor Code of the Philippines.
Section 2 Policies
All employees are required to observe excellent standards of professional

conduct and business ethics and a total commitment to professionalism
in their work. They are advised to report to their superiors or department
heads all the possible conflict between personal interest and that of
JMC. Employees are required to properly conduct themselves in all
business relations. The School respects the privacy of personal affairs
except when the school’s good reputation and image is affected. The
school shall take appropriate, corrective, remedial measures against
any infraction of its rules, regulations, and commonly accepted
standards of employee behavior. Hence, School Rules, Regulations,
and its Corresponding Infractions are set and formulated accordingly
as follows:
Section 2.1 Cleanliness and Orderliness
Orderliness at work is required of all the employees. Any act that may
hinder orderliness at work shall be considered as disorderly conduct
subject to disciplinary actions. Thus, in order to maintain cleanliness
and orderliness employees must observe the following:

1.1.1 All employees are responsible in supervising their own areas
of responsibilities. They must see to it that their workplace is
properly cleaned and orderly.
1.1.2 Advisers are responsible in supervising their students in cleaning

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their classrooms. They must see to it that their classrooms are

properly cleaned and orderly before they leave their area in the
afternoon.
1.1.3 Everyone is enjoined to preserve the school’s physical

appearance. Use of staple wires, thumb tacks, push pins,
adhesive tapes, packing tapes, scotch tapes and the like on
the walls, doors or on the blackboards are strictly prohibited.
1.1.4 All faculty members are directly responsible for the cleaning
materials entrusted to them for their classrooms by the
maintenance head. Any loss incurred, the employee in-charge
are directly liable for the replacement of the lost materials;
1.1.4.1 All College Faculty members are required to process their

clearance every end of the semester while High School and
Elementary Faculty members are required to process their
clearance every end of the school year. Processing of
respective clearances are required for the administration to
assess all accountabilities entrusted to them and to evaluate
the employee’s performance particularly on how the
individual manages cleanliness and orderliness in his/her
respective area of responsibility.
1.1.4.2 As a general rule, everyone is required to maintain cleanliness

and orderliness in the workplace. Eating strong smelling
foods are prohibited in the faculty rooms and in any
air-conditioned rooms.
Section 2.2 Deportment/Manner
2.2.1 All Employees are expected to conduct their personal and official
business with decorum and due respect to co-employees, clients,
guests and customers.
2.2.2 They should avoid any act that is expected to embarrass or harm
the reputation of the school; therefore, employees should exercise
good conduct to protect the name and goodwill of the institution.
2.2.3They are expected to conduct themselves properly at all times,

whether within or outside the school premises whether or not on or off-
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duty, since their actions reflect and exemplify the prestige, honor and
good name of the school.
Jose Maria College is committed to maintain learning and working

environment that is free from discrimination in which students and
employees at all levels can devote their full attention and efforts to
their job and studies. Unlawful act particularly harassment of any kind
has no place in the school environment. The school does not authorize
and will not tolerate any form of harassment quoted, Appendix B- R.A.
7877 also known as “Anti-Sexual Harassment Law”.
Section 3 Personal Appearance:
Sec. 3.1 Policies
3.1.1 Employee’s personal appearance, grooming and attire should

reflect neatness, finesse, professionalism, respectability and
excellence, the marks of JMC;
3.1.2 All teaching personnel shall be provided with uniform which shall
be worn according to the prescribed schedules. These uniforms
shall not be worn with different outfits (shirt, blouse, pants) other
than the original/uniform prescribed;
3.1.3 In cases, where the prescribed, uniform for a given school year is
not provided on time, the previous year’s uniform may temporarily
worn.
3.1.4 Exemption in wearing the prescribed uniform shall be allowed after

securing approval from the department head concerned, and only
for the following reasons:
• Attendance to seminars or workshops and other similar events

held off campus.
• Official tasks off-campus, which require one whole day.
• Official functions, which require heavy manual load.
• Mourning period;
• Pregnancy,
• Other medical reasons duly supported by medical certification.

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3.1.5 Non-compliance of the above policies, systems and procedures

shall be dealt with accordingly based on the Faculty / Administrative
Manual.
3.1.6 The school administration shall strictly impose and institute

disciplinary action for employees who fail to comply with this
directive.
3.1.7 The following standard attire shall be observed:

Female Employees: Prescribed uniform during scheduled day:
Blouse and slacks or any business attire;
Sandals or shoes during non-scheduled days,
free or wash day.
Male Employees: Prescribed uniform during scheduled day:

Polo and slacks or any business attire, socks
during non-scheduled days, free or wash day.
Section 4 ID Card
All employees are required to wear School ID Cards at all times especially
inside the school premises. Any employee who resigns or being
terminated must surrender his/her school ID card at the HRMD Office
upon processing of his/her clearance.
4.1 Procedure:
Sec. 4.1.1 Issuance
An ID card shall be given to a bonafide employee who is legitimately

hired as a member of the faculty or staff in this institution. The ID will
contains the following information:
a. printed name of the holder
b. position
c. employee’s number
d. ID picture
e. home address
f. TIN #
g. SSS#
h. contact person
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i. number
j. address in case of emergency
k. signature of the employee
Sec. 4.1.2 Authentication
Authenticated employee’s ID cards should be duly signed by the

School’s authorized signatories, the School Director/Administrator.
Sec. 4.1.3 Proper wearing of School ID
Employee’s school ID should be worn and placed at the middle of

the chest and it must be displayed prominently while at work. IDs are
strictly non-transferable and should be used in gaining entry and
access to any transactions inside the school premises as maybe
authorized by the administration.
Sec. 4.1.4 Lost IDs
Employees are required to safe keep School Identification Cards.

However, in case of lost School ID, the holder must be liable to shoulder
the cost of the replaced ID card.

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ARTICLE VI
EMPLOYEE’S WAGES AND SALARIES
ADMINISTRATION
Section 1: Ranking Scheme for Teachers/Academic

Support
Sec 1.1 Objective
To set up the JMC personnel classification, qualification and ranking

system, and formulate the policies, system and procedures for the
efficient and effective management/implementation thereof.
Sec 1.2 Policies
The classification, qualification and ranking of JMC faculty members

shall be:
1.2.1 In accordance with the existing government laws, rules and

regulations (PRC, DOLE, Civil Service, CHED, DepEd).
1.2.2 In fulfillment of the institutional Vision, Mission, Goals

(VMG) and Core Values specific to Personnel
Manage ment: EXCELLENCE in teaching, research, and
extension engagement; REWARD in merit creativity, and
innovation; ACTIVE pursuit of life-long learning activities
of faculty, students and personnel, to wit:
1.2.2.1 Teaching Faculty Classification shall be guided by a Four (4)

Prong Classification Grid as follows:

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1. By 2. By 3.By Service 4.Entry

Function Authority Category Employment
1.1 Teaching 2.1 Institutional 3.1 Full Time 4.1 Regular/
Faculty (entire - No other Permanent
institution) remunerative
employment - Completed
- Eight Total probationary
working hours period
devoted to - Passed
JMC. Performance
- Paid Monthly Appraisal
2.2 Divisional 3.2 Part Time 4.2

(more than 1 - Work hours Probationary
dept.) less than 8 - 6 months
hours continuous
service for
staff (1.4)
1.3 Support 2.3 4.3

(Ancillary) Departmental Appointment
i.e. student
services,
guidance,
medical & etc.
1.2.2.2 Personnel Qualification and Ranking shall be determined

using the following Qualifications and Rankings:
1.2.2.2.1 Hiring
• All faculty members will be hired based on the hiring rate of

a given rank and/or based on his/her academic qualifications
which include government licensure examination(s) passed,
and a masteral and doctorate degree.
• The qualifications of teachers vary from one another. As a

guide, a ranking scheme for teachers is set up effective June
2016 (WAGE AND SALARY STRUCTURE GUIDELINES)
• An employee may be converted to regular or permanent status

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after three years of continued service, provided, the minimum

educational attainment equivalent to a master’s degree has
been attained. Salary will be adjusted equivalent to the hiring
rate of the new rank.
Sec. 1.3 Basis for Ranking
Evaluation of teacher’s qualifications shall be conducted before

employment and another evaluation of performance every end of the
school year as basis of the administration for employee’s possible rate
adjustments, promotions, etc. Therefore, the criteria for the ranking as
entry level for teachers are provided hereof, to wit;
Sec 1.4 Rank
1.4.1 For Preschool, Grade School, High School and Senior High
School Teachers:
A. Integrated Basic Education Position Classification and Salary

Scheme

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N.B. 1. An additional salary of 5% of basic monthly salary for

additional major assignment and 3% for minor assignment will
be given, respectively.
2. Credential for re ranking should be submitted on or before
April 30 of every school year.
Section 2 Performance Evaluation
Sec. 2.1 Objectives
1. To promote job satisfaction and productivity improvement.
2. To provide basis for the administration for promotion, retention,

and termination.
Sec. 2.2 Policies
2.2.1 Integrated Basic Education
The Principal shall conduct an annual a performance evaluation for all

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elementary and high school faculty members.
2.2.2 Tertiary Department
The Dean of College shall conduct a performance evaluation for all

college faculty members every semester and an annual performance
evaluation for program heads.
2.2.3 Program Heads, Deans, Principals and Department

Heads
The School President and Administrator shall evaluate the performance

of all the deans, principals, and department heads respectively.
Section 3 Procedures
3.1 Faculty
3.1.1 The performance Appraisal for the faculty consists of;
a.1 Student Evaluation for Teacher 30%

a.2 Peer Evaluation for Teacher 10%
a.4 Dean/Principal 60%
3.1.1 All teaching staff shall be rated and ranked according to the
result of the performance evaluation conducted by the students,
immediate superior, dean, principal and peer. The administrative staff
will likewise be rated according to the evaluation of his/her respective
department head/immediate superior.
3.1.2 The accomplished performance appraisal shall be submitted to

the Human Resource Management Department (HRMD) for summary,
to come up with individual results based on the evaluation or rating
received from the rater.
3.1.3 After the HRMD has finalized the results of the employee’s
performance appraisal, the Deans/Principals/Department Heads/
Program Heads must likewise be given a copy for their own files and
records.
3.1.4 Any employee who receives low rates as specified according to

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their categories, particularly the rate specified herein, is considered for

termination or dismissal, to wit;
• Two (2) consecutive Fair rates and

• One (1) Poor rate
3.1.5 However, the administration shall still provide due process for
administrative sanctions and proceedings subject to consideration as
the Labor Code provides (Article 282: “Termination by Employer”)
3.1.6 An employee with low performance rating shall receive a

memorandum and be referred to the school administrator:
3.1.7 The Performance Appraisal is formulated to rate the employee’s

performance for possible retention, promotion and/ or evaluation of
his/her employment during his/her probationary period.
3.1.8 Performance factors and employee’s level of performance has

been established to rate whether the employee passes the regular
standards of this institution. The following criteria and qualifications
shall be considered by the department heads:
3.1.9 An overall Appraisal shall be considered in giving emphasis on

the overall performance factors that are most relevant to the employee’s
evaluation output whether or not an employee passes the regular
requirements of the school. If the overall performance does not
consistently meet the minimum requirements of the job, the department
head may recommend for termination the employee’s contract.

3.2 Criteria and Qualifications on Faculty Performance Evaluation
3.2.1 The Performance Appraisal has been formulated to rate the

employee’s performance for possible retention, promotion and or
evaluation of his/her employment during his/her probationary period.
The performance factors and the employee’s level of performance

have been established to rate whether the employee passes the regular
standards of this institution. The following criteria and qualifications
are being considered by the department heads:

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3.2.1 Dean’s/Principal’s Evaluation on Faculty’s Classroom

Performance (40%)
3.2.1.1 Mastery of the Subject Matter (25%)
a. States objectives in behavioral form

b. Presents the lesson in a clear and logical structure
c. Elaborates and provides additional explanation beyond the
context of the book/reading materials
d. Teaches the subject matter with flexibility
3.2.1.2 Instructional Strategies (20%)
a. Uses varied strategies/methods suited to the learning ability

of the students
b. Relates new lesson with previous knowledge/skills
c. Uses motivational techniques to draw out the interest of the
students
d. Unlocks difficulties
e. Utilizes the art of questioning to develop higher level of
thinking
f. Ensures maximum students’ participation
g. Provides appropriate reinforcement to students’ responses
h. Integrates values in the lesson
i. Provides opportunities for free expression of ideas.
3.2.1.3 Communication Skills (15%)
a. Speaks in a well-modulated voice

b. Pronounces words correctly
c. Uses language appropriately to the level of the learners
d. Observes correct grammar both in speaking and writing
e. Shows ability to correct student’s pronunciation
f. Listens attentively to students’ responses
3.2.1.4 Evaluative Techniques (15%)

a. Gives appropriate assignment for the subject matter
b. Utilizes test-appropriate assessment tools and techniques
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congruent to objectives
c. Expounds the analyses of the subject matter to determine
the student’s mastery level
3.2.1.5 Classroom Management (15%)
a. Maintains clean and orderly classroom

b. Maintains discipline and keeps students to tasks
c. Maintains good rapport with students
d. Reports to class and dismisses class on time.

3.2.1.6 Personality (10%)
a. Shows emotional expression and proper grooming

b. Shows vitality, enthusiasm and emotional stability
3.2.2 Dean/Principal’s Evaluation on Faculty Performance (40%)
3.2.1.1 School, Home and Community Involvement (10%)
a. Organizes and maintains functional classroom related activities

b. Participates effectively in community projects or in civic
organizations
c. Encourages students to involve in community extension
services.
3.2.1.2 Involvement in Research Activities (10%)
a. Conducts research related to teaching

b. Incorporates research in teaching
3.2.1.3 Professional Growth (10%)
a. Attends seminars, workshops, trainings, induction programs

and other enhancement activities in teaching.
b. Pursues higher education
3.2.1.4 Personal Characteristics (30%)
a. Decisiveness – acts immediately on needs/request in accordance

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with the prescribed rules and regulations and accepted norms

of conduct and behavior
b. Honesty and Integrity-demonstrates truthfulness, uprightness
and freedom from deceit.
c. Dedication/Commitment-renders service over and above the
regular function and even beyond the regular time.
d. Initiatives/Resourcefulness starts action, projects and
performs task without being told and supervised.
e. Courtesy-shows polite, kind and thoughtful behavior towards
the public/clientele in manner of speech and actuations.
f. Human Relations-integrates concern for people at work, office
clientele, and supervisor-subordinate relationship into work
situations.
g. Leadership-the manner of guiding, influencing, motivating and
developing confidence of subordinates to work as a team and
accomplished assigned task, leading the organizational unit to
achieve its goals and objectives enthusiastically.
h. Stress Tolerance-stability of performance under pressure or
opposition.
i. Fairness/Justice-conforms to usual principles of law; is just
and unbiased.
j. Proper Attire/Good grooming-dresses in accordance with proper
decorum and/or prescribed rules and regulations and is neat in
appearance.
k. Obedience-adheres to school rules and regulations,
employment policies, circular, and memoranda
3.2.1.5 Punctuality and Attendance-shows dedication to

work (25%)
a. Uses free time wisely

b. Reports to meetings on time
c. Reports to school on time
d. Reports to class on time
e. Respects time during meetings, seminars etc.
f. Participates in school activities
g. Submits requirements on time: grades, cards, lesson plans/
syllabi, test drafts, reports, etc.

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3.2.1.6 Human Relations (15%)
a. Relationship with fellow employees

b. Relationship with department head
c. Attitude towards management
d. Shows openness to suggestions/feedbacks/constructive
criticisms
e. Inspires cooperation and support and works effectively as part
of a team
f. Professional in dealing with colleagues and students.
3.3 Student’s Evaluation of Teacher’s Classroom Performance; (30%)
3.3.1 Mastery of the Subject Matter (25%)
a. Presents the lesson in a clear and systematic way,

b. Elaborates and provides additional explanation,
c. Teaches the subject with respect to the students’ level of
understanding,
d. Provides list of additional references for the subject matter

3.3.2 Instructional Strategies (20%)
a. Relates lesson with previous knowledge/skills

b. Uses motivational techniques to draw out students’ interest
c. Utilizes multiple sources of information for the subject matter
d. Integrates values in the lessons
e. Provides opportunities for free expression of ideas

3.3.3 Communication Skills (15%)
a. Uses appropriate language

b. Pronounces words correctly
c. Corrects student’s pronunciation
d. Listens attentively to students’ responses
3.3.4 Evaluative Techniques (15%)
a. Gives homework to enhance students’ knowledge

b. Uses appropriate test tools
c. Analyzes test results
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3.3.5 Classroom Management (15%)
a. Maintains clean and orderly classroom

b. Maintains good rapport with the students
c. Reports to class and dismisses the class on time
3.3.6 Personality (10%)
a. Shows proper grooming

b. Shows enthusiasm
c. Welcomes suggestions and ideas
d. Shows emotional maturity
3.4 Teacher’s Evaluation of other Teaching Staff’s Performance (10%)
1. Mastery of the Subject 25%)

2. Instructional Strategy (20%)
3. Communication Skills (15%)
4. Evaluative Techniques (15%)
5. Classroom Management (15%)
6. Personality (10%)

Points Rate
Excellent 4.20 - 5.00

Very Satisfactory 3.40 - 4.19
Satisfactory 2.60 - 3.39
Fair 1.80 - 2.59
Poor 1 - 1.79
The Overall Appraisal shall be considered in giving emphasis on

the overall performance factors most relevant to the employee’s
evaluation output whether or not an employee passes the regular
requirements of the school. If the overall performance does not
consistently meet the minimum requirements of the job, the
department head may recommend for termination the employee’s
contract.

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Section 4 Method in Administering the Performance Evaluation

by the Students
4.1 Follow the schedule of evaluation listed in the Annual Activities

given by the Principal/Dean.
4.2 Prepare the test materials/questionnaire before conducting the
evaluation.
4.3 Count the number of students.
4.4 Ask the students if they know what the evaluation is, what it is for
and its importance;
4.5 Even if the students know about the evaluation, still explain its
purpose and significance.
4.6 Before distributing the questionnaire, explain first how to answer
the questions.
Instruction during the Student evaluation:
4.6.1 Each performance indicator in the questionnaire has a

corresponding descriptive value: 5 is Excellent, 4 is Very
Good, 3 is Good, 2 is Fair and 1 is Poor.
4.6.2 After each statement, put (/) in the box provided under the
performance indicator which you think best illustrates your
instructor.
4.6.3 Make an example.
4.6.4 Please read carefully each and every statement and answer
your evaluation from the mind not from the heart.
4.6.5 After answering all the questions, please write your comments
or suggestions at the back of this paper.
4.6.6 If you finish ahead of time, please wait for the others to finish
and pass the paper simultaneously.
4.6.7 If you have some questions or you don’t understand the
statement, please refer it to the evaluation officer.
4.6.8 There will no wrong or right answer in the questionnaire.
4.6.9 This evaluation is good only for 20 minutes.
4.7 After reading the instructions, distribute the questionnaire one-by-one.

4.8 Check the students if they have answered the questionnaire
correctly.
4.9 Give a time check every 5 minutes.
4.10 After 20 minutes, start collecting papers and check each paper if
all items are answered; if not, let the student finish.
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4.11 Keep all papers and arrange according to the teacher’s name.
4.12 Collect and summarize all data.
Section 5 Guidelines on the Performance Evaluation for Teachers
5.1 Pre-Evaluation
5.1.1 The Evaluation form should be prepared by the HRMD.
5.1.2 The Principal/Dean of College shall be given the forms for the
evaluation on Peer and Department Head while the Evaluation
Form to be filled out by the students shall remain in the HRMD
office.
5.1.3 The Performance Evaluation Officer must make sure that each
Department has the necessary forms which are complete and
accurate.
5.1.4The Dean/Principal shall inform his/her teachers on the

schedule of the evaluation.
5.1.5 The Performance Evaluation Officer (PEO) shall arrange the

schedule in conducting the evaluation by the students.
5.1.6 The Dean/Principal has the full authority to create or revise the
test tool if needed, for as long as the standard components and
dimensions are maintained.
5.1.7 All transactions involving performance evaluation that are not

included in these guidelines must be referred to the HRMD.
5.2 Evaluation
5.2.1 For College (Students, Peer and Dean’s Evaluation)
5.2.1.1 Performance Evaluation shall be done once per

semester (before the Midterm Examination).
5.2.1.2 Before conducting the student evaluation, the Evaluation

Officer must have proper coordination with the Dean of
College.

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5.2.1.3 The DOC has the full authority on how to conduct the
DOC classroom evaluation of his subordinates.
5.2.1.4 A copy of all the summarized data under the custody

of the DOC should be given to the HRMD for final
computation of the over-all performance evaluation.
5.2.1.5 All raw and collated data from the students evaluation
shall be under the custody of the HRMD, however, the
Dean Of College shall have a copy of the collated and
summarized data for filing.
5.2.1.6 All transactions involving performance evaluation that

are not included in these guidelines must be referred to
the HRMD.
5.2.2 For Elementary, High School and Senior High School
5.2.2.1 Performance Evaluation shall be done twice in a school

year. The first evaluation shall be done a week after the
first Periodical examination and the second evaluation
will be done a week after the third Periodical Examination.
5.2.2.2 The Principal has the full authority on how to conduct

the Peer and the Principal Evaluation of his/her
subordinates.
5.2.2.3 All raw data on Student (Grade 4,5,6), Peer, and

Principal Evaluation will be summarized by the Principal.
5.2.2.4 A copy of all the summarized data under the custody

of the Principal should be given to the HRMD for final
computation of the over-all performance evaluation.
5.2.2.5 All raw collated data from the students evaluation by

the Performance Evaluation Officer shall be under the
custody of the HRMD, however, the Principal shall have
a copy of the collated and summarized data for filing.
5.2.2.6 Before conducting the student evaluation, the Perfor-

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mance Evaluation Officer must have proper coordination

with the Principal.
5.2.2.7 The Principal has the full authority on how to administer

the Peer and Self Evaluation.
5.2.2.8 All transactions involving performance evaluation that

are not included in these guidelines must be referred to
the HRMD.
5.3 Post-Evaluation
5.3.1 All collated and summarized data must be submitted to the

HRMD for final evaluation and computation.
5.3.2 Raw data on Peer and Dean/Principal evaluation must be
kept confidential and must be under the custody of the
Department Head.
5.3.3 The collated and summarized data on the student
evaluation shall be given to the HRMD for filing; however
the Dean/Principal must have a copy of the said data.
5.3.4 The Dean/Principal may request the HRMD to review the
output on the student evaluation.
5.3.5 The Dean/Principal must call the attention of the teacher/
instructor who gets an evaluation below the standard of the
school and must make a recommendation.
5.3.6 All transactions involving performance evaluation that are
not included in these guidelines must be referred to the
HRMD.
Section 6 Promotion
Sec. 6.1 Objective
To define what constitutes Personnel Promotion set-up the terms and

conditions involved and formulate policies, system and procedures for
its efficient and effective implementation
Sec. 6.2 Policies
6.2.1 This institution allows employees to grow professionally

and is highly open to opportunities to be shared to the individuals
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who show that they are tangible assets to the school. The
present faculty and staff members are evaluated as to who
has the highest motivation and who qualifies for the
prearranged promotion. However, this assessment shall
be based on the employees’ educational attainment, years
of experience, examination passed, seminars and trainings
attended, research and books published, performance
appraisal and finally on their dedication and loyalty to their
duty (Article VI Philippine Teachers Professionalization Act
of 1994).
6.2.2 JMC is committed to giving due recognition and reward

for merit (Institutional Core Values). Personnel promotion
as one of its means of doing so is an employment upward
movement from current to higher ranks and position by
virtue of “tenure”, meritorious performance and service to
the institution. (Tenure refers to personnel who have rendered
at least five (5) successive years of satisfactory service).
6.2.3 The President has the sole responsibility and authority to

promote the personnel. The SVP/School Administrator,
VPAA and the Rank & File Promotion Committee shall
perform the recommendatory functions.
6.2.4 The HRMD shall create a Rank and Promotion Committee

to administer the Promotion Program on a regular schedule.
Sec. 6.3 Procedures
6.3.1 Creation of Rank and Promotion Committee
The HRMD shall form a Rank and Promotion Committee which

may include the following:
a. HRMD Personnel in-charge of the Performance Evaluation.

b. Head of the Unit (Dean, Principal)
c. HRMD Director
d. School Accountant
e. Other members to be named by the HRMD Director
6.3.2 Rank and Promotion Program (RPP) shall be administered

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as follows:
6.3.2.1 90 days before the end of every School Year (1st week of
February) the RPP Committee shall identify from amongst
the “tenured” personnel possible qualifiers/candidates for
promotion; have these be noted by the VPAA and the
School Administrator.
6.3.2.2 The RPP Committee shall notify in writing the candidate

being considered for promotion and given the following
form:
6.3.2.2.1 The HRMD form to be accomplished within 14

working days from receipt, otherwise shall be deemed
“Forfeited”/”Not Interested”.
6.3.2.2.2 Evaluation data from HRMD Forms 15- a to c, the

Performance Evaluation for the last three (3) years
will all be consolidated in the HRMD Form 15 – d
together with the RPP Committee Recommendation
which will be forwarded to the President through the
SVP/Administrator and VPAA.
6.3.2.2.2.1 Upon approval of the Promotion by the President,

written notification of Promotion and corresponding
Salary Adjustment and Benefits shall be served as
follows:
a. The candidate
b. HRMD RPP Committee
c. File Copies – School Administrator & VPAA
Sec. 6.4 For Change of Rank and Classification
6.4.1 The Faculty member shall apply for change of rank or

classification by filling out an application form to indicate
his/her academic records (graduate units earned) and
teaching industry or related experience.
6.4.2 The application form shall be submitted with supporting

documents to the HRMD, through the Dean/Department
head on or before the start of classes of every academic
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school year.
6.4.3 The HRMD shall evaluate the documents and make an

initial ranking per faculty member/applicant.
6.4.4 The HRMD shall calendar a meeting of the Ranking and

Promotion Committee.
6.4.5 The Committee shall examine the documents and make the
deliberations and recommendation.
6.4.6 The commendation for reclassification or adjustment of

rank or promotion shall be submitted by the HRMD Director
to the SVP/School Administrator for approval thru the
Assistant to the School Administrator.
6.4.7 The faculty member concerned shall be informed by the

HRMD Director of the result of his/her application through
the Dean.
Sec. 6.4 For Change of Rank and Classification
6.4.1 The Faculty member shall apply for change of rank or

classification by filling out an application form to indicate
his/her academic records (graduate units earned) and
teaching industry or related experience.
6.4.2 The application form shall be submitted with supporting

documents to the HRMD, through the Dean/Department
head on or before the start of classes of every academic
school year.
6.4.3 The HRMD shall evaluate the documents and make an initial
ranking per faculty member/applicant.
6.4.4 The HRMD shall calendar a meeting of the Ranking and

Promotion Committee.
6.4.5 The Committee shall examine the documents and make the
deliberations and recommendation.

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6.4.6 The commendation for reclassification or adjustment of

rank or promotion shall be submitted by the HRMD Director
to the SVP/School Administrator for approval thru the As-
sistant to the School Administrator.
6.4.7 The faculty member concerned shall be informed by the

HRMD Director of the result of his/her application through
the Dean.
Sec. 6.5 For Merit Increase
6.5.1 Only full-time regular faculty members without administrative

assignment and successively continues working in JMC may
apply for merit incentive. For faculty administrator, a sepa-
rate merit system shall apply.
6.5.2 Program Head/Teacher Head shall assist the Dean in

determining the faculty applicant based on the teacher’s
teaching proficiency.
6.5.3 The Faculty member shall apply for merit incentive by fill-
ing out an application form to specify his/her performance
achievement in the following areas.
Teaching
Professional Field
Leadership
6.5.4 The application shall be submitted with the supporting docu-

ments to the HRMD through the Dean before July 15 of the
academic year.
6.5.5 The HRMD shall review the documents and make an initial
assessment of the faculty applicant.
6.5.6 For the preliminary implementation of the merit system,

only documents for the past three (3) years for professional
achievements during his/her stay in JMC shall be applied.

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Sec. 6.6 Implementing Guidelines for Merit System
6.6.1 The Faculty member obtained a rating of excellent in teaching

proficiency and professional achievements during the
preceding academic year may apply for merit incentive.
Section 7 Productivity Performances
A probationary or regular faculty member shall be entitled to

Productivity Performance Incentive. This will be in terms of Longevity
pay, Performance Incentives and Professional Development. These
incentives are de minimis benefits (not subject to tax) and therefore
shall be excluded from the basic pay but included in the total gross
pay.
Sec. 7.1 Longevity Pay
An employee who attains a full-time status shall be given a

longevity pay equal to 1/3 of one (1) step for every year of service.
This will be added to the teacher’s monthly take home pay and is
non-tax deductible (charged to de minimis benefit).

Sec. 7.2 Performance Incentive
A full time employee shall be entitled to an annual performance

incentive. Based on existing performance evaluation criteria, the overall
performance shall be measured as follows:
a. Dean/Principal - 60%
b. Student Evaluation - 30%
c. PEER Evaluation - 10%
__________
100%
A teacher who obtains a weighted rating of Excellent shall be entitled

to one (1) step incentive per month.
The performance incentive shall be tax free (charged to de minimis

benefits).
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Sec. 7.3 Professional Development Incentive (PDI)
Over and above the longevity and performance incentive, a full time
employee or a regular employee will be evaluated on his/her professional
development after having rendered at least three (3) years of
continued service in Jose Maria College.
The following factors will serve as a basis of evaluation:
Sec. 7.3.1 Professional Growth
Points Self- Institutional Sha-ring Percen-

Funded Funded tage
1. Seminars 10%
Attended
In-house
6 4 5
Local 9 6 7
Regional 12 8 10
National 15 10 12
2. Seminar’s 15%
Conducted
Local 7 5 6
Regional 15 10 12
National 20 15 17
3.Research 20%
Conducted/
Presented
Local 7 5 6
Regional 15 10 12
National 30 20 25

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4. Research 20%
Published
Local 15 10 12
Regional 30 15 20
National 40 20 30
International
5.Involvement 10%
in Professional
Organization
Local 7 5 6
Regional 15 10 12
National 20 15 18
6.Community 10%
Extension
Institutional 7 5 6
Within the 15 10 12
Community
Outside 20 15 18
Community
7. Publication 15%
Learning
Materials such
as books, work
texts, modules
and journals
Institutional 20 15 17
Local 30 20 25
Regional 35 25 30
National 45 30 35
TOTAL 100%

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• Obtaining a total rating of 91% and above, a teacher will be entitled

to a one step PDI.
• For obtaining a total rating of 86 - 90%, a teacher will be entitled to a
2/3 step;
• For obtaining a total rating of 80 – 85%, a teacher will receive a PDI
equivalent to 1/3 of the step.
91 - above - 1 step PDI

86 - 90 - 2/3 step
81 - 85 - 1/3 step
Sec. 7.3.1.1 International involvement
For purposes of crediting an international participation, (i.e. research

presentation, publication or lecture, etc.) an employee will be entitled
to bonus points equivalent to fifty percent (50%) of the national level.
The bonus points can be availed once in every three-year period for
every type of involvement.
Sec. 7.3.1.2 Local, regional or national participation
In the case of in-house, local, regional or national participation (i.e. research

presentation, publication or lecture, etc.), a maximum of three participations
in any level can be credited in every three-year period. Credit points
will be as follows:
First involvement – full credit

Second involvement – 50% credit
Third involvement – 25% credit
Sec. 7.4 Salary Increase(s) in Basic Pay
All faculty will receive a salary increase regardless of tenure (full

time or part time) under the following circumstances;
Sec. 7.4.1 Government Proclamation
In case there will be an increase in the minimum wage, there will

be an across-the-board corresponding increase in the basic pay.

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Sec. 7.4.2 Tuition Fee Increase
As provided for by the law, in case of tuition fee, seventy percent

(70%) is to be allocated to benefits and salary increase based on the
rank of the employee.
In the event that there will be a tuition fee increase and a government
proclamation in the increase of the minimum wage within a given
school year, the equivalent automatic increase in basic pay due to the
government proclamation will be considered as partial compliance of
the seventy percent on the rank of the employee.
Note: The foregoing PDI will be subject to review after five (5) years
of implementation.
Section 8 Teaching Proficiency
6.3 All faculty members must have teaching proficiency records from
their dean/department head results of evaluation by students
conducted by the HRMD.
6.4 Summary of classroom observations, performance evaluation,

peer evaluation and faculty evaluation by students shall be
forwarded by the dean/department head to the HRMD through the
VPAA at the end of every academic year for merit incentive.
6.5 For faculty members with no student’s evaluation ratings for Prep
and Grades I-III, the three (3) criteria of classroom observation,
peer evaluation, and teaching proficiency shall get the full credit
equitably.
Section 9 Professional Achievements
9.1 All committee involvement approved and implemented in JMC

must be reported to the HRMD Office for merit incentive purposes.
9.2 Other professional achievements refer to regular activities expected

of teachers related to teaching, research or extension services
(i.e. published articles, community and extension services, seminars,
trainings etc.)
9.3 Leadership Achievements are activities of involvement in

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committees, projects, clubs, thesis defense, or additional educational

degrees which may not be directly related to teaching assignment
of the faculty member or profession of the faculty member but
nevertheless may influence his/her personal development.
9.4 The merit incentives are to be stipulated in our Ranking and

Salary Scheme policy.
Section 10 Faculty Development Activities
Sec. 10.1 Objective
Faculty development activities (FDA) are given to faculty members

to deliver more significant opportunities for individual and professional
improvement so as to promote teaching effectiveness as well as
overall efficiency of Jose Maria College employees in attaining the
school’s mission.
Sec. 10.2 General Policies
10.2.1 Faculty development shall be open to all the full-time

faculty members.
10.2.2 JMC faculty members must be involved in faculty development

activities (FDA) in the essence of competence and voluntarism.
10.2.3 Full-time regular/permanent faculty shall have corresponding

remuneration for actual faculty development activities
executed.
10.2.4 All FDA shall be subject to the approval of the VPAA and
Research Director prior to the endorsement of the Dean/
Department Head, consultation with the Accounting
Department and HRMD shall be made.
10.2.5 Approval of all the FDA activities is subject to the following

considerations:
10.2.5.1 A faculty may be given loads for (faculty development

activity) (FDA) such as academic consultation/advising,
research, and continuing education program.
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10.2.5.2 A number of equivalent units shall be determined by the

number of hours the employee actually rendered.
10.2.6 Probationary and part-time faculty members are expected

to conduct FDA especially academic consultation of at least
one hour weekly. They may apply for Faculty Development
Activity (FDA) but no additional remuneration shall be
provided. Hence, their participation shall be duly
acknowledged in the faculty merit system.
10.2.7 Administrators including Chairs and Co-Chairs are also

expected to be involved in the Faculty Development
Activities but likewise excluded in FDA payments.
10.2.8 That the approval of the Faculty Development Activity (FDA)

is subject to the availability of funds.
10.2.9 Relevance to the plans and targets for the Faculty Development
Activity shall be the first priority;
10.2.10 The following activities are covered by Faculty Development

Activity (FDA):
10.2.10.1 Community-based extension activities that are

research based.
10.2.10.2 Faculty industry immersion with research output.
10.2.10.3 Continuing education activities that are not under

JMC financial assistance program.
10.2.10.4 Admission and scholarship sponsored activities
10.2.10.4.1 Analysis of demographic profile of new students.
10.2.10.4.2Profiling and analysis of the following:
a. Evaluation result of student admission

b. Evaluation of career orientation
c. Exit interview results
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10.2.10.4.3 Research on Admission and Scholarship related topics.
10.2.11 The following activities shall not be covered by Faculty

Development Activity (FDA):

10.2.11.1 Participation in institutional activities inherent in the
responsibilities of the Faculty member such as
recollection, graduation, outings, Foundation Week,
Christmas parties, and other departmental activities
shall not be considered as Faculty Development Activity
(FDA).
10.2.11.2 Faculty mentoring without research component.
10.2.12 All Faculty Development Activities (FDA) are considered

output –based, thus planning/scheduling, monitoring and
documentation are requirements for determining payment.
10.2.13 The following procedures shall be observed in the

application of FDA.
10.2.13.1 The teacher shall accomplish the Faculty

Development activities (FDA) Form after receiving the teaching
schedule from the Program Head/Dept. Head/Dean.
10.2.13.2 The accomplished application form shall be endorsed

by the Dean/Department Head to the VPAA and SVP/School
Administrator for approval.
10.2.13.3. The approved FDA application shall be notified by the

Dean/Department Head approved by the VPAA and the SVP/
School Administrator before endorsement to the Accounting
Department for remuneration.
10.2.13.4. The Dean/Dept. Head shall follow-up and monitor the

actual implementation based on the specified period the
application was approved.
10.2.13.5. All approved and implemented FDAs shall be reported by

the Dean/Department Head to the Accounting Department for
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its equivalent remuneration.
10.2.13.6. If no progress or accomplishment of the projected FDA is

reported, the Dean/Principal shall inform the Accounting Office
to suspend the FDA payment.
10.2.14 Approved official list of Faculty Development Activity

(FDA) shall only be paid at the end of the semester or allocated
time once the FDA form is approved by the VPAA and the SVP/
School Administrator.
10.2.15 Failure to complete the Faculty Development Activity

(FDA) as applied and approved shall be subjected to salary
deduction and disapproval of succeeding FDA application.
Section 11 Transfer
The HRMD and the Administrative Department have the right to

decide after careful review on the request to transfer an individual or
an employee to a certain position that can benefit the school’s interest
at the same time optimize the expertise of an individual with regard to
his/her personal growth. Transfer is allowed only if it means promotion
and for greater advantage of both sections.
Sec. 11.1 Policies
11.1.1 Any task/assignment or transfer shall be based on the

educational interest of students and the faculty concerned.
11.1.2 Fair and reasonable dealing of the faculty in terms of tenure

review, promotion consideration, and annual merit review,
shall not be jeopardized.
11.1.3 Consultation with faculty assigned or transferred and the

department from which assignment or transfer occurs, is
always required to ensure that the best educational interest
of students are met and that the faculty member shall have
adequate time and resources to prepare for new positions.
11.1.4 All faculty members who shall be promoted or transferred

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shall be furnished with their respective written appointment

and job description stating the position, rank, duties,
responsibilities, and salary rate.
11.1.5 The Dean/Principal, in consultation with the faculty member,

shall stipulate in writing what adjustment may be required to
confirm fair treatment for tenure, promotion, or merit review
in those instances where assignment or transfer will affect
the same factors.
11.1.6 Any assignment or transfer shall be in accordance with JMC

policies on tenure, promotion or ranking.
Sec. 11.2 Promotion and Transfer of Assignments
11.2.1 The JMC has the right to transfer or re-assign a faculty

member based on its operational needs, provided it does
not lead to any demotion in rank, diminution in pay, or unfair
labor practice.
11.2.2 All vacancies must be posted by the administration to notify

interested faculty or administrative staff to apply.
11.2.3 Any request for a voluntary transfer from one department to

another must be made in writing. The administration shall
consider such request based on its needs.
11.2.4 A consultation about the intention of an employee’s request

of transfer shall be fully discussed by the dean/principal,
HRMD, and Administrative Department respectively. Initial
findings and recommendation shall be submitted to the
President for final disposition and/or approval.
Section 12 Seminars & Trainings
12.1 The school allows employees to undergo and participate in training and
seminars since these increase the skills and abilities of employees
to perform their specific job assignments. Sending employees to
seminars and trainings helps them to be more competent to impart
their “know-how” and develop or improve certain phase of individual
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skills, attitudes, discipline, behavior, or knowledge to make them

more effective in their present job or more qualified for another job
assignment. However, the school has set procedures to comply
before an employee can undergo seminars/trainings, conferences,
conventions and other learning sessions to wit;
12.1.1 The employee should secure and fill-up the Seminar/Training

Authorization Form at the HRMD office.
12.1.2 The authorization form should be duly approved by the

department head, HRMD Director and the School
Administrator respectively.
12.1.3 The accomplished/approved authorization form should be

presented to the Accounting Office corresponding to the
proposed budget for any monetary support in case the
seminar requires registration payment, transportation and
other expenses.
12.1.4 The employee who has undergone the seminar/training

should present to the Accounting Office the Official
Receipts of all the expenses incurred during his/her seminar.
12.1.5 Upon the employee’s return for duty, he/she should

present to the HRMD the certification that he/she attended
the seminar.
12.1.6 Employees who attended either seminars/trainings,

conventions, conferences and other learning sessions are
required to re-echo and or to submit a narrative report to
the HRMD for information and documentation purposes.
To re-echo/carry over what was learned in the trainings
to fellow personnel, the following guidelines should be
followed:
12.1.6.1 The re-echo must be conducted within seven (7)

working days after the training. The following must be
submitted:
a. Re-Echo Plan for approval by the dean/dept.

head noted by the HRMD Director. (Get the form
JOSE MARIA COLLEGE
from the HRMD office ).

b. List of prospective participants.
12.1.6.2 Carry out the Re-Echo as planned.

12.1.6.3 After the Re-Echo, submit the following:
a. attendance sheet
b. Evaluation of the re-echo
c. Pictures, work sample/products
d. Post re-echo report indicating how it went and recommendations.
12.2 Employees are encouraged to join professional organizations.

Hence, membership fees to the subscribed and approved
organizations entered in behalf of the school shall be supported
by the administration. Provided further, that proper reimbursement
shall be subscribed for appropriate documentation,
Sec. 12.3 Policy on Seminars and Trainings
12.3.1 Approved and circulated new policy for employee who will be
sent for seminar and training. (Memo Cir. May 25, 2016).
Seminars and trainings for employees regardless of status may

therefore be applied:
Employee’s Service Employer Share Employee Share

1 - year 25% 75%
2 - 3 years 50% 50%
4 – 5 years 75% 25%
6 - years 100% 0%
Sec 12.4 Honorarium/Incentives for academic Trainers & Coaches

for co-curricular or extra-curricular activities outside JMC
(Approved and circulated memorandum, November 2009)
Honorarium for Trainers & Coaches for any Academic Achievements

joined by JMC in local, regional, national competitions, to wit:

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Rank Local Regional National

1st Place P1,500.00 P2,000,00 P2,500.00
2nd Place (1sr
P1,000.00 P1,500.00 P2,000.00
Runner-Up)
3rd Place (2nd
P500.00 P1,000.00 1,500.00
Runner-Up
Section 13 Faculty Exchange Program
Employees’ development as one of the vital principles of continuing

development of values and competence is required of our employees,
faculty members and the administration to implicitly reach their
operational and long term contributions to the attainment of JMC vision,
mission and goals.
In line with the JMC’s commitment to faculty development for the

professional development of its personnel, JMC creates its Faculty
Exchange Program. This is with the thrust of intensifying the mutual
linkage between colleges or universities.
The program aims to augment teaching effectiveness, widen fields

of proficiencies, and obtain other valuable professional experiences.
1 Policies
1.1 The JMC and its partner school know the value of their respective
organizational human resources making them available to support
respective academic programs.
1.2 The Knowing such collaborative education efforts, a Memorandum

of Understanding (MOU) or consortium shall serve as mechanism to
make operational the various modes of sharing, exchange, and
cooperation.
1.3 The Partner school should nominate from among their respective
faculty members with aligned graduate degree and commendable
expertise and character, those who will participate in the exchange
program provided that those faculty apply and undergo the JMC
selection process, and pass the interview procedure of the host college/
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university.
1.4 An opportunity of being an exchange faculty is offered by JMC to

its tenured teaching personnel.
a. Full-time faculty status

b. Aligned graduate degree (Master’s or Doctorate degree)
c. Excellent Command of English Language
d. Conduct becoming of a professional
e. Proven loyal to JMC
f. Faculty members’ performance appraisal must be very good in
the past three (3) years.
1.5 Faculty applicant shall fit out and submit the Application Form
(HRMD Form No. ___) to the Human Resource Management &
Development Office thru the Dean/Department Head.
.1.6 The selection panel shall compose the following:
a. SVP/School Administrator
b. VP for Academic Affairs
c. Dean/Department Heads
d. HRMD Director
1.7 The faculty under the exchange program shall sign a separate
Memorandum of Agreement (MOA) with JMC and with the host school/
university. Consequently, a Letter of Release(HRD Form) shall be
issued by the SVP/School Administrator and the Founding President.
1.8 The period of exchange shall be one or two semester unless

otherwise agreed to in writing by the partner schools.
1.9 The exchange faculty shall enjoy continuous tenure residency at

JMC.
1.10 Each of the partner schools shall compensate the visiting or

exchange faculty of the school in accordance with its own salary
standards or as stipulated in the Memorandum of Agreement between
parties involved.
Sec. 13.2 Overseas Exchange Program

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13.2.1 The faculty obligates him/her to the re-entry requirements

spelled out in the Memorandum of Agreement.
13.2.2 Before becoming eligible to apply for the second

overseas exchange leave, the exchange faculty shall
continue working in JMC as a full time regular faculty for
a period of time at the rate of at least two years for every
year consumed as an exchange faculty.
13.2.3 If the exchange faculty member does not return to JMC

or fails to accomplish the re-entry requirement, he/she
will be obligated to reimburse to JMC all the expenses
including the benefits accorded to him/her during the
exchange period and the number of years proportionate
to the period of exchange and the number of years he/
she fails to render.
13.2.4 Upon return to JMC, the faculty shall enjoy his/her

salary as faculty member based on the assigned teaching
load.
13.3 For Specific Policies:

13.3.1 No pirating of faculty member must be observed by the
participating schools during the duration of the program.
Holding period of one (1) year must be observed by the
exchange faculty; other than the the exchange faculty shall
pay the equivalent compensation earned during the faculty
exchange program.
13.3.2 Teaching assignment of the faculty member in JMC shall be

aligned with the graduate degree or course competency.
The class size should not be less than 20 students.
13.3.3 Exchange faculty in a local college/university shall be given

a load of not more than 15 units/hours of teaching schedule
including Saturdays.

JOSE MARIA COLLEGE
13.3.4 An exchange faculty should participate in cooperative

research and submit the output as agreed upon by both
parties.
13.3.5 One day teaching/research schedule during weekdays

shall be observed; a load of not more than 8 hours per day
shall be allowed.
13.3.6 Exchange faculty in a local college/university shall be given

a load of not more than 15 units/hours teaching schedule
including Saturdays.
Section 14 Payment of Wages
Sec 14.1 All teaching and non-teaching personnel/employees

shall receive their salaries every 5th and 20th day of
every month through cash payments from the Account-
ing/Finance Department (Art. 103 of the Labor Code of
the Phils.).
Sec 14.2 Payment of wages and salaries shall be by legal tender

of the Philippines (Art. 102 of The Labor Code of the
Phils.).
Sec 14.3 Pay Slip indicating basic salary and deduction can be
secured at the Accounting Office.
Sec 14.4 Any question and verification regarding the salary shall
be referred to the Accounting Office or the Payroll in-
charge.
Sec 14.5 Nobody is allowed to claim the salary of another em-

ployee unless he/she will present to the payroll in-
charge an Authorization duly signed by the employee
concerned, authenticated and countersigned by the
HRMD Director.

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ARTICLE VII
EMPLOYEE’S BENEFITS AND OTHER
INCENTIVES
1. Provide proper health care to the employees

2. Uplift the morale of the employees
3. Promote employees’ loyalty to the school
Sec. 1.1 INSTITUTIONAL BENEFITS
Sec. 1.1.1 Emergency Leave
The school grants Emergency Leave incentive to employees. This

emergency leave incentive is only applied to any case or circum-
stance beyond human control. Therefore, conditions are specified
below:
Employment Status Qualification for Leave Allocation

Emergency Leave Granted
Incentives
Permanent • Deans, Principals • 5 days
(1 year of continuous
service)
• Program Heads (3 • 5 days

years of continuous
service)
• Teaching Staff (3 • 3 days

years of continuous
service)
However, unused Emergency Leave is non-cumulative and shall

not be convertible to cash.

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Sec. 1.1.1.1 Conditions considered for Emergency Leave:
Conditions stipulated below are considered emergency cases. As

such, Emergency Leaves can be applied.
1.1.1.1.1 Severe Illness or sickness of employee or the immediate

family member;
1.1.1.1.2 Death of a family member, relative up to 3rd degree of

consanguinity;
1.1.1.1.3 Destruction of dwelling due to fire, earthquake, typhoon,

floods, lahar or other calamity;
1.1.1.1.4 Other cases which are deemed unavoidable.
Sec. 1.1.2 Procedure on Filing for Emergency Leave
1.1.2.1 An employee should inform his/her immediate superior/

dean/principal or HRMD Office through written/oral request
either through letter or through telephone call at (082) 234-
7272.
1.1.2.2 Any application for Leave of Absence filed after the absences
have been incurred shall not be honored if rule Sec. 1.1.2.1,
is not strictly followed. Hence, application shall be marked
AWOL and be penalized under our stipulated infraction rules.
1.1.2.3 In case rule Sec. 1.1.2.1 is applied, an employee should still

be required to explain in writing for incurring such absences.
N.B. An employee who fails to file an Emergency Leave of Absence

within three (3) days of his/her absence is considered unexcused and
the absence shall be automatically deducted from his/her salaries.
Sec. 1.2 Sick Leave
Sec. 1.2.1. Procedure on Filing for Sick Leave
An employee who incurs absences due to sickness should consult a

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physician of choice to certify his/her illness. A medical Certification

issued by the employee’s attending physician is to be submitted to the
HRMD Office upon an employee’s return for duty. An employee who
has been absent due to sickness is still being required to file his/her
leave of absence for proper documentation.
Sec. 1.2.2 Sickness during tour of duty
1.2.2.1 A sick employee should report to the school clinic at once for
further evaluation and management by the Nurse on Duty.
1.2.2.2 The Nurse on Duty likewise shall evaluate the patient’s

sickness and give the necessary immediate treatment and/
or medication.
1.2.2.3 If upon assessment of the patient, there is a need to see a

doctor, the Nurse on Duty shall make the necessary referral
to the doctor or hospital of choice. The department head and
HRMD Director should duly sign the Referral Slip prepared
by the Nurse on Duty for the employee’s Exit Permit.
1.2.2.4 In case the sick employee requires rest; an SSS Notification

Form should be prepared by the HRMD for processing in
the SSS.
1.2.2.4 The Nurse on Duty can evaluate one-day sickness for

disposition of going back to work. Thus, the Nurse on Duty
should fill up the Fit to Work Form for the employee to return
to work.
Sec. 1.2.3 How to secure “Fit to Work” recommendation.
Any employee who will return to work after the sick leave should
secure and bring with him/her “Medical Certificate” and “Fit to Work
Recommendation” from his/her personal physician of choice and submit
these documents to the HRMD Office for re-evaluation.
N.B.: In no case however, shall the Dean/Director/Principal/Faculty

involved in the enrolment process, shall be allowed to go on leave
during the enrolment period.

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Sec. 1.3 Incentive Leave
After the employee extended one year service to the institution and has
the intention to continue serving the school, the administration provides
5 days service incentive leave to JMC employees. This service incentive
leave may be used for sick and vacation leave purposes. Hence, the
incentive leave covers the period every June to May respectively.
Sec. 1.4 Wedding Leave
A. Any faculty member who has rendered at least three (3) years
of continuous service to the College and who has plans to contract
marriage, may avail of a one (1) day leave with pay which shall cover
during the day of the wedding.
B. The newly-married faculty member should submit to the HRMD

marriage certificate and has the obligation to file any important
documents for SSS and Philhealth.
Sec. 1.5 Study Leave
This leave refers to the leave with pay granted to eligible personnel
for the purpose of pursuing or completing either Master’s or Doctorate
degree program in line with the Personnel Development Program and
for the employee’s development, provided that such would enhance
competence to actual related work/teaching assignment of the personnel
concerned.
A. Application shall be submitted to HRMD not later than January 31

of every school year for the 1st semester and not later than 30 of June
for the 2nd semester of the applicable year.
B. Stated below are the eligible requirements, to wit:
b.1 The status of the applicant - shall be full-time faculty member.

b.2 Years of Service - should be at least seven (7 years) of
continuous service.
b.3 Over –all performance appraisals must be very good for the
three consecutive rating periods immediately prior to the
application of the study leave. The appraisal includes the
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faculty evaluation by students, classroom observation, and

evaluation from the academic head/dean.
b.4 No record of any disciplinary action for the past three (3)
successive years preceding the application.
b.5 No filed sabbatical leave for the past three years.
Sec. 1.6 Sabbatical Leave
This refers to leave with pay allowed to qualified faculty members for
the purpose of continuing professional competencies such as research,
book writing, community extension services, and other similar professional
development activities.
1.6.1 The application shall be submitted to the HRMD not later than
31st of January of every academic year for the application for
the 1st semester and 30th of June of every academic year for
the application for 2nd semester of the applicable academic
year.
1.6.2 Stated below are the eligible requirements, to wit:
1.6.2.1 The status of the applicant - shall be full-time faculty

member.
1.6.2.2 Years of Service - should be at least seven (7

years) of continuous service.
1.6.2.3 Over –all performance appraisals must be very good

for the three consecutive rating periods immediately
prior to the application of the study leave. The appraisal
includes the faculty evaluation by students, classroom
observation, and evaluation from the academic head/
dean.
1.6.2.4 No record of any disciplinary action for the past three

(3) successive years preceding the application.
1.6.2.5 No filed sabbatical leave for the past three years.

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Sec. 1.7 Service Leave
1.7.1 This refers to a leave solely in accordance with the Labor

Law (Art. 95) which states that:
1.7.1.1 The employee has the right to a yearly Service Incentive

Leave for five (5) days with pay for every year of service.
1.7.1.2 This incentive is not applicable for employees already
enjoying at least five (5) day vacation leave.
1.7.2 Procedures
1.7.2.1 The same procedures and forms used in the application

for leave of absence benefits shall apply in the HRMD office.
Sec. 1.8 Long Leave
This refers to leave of absence that is at least one (1) month that is
generally not covered by the law.
1.8.1 The leave of absence application must be submitted to

the HRMD one (1) month prior to the effective date of
leave.
1.8.2 Long leave may be due to family-related reasons but must
not be an opportunity for employment related or personal
business.
1.8.3 The maximum duration of long leave must be six (6)
months.
1.8.4 Stated below are the eligibility requirements, to wit:
• Status - regular faculty member/personnel

• Years of Service – at least seven (7) years of continuous
service
Sec. 1.9 Birthday Incentive/Leave
1.9.1 Full-time faculty who have rendered at least two (2) years of
continuous service to the College are entitled to a birthday
leave.
1.9.2 The full-time has the option to either avail of the birthday
leave by not reporting for work or not to be absent but
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apply for its cash conversion corresponding to his/her

daily remuneration.
1.9.3 Those whose birthdays fall on Saturday, Sunday or Holiday
can file for the conversion of the one day leave according to
its equivalent.
1.9.4 Those whose birthday falls on summer are entitled to the
cash equivalent of the one-day leave based on the normal
load.
1.9.5 All birthday celebrators should apply birthday leave benefits
using the prescribed application form whether to avail of the
birthday leave or its conversion to cash.
Sec. 1.10 (for all Fulltime Teaching Personnel only)
Sec. 1.10.1 For existing faculty members hired for School Year
2006 or earlier, an amount given to Probationary/Full-Time
employees are specified below, provided, that he/she has
signified his/her intention to continue his/her service in this
institution.
One-Half Month (1/2) salary for

One (1) Year of Service two (2) months
Full Month Salary

Two (2) Years or More of
for two (2) months
Continuous Service
However, the Letter of Intent must be submitted to the

administration not later than the end of every January.
Sec. 1.10.2 For employee hired starting School Year 2006 – 2007 as
Probationary/Full-Time, the summer pay is given as follows:
One (1) Year No Summer Pay
Two (2) Years of One-Half (1/2) Monthly Basic

Continuous Service Salary for two (2) months
One full Monthly Basic salary

Three (3) Years or More
– provided he/she is a Master
of Continuous Service
holder & LET Passer

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However, a letter of intent must be submitted to the

Administration not later than the end of every January.
N.B. For the Faculty, the Administration may however, require the
employee to render service to the school during the summer break for
at least twenty- (20) working days.
Sec. 1.10.3 Twenty (20) days Service
a. Any teaching staff who will be reporting for twenty (20) days service
as required by the school during summer break shall follow the normal
working days schedule as set and established by this institution. An
employee who will be reporting for summer break should log-in and
log-out or punch-in and punch-out his/her punch card to signify his/
her attendance.
b. Each department head shall submit to the HRMD office the

manning schedule of faculty and staff who will be reporting for
summer corresponding to with the respective activities and assignments.
The submission of the said schedule shall be on or before the end
of March for the HRMD to monitor the employee’s attendance and
time-keeping record.
c. Any teaching staff who will go on undertime during summer break

shall initially seek for the approval of his/her department head and
HRMD Director. Thus, the remaining hours not served shall be
deducted from his/her salary.
Sec. 1.11 Free Meal
JMC gives free lunch to all its employees regardless of status.
Sec. 1.12 Tuition Discounts
Sec. 1.12.1 Permanent Status – covers Dean, Principals, Program

Heads & Faculty
a. Qualified Married Employees:
A married employee who enrolls his/her legitimate or legally

adopted child/children (up to three children only) at Jose Maria College
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shall enjoy the following tuition discounts:
Tuition Discounts
Qualified Preschool 2 Years
Dependents to High College TESDA Caregiver
School Course
1st child 100% 100% 75% 10%
2nd child 100% 100% 50% 10%
3rd child 100% 100% 25% 10%
4th child 100% 100% 10%
A married employee without any children or those with children

but who are not yet of age, the Tuition discount shall be extended to
his/her legal spouse. The discount shall cover only:
Courses Tuition Discount

4 Years & 2 yrs. TESDA courses 25%
Caregiver course 10%
b. Qualified Unmarried Employees:
A qualified unmarried employee who is already has a Permanent Status

may avail of the benefits of tuition discount for his/her siblings.
Tuition Discounts
Qualified Preschool to 2 Years
Dependents High School College TESDA Caregiver
Course
1st Sibling 30% 30% 30% None
Sec. 1.12.2 Probationary – Teaching Staff (2 years of continuous

service)
a. Qualified Married Employees:
A qualified married employee who is a probationary teaching staff may

avail of the tuition discount up to his 2nd lawful children provided that
the employee has rendered two (2) years of continuous service to the
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academe. The discount shall cover:
Tuition Discounts
Course
1st child 100% 100% 75% 10%
2nd child 100% 100% 50% 10%
3rd child 100% 100% 25% 10%
4th child 100% 100% 10%
A married probationary teaching staff without any children or those

with children but who are not yet of age, the Tuition discount shall be
extended to his/her legal spouse. The discount shall cover only;
Courses Tuition Discount

4 Years & TESDA courses 25%
Caregiver course 10%
b. Qualified Unmarried Employees:
A qualified unmarried employee who is already a probationary teaching

staff may avail of the benefits of tuition discount for his/her sibling.
Tuition Discounts
Course
1 Sibling 30% 30% 30% None
Sec. 1.13 Retiree
Children of a retiree who are already studying at Jose Maria College at

the time of their retirement shall be allowed to finish their studies at the
level they are currently enrolled. However, for college level, this tuition
discount is limited to only one (1) college course.

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Sec. 1.14 Mortuary Benefits
1.14.1 An amount equivalent to two (2) months basic salary, not

exceeding Twenty Thousand Pesos (P20,000.00) is to be given
to the immediate family of the regular employee who dies
during the period of employment.
1.14.2 One (1) month basic salary, not exceeding Ten Thousand Pesos
(P10,000.00) shall be given to the regular employee if his/her
spouse dies during the latter’s period of employment.
1.14.3 The employee on a probationary status is entitled to half of the
same benefits.
Sec. 1.15 Retirement Plan & Benefits

To set up a Personnel Retirement Plan and formulate policies, system

and procedures for its efficient and effective implementation.
Sec 1.15.2 Policies
1.15.2.1 The Retirement Plan of JMC shall be administered in accordance

with the Plan Agreement of the Private Education Retirement
Annuity Association (PERAA)
1.15.2.1.1 Retirement age shall be any of the following:
1.15.2.1.1.1 Normal – 60 years old

1.15.2.1.1.2 Early - Before the Normal Retirement Age
1.15.2.1.1.3 Postponed/Late – beyond the Normal Retirement
Age Up to 70 years old
1.15.2.1.2 Each member shall contribute toward the cost of

his/her retirement benefit in any of the following:
1. Fixed percentage of at least 3.25% of Monthly Compensation

2. Step-Rate
3. Option to add to his/her contribution but not exceeding the
participating institution’s contribution.
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1.15.2.1.3 Benefits payable to the retiring member shall be

the actuarial equivalent to his Accumulated Value at retirement
according to any of the following options:
a. 30% Lump Sum + Life Annuity

b. 15% Lump Sum + Life Annuity
c. Life Annuity
d. Five-Year Annuity Certain
e. Straight Life Annuity
f. Joint and One – Half to Survivor Life Annuity
g. 100% Lump Sum
h. 30% Lump Sum + Life Annuity
1.15.2.2 In case the member incurs permanent total disability, he/she

shall get full retirement benefit.
1.15.2.3 In case of death prior to retirement his/her heirs shall be

entitled to death benefit equal to his actuarial value.
1.15.2.4 In case the member leaves JMC, he/she shall be entitled to

his/her accumulated value due at the date of leaving or as
stipulated in the plan.
1.15.2.5 The PERAA Board of Trustees shall have the duty to send
the statement of contribution and benefits to the members.
Sec. 1.16 Accident Insurance Benefits
1.16.1 All probationary/regular faculty members are insured under

a Group Life Accident Plan of Phil-am Life Insurance
Company, Inc. The school grants and renews faculty members
Accidents Insurance plan annually.
1.16.1.2 Any teaching faculty who will incur accident is covered

by all the agreements, conditions, declaration or terms stated in
the policy under the Group Life Accident Plan of Phil-am Life
Insurance Company, Inc.
1.16.1.3 In processing claims for accident insurance benefits the

procedures are as follows:
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1.16.1.4 To claim employee’s medical reimbursements,

the beneficiary should present to the HRMD office the following
documents:
a. Police Report
b. Medical Certificate
c. Original Official Receipts
d. Photo copy of
Employee’s School
Identification Card
1.16.1.5 The HRMD Office shall issue Employment Certification

and the school representative shall process all the necessary
requirements needed for the claims and reimbursements of the
employee’s medical expenses.
Sec. 1.17 Clothing Allowance for School Uniform
1.17.1 All full-time employees shall be issued two (sets) of

uniform yearly. The school shall pay the half amount
of the total cost while the remaining half will be paid by
the employees, subject to salary deduction.
1.17.2 The prescribed uniform shall be worn from Monday to

Friday. The I.D. card is part of the uniform and shall be
worn at all times.
1.17.3 In case where new sets of uniform have not been

delivered, all shall continue to wear the old set of
uniforms. For new employees, formal office attire shall
be worn.
Sec 1.18 Accommodation Assistance

This is an employee support in the form of providing accommodation
(quarters) for free for the duration of his/her employment with JMC, on
the following conditions:

JOSE MARIA COLLEGE
1.18.1 The employee is full time.
1.18.2 The distance of his/her official residence from the school (2

or more hours land travel) makes it difficult to be on time and
regular in his/her school attendance.
1.18.3 Stay in the provided quarters shall be limited only to the

employee.
1.18.4 Employee shall respect and obey established house rules.
1.18.5 Water, light and other services shall be the employee’s

responsibility.
1.18.6 Employee availing of this assistance shall file the proper

application which shall be duly approved by the School
Administrator.
Section 2 BENEFITS MANDATED BY LAW
Sec. 2.1 SSS Benefits
The government has provided employees from both public and private
sector benefits to protect employee’s health, welfare, and augment
good relationship between the employees and the academe. In
coordination with the guidelines of SSS under R.A. 8282 as amended,
“SSS Law of 1997” provides benefits to employees as stated, to wit:
Should be applied at the SSS office
a. Sickness d. Retirement
b. Disability e. Death & Funeral
c. Maternity f. Salary Loan
Other benefits like:
Sec. 2.2 Phil. Health – The school assists in processing employees’

health care integrating Philippine Health Insurance Corporation whose
objectives and constitutional responsibility is to develop health care
program to all the people at an affordable cost.

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Sec. 2.3 Paternal Leave – The school grants 7 days leave with pay
to all married male employees regardless of employment status. The
purpose of which is to allow him to lend support to his wife during the
period of recovery and or in the nursing of his newborn child. However,
it shall only apply to the first four deliveries of the employee’s lawful wife.
2.3.1 Provided further that an employee should submit with his

paternal leave application the pre-natal records/maternity notification
of his wife.
2.3.2 Upon reporting for duty, an employee should file at the

HRMD the Personnel Change Form for his additional dependents
and should submit a photocopy of his child’s birth certificate.
Sec. 2.4 Maternity Leave – the school grants a maternity leave according
to leave benefits approved by the SSS, whether that leave is normal
delivery, and or miscarriage or abortion.
2.4.1 A pregnant employee should notify the SSS through her

employer about her condition.
2.4.2 The employee has paid at least three monthly contributions

within the 12-month period immediately preceding the semester
of the childbirth or miscarriage.
2.4.3 The school has to process only maternity application of an

employee for the first four deliveries thus miscarriage is included
in the counting.
Sec. 2.5 Solo Parent Leave – the school grants this leave to parent
who has rendered service for at least one (1) year, in addition to leave
privileges under the existing law, shall be entitled to a parental leave
benefit of not more than 7 days.
Sec. 2.6 Christmas Vacation and Employee’s 13th Month Pay
2.6.1 All full-time employees who have rendered at least one (1)
year of continuous service are entitled to a 5-day service incentive
leave. This service incentive leave may be used for sick and
vacation leave purposes (Labor Code of the Phils. p. 558, Ed. Law
and The Private Schools, Art. XVII, sec 91). Therefore, the school
JOSE MARIA COLLEGE
grants teachers and administrative staff service incentive leaves

inclusive of summer, semestral and Christmas breaks whereby
teachers are required to go on leave with pay. Hence, they cannot
demand vacation leave at another time of the year due to school
days activities.
2.6.2 All full-time employees are entitled to a Christmas

vacation. All employees regardless of appointment status
shall be entitled to a 13th month pay which shall not be less than
1/12 of the total annual basic salary earned by the employee within
a calendar year.
2.6.3 The “basic salary” of the employee for the purpose of

computing the 13th month pay shall include all earnings paid by
the school for the services rendered but does not include allowances
and monetary benefits which are not considered as part of the
regular or basic salary such as overtime pay, premium, bonuses,
overload, incentives and cost of living allowance.
2.6.4 Teaching and non-teaching personnel are entitled to the

13th month pay, regardless of the number of months of their ser-
vices or paid within the year, provided they have rendered service
for at least one (1) month within a year.
2.6.5 The 13th month pay shall be given every 20th of May and
20th of December, which is considerably beneficial to the employees
and the institution considering the months of work they have
rendered.
Computation of 13th month pay is specified below:
Employee’s basic annual salaries

12 month

Sec. 2.7 Holidays
2.7.1 Stated below are the eleven (11) paid holidays observed by
JMC;

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New Year’s Day - Jan 01

Araw Ng Kagitingan - April 09
Maundy Thursday - Movable
Good Friday - Movable
Labor Day - May 01
Independence Day - June 12
Ninoy Aquino Day - August 21
National Heroes Day - Last Monday of every August
Bonifacio Day - November 30
Eidul – Fitre - Movable Date
Christmas Day - December 25
Rizal Day - December 30
2.7.2 JMC also observes three (3) special holidays & one (1)
special school holiday such as:
All Saint’s Day - Nov. 01

Last Day of the Year - December 31
Ninoy Aquino’s Day - August 21
School President’s Birthday - April 25
2.7.3 And other day as may be proclaimed by the President of the Phil-
ippines and/or local city or town officials (Art. 94 The Labor Code of the
Philippines).

JOSE MARIA COLLEGE
ARTICLE VIII
ATTENDANCE AND TIMEKEEPING
PROCEDURES
Section 1 Attendance and Time Keeping
Sec 1.1 Objectives
1. To set up procedures for establishing employee’s attendance

record thru the use of Biometrics computerized DTR.
2. To install a computerized system of payroll preparation based on

the Biometrics computerized DTR daily time records to ensure timely
payment of salaries and wages.
3. Define specific duties and responsibilities for timekeeping and payroll

preparation and establish prompt and reliable means for verification of
payroll accuracy.
Sec 1.2 Policies
1. The school shall establish an accurate record of employees’

attendance at work, which shall be the basis for payroll computation,
provided that absence from work, tardiness and/or undertime shall be
regulated and if unauthorized, shall be subject to disciplinary action as
provided by the School Policies and Guidelines.
2. The policy guidelines shall be observed in matters of:
a. Vacation Leave, Sick Leave and other forms of absence from

work;
b. Compensation of work rendered during legal holidays, special
holidays and rest days;
c. Payment of premium for work in excess of eight (8) hours;
Sec 1.3 Time Keeping Regulations
a) Biometric machine shall be used only for the purpose of which they
are intended.

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b) Whenever the biometric machine is out of order, the guard on duty

shall immediately report to the HRMD for checkup and blue logbook is
provided for proper recording of the employee’s time.
c) An employee who arrives after the prescribed official time shall be

marked late and it shall be deductible from the employee’s salary.
d) An employee who has logged in the biometrics machine before the

start of work but fails to be at his work place at the scheduled time shall
be penalized for wasting time or loitering during school time.
e) Faculty members who have work-related or personal transactions

outside the school campus must first secure Exit Permit (gate pass)
before he/she can go out of the school premises.
f) The employee shall report back to work immediately after taking

lunch breaks. Prolonged lunch breaks in excess of authorized break
time shall have penalty for wasting time or loitering during school time.
g) The rest period of 15 minutes in the morning and another 15 minutes

in the afternoon must be strictly observed. Leaving break area beyond
the 15 minutes break will be penalized.
Sec. 1.4 Tardiness & Overtime
a) Tardiness and undertime shall not be offset by extending work

hours.
b) A deduction in pay shall be made from the payroll for tardiness

recorded in the timecard.
c) Overtime authorization/pass shall be prepared by the department

head whenever overtime work is required indicating therein the time
allowed for overtime, to be submitted to the HRMD. Work rendered
without authorization shall not be paid. overtime premiums shall
commence only after eight (8) hours of regular time.
d) Work to be rendered during rest day, holiday or non-working special

holiday shall be covered by overtime authorization.

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Section. 2 Faculty Attendance
Faculty members must become effective teachers to their students.

They are the role model of their students in ethical service standard of
discipline starting, with their regular and punctual attendance in their
classes at designated time and venue, being responsible in nurturing
positive academic conduct among students as well as their active
involvement in departmental and institutional activities.
Sec. 2.1 General Policies
2.1.1 The Faculty members shall manage their time effectively, most
especially in attending to assigned class and related activities.
2.1.2 A faculty member shall meet the classes assigned to him/her
during the entire term/year punctually and regularly.
2.1.3 Faculty member should begin his/her class on time and end
his/her class not more than five (5) minutes before the time.
2.1.4 A time allowance of ten minutes is provided between two
consecutive class periods to enable the faculty members
and students to go to their next class.
2.1.5 Early dismissal on classes or undertime is not allowed unless
with previous arrangement or approval from the Principal/
dean.
2.1.6 A faculty member must also attend punctually all scheduled
faculty meetings, assemblies, graduation, and other official
gatherings of the department and the college.
1. The Dean/Principal must install measures to safeguard that the

faculty members do not habitually become late or absent, or
dismiss class early to the detriment of the students and/or
faculty.
2. Appropriate sanctions shall be imposed on faculty members

who do not observe the policy on attendance.
Sec. 2.2 Policies on Tardiness and Undertime
1. Faculty members must report for work on time.

2. A faculty member who reports to class after the first ten (10)
minutes of the scheduled class is considered tardy.
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For every 1 minute late - 15 minutes deduction

For every 15 minutes late - 30 minutes deduction
For every 30 minutes late - 1 hour deduction
For every 1 hour late - half (1/ 2) day deduction
3. In case of faculty’s failure to log out in the biometrics machine,

he or she must present a certification from his/her department
head. However, perennial commission of similar offense shall
not be tolerated further.
4. A faculty member who dismisses the class more than five (5)
minutes before the end of the scheduled class is considered
undertime.
5. A faculty member is habitually tardy when he/she is late for

at least 4 times a month or a particular class, whether the
tardiness is excused or unexcused.
6. A faculty member is habitually undertime when he/she dismisses

class early at least four (4) times a month on a particular basis,
whether the undertime is excused or unexcused.
7. A faculty member is considered excessively tardy or has excessive

undertime under any of the following circumstances:
a. Exceeds sixty (60) minutes of cumulative tardiness/undertime

in all of his/her classes within a period of one month.
b. Incurs four (4) consecutive unexcused tardiness/undertime

within a period of one (1) month.
8. When tardiness and undertime are habitual excessive

disciplinary sanctions shall be imposed.
Sec. 2.3 Absences
1. Every faculty member should be in all scheduled classes and in

all legitimate and official functions assigned to him/her.
2. A Faculty member is considered absent when he/she is not in

the assigned class or consultation period.
JOSE MARIA COLLEGE
3. Non-appearance in legitimate and official functions of the

college and other activities is also considered absence.
4. All faculty members must file a leave of absence for incurred

absences.
5. The filed leave of absence whether with or without pay shall be

independent from the application for make-up class.
6. A Faculty member who absents himself/herself for three (3)
consecutive working days without obtaining the necessary
authorization or permission or without informing the Dean/
Principal shall be charged with Absence Without Leave
(AWOL) unless otherwise proven.
7. An AWOL shall be considered as abandonment of work/

employment and therefore, a basis for termination.
8. It is the duty of every faculty member who is unable to report for

class or other assignment to notify his/her superior of such
inability to work. Unless there is justifiable reason therefore,
his/her failure to give due notice shall be deemed AWOL.
9. Absence from work may be justified if caused by any of the

following:
a. Sickness or injury of faculty member
b. Sickness, injury, or death of any of the immediate family members
namely: parents, spouse, children, or siblings.
c. Urgent matters, which the faculty members must attend to
immediately and the urgency is proven to his/her department
head/dean.
d. Attendance in seminars, training activities, etc. (on official
business leave.)
10. A Faculty member who fails to report to class and to communicate

with his/her Principal/Dean after having been served a notice for
AWOL by the Dean/Principal shall be charged further of
insubordination and gross neglect of duties.
11. Despite the notice given, if the Leave of Absence is not

justified, it shall also be considered AWOL.
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Sec. 2.4 Procedures on Monitoring of Faculty Attendance:
1. The authorized checker makes the rounds every period, within

the first 15 minutes after the start of class and during the last
10 minutes of the class period.
2. The timekeeper records faculty attendance at the Daily Report

on the Faculty Attendance Monitoring Sheet, asks the faculty
concerned for confirmation during the day when possible and
submits the report to the HRMD and Academic Heads
concerned immediately.
3. The HRMD, through the Academic Heads, validates the

report with the teacher recorded as late/with under time/
absent through a tracer form.
4. To facilitate the area of coverage, the appropriate room monitoring

assignment shall be observed by the respective Students
Assistance reporting to their respective departments.
5. Faculty member must file a Leave of Absence and make-up

class form or alternative class activity for incurred absences.
The said form shall be attached and to be submitted not later
than two (2) days after the receipt of notice from the HRMD.
6. All deductions due to faculty tardiness/undertime/absences

shall be made upon endorsement by the Dean/Principal and
HRMD during the approved cut-off periods.

JOSE MARIA COLLEGE
ARTICLE IX
SCHOOL RULES AND REGULATIONS
(Employee’s General Conduct & Discipline)
This is to provide rules and regulations to guide the employee’s behavior

and conduct and to instill the proper work attitude and manner to minimize
occurrences of employer-employee conflicts and maximize work efficiency.
All provisions are based on the Philippine Teacher Professionalization Act
of 1994 and under the Labor Code of the Philippines.
Section 2 Policy
All employees are required to observe excellent standards of

professional conduct and business ethics and a total commitment to
professionalism in their work. They are advised to report to
their superiors or department heads all the possible conflict between
personal interest and that of JMC. Employees are required to properly
conduct themselves in all business relations. The School respects the
privacy of personal affairs except when its good reputation and image
is affected. The school shall take appropriate, corrective, remedial
measures against any infraction of its rules, regulations, and commonly
accepted standards of employee behavior. Hence, School Rules,
Regulations, and its corresponding infractions are set and formulated
according to the gravity of the offense and its equivalent infraction pen-
alty is hereby stipulated.
Sec 2.1 Conduct of Disciplinary Offenses
2.1.1 The Dean and the Principal are responsible for the promotion and
maintenance of a healthy and productive environment in the workplace.
2.1.2 The Dean/Principal shall have the control on all offenses

committed by their faculty members.
2.1.3 When a teacher under his/her department has willfully violated

work-related school regulation, the dean/department head must act
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JOSE MARIA COLLEGE
promptly to serve the appropriate action.
2.1.4 Even when no complaint has been received or filed, the dean/
department head must be sensitive of any breach of discipline or any
rule involving faculty members. In case, a due process shall be
observed.
2.1.5 In the event that the HRMD has observed excessive violation of
the faculty member the HRMD Director may inform the dean/department
head concerned of the breach of discipline or any willful work-related
violation the faculty member has committed.
2.1.6 For major violation, the dean/department head shall convene the
Committee on Discipline.
2.1.7 The committee on discipline shall be established to have control

on all cases involving faculty discipline referred by the dean/department
heads.
2.1.8 The committee shall be composed of a representative from the

following:
a. SVP/School Administrator
b. VPAA
c. Dean/Department Head
d. HRMD Director
e. Faculty member of the department concerned
Note:
If any of the above is a respondent in the disciplinary case, another official

representative shall be designated by the dean/department head.
2.1.9 The Committee on Discipline shall have the powers and

functions, to wit:
2.1.9.1 To issue summons to faculty members and other

members of the JMC community involved in the case.
2.1.9.2 To hear and decide on cases presented before the
committee
2.1.9.3 To recommend sanctions to the Dean/Department
JOSE MARIA COLLEGE
Head in accordance with the case.

2.1.9.4 The dean/department head shall inform the faculty
concerned regarding the management decision after the
recommendation made by the Committee on Discipline.
Sec. 2.2 Kinds of Sanctions
2.2.1 Warning/Written Reprimand – A written notification issued by

the dean/department head concerned for a particular offense
to caution offender of a more severe sanction if the offense is
repeated.
2.2.2 Suspension – A short-term disciplinary action that is only

when warning(s) for that particular offense or cumulative of
offenses are disregarded.
2.2.3 Dismissal – the severance of the employee – employer

relationship taken by the President and the SVP/School
Administrator after a written notice of recommendation to
dismiss has been forwarded by the HRMD Director.
Sec. 2.3 Offense and Penalties
2.3.1 Offenses may be classified either grave or light.
1. Grave Offense – shows moral dishonesty/corruption and willful

psychological attitude on the part of the faculty member rendering
him/her unfit to continue working for the school, such as but not
limited to the enumerated grounds for dismissal.
2. Light Offense – is a minor infraction of any of the provisions stated

on the Faculty Manual, as stated below but not limited to the
following, wit:
a. Excessive absences or tardiness

b. Leaving the class/campus during working hours without
prior permission from the Dean/Principal.
c. Not wearing the prescribed dress code while in the school
campus.
d. Unauthorized use of school property without permission
and/or approval.
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JOSE MARIA COLLEGE
e. Gambling within school premises.

f. Use of disrespectful, insulting, or abusive language within
the campus against a co-teacher, co-employee,
immediate superior, etc.
3. Commission of light offenses shall be punishable by:

a. Warning for the first offense
b. Suspension for the 2nd offense
c. Dismissal if necessary.
Sec. 2.4 Infractions Schedules and its Corresponding Counts of

Penalties:
NATURE OF INFRACTON COUNTS & PENALTIES

I.OFFENSES AGAINST
1st 2nd 3rd 4th 5th
WORK RULES
Minor Offenses:
1. Any employee who
forgets to log in or out at
the biometrix machine
No
or does not log his/ her
Salary
time-in and time out
in the Bundy Clock or
whichever is available.
Major Offenses:
2. Punching time card/
Swiping in/out of other’s
card or causing others
to punch/swipe one’s
10
card; Accomplishing AD
days
time sheet for another
card; Accomplishing
time sheet for another
whichever is applicable
4. Tardiness/Over breaking
Minor Offenses:

JOSE MARIA COLLEGE

I.OFFENSES AGAINST
1st 2nd 3rd 4th 5th
WORK RULES
4.1 Any employee who
will be extending Lunch/
coffee breaks beyond
MDH-
the specified break WR LAP 3 AD
WA
period shall have charge Days
against his/her salary;
for
4.2 Habitual late dismissal MDH- WR LAP 3 AD
of class/es WA Days
4.3 Tardiness for more MDH- 3
than the official time WA WR LAP Days AD
schedule for three (3)
times in a month
Major Offense:
4.4 Habitual Tardiness in 5 7 15
reporting to classes or work Days days days AD
5. Insubordination
Major Offenses:
5.1Refusing to follow
instructions of superior
LAP-
or performing work or job 3 7 15 AD
WR
not related to employee’s days days days
assigned task.
5.2 Unauthorized changing
of work/assigning
LAP-
reliever schedule without 3 7 15 AD
WR
prior permission from days days days
immediate supervisor.
5.3 Serious misconduct
or willful disobedience
or defiance by the 10 15 AD
employee to the lawful days
orders of the school days
or representative in
connection with his work.
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JOSE MARIA COLLEGE

I.OFFENSES AGAINST
1st 2nd 3rd 4th 5th
WORK RULES
5.4 Non-compliance or LAP- 3 7 15
refusal of assigned work WR days days days AD
5.5Unauthorized use of MDH- WR 3 5 AD
company vehicle. WA days days
5.6 Implementing a
“Suggested Policy”
without Approval from AD
the authority
3 days
5.7 Which resulted to to
personal injury or shoulder 10
damage of the school AD
the days
vehicle. damage
incurred
6. Absence Without
Official Leave (AWOL)
Minor Offenses:
6.1 Leaving work place MDH- 3
WR LAP AD
without permission WA days
6.2 Any unauthorized
absence for eight
MDH- 2 5
consecutive hours or a WR AD
WA days days
fraction thereof
6.3Three days or more 5 7 10

3 days AD
consecutive absences days days days
Major Offenses:
6.4 Failure to file application
for Leave-of- Absence MDH- LAP- 3
1 day AD
when foreseen WA WR days
7. Sleeping while on duty

JOSE MARIA COLLEGE

I.OFFENSES AGAINST
1st 2nd 3rd 4th 5th
WORK RULES
Minor Offenses:
MDH- LAP- 3
WR AD
WA WR days
7.2 Sleeping inside the

MDH- LAP- 3
school facilities like WR
WA WR days AD
classroom, etc.
Major Offenses:
7.3Where safety of
person or property is 5 10
AD
endangered days days
7.4 Where lost of school 3 days +

property results payment
5 15
of AD
days days
lost
incurred
7.5 Sleeping; engaging

in unrelated activities
during seminars, MDH- LAP- 5
1 day AD
departmental or school WA WR days
activities
8. Loafing - Also loitering,
idleness, wasting time,
overstaying breaks, MDH- LAP- 2 5 10
quitting work early WA WR days days days
before closing time, etc.
Minor Offenses:
8.1Wearing of head/ear 5
MDH- LAP- 2
phone inside offices WR days
WA WR days
and classrooms. AD

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JOSE MARIA COLLEGE

I.OFFENSES AGAINST
1st 2nd 3rd 4th 5th
WORK RULES
Major Offenses:
8.2 Unauthorized break 5
affecting school MDH- LAP- 2
WR days
schedules or activities WA WR days
AD
8.3 Unauthorized frequent 5
MDH- LAP-
leaving of work area WR days days
WA WR
AD
8.4 Disturbing others,
coming late, going
out while sessions
are going on or going MDH- 3 5
WR 1 day
home even if session WA days days
(seminars, trainings,
departmental or school
activities) is not yet over.
8.5 Playing of computer
LAP- 3 5 10
games inside any office 1 day
WR days days days
and computer laboratory
9. Negligence of Duty
Major Offenses:
9.1 Failure to perform the
expected task assigned
as specified;
LAP-WR
9.1.1 Failure to exercise Respon-
proper record keeping
sibile to
management like
generate
Class Record, School
& find
Register and Monthly 3 5
Attendance, Report remedy to AD
days days
reprodu-
Cards, Form 137, Birth
ce the
Certificate, Form 18,
Grading heet,etc. lost do-
cuments

JOSE MARIA COLLEGE

I.OFFENSES AGAINST
1st 2nd 3rd 4th 5th
WORK RULES
9.1.2 Failure to submit
lesson plans, test
questions, syllabi and MDH-WA LAP- 2 3 5
other reports as required WR days days days
on time
9.1.3 Unreasonable delay MDH- 5

WA LAP- LAP-
to submit students’ WR days
WR WR
grades AD
9.1.4 Carelessness in the
computation of students’
LAP- 5 10
grades resulting to AD
WR days days
mission of wrong entry
to the registrar
9.1.5 Non-observance
MDH- LAP- 3 5
of school orders/ AD
WR WR days days
Memoranda
9.1.6 Non-completion of MDH- LAP- 2 5
AD
work assignment WA WR days days
9.1.7 Leaving work place
(campus) during working
hours without securing MDH- LAP- 2 5
AD
Exit Permit (EP) or Gate WR WR days days
Pass (GP) duly signed
by the department head.
9.1.8 Unauthorized
dismissal of classes
MDH- LAP- 2 5
before the scheduled AD
WR WR days days
time or unauthorized
under time
9.1.9 Failure to administer
MDH- LAP- 2 3
the periodical or monthly AD
WR WR days days
exams as scheduled

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JOSE MARIA COLLEGE

I.OFFENSES AGAINST
1st 2nd 3rd 4th 5th
WORK RULES
9.1.10 Negligence in
keeping school records
of students or tampering AD
or falsification of the
same
9.1.11 Where property 5

safety is endangered LAP- 3 days
due to neglect of WR days AD
employee’s duty
9.1.11.1 Lack of concern
LAP- 3 5 10
in the properties/ AD
WR days days days
facilities of the school
9.1.11.2 Lack of concern
in the conservation of
LAP- 3 5 10
electricity, water, and AD
WR days days days
other resources of the
school
9.1.11.3 Where lost/
damage of property
LAP- 3 5 10
of the school due to AD
WR days days days
neglect of employee’s
duty
9.1.11.4 lost of documents/
LAP- 3 5 10
credentials AD
WR days days days
9.1.12 Where safety of

employee is endangered
resulting to adverse
effect to the work of 10 15
AD
other employees and days days
cause damage to the
school.

JOSE MARIA COLLEGE

I.OFFENSES AGAINST
1st 2nd 3rd 4th 5th
WORK RULES
9.1.14 Abandonment of LAP- 3 5 10
AD
classes/assignment WR days days days
9.1.15 Fair Performance
LAP-
Evaluation per Semester AD
WR
9.1.16 Poor Performance

AD
evaluation for a semester
II. OFFENSES AGAINST A
PERSON
All personnel are expected
to follow ethical and
moral behavior at all
times. Everyone caught
practicing unethical and
immoral conduct, in
which;
Major Offenses:
1. Acts during working
hours or within school
premises intend to LAP- 2 7 15
AD
inflect bodily injury, WR days days days
whether or not the injury
occurs.
1.1Patting, pinching,
brushing up against the
10 15
body, and any other AD
days days
inappropriate touching
or feeling
2. Provoking or instigating
a fight or fighting or any
15 30
employment of violence AD
days days
within school premises

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JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
PERSON
2.1 Engaging in verbal
MDH- LAP- 5 10
quarrel inside the school AD
WR WR days DAYS
premises
10 15
2.2 Obscene gesture AD
DAYS days
3. Humiliating or
embarrassing school
officers and personnel
such as shouting,
making unnecessary
30 30
noise to embarrass
days days
and or walkout/ leaving
school officials, such
acts of disrespect
humiliate them.
3.1Uttering obscene,
30
insulting or offensive AD
days
words against a superior
3.2 Implied or over threats 30
AD
days
3.3 Suggestive, obscene 10 15 30
AD
or insulting words days days days
4. Making false or alicious
statement/conduct 15 30
AD
which slanders officials days days
or employees;
4.1 Sexual Harassment AD
4.2 Acts of Lasciviousness AD
4.3 Humor or jokes about 15
sex or gender in general AD
days

JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
PERSON
4.4 Sexual proposition,
invitation, or other 30
AD
pressure for sex days
4.5 Sending lewd pictures,

videos, cards, presents,
or letters through
15 30
phases, social media AD
days days
sites, and other forms of
communication.
4.6 Sexes comments 15 30

AD
days days
4.7Sexual innuendoes 15 30
comments AD
days days
5.Disrespect/provoking
attitude or misconduct
of employees or to 15 30
immediate superior AD
days days
with utterance of foul
language or vice-versa
5.1 Attempted or actual 30

kissing or fondling AD
days
5.2 Insistent invitations for 10 15 30
drinks, dates AD
days days days
5.3 Leering 30
AD
days
5.4 Assault and rape AD

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JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
PERSON
6. Employee getting
unauthorized
information documents
from respective/other
15 30
departments, which AD
days days
leads to misinformation
of school officers and
employees.
7. Serious threat on the

lives of any school AD
Officials and employees.
8. Corporal Punishment AD
III. OFFENSES AGAINST
SCHOOL INTEREST
Major Offenses:
1. Falsifying school
records, causing school
records to be falsified, or 30
AD
giving false information/ days
statement to the school.
1.1Failure to maintain
confidentiality of school 30
AD
records days
1.2 Tampering or
falsification of school AD
records

JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
SCHOOL INTEREST
2. Verbal or non-
verbal imputation or
divulging confidential
information affecting the 30
AD
safety,security, image, days
and operation of the
school

SCHOOL INTEREST
3. Forgery AD
4. Payroll Padding AD
5. Making deduction
from pay envelopes or
salaries/wages of an 15 30
AD
employee without proper days days
authority
6. Malversation of funds or
misuse of school funds AD
or property
7. Deliberate submission of
any fraudulent item of AD
expense
8. Withdrawing of salary
of another employee
without proper authority
or issuing salary of an AD
employee to another
person without proper
authority

124
JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
SCHOOL INTEREST
9. Bribery or accepting
anything of value
in consideration or
in anticipation of a
job, favorable work AD
or assignments,
work locations or
other conditions of
employment.
9.1 Receiving favors in 30

AD
exchange of grades days
9.2 Soliciting or collecting

contribution or item for
personal or for other’s 10 15 30
AD
purposes without proper days days days
authorization from the
administration
10. Engaging in any act of
immorality AD
IV. OFFENSES AGAINST

PUBLIC MORALE
Minor Offenses:
1. Failure to report to the
proper authorities an
apparent contagious 3 5
disease which may AD
days days
endanger other
employees.
Major Offenses:

JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
PUBLIC MORALE
2. Unauthorized bringing
or attempting to bring
into school premises
or possessing or using LAP- 5
AD
while on duty alcoholic WR days
beverages or prohibited
drugs.
2.1 Entering the school

campus under the LAP- 5
AD
influence of liquor. WR days
2.2 Possessing, using

or pushing prohibited AD
drugs
3. Reporting for work under

MDH- LAP- 3 10
the influence of Liquor WR
WR WR days days
3.1 Where damage

incurred due to reporting
for duty under the 15 30
AD
influence of liquor; days days
penalties;
* Suspension +
reimbursement of damage
* Dismissal if the damage
incurred is beyond P10,000
4. Conduct of grossly
unbecoming attitude or
using profane/obscene
AD
language in addressing
another person inside
school

126
JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
PUBLIC MORALE
5. Taking part in a
betting, gambling or
any unauthorized 3 5 10
AD
game of chance inside days days days
school premises
6. Downloading of
pornographic or 15 30
indecent materials on AD
days days
school computers
7. Drinking liquor in public

and private places AD
8. Involvement in illicit
relationships/affairs AD
V. OFFENSES AGAINST
SCHOOL PROPERTY
Major Offenses:
1. Theft or attempted theft
of school property or
co-employee’s personal AD
property inside school
premises
1.1Taking or stealing
money or properties
of the students or AD
co-employee inside the
school premises
1.2Tampering of office
equipment or any school
AD
property

JOSE MARIA COLLEGE

V. OFFENSES AGAINST
1st 2nd 3rd 4th 5th
SCHOOL PROPERTY
1.3 Wire tapping/computer
hacking/accessing other 15 30
AD
files without permission days days
2. Acts during working

hours or within school
premises intended
15 30
to destroy property AD
days days
whether or not the
destruction occurs.
3. Unauthorized use of
school property for
personal gain (e.g.
MDH- LAP- 5
using a service vehicle WR AD
WA WR days
for recreation without
permission)
3.1 Removal, tampering,

or unauthorized posting MDH- LAP- 5
WR AD
of announcement WA WR days
3.2 Unauthorized use

of school property/
documents or operating,
using, possessing
3 10 10
or manipulating with AD
days days days
machines, tools, etc,
which the employee
has not been assigned.
4. Obtaining or attempting
to obtain materials/
AD
documents on
fraudulent manners

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JOSE MARIA COLLEGE

V. OFFENSES AGAINST
1st 2nd 3rd 4th 5th
SCHOOL PROPERTY
5. Any form of sabotage
on school property or
AD
Operation
4. Obtaining or attempting
to obtain materials/
documents on AD
fraudulent manners
5. Any form of sabotage

on school property or
AD
Operation
VI. OFFENSES AGAINST

SECURITY
Major Offenses:
1. Attempting to bring in
or possessing firearms,
deadly weapons
(poison, laded/pointed) AD
or explosive within
school premises
1.1 Ensuing serious threat

to the school, conviction
of a crime, or an attempt
on, or a criminal act
against the life of any
AD
school personnel, or
students, or upon the
property or interest of
the school

JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
SECURITY
1.2 Notoriously undesirable AD
2. Unauthorized entrance
or stay within school
including holding of
3 5 15
unauthorized meeting AD
days days days
within the school
premises at anytime
2.1 Unapproved field trips

or activities or bringing
LAP- 10 30
students out without AD
WR days days
proper approval.
3. Membership in a
communist party or any
unlawful or subversive AD
organization.
4. Giving school
identification materials
to any person not
entitled to it or LAP- 5 10 15
AD
associating any person WR days days days
to enter premises
without permission
4.1 Inciting rebellion,

unrest and violence
AD
among students.
4.2 Recruiting students for

LAP- 15 30
membership in fraternity AD
WR days days
or sorority

130
JOSE MARIA COLLEGE

1st 2nd 3rd 4th 5th
SECURITY
5. Conviction of a crime
or an attempt on, or a
criminal act against the
life of any school official, AD
personnel, or student or
upon the property or
interest of the school.
6. Loss of trust &
confidence due to AD
dishonesty
7. Complete disregard of LAP-
security and traffic rules WR 15 30
AD
10 days days
days
VII OFFENSES AGAINST
HEALTH AND PUBLIC
SAFETY
Minor Offenses:
1. Creating unsanitary
condition such as
urinating and spitting in MDH- 2 15
unauthorized places, WR AD
WA days days
negligence in the use of
toilets.
1.1 Failure to maintain
cleanliness and
Orderliness in the MDH- LAP- 5 10
workplace (eg. H.E., AD
WA WR days days
laboratories, classrooms,
offices, canteens, etc.)
1.2 Littering inside the MDH- LAP- 5 10
school campus AD
WA WR days days

JOSE MARIA COLLEGE

VII OFFENSES AGAINST
HEALTH AND PUBLIC 1st 2nd 3rd 4th 5th
SAFETY
2. Eating while using the
computer in faculty MDH- LAP- 5 10
AD
rooms, offices and WA WR days days
computer rooms.
3. Eating in restricted
MDH- LAP- 5 10
places like library and AD
WA WR days days
laboratory rooms
4. Spitting anywhere MDH- LAP- LAP-
1 day AD
WA WR WR
Major Offenses:
5. Smoking within the LAP- 5 10

school campus AD
WR days days
5.1 Interception/confiscation
of cigarettes from an MDH- 5 10
employee in coming WR AD
WA days days
inside the compound
6. Violating Safety
Rules or violating the
general practice in the
performance of work
or in the use of school
facilities.
VIII OFFENSES AGAINST

SCHOOL DRESS CODE
Minor Offenses:
1. Failure to wear the

prescribed school MDH- LAP- 5
uniform and attire WR AD
WA WR days
during duty.

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VIII OFFENSES AGAINST
SCHOOL DRESS CODE 1st 2nd 3rd 4th 5th
2. Non-observance of
personal hygiene ( body
odor, improper haircut MDH- LAP- 5
WR AD
for male, oral WA WR days
hygiene, etc.) at all
times
3. Use of haltered dress

and blouses,
sleeveless, very short
skirt, backless
blouses, short skirt,
shorts, tight fitting MDH- LAP- 5
WR AD
slacks, maong pants, WA WR days
see- through and
spaghetti strap blouses
and jeans or any
revealing outfit
MDH- LAP- 5
4. Use of Slippers WR AD
WA WR days
5. Non-wearing of School MDH- LAP- 5

WR AD
ID WA WR days
Major Offenses:
5.1 The act of
tampering, unauthorized
altering of names/entries
or unnecessary marks/
writing in one’s ID

JOSE MARIA COLLEGE

IX. OFFENSES AGAINST
1st 2nd 3rd 4th 5th
TRAFFIC RULE
Minor Offenses:
1. Violation on entrance MDH- LAP- 1
WR AD
and exit area WA WR days
2. Trespassing on MDH- LAP- 1

WR AD
restricted areas WA WR days
X. VIOLATION OF CODE
OF ETHICS FOR
PROFESSIONAL
TEACHERS
A. Personal Interest:
Major Offenses:
1. Selling of books or
any instructional material
without the approval of LAP- 5 10
AD
proper authorities or office WR days days
concerned.
2. Giving failing students

passing grades they do not LAP- 5 10
AD
deserve WR days days
3. Influencing a co-faculty 10 15
AD
to change grade days days
4. Contracting loans from 10 15

LAP AD
students/parents days days
5. Too much familiarity with MDH- LAP- 5

AD
the students WR WR days

134
JOSE MARIA COLLEGE

OF ETHICS FOR
PROFESSIONAL 1st 2nd 3rd 4th 5th
TEACHERS
Major Offenses:
6. Solicitation in any
form and for any purpose
performed within the school
LAP- 5 10
premises unless prior AD
WR days days
permission is obtained from
the administration.
7. Borrowing from or using

money of students and/
MDH- LAP- 5 10
or parents or funds of the AD
WR WR days days
organization or club.
8.Creating gossips
involving teachers, parents MDH- LAP- 5 10
AD
and learners. WR WR days days
B. Outside Work;
Major Offenses:
9. Working in other
institution that interferes or
LAP-
affects the performance at WR AD
WA
JMC
10. Working elsewhere,

that discredits or cause
LAP-
unfavorable criticism upon AD
WA
the school.

JOSE MARIA COLLEGE

OF ETHICS FOR
1st 2nd 3rd 4th 5th
PROFESSIONAL
TEACHERS
11. Working elsewhere
that creates conflicts of LAP-
AD
Interest WR
12. Involvement in
gambling, smoking,
drunkenness, other AD
excesses, much less illicit
relations.
13.Inflicting corporal
punishment upon the AD
learners.
LEGENDS
MDH Meeting with the Department Head
WA Written Agreement
LAP Letter Addressed to the President
WR Written Reprimand
AD Administrative Discretion
No of Days Suspension

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ARTICLE X
TERMINATION
Section 1 Objective
To set the terms and conditions for dismissal/termination of employment

and formulate the policies, system and procedures for their efficient and
effective implementation.
Section 2 Policies
2.1 The JMC mission calls for achievement and sustainable excellence of
personnel in every area of teaching; faculty excellence achieved
by recruiting, nurturing and retaining a diverse faculty who are
outstanding scholars and teachers and an excellent qualified
staff who provide outstanding support to faculty and students;
hence, those who don’t measure up shall be subject to dismissal/
termination of employment.
2.2 Dismissal/termination shall be within the JMC core values of
justice and fairness, and provides equal avenues for all JMC
community members.
2.3 Dismissal/termination shall follow the process as formulated in
government laws (Labor Code, Civil Service, CHED…)
2.4 The grounds for termination/dismissal shall include the
following:
2.4.1 Voluntary Cessation of Employment
2.4.2 Resignation;
2.4.3 Health Causes;
2.4.4 End of Contract;
2.4.5 Installation of Labor Saving Devises: Redundancy,
bankruptcy, labor downsizing
2.4.6 Just Cause shall include the following
2.4.6.1 Failure to honor Letter of Intent (issued every Jan 30
of every year and is considered a binding contract of
employment.
2.4.6.2 Gross inefficiency and incompetence in the
performance of duties such as but not necessarily
limited to:
a. Habitual absences and tardiness
JOSE MARIA COLLEGE
b. willful abandonment of duties;

c. Gross and habitual neglect of duties;
d. Negligence in keeping school or student records.
2.4.7 Notoriously undesirable and disgraceful or immoral conduct;
serious misconduct or willful disobedience of lawful orders
of employer or representative in connection with his/her
work.
2.4.7.1 Giving a passing grade for a failing student who does not
deserves to pass.
2.4.7.2 Influencing co-faculty to change grade,
2.4.7.3 Failure to maintain confidentiality of record,
2.4.7.4 Contracting loans for student/parent,
2.4.7.5 Fighting in work premises
2.4.7.6 Uttering obscene, insulting, offensive words against
superior,
2.4.7.7 Using corporal punishment,
2.4.7.8 Sleeping in the post,
2.4.7.9 Sexual harassment,
2.4.7.10 Willful Disobedience
2.4.7.10.1 Disobedience to transfer
2.4.7.10.2 Refusal to accept promotion
2.4.7.10.3 Refusal to relinquish teaching post
2.4.8 Tampering with or falsification of records
2.4.9 Fraud or willful breach of trust by employee
a. Fraud
b. Theft
c. Loss of confidence
2.4.10 Conviction of a crime, or an attempt on a criminal act against
the life of any school official, personnel or student, or upon the
property or interest of the school, commission of a crime or
offense by employee against employer, member of his family
or representative.
2.4.11 Sale of tickets without permission from the school
administration with collection of contribution in any form or
for any purpose or project, whether voluntary or otherwise
from students, school personnel except membership and Red
Cross, Boy and Girl Scouts,
2.4.12 Other causes analogous to the above as may be provided by
the Secretary of Education and the School Rules.

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JOSE MARIA COLLEGE
Section 3 Authorized Causes for Termination
1. Disease as ground for termination – The school may terminate the

services of an employee who has been found to be suffering from any
disease and whose employment is prohibited by his health to protect
the health of his co-employees.
2. Installation of labor-saving device, such as replacement of
employees by machineries; and or redundancy of work provided however
that one (1) month notice would be served to the employee prior to the
date intended thereof.
Section 4 Termination of Employment due to End of Employee’s

Contract
Any employee who may be terminated due to end of his/her contract

as what the provision of written agreement on his/her employment
contract states. The institution has the right to terminate his/her
employment contract regardless of category if he/she does not meet
the school’s expectations. The said employment standards have been
made known to the employee at the time that his/her contract started
provided, however that an employee should be notified one (1) month
before his/her employment contract ends.
Sec. 4.1 Teaching Staff
A probationary employment of a full-time teaching staff shall not

exceed three (3) years from the day an employee started working.
The services of an employee who has been engaged on a probationary
basis maybe terminated:
When an employee fails to qualify and meet the requirements in

accordance with the standard set by this institution after his/her
performance has been closely monitored or evaluated.
Section 5 Termination of Employee’s Employment Contract due to

Resignation
1. Any teaching staff who intends to resign or leave the school with
justifiable cause should notify in writing his/her immediate superior
and/ or the school administrator thirty (30) days prior to the effective
date of the employee’s resignation. This should further provide the
JOSE MARIA COLLEGE
school enough time to look for his/her replacement without disrupting

work schedules. Wherefore, any employee who intends to quit or resign
signifies the following grounds that in case of voluntary resignation the
school under the Philippine laws does not provide any separation pay.
a. Serious insult or oppressive treatment accorded by the employer
or against a member of his family;
b. Inhuman and unbearable treatment by the employer;
c. Misunderstanding with superior or fellow workers;
d. Inconvenient work hours;
e. Accept other job opportunities in another organization where the
rate of pay is higher;
f. Looking for opportunities for greener pasture;
g. Change of residence or other personal reasons;
h. Physical and health conditions;
i. Desire to continue one’s studies;
j. Gross misconduct in terms of conditions of employment.
2. However, any teacher who decides to leave or resign before the
school year ends without justifiable cause violates the Code of Ethics
for teachers and shall be subject to appropriate disciplinary actions
(see Article XII of THE CODE OF PROFESSIONAL ETHICS FOR
TEACHER.
a. All teachers are required to perform their duties during the entire
period as stated and agreed upon in the contract.
b. Any untimely resignation due to unreasonable reason is
considered Breach of Contract. As such a teacher shall will be
penalized with the amount of no less than FIFTY THOUSAND PESOS
(P50,000.00). The said amount shall be deducted from all his/her
collectibles due him/her.
c. Any teacher who executes his/her intention to extend his/her
service for the next school year through a “Written Intent” but
decides to leave the College shall be liable for liquidation
damages in the amount of not less than FIFTY THOUSAND
PESOS (P50,000.00).
Section 6 Termination/Dismissal shall follow the following

administrative procedures:
6.1 JMC endeavors to install all possible preventive and proactive

means to promote security of tenure of its personnel (fair
remuneration, benefits, trainings, grievance mechanism, etc.)
6.2 For termination process 2.4.1 to 2.4.4, the personnel concerned
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JOSE MARIA COLLEGE
shall initiate the termination process by a Letter of Resignation/

Voluntary Cessation of Employment one month before the intended
leave duly supported by appropriate documents as needed i.e.
Medical Certificate… this is to allow time to recruit replacement.
The HRMD shall process the termination within seven (7) working
days, including the justifiable compensation and benefits due and
as stipulated in the employment contract and by law.
- In case of employee/s ceasing employment before the contracted
date, a penalty in the amount of no less than FIFTY THOUSAND
PESOS (P50,000.00) shall be deducted from all his/her collectibles
due him/her. Thus, any teacher who executes his/her intention to
extend his/her service for the next school year through a “Written
Intent” but decides to leave the College shall be liable for liquidation
damages in the amount of no less than FIFTY THOUSAND
PESOS (P50,000.00).
6.2.1 For termination grounds 2.4.5 – 2.4.6 , the HRMD will initiate
the termination process:
6.2.1.1 Notifies in writing the employee of the termination. This

is done only after a thorough evidence/proof gathering
of cause has been done and duly supported.
6.2.1.2 In the meantime, the employee concerned, if the case
necessitate/s will be under preventive suspension
within a period not exceeding 30 days per Labor Code.
6.2.1.3 The employee is given 72 hours within which to answer
the notice if he/she desires a formal hearing by the
HRMD committee.
Section 7 Termination/Dismissal or Conferences:
The “due process” requirement of Labor Law requires hearing in

termination/dismissed cases, however when employees/s concerned
accede to the termination, hearing is not necessary. Otherwise, hearing
proceeds as follows:
7.1 HRMD gives Notice of Hearing to all concerned.

7.2 The employee/s concerned shall be given opportunity to respond/
rebut evidence/defend his/her case;
7.2.1 Resolution of the case shall be based on evidence/proof
presented and should have conclusion at the end of the
JOSE MARIA COLLEGE
1-2 hearings.
7.2.2 All proceedings shall be documented and copies of signed
agreement resolutions notarized distributed and filed.
N.B. Any employee who is terminated due to JUST CAUSE is not

entitled to reinstatement, separation payment of back wages or
damage

Section 8 Clearance
1. All Full-time & Part-time College Instructors are required to process

a clearance every end of the semester. All IBEd faculty members
and staff are likewise required to process their clearance every
March of the year.

2. Employees who may resign or separate from the institution must
file their clearance, to be cleared them from all money accountabilities
in all sections and departments of the school. Filing of clearance
should be done on or before the effectivity of the employee’s
resignation or termination of contract. Thus, all financial requisition
should or must be withheld until the completion of the said clearance.
Stated below are Procedures on how to file the clearance.
a. Fill-in Clearance form at the HRMD Office.

b. Personally process the respective clearance in all the sections
specified in the clearance form.
c. The Dean and the Principal should duly sign the grades submitted
to the Registrar’s Office.
d. Turn over all properties and accountabilities entrusted from
the concerned departments/section.
e. Secure signatories of all departments/sections concerned;
affix respective signatures on the space provided
f. Return the accomplished clearance form to HRMD and
subsequently surrender or turn over all school properties
like school ID, EPG Handbook and Universal Serial Bus
(USB) respectively.

142
JOSE MARIA COLLEGE
CHAPTER I
BOARD OF TRUSTEES AND
ADMINISTRATIVE OFFICIALS
S.Y. 2018-2019
BOARD OF TRUSTEES
FOUNDER / CEO /CHAIRMAN....................... FDr. Pastor Apollo C. Quiboloy, PhD,

HFRI, DFRIEdr, DFRIEnv, DFRIHR,
DFRIHum,DFRIIR, DFRIM,
Board of Trustees ............................... Ingrid C. Canada, FRIM, MPA

FDr. Nelia Q. Canada, EdD,
DFRIEdr, DRIIVF, DFRIM, D.Hum
Leonora Q. De Guzman, FRIM, MBA
Catherine G. Suazo, EdD, FRIEdr
Atty. Pearl Angeli Q. Canada,
D.Hum, FRILL, REB
Atty. Lady Jade Q. Canada,
FRILL, REB
Marieta A. Muñez, EdD, FRIEdr
Corporate Secretary............................ Mary Elizabeth G. Marquez

Corporate Treasurer............................ Rogelio T. Ambrosio, MBA , CPA
Administration
School President................................. FDr. Nelia Q. Canada, EdD,

DFRIEdr, DRIIVF, DFRIM, D.Hum
School Administrator /
VP for Administration & Finance ......... Atty. Pearl Angeli Q. Canada,
D.Hum, FRILL, REB
Legal Officer......................................... Atty. Lady Jade Q. Canada,
FRILL, REB
OIC for Operations ...............................Marieta A. Muñez, EdD, FRIEdr
Quality Management Director............... Engr. Jose Rosener R. Guyano, FRIM
Research Director................................. Dennis R. Lazarte

JOSE MARIA COLLEGE
HRMD Director..................................... Leonora Q. De Guzman, FRIM, MBA

Finance Director................................... Rogelio T. Ambrosio,MBA , CPA
Physical Plant Facilities Manager......... Roldan G. Suazo, MECE, FRICE
General Services in charge.................. Bernie B. Murillo
Property Custodian.............................. Angelita M. Ruiz, MAEd
External Affairs and Industrial Relations
Vice President for External Affairs

& Industrial Relations .......................... Jo Mark M. Libre, DFREIDr,
DFRIM, DFRIRes, PhD
Communication & Publication
Director-IBEd....................................... Leonardo Achilles C. Cabural
Communication & Publication
Director-College................................... Myrna L. Ambrocio
IT / JMC Website Administrator............ Mia Aisa S. Bajan
Alumni Director..................................... Bryan T. Alberto
Marketing Officer ................................. Cristal M. Colon
Community Extension Services
Community Extension Officer............... Pedro A. Pablo

Asst. Community Extension Officer...... Ronnie D. Mendoza, MEd
Academic Affairs
Vice President for

Academic Affairs/ Accreditation............ Marieta A. Muñez, EdD, FRIEdr-
Curriculum & Assessment
Director................................................. Gloria P. Labor, FRIEdr, EdD
Colleges
College of Arts and Sciences Education

Dean of College, CASE ....................... Gloria P. Labor, FRIEdr, EdD
Program Head, BS Social Work........... Eulalia M. Casili, PhD
Program Head, General Education...... Irene R. Quileste, MAEd
Program Head, AB Masscom .............. Lady Claire M. Logan
OIC, AB English.................................... Myrna L. Ambrocio
OIC, BS Psychology ............................ Abegail Grace B. Escobido

144
JOSE MARIA COLLEGE
College of Business Education

Dean .................................................... Melchor Q. Bombeo, FRIEdr,
DM, CPA
Program Coordinator,
BS in Business Administration ............. Alexis L. Baligod
College of Criminal Justice Education

Dean of College, CCJE ....................... Ricardo V. Garcia, FRIEdr , PhD,
RCRIM
College of Engineering Education
Dean of College, CEE.......................... Roldan G. Suazo, FRICE, MECE
College of Teacher Education

Dean of College, CTE ......................... Catherine G. Suazo, FRIEdr, EdD
Program Head, BSEd & BEEd............. Joan Mae S. Espinosa
Teacher Licensure Coordinator............ Allan A. Magsipoc
College of Information Technology Education

Dean of College, CITE ......................... Exander T. Barrios, SMRIIT, MIM, MIT
Program Head, BSIT ........................... Marrah Clarence S. Carlos, MIT
College of Law
Dean of College, Law.......................... Atty. Israelito P. Torreon, FRILL
College of Medicine
Dean of College, Medicine........................... Aurelio Camilo B. Naraval, Jr., MD, MSC
Integrated Basic Education (Prep – SeniorHigh School)

Principal ............................................... Josefina D. Ortega, MAEd
Assistant Principal ............................... Bryan T. Alberto
Head Teacher, Junior High School ...... Norven B. Lagura
Head Teacher, Grade School............... Jade M. Isaal
Head Teacher, Preschool Level ........... Reina G. Ayang
Head Teacher, Senior High School....... Joannie B. Largo
Head Teacher, JMC Annex –
Indangan Campus ............................... Edlyn U. Baa
Student Affairs
School Registrar................................... Jocelyn E. Ombina

JOSE MARIA COLLEGE
Admission Officer................................. Rubirose G. Gentica, MAEd

Scholarship Coordinator/
Student Formation Director.................. Sheryl L. Alemania, MAEd
Chief Librarian...................................... Denan S. Cariño, EdD
Librarian - College of Law ................... Ann C. Jumamil, RL, LLB
Librarian –Senior HS............................ Michael D. Anino, RL
Librarian- IBEd (Prep – Junior HS)....... Genna M. Mehoy , RL, MSLIS
Guidance Counselor, College............... Jan Liezl V. Dandan, MAEd
Guidance Counselor, IBEd................... Crystelle Mae Navarte
Director, Office of Student Affairs......... Joshua E. Martinez,LLB
Prefect of Discipline............................. Lydia R. Masong
Sports Coordinator............................... Mark S. Alemania, MAEd
School Physician.................................. Cyrus J. Trocio, MD
School Dentist ...................................... Geneva L. Cha, RD
School Nurse........................................ Delia P. Makilan,RN

146
JOSE MARIA COLLEGE
CHAPTER II
TEACHERS CODE
REPUBLIC ACT 7836
“PHILIPPINE TEACHERS PROFESSIONALIZATION ACT

OF 1994”
Board for Professional Teachers

Resolution No. 435, Series of 1997
Article I
The Teacher and The State
Sec. 1 The schools are the nurseries of the citizens of the State. Each
teacher is a trustee of the cultural and educational heritage
of the nation and is under obligation to transmit to learners
such heritage as well as to elevate national morality, promote
national pride, cultivate love of country, instill allegiance to the
Constitution and respect for all duly constituted authorities, and
promote obedience to the laws of the State.
Sec. 2 Every teacher or school official shall actively help carry out the
declared policies of the state, and shall take an oath to this
effect.
sec. 3 In the interest of the State and of the Filipino people as much
as of his own, every teacher shall be physically, mentally and
morally fit
Sec. 4 Every teacher shall possess and actualize full commitment and
devotion to duty.
Sec. 5 A teacher shall not engage in the promotion of any political,

religious, or other partisan interest, and shall not directly, or
indirectly, solicit, require, collect, or receive any money, service,
other valuable material from any person or entity for such purpose.

JOSE MARIA COLLEGE
Sec. 6 Every teacher shall vote and shall exercise all other
constitutional rights and responsibilities.
Sec. 7 A teacher shall not use his position or official authority of

influence to coerce any other individual.
Sec. 8 Every teacher shall enjoy academic freedom and shall have
the privilege of sharing the product of his researches and
investigations, provided that, if the results are inimical to the
declared policies of the State, they shall be drawn to the proper
authorities for remedial action.
Article II
The Teacher and the Community
Sec. 1 A teacher is a facilitator of learning and of the development

of the youth, he shall, therefore, render the best services
by providing an environment conducive to such learning and
growth.
Sec. 2 Every teacher shall provide leadership and initiative to actively

participate in community movements for moral, social,
educational, economic and civic betterment.
Sec. 3 Every teacher shall merit reasonable social recognition for

which purpose he shall behave with honor and dignity at all
times and refrain from such activities as gambling, smoking,
drunkenness and other excesses, much less illicit relations.
Sec. 4 Every teacher help the school keep the people in the community,
and shall therefore, study and understand local customs and
traditions in order to have a sympathetic attitude, therefore,
refrain from disparaging the community.
Sec. 5 Every teacher shall help the school keep the people in the
community informed about the school’s work and accomplishments
as well as its needs and problem.
Sec. 6 Every teacher is an intellectual leader in the community,

especially in the barangay, and shall welcome the opportunity
148
JOSE MARIA COLLEGE
to provide such leadership when needed, to extend counseling

services, as appropriate, and to actively be involved in matters
affecting the welfare of the people.
Sec. 7 Every teacher shall maintain harmonious and pleasant

personal and official relations with other professionals, with
government officials, and with the people, individually or
collectively.
Sec. 8 A teacher possesses freedom to attend church and worship,

as appropriate, but shall not use his position and influence to
proselyte others.
Article III
The Teacher and the Profession
Sec. 1 Every teacher shall actively help ensure that teaching is the
noblest profession and shall manifest genuine enthusiasm and
pride in teaching as a noble calling
Sec. 2 Every teacher shall uphold the highest possible standards of

quality education, shall make the best preparation for the
career of teaching, and shall be his best at all times in the
practice of his profession.
Sec. 3 Every teacher shall practice in the Continuing Professional

Education (CPE) program of the Professional Regulation
Commission (PRC), and shall pursue such other studies that
will improve his efficiency, enhance the prestige of the
profession, and strengthen his competence, virtues, and productivity
in order to be nationally and internationally competitive.
Sec, 4 Every teacher shall help, if duly authorized, to seek support

for the school, but shall not make improper misrepresentations
through personal advertisements and other questionable
means.
Sec. 5 Every teacher shall use the teaching profession in a manner

that makes it a dignified means for earning a decent living.

JOSE MARIA COLLEGE
Article IV
The Teacher and Higher Authorities in the Philippines
Sec. 1 A teacher shall make it his duty to make an honest effort to

understand and support the legitimate policies of the school
and the administration regardless of professional feeling or
private opinion and shall faithfully carry them out.
Sec. 2 A teacher shall not make any false accusation or charges

against superior especially under anonymity. However, if there
are valid charges, he should present such under oath to
competent authority.
Sec. 3 A teacher shall transact all official business trough channels

except when special conditions warrant a different procedure,
such as when reforms are advocated but are opposed by the
immediate superior, in which case the teachers shall appeal
directly to the appropriate higher authority.
Sec. 4 A teacher, individually or as part of a group, has the right to

seek redress against injustice and discrimination and to the
extent possible, shall raise his grievances within democratic
processes. In doing so, he shall avoid jeopardizing the interest and
the welfare of learners whose right to learn must be respected.
Sec. 5 A teacher has a right to involve the principle that appointments,

promotions and transfer of teachers are made only on the
basis of merit in the interest of the service.
Sec 6 A teacher who accepts a position assumes a contractual obligation

to live up to his contract, assuming full knowledge of the
employment terms and conditions.
Article V
The Teacher and the Learners
Sec. 1 A teacher has the right and the duty to determine the academic
marks and the promotions of learners in the subject he
handles. Such determination shall be in accordance with
generally accepted procedures of evaluation and measurement.
In case of any complaint, the teacher concerned shall immedi-
150
JOSE MARIA COLLEGE
ately take appropriate action, observing the process.
Sec. 2 A teacher shall recognize that the interest and welfare of learners
are his first and foremost concern, and shall handle each learner
justly and impartially.
Sec. 3 Under no circumstance shall a teacher be prejudiced nor

discriminatory against any learner.
Sec. 4 A teacher shall not accept favor or gifts from learners, their
parents or others in their behalf in exchange for request
concessions, especially if underserved.
Sec. 5 A teacher shall not accept directly or indirectly, any

remuneration from tutorials other than what is authorized for
such service.
Sec. 6 A teacher shall base the evaluation of the learner’s work on

merit and quality of academic performance.

JOSE MARIA COLLEGE
CHAPTER III
EFFECTIVITY CLAUSE, COROLLARY RULES
AND AMENDMENT
ARTICLE I: EFFECT OF POLICIES AND GUIDELINES
This faculty handbook is established according to the tenets of the

vision, mission and goals of Jose Maria College.
The policies, rules and regulations in this handbook are the existing
and general rule, which shall take effect immediately upon signing by the
parties concerned.
ARTICLE II: COROLLARY RULES AND GUIDELINES
The school administration shall oversee that all directives, guidelines

and policies contained in this handbook are fully complied and
implemented. Hence, it shall strictly institute disciplinary actions to any
employee who fails to adhere and comply with this policy.
In case of new directives to follow, the school administration

should issue or circulate a memorandum to add or supersede any rules,
regulations and procedures stated in this handbook. Thus, the administration
is vested an authority to issue supplementary rules and regulations,
therefore, all employees are enjoined to abide and support all the
provisions formulated and established by this institution.
ARTICLE III: AMENDMENTS
Some policies, rules and regulations contained in this handbook

maybe amended after a period of one (1) year. However, in an extreme
necessity revision may be made earlier.
Davao City, Philippines, June 1, 2007.
FDR. EXECUTIVE PASTOR APOLLO C. QUIBOLOY

PhD, HFRI, DFRIEdr, DFRIEnv, DFRIHR, DFRIHum, DFRIIR, DFRIM,
Founder/CEO/Chairman
JOSE MARIA COLLEGE
TAYO AY DABAWENYO
“Sa dakong timog ng Mindanao

May isang lungsod na hinirang
Ang likas niyang kayamanan
Ay walang kapantay.
Mga bundok, dagat at lupain

Laging sagana sa pagkain
At ang magagandang tanawin
Kadluan ng aliw.
Mutya Lungsod ng Dabaw

Sa iyong paglalakbay
Sa mithing kaunlaran
Ikaw ay paglilingkuran.
Tayo ay Dabawenyo
Matapat at totoo
Pangarap ay matamo
Kaluwalhatian mo
Lungsod ng paraiso.”

JOSE MARIA COLLEGE
ACKNOWLEDGEMENT
(Employees’ Copy)
This is to certify that I have read and understood the contents of

the Faculty Manual of Jose Maria College.
This acknowledges receipt of the Faculty Manual. This must be

surrendered to the Human Resources Director or his/her representative
when the holder ceases employment with the school.
Conforme:
________________________________
Signature over Printed Name of Employee
AFFIRMATION
I, _________________________________, am obliged to follow

the policies, rules, and regulations of Jose Maria College and abide by its
practices physically, mentally and spiritually.
Effective this ____day of _____________ , 20___, Philippine –

Japan Friendship Highway, Catitipan. Davao City.

______________________________
Employee’s Signature

JOSE MARIA COLLEGE
ACKNOWLEDGEMENT
(JMC Copy)
This is to certify that I have read and understood the contents of

the Faculty Manual of Jose Maria College.
This acknowledges receipt of the Faculty Manual. This must be

surrendered to the Human Resources Director or his/her representative
when the holder ceases employment with the school.
Conforme:
________________________________
Signature over Printed Name of Employee
AFFIRMATION
I, __________________________________, am obliged to fol-

low the policies, rules, and regulations of Jose Maria College and abide by
its practices physically, mentally and spiritually.
Effective this ____day of _____________ , 20___, Philippine –

Japan Friendship Highway, Catitipan. Davao City.

______________________________
Employee’s Signature

JOSE MARIA COLLEGE
NOTES

JOSE MARIA COLLEGE
NOTES

JOSE MARIA COLLEGE
NOTES

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Faculty

ASSURED, CONSISTENT, QUALITY EDUCATION

This manual shall not be reproduced in any form

This JMC Faculty Manual (Revised 2018), prepared and

LEONORA Q. DE GUZMAN, FRIM, MBA

MARIETA A. MUÑEZ, EdD, FRIEdr

Accepted by the School Administrator as recommended by the Quality

ATTY. PEARL ANGELI Q. CANADA, D.Hum, FRILL, REB

FDr. NELIA Q. CANADA, EdD,DFRIEdr, DRIIVF,

Revision Revision Prepared Approved Page No.

Art. 1 - General Information ....................................................... 1

Art II - School Organization ....................................................... 15

Article III - Recruitment, Selection and Placement ................. 30

Art IV - Personnel Conditions and Employment ..................... 37

Art VI - Employment Wages and Salaries Administration....... 51

Art VII - Employment Benefits and Other Incentives ............... 86

Art. VIII - Attendance and Timekeeping Procedures .............. 103

Art. IX - School Rules and Regulations ................................. 109

Art. X - Termination ..................................................................... 136

Chapter I Corporate Administrative Officials ........................... 142

Chapter II Teachers Code ........................................................... 145

Chapter III Effectivity Clause, Corollary Rules ......................... 150

Tayo’y Dabawenyo ...................................................................... 151

MESSAGE FROM THE FOUNDER

Dear JMarian Educators,

The Jose Maria College (JMC) is

In the same vein, knowing that excellent

This Faculty Manual 2018 Edition therefore, serves as a potent guide in

FDR. EXECUTIVE PASTOR APOLLO C. QUIBOLOY

[ Faculty Handbook 2018 ]

MESSAGE FROM THE PRESIDENT

Welcome to Jose Maria College!

Heeding the call for a better quality

Although the school is equipped with

On behalf of the whole JMC community, I personally welcome you to JMC.

FDr. Nelia Q. Canada , EdD, DFRIEdr, DRIIVF, DFRIM, D.Hum

[ Faculty Handbook 2018 ]

Integrated in this manual is the information regarding their welfare,

It is therefore necessary that all faculty members have a complete

In a way, this handbook is also an acknowledgement of the faculty roles

[ Faculty Handbook 2018 ]

Jose Maria Academy Opens

After complying with all the requirements of the Department of

[ Faculty Handbook 2018 ]

In 2004, the Commission on Higher Education (CHED) issued a

[ Faculty Handbook 2018 ]

Additional courses also opened in the same year- Bachelor of

Two (2) TESDA courses - Diploma in Computer Technician (DCT) and

More courses were added in 2005 - Bachelor of Science in Accountancy

[ Faculty Handbook 2018 ]

In 2006 Bachelor of Science in Business Administration major in

Because of the demand for Bachelor of Science in Criminology,

[ Faculty Handbook 2018 ]

In 2016, after the approval from the Department of Education, JMC

[ Faculty Handbook 2018 ]

The College of Law

In 2016, after a series of inspection and compliance with the requirements

To cater to the needs of working and non-working students, the Bachelor

= The college became active member of the following organizations:

–– Association of Private and State Colleges and Universities in Region

[ Faculty Handbook 2018 ]

–– Davao Association of Colleges and Schools (DACS)

[ Faculty Handbook 2018 ]