Hiring Procedures
Hiring of faculty members is based on the need of the department for services, which cannot be fulfilled by full time members of the department.
This need is determined by the department head and reported to the College Dean. Search for the faculty member is done through the following:
- recommendation from colleagues who are aware of the need;
- files of applications sent to the Office of the President and forwarded to the Office of the Vice President for Academics are sorted and sent to the College Deans for their evaluation and filing; and/or advertising the need for faculty members.
Selection of the faculty member is done through:
- Evaluation of the applicant’s credentials, by the Department Head to determine primarily the appropriateness of the educational qualification and the adequacy of the teaching experiences required by the position as well as his/her scholastic standing, as revealed by the transcripts of records.
- As required by all SUCs and the merit system of the University/College, a Master’s Degree or its equivalent degree is required of a person to teach at the tertiary level. Exemption is given when the applicant has finished the academic requirements leading to a Master’s Degree and backed up by at least three years of teaching experience.
- The Department Head interviews the applicant to validate the credentials and to determine his/her communication skills and predispositions. S/he shall require the applicant to demonstrate an actual teaching episode to further validate performance (except in meritorious cases). The Department Head endorses the application to the College Dean for interview.
- The College Dean endorses the applicant to the Vice President for Academics for further scrutiny of requirements.
- The Office of the VPA submits the records of the qualified applicant to the Office of the VPFAD who directs the HRMO to conduct a background investigation/character check of the qualified applicant.
- The VPFAD submits the endorsement and applicant’s records to the Office of the President for decision.
- The President through the HRMO informs in writing the applicant to his decision.
Screening Procedures
Pursuant to the University merit system for faculty members, the minimum educational qualification for recruitment shall be a master’s degree or its equivalent in the appropriate specific area of specialization.
The hiring of faculty members shall be subject to the relevant educational qualification by rank/sub-rank and the Merit System Plan. The Common Criteria for Evaluation (CCE) computer printout shall be the basis of hiring new faculty members from Instructor I to assistant Professor IV.
In the absence of one qualified, the following are recruited in the order of preference, provided the appointment shall be temporary until such time the person concerned has acquired the requisite qualification within a period of no more than two (2) years:
- Holder of Bachelor of Science in Education or Bachelor of Elementary Education degree and has finished at least eighteen (18) master’s units in a relevant area of specialization.
- Holder of Bachelor’s degree and has finished at least eighteen (18) units of professional education and at least eighteen (18) master’s units in a relevant area of specialization.
- For those who satisfy the above qualifications, the following shall be the order of preference:
- Has taught for a minimum of two (2) years in the tertiary level.
- Belongs to the first ten in the appropriate Board of Examination.
- Graduated with academic honors such as summa cum laude, magna cum laude, or cum laude.
- Has received scholarship grants, travel grants and the like which are related to his/her area of specialization.
- Has achieved national/international prominence in the area of specialization.
RECUITMENT AND HIRING PROCEDURE FLOWCHART
This procedure establishes the activities in the recruitment and hiring of qualified and competent faculty / school personnel.
| IN-CHARGE | ACTIVITY |
| Department Head | Requests for new faculty |
| Applicants | Submit applicant letter with accompanying documents addressed to the President |
| Office of the President | Refers the applicants to the Vice President for Academics for evaluation |
| Office of the Vice-President for Academics | Sorts applicants and send to Deans of Colleges for further evaluation and interview |
| Dean and Department Head | Evaluate the applicant’s credentials to determine primarily the appropriateness of the educational qualification and the adequacy of the teaching experience |
Department Head |
Interviews the applicant to validate the credentials and to determine his/her communication skills and predispositions |
| Dean | Endorses the applicant to the Vice President for Academics for further scrutiny of requirements. |
Vice-President for Academics |
Submits the records of the qualified applicant to the Office of the VPFAD who directs the HRMO to conduct a background investigation of the qualified applicant. |
| VPFAD | Submits the endorsement and applicant’s record to the FASEC for the evaluation of the academic rank |
| FASEC | Submits the applicant to the President for Approval |
President and the Board of Regents |
Finalize the hiring and confirm the appointment of the applicant in writing. |
POLICY ON FACULTY APPOINTMENT
Employment Status
Permanent
A permanent appointment shall be given to a faculty after the probationary period of no more than four (4) consecutive terms or two (2) years, but not less than one (1) year.
For further study and policy approval
Provided that the faculty shall:
- Have received a “Very Satisfactory” teaching performance, as evaluated by students, peers, self, the Department Head and the Dean;
- Exhibit values and attitudes reflecting the University mission statement, such as sense of cooperation, and responsibility in academic tasks;
- Comply with regulations and academic responsibilities activities, and in submitting grades and other reports;
- Demonstrate research capability; and
- Participate actively in University, College, and Department committees and activities
Temporary
A temporary appointment shall be issued to an individual who is employed due to exigencies of the service and shall be given three (3) years to meet the required minimum educational qualification. In case of failure, a more qualified applicant shall replace the appointee.
A faculty member who has been newly appointed for full-time work is given a probationary period of no more than four (4) consecutive terms or two (2) years, but not less than one (1) year. At the end of which the appointee may either be retained or dropped, based on performance evaluations and other valid causes.
A faculty on temporary status is expected to consider the employment an emergency case. In case of the University’s non-renewal of appointment, a notice of termination shall be served at least thirty (30) days before the last day of employment.
For non-MA faculty members who do not have the required educational qualification, but are employed due to exigencies of the service, the following criteria shall be followed:
- Very satisfactory due teaching performance, as evaluated by students, peers, self, the Department Head and the Dean;
- Values and attitudes reflecting the University mission statement, such as sense of cooperation, and responsibility in academic tasks;
- Compliance with regulations and academic responsibilities and requirements for attendance, and punctuality in attending institutional activities, and in submitting grades and other reports.
- Demonstration of research capability; and
- Active participation and membership in Department, College, and University/College committees and activities.
Discipline & Termination of Appointment
The service of a permanent faculty member may be terminated only for serious cause and after due process.
Transfer & Resignation
A faculty member who opts to transfer or resign must secure a clearance from the following offices: Department Head, Dean or Executive Director, Chief Librarian, Accountant, Registrar, and others. This form is available at the Personnel Office of each campus. Transfer within the semester shall not be allowed.