General Guidance

A faculty shall be promoted/advanced to a higher faculty rank/sub-rank on the basis of the extent to which s/he meets the specific requirements and/or standard, as set forth in this document.

Bases for Promotion and Advancement

Common Criteria for Evaluation (CCE)

• There shall be a qualitative evaluation of the educational qualification, experience and length of service, and the professional development, achievement, and honors of every faculty.
• Educational Qualification
• Experience and Professional Services
• Professional Development, Achievement and honors
• Qualitative Contribution for Evaluation (QCE)

This is a qualitative evaluation of faculty in four functional areas:

- Instruction - Extension

- Productivity - Research

Definition of Terms

For purposes of implementation of the NBC 461, the following terms are herein defined:

• Advancement refers to the upgrading of the academic rank of a faculty from one sub-rank to a higher sub-rank within a rank and is usually accompanied by an increase in salary in accordance with the provisions of the Salary Standardization Act. The Board of Regents approves the advancement and subsequently issues an appointment.
• Promotion refers to the upgrading of the academics rank of a faculty from a lower to a higher rank, i.e. from Instructor to Asst. Prof., Assoc. Prof. to Professor etc.; usually accompanied by an increase in salary according to the provisions of the Salary Standardization Act; approved by the Board of Regents and the Civil Service Commissions. An appointment is subsequently issued to the faculty.
• Merit promotion refers to the movement of a faculty from one rank/sub-rank to another on the basis of meritorious performance, and despite the absence of the required educational qualification for the rank/sub-rank.
• Presidential Discretion refers to the authority of the president to advance/promote a faculty on the basis of meritorious performance, despite the absence of the educational qualification required for the position, rank or sub-rank to which a faculty shall be finally promoted/advanced on the basis of qualitative factors other than those herein specified.
• Rank – refers to academic positions of faculty, namely Instructor, Assistant Professor, Associate Professor, Professor, College Professor, and University Professor.
• Sub-rank refers to the academic positions within a rank. The sub-ranks for the Instructor rank are Instructor I, II, and III; for the Assistant professor rank – Assistant Professor I – IV; for the Associate Professor rank – Associate Professor I – V; for the Professor rank – Professor I –VI.

Performance Appraisal of Faculty
There shall be a Performance Appraisal System, as stipulated in the National Budget Circular (NBC) 461, which shall be used to assess the instructional competencies of every faculty. Performance appraisal shall be conducted at the end of each term, that is, semester and summer.

No faculty shall be considered for promotion without a record of two performance ratings of at least Very Satisfactory immediately preceding the assessment of candidates for advancement to higher ranks or position.

Faculty who are on approved leave of absence during the particular period may be promoted by using the performance ratings obtained before granting of leave of absence.

Promotion and Advancement Cycle
Promotion/advancement shall be done every odd year without prejudice to interim promotions/advancement account of degree(s) earned during the period. In no instance, however, should a faculty be promoted/advanced within a period of two terms after the latest promotion. Advancement/upgrading shall be done every odd year.

Accreditation Committee
All candidates for the rank of Professor shall undergo accreditation process by a Regional Accreditation Committee and shall be confirmed by a National Accreditation Committee.

Procedures for Promotion
The promotion of faculty members shall be subject to the relevant educational qualification by rank/sub-rank and the Merit System Plan.

The Human Resource Management Officer (HRMO) or its duly authorized representative, upon the approval of the University President, shall announce all vacant positions to be filled. Submission of the required documents shall be deemed as an application for a particular vacancy.

The faculty and Academic Staff Evaluation Board (FASEB) shall assist the President of the University and the Board of Regents in selecting applicants or candidates for promotion through the application of policies and procedures in NBC 461. The composition of the FASEB is as follows:

Chair:
Vice-President for Academics

Members:
VP for Planning, Research and Extension
VP for Administration, Finance and Development
Deans of Colleges
Human Resource Management Officer, as ad hoc secretary

Procedures for Advancement/ Upgrading of Rank/Position

The FASEC shall evaluate the credentials of the faculty and academic staff concerned and officially transmit them to the computer-processing for SCUs. This will be accompanied by the result of the QCE done by the QCE Committee of the institutions. Advancement/upgrading shall be done every odd year (NBC 461).

The composition of the FASEC is as follows:

Chair:
Vice-President for Academics

Members:
Deans of Colleges
President of the PNU Faculty Association
Head of the College where the Faculty is based
Human Resource Management Officer
Faculty representative form each College

The rules and procedures in the prevailing criteria for evaluation on position or rank advancement/upgrading shall be followed:

• For upgrading to any sub-rank in the Instructor and Assistant Professor positions, a faculty candidate shall satisfy the CCE points corresponding to the rank/sub-rank plus the qualitative contributions in the area of instruction measured in terms of teaching effectiveness.
• For upgrading to the rank Associate Professor I – V a faculty candidate shall satisfy the CCE points corresponding to the rank/sub-rank plus qualitative contributions in at least two (2) of the four functional areas: instruction, research, extension, and production.
• For upgrading to the rank of Professor I – VI, a faculty candidate shall satisfy the CCE points corresponding to the rank/sub-rank plus qualitative contributions in at least three (3) of the four functional areas: instruction, research, extension, and production.
• The computer printout issued by the recognized processing center shall be used by the FASEB to determine the appropriate rank or sub-rank of its faculty.
• Aggrieved parties shall file protests within 15 days from date of notice of the promotion, upgrading, or advancement.

Point Allocation and Salary Grade under NBC 461

The point allocation for each academic sub-rank and the salary grade thereof shall be as follows:

FACULTY RANK	MINIMUM EDUCATIONAL QUALIFICATION	SUB-RANK	SALARY GRADE	POINT BRACKET
Instructor	Master’s Degree	I	12	65 and below
		II	13	66 – 76
		III	14	77 – 87
Assistant Professor	Master’s Degree	I	15	88 – 96
		II	16	97 – 105
		III	17	106 – 114
		IV	18	115 – 123
Associate Professor	Master’s Degree	I	19	124 – 130
		II	20	131 – 137
		III	21	138 – 144
		IV	22	145 – 151
		V	23	152 – 158
Professor	Doctorate	I	24	159 – 164
		II	25	165 – 170
		III	26	171 – 176
		IV	27	177 – 182
		V	28	183 – 188
		VI	29	189 – 194
College Professor	Doctorate		29	195 – 197
University Professor	Doctorate		30	198 – 200