sDean’s Message

Every year, the UP College of Medicine recruits around 25 new faculty tojoin the different departments. Currently, we can boast of 752 faculty
members, 8 are assistant professors ( 1%), 173 are associate professors( 23%) , 28 professors ( 11%), 421 clinical faculty ( 55%) and 62 nonregular faculty (8%).
For the past 18 years since the last edition of the faculty manual, there
had been new policies set by the Board of Regents, by UP Manila and by
the College. This manual is meant to update every faculty of thesedevelopments. In so doing can we establish a harmonious operations byadhering to university rules and regulations.
The compilation of this manual went through a tedious and consultative
process. The Faculty committee in charge, headed by Dr. Jaime F.
Esquivel and ably assisted by Dr. Angela S. Aguilar, distributed survey
forms, consulted every department and presented to the Dean'sManagement Team and the Dean's Advisory Committee.
Last April 2018, it was approved by the College Council after
submission to the Vice Chancellor for Academic Affairs and UPM Chiefof Legal Office for final perusal.
I am grateful to the Faculty Committee, our administrative staff and to
Dr. Madeleine W. Sumpaico, Associate Dean for Faculty and Students forthis much needed manual.

Agnes D. Mejia. MD
Professor and Dean
UP College of Medicine
3

FACULTY COMMITTEE
2012—2015
Dr. Willy G. Lopez
Dr. Nelia S. Tan-Liu
Dr. Angela S. Aguilar

Chair
Vice-Chair
Secretary

Members:
Dr. Blesile Suzette S. Mantaring
Dr. Irma R. Makalinao
Dr. Ma. Lourdes A. Kho-Cabaluna
Dr. Jaime F. Esquivel
Dr. Josephine R. Bundoc

2015—2018
Dr. Jaime F. Esquivel
Dr. Ma. Lourdes A. Kho-Cabaluna
Dr. Angela S. Aguilar

Chair
Vice-Chair
Secretary

Members:
Dr. Lorna R. Abad
Dr. Ruzanne M. Caro
Dr. Jose Manuel F. Ignacio
Dr. Manuel Peter Paul C. Jorge II
Dr. Richard Henry P. Tiongco III

4

OFFICERS OF ADMINISTRATION
Carmencita D. Padilla, MD
Chancellor, UP Manilad

AGNES D. MEJIA, MD
Dean
MARIA SALOME N. VIOS, MD
College Secretary

LENORA C. FERNANDEZ, MD
Director, Postgraduate Institute of Medicine

CORALIE THERESE D. DIMACALI, MD
Associate Dean for Academic Development

TERESA G. CRUZ, MD, MHPEd
Assistant Director, Postgraduate Institute ofMedicine

LEILANI A. NICODEMUS, MD, MSCFM
Assistant Associate Dean for Academic
Development
MADELEINE W. SUMPAICO, MD
Associate Dean for Faculty and Students
LYNN CRISANTA R. PANGANIBAN, MD
Assistant Associate Dean for Faculty andStudents
ARMANDO C. CRISOSTOMO, MD,
MHPEd
Associate Dean for Planning and Research
ESTER G. PENSERGA, MD
Assistant to the DeanInternational Linkages

RAFAEL C. BUNDOC, MD
Assistant to the Dean for Alumni Affairs
FRANCISCO P. TRANQUILINO, MD
Special Assistant to the Dean & College
Secretary
RODY G. SY, MD
MELFRED L. HERNANDEZ, MD
Resource Generation Office
ANTHONY GERONIMO H. CORDERO,MDABDEL JEFFRI A. ABDULLA, MD
Return Service Obligation
MS. LUCIA L. JUGUAN
Supervising Administrative Officer

85DEAN’S ADVISORY COMMITTEE

DR. PIO RENATO F. VILLACORTA
DR. PABLO F. LAZATIN III
DR. CARLO D.G. CATABIJAN
DR. MARISSA M. ALEJANDRIA
DR. APRIL B. LLANETA
DR. JOSEFINA S. ISIDRO-LAPEÑA
DR. MANUEL PETER PAUL C. JORGE II
DR. LEONOR I. CABRAL-LIM
DR. EFREN J. DOMINGO
DR. MARISSA N. VALBUENA
DR. EDWARD H.M. WANG
DR. ALFREDO QUINTIN Y. PONTEJOS
DR. RAQUEL D.R. FORTUN
DR. JULIET O. SIO-AGUILAR
DR. CECILIA A. JIMENO
DR. ELIZABETH S. MONTEMAYOR
DR. ANSELMO T. TRONCO
DR. JOHANNA PATRICIA A. CAÑAL
DR. JOSE ALVIN P. MOJICA
DR. NELSON D. CABALUNA
DR. BERNADETTE HEIZEL M. REYES
DR. IRIS THIELE ISIP-TAN
DR. ALVIN B. CABALLES
DR. LIA AILEEN PALILEO-VILLANUEVA
DR. RUZANNE M. CARO
DR. JERICHO THADDEUS P. LUNA
MS. CARLA G. DEMABILDO

Chair, Anatomy
Chair, Anesthesiology
Chair, Biochemistry and Molecular Biology
Chair, Clinical Epidemiology
Chair, Emergency Medicine
Chair, Family and Community Medicine
Chair, Medicine
Chair, Neurosciences
Chair, Obstetrics and Gynecology
Chair, Ophthalmology and Visual Sciences
Chair, Orthopedics
Chair, Otorhinolaryngology
Chair, Pathology
Chair, Pediatrics
Chair, Pharmacology and Toxicology
Chair, Physiology
Chair, Psychiatry and Behavioral Medicine
Chair, Radiology
Chair, Rehabilitation Medicine
Chair, Surgery
Chief, Medical Education Unit (MEU)
Chief, Medical Informatics Unit (MIU)
Chief, Social Medicine Unit (SMU)
Chief, Community Orientation Medical
Education (COME)
Chief, Research Implementation
Development Office (RIDO)
President , UPMAS
Librarian, College of Medicine Library

COLLEGE COUNCIL COMMITTEE CHAIRS
Dr. Carlo D.G. Catabijan
Dr. Stella Marie L. Jose
Dr. Jaime F. Esquivel

Admissions Committee
Curriculum Committee
Faculty Committee

6

LIST OF ABBREVIATIONS
APB
APFC
BOR
CAPC
CPP
CSC
CU
DAPC
DMT
ECC
eHOPE
GAA
GSIS
HRDO
IFDP
LU
MA
MD
MEU
MOA
MS
OVPAA
PAC
PDS
PhD
PS
PHIC
PHW
PSA
RVU
SRP
TIN
UPCM

Academic Personnel Board
Academic Personnel & Fellowship Committee
Board of Regents
College Academic Personnel Committee
Compendium of Policies & Practices
Civil Service Commission
Constituent University
Department Academic Personnel Commitee
Dean's Management Team
Employees Compensation Commission
Enhanced Hospitalization Programme
General Appropriations Act
Government Service Insurance System
Human Resource Development OfficeIntegrated Faculty Development Program
Learning Unit
Master of Arts
Doctor of Medicine
Medical Information Unit
Memorandum of Agreement
Master of Science
Office of the Vice President for Academic Affairs
President’s Advisory Council
Personal Data Sheet
Doctor of Philosophy
Personnel Services
Philippine Health Insurance Corporation
Public Health Worker
Philippine Statistics Authority
Relative Value Unit
Service Recognition Pay
Tax Identification Number
UP College of Medicine

7

TABLE OF CONTENTSPART I: FACULTY MANUAL
CHAPTER I
Section 1

THE UPCM FACULTY
Composition

CHAPTER IIFACULTY APPOINTMENT

Section 1
Section 2

General Principles
Eligibility and Entry Rank

CHAPTER III

REGULAR FACULTY

Section 1
Section 2
Section 3
CHAPTER IV
Section 1
Section 2
Section 3
CHAPTER V

1
2
3

Appointment of Regular Faculty
5
Duties & Obligations of the Regular Faculty 6
Rights & Privileges of the Regular Faculty 8
CLINICAL FACULTY
Appointment of Clinical Faculty
9
Duties & Obligations of the Clinical Faculty 10
Rights & Privileges of the Clinical Faculty10
NON-REGULAR FACULTY

Section 1
Section 2

Appointment of Non-regular Faculty
Duties & Obligations

11
11

CHAPTER VI

PROCEDURE OF APPOINTMENT

15

CHAPTER VII

CONCOMITANT APPOINTMENT
IN TWO DEPARTMENTS(CROSS APPOINTMENTS)

17

CHAPTER VIIITEACHING IN OTHER UNIVERSITIES18

CHAPTER IXLEAVES, SABBATICAL, SECONDMENT

Section 1
Section 2
CHAPTER X
Section 1
Section 2
Section 3

Leaves and Secondment
Secondment

19
20

ACADEMIC PERSONNEL COMMITTEE
College Academic Personnel Committee
Department Academic Personnel
Committee
Exclusions

20
21
228

TABLE OF CONTENTS
CHAPTER XI
Section 1
Section 2
Section 3
Section 4
CHAPTER XII
Section 1
Section 2
Section 3
Section 4
CHAPTER XIII
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
CHAPTER XIV
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
Section 10

FACULTY DEVELOPMENT
Objectives of the Faculty Development
Types of Programs
Eligibility
Obligations of Recipients

23
23
24
24

FACULTY WELFARE
Statement of Principles
Leave & Study Benefits
Benefit Package of UP Manila Faculty
Faculty Association

25
25
30
40

FACULTY FELLOWSHIPS, GRANTS AND
AWARDS
Objectives
Types of Faculty Fellowships & Grants
Types of Faculty Awards or Recognition
Faculty Grant Awards
Study FellowshipResearch Fellowship
Travel Grant
Grants for Conferences, Seminars,
Workshops
Sources of Funds

41
41
42
42
43
45
46
46
46

PROFESSORIAL CHAIRSDefinition
Criteria for Selection
Restrictions
Procedure of Selection
Duties & Responsibilities of a Professorial
Chair Holder
Term
Honorarium
Sources of Funds
Acknowledgement of Professorial
Chair Donors
Nomenclature

47
47
48
48
49
49
49
50
50
50

9

TABLE OF CONTENTS
CHAPTER XVSection 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
CHAPTER XVIFACULTY PROMOTION
Objectives
Principles
General Evaluation Criteria and Indicators
Teaching
Scholarly or Creative Work
Service to the Community and the Larger
Community
Professional Growth
Evaluation Procedure

51
51
55
56
57
58

DRESS CODE

62

PART II: APPENDICES

59
60

63

1. The University of the Philippines Code of the Ethics
2. RA 6713 Code of Conduct and Ethical Standards for Public Officials
and Employees.

3. UP Anti-Sexual Harassment Code
4. RA 10173: Data Privacy Act 2012
5. RA 8293: Intellectual Property Code of the Philippines
6. List of References

10

s

n

PART I : FACULTY MANUAL
CHAPTER I
THE UP COLLEGE OF MEDICINE (UPCM) FACULTYSECTION 1
1.1

COMPOSITION
The faculty of the UPCM shall consist of regular, clinical,
and non-regular members
1.1.1

The regular members shall consist of faculty
members receiving salary from the University. They
may be either full-time or part-time.
They shall include the following: (UP Code Art. 90)
1.1.1.1 Assistant Professor
1.1.1.2 Associate Professor
1.1.1.3 Professor

1.1.2

The clinical faculty are faculty who are without
plantilla items.
(UP Code Art. 90: 869th BOR, Feb. 26, 1986)

1.1.3

The non-regular teaching staff are as follows:
1.1.3.1. Lecturer
1.1.3.2 Senior Lecturer
1.1.3.3 Professorial Lecturer
1.1.3.4 Visiting Professor
1.1.3.5 Exchange Professor
1.1.3.6 Affiliate Faculty
1.1.3.7 Adjunct Professor
1.1.3.8 Professor Emeritus(President’s Advisory Council January 17, 1995)(BOR 845th, BOR 937th, BOR 1017th, Execom
Meeting Aug 8, 2011, UP Code Art 212)-1-

11 -1-

CHAPTER IIFACULTY APPOINTMENTSECTION 1

GENERAL PRINCIPLES

1.1

An appointment to the faculty shall be made in accordancewith the University Code. (UP Code Art. 60G, 339, 343)

1.2

The College Council shall determine the minimum
requirements of eligibility into the faculty

1.3

The department shall determine its faculty staffing needsin accordance with its short and long-term development
plans subject to the approval of the Dean.

1.4

The department shall determine additional qualifications
required of applicants into its faculty (academic andclinical).

1.5

Appointments to academic and clinical faculty positions
shall be made anytime as necessary.

1.6

In meritorious cases, an academic faculty member may berecommended for a concomitant academic appointment inanother department of the College.
(Cross-appointment) Faculty Committee, July 28, 1986

1.7

Alumni of the UP College of Medicine who reside and teachin other countries and who have distinguished themselvesin their specialty may be appointed as clinical faculty.
(Faculty Committee, May 9, 1986)

1.8

An applicant who is a relative of a University employee
shall neither be favored nor discriminated upon in the
deliberation of their qualifications.
(College Council, December 5, 1990)

1.9

An applicant to a faculty position shall not be prejudiced due
to his/her religious and ideological beliefs or social standing.
(UP Code Art. 159)
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12

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SECTION 2
2.1

ELIGIBILITY AND ENTRY RANK

An applicant to the faculty of the College, whether regular,
clinical or non-regular should possess the following
qualifications:
2.1.1

Those with Residency and Fellowship qualifications
must be Board certified by their respective
recognized specialty and sub-specialty societies or
had completed a recognized subspecialty training
program.

2.1.2

Any additional graduate degree or post-graduate
training required for the position as determined by
the department

2.1.3

A satisfactory academic performance in theundergraduate, graduate, and postgraduate
courses as required by the department
Integrity and good moral character

2.1.4
2.2

An applicant to the faculty shall be exempt from any Civil
Service examination(s) as a requisite to appointment.
(UP Code Art. 160)

2.3

Non-eligibility
2.3.1

A person who holds an elective political office shallnot be eligible for appointment as a regularmember of the faculty during the term of office.
(Phil. Const. Art. IX-B Section 6; UP Code Art.166)

2.3.2

A person who has been defeated as a candidate inany elective political office shall not be eligible forappointment or reinstatement as a regular memberof the faculty within one year after defeat.
(Phil. Const. Art. IX-BV Sec. 5; UP Code Art.167)

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13-3-

2.3.3 A person who resigns during the three-month period before
any election, whether national or local, to promote thecandidacy of another shall not be eligible for re-appointment
during the six-month period following such election.
(Civil Service Code)2.4. Entry Rank Requirements
Table 1 Entry Rank Requirements
BASIC
DEPARTMENT
Asst. Prof

MD/
MS/MA

Assoc. Prof 1

MD

Residency*/ MS

Publication

MS/MA

PhD
Residency

Fellowship**/MS

MD

Residency

Fellowship

Assoc. Prof 4

MD

Residency

Fellowship

Assoc. Prof 5

MD

Residency

Fellowship

MD/
MS/MA
MD

Residency

Assoc. Prof 2

MD

Assoc. Prof 3

Publication
Publication

MD

PhD
MS
MS

Publication
Publication

PhD

Publication

PhD

Publication

CLINICAL
DEPARTMENT
Asst. Prof.
Assoc. Prof 1

Publication
Fellowship/MS
Fellowship

Assoc. Prof 2

MD

Residency

Assoc. Prof 3

MD

Residency

MD

Residency

Assoc. Prof 4

MD

Residency

Fellowship

Assoc. Prof 5

MD

Residency

Fellowship* Credentialed in a Medical Specialty

Publication
MS

MS

Publication
PhD

Publication

PhD

Publication

PhD

Publication**Credentialed or recognized ina Medical Specialty• For appointment to a regular faculty position, a Clinical Faculty with atleast 6 years of meritorious service will be given a higher entry rank by
1 step.
-4-

14
-4-



For Associate Professors and Up
Authorship of a refereed journal article (local or international) or
academic publication by a recognized academic publisher or literary
publisher in the case of literary work; or in the field of visual arts,
creative work that was exhibited and juried, or a similar requirementin music and other performing arts.
CHAPTER III
REGULAR FACULTYSECTION 1. APPOINTMENT OF REGULAR FACULTY
1.1

An Appointment to a faculty position shall be made inaccordance with such rules or procedures as may beprescribed by the University and the College.

1.2

An applicant may be appointed initially to any rank basedon qualifications.

1.3

An applicant with an MD and/or PhD degree shall be
appointed to a position not lower than assistant professor
in rank.

1.4

An applicant who is working in another government
institution may be appointed on a part-time basis in theCollege provided that a written permission from the headof the other government institution is presented.

1.5

An applicant who is teaching in a private medical school
may be appointed on a part-time basis in the College
provided that such applicant teaches in not more than one
private medical school.

1.6

A faculty member with a temporary appointment who isrecommended to a permanent status shall have satisfied/completed all of the following criteria.
(College Council, June 6, 2008)
1. Satisfactory or better teaching performance
2. Sole or lead authorship of a refereed journal article(local or international) or academic publication by arecognized academic publisher
-5-

-5-15

3. Completion of the Integrated Faculty Development
Program (IFDP) or equivalent;
a. Values, Ethics, Gender Sensitivity
b. Needs Based Instructional Design & Situational
Analysisc. Microteaching, Facilitating and Listening
d. Evaluation & Community Diagnosis
e. Innovative Approachf. Leadership & Management
g. Research Methodology
Any equivalent academic activity endorsed by the
Medical Education Unit (MEU) and approved by the
Dean may take the place of one or several of the five
workshops.
Example: a graduate degree
4. Maximum period of temporary appointment prior to“tenure or out” is, as follows:
Table 2RANK
Assistant Professor

SECTION 2

STATUSPT
FT
4 years

3 years

Associate Professor 4 years

2 years

Professor

1 year

2 years

DUTIES AND OBLIGATIONS OF THE REGULAR
FACULTY

2.1 Assistant Professor
2.1.1 The quality of work in graduate studies must be above
average; capacity to sustain intellectual growth must be
evident.
2.1.2 Must maintain better than satisfactory teaching evaluation
based on student and/or faculty peer feedback, teaching
portfolio and other evidence.
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-616

f

2.1.3 Must engage in research or creative work at least as
member of a research or creative project team
2.1.4 Must publish or produce creative work of the quality andquantity necessary to satisfy the standards for tenure andpromotion and in the required capacity (as lead author or
co-author or co-creator of creative work).
2.1.5 Must show commitment to the department, college anduniversity by continued participation in unit activities.
2.2. Associate Professor
2.2.1 Must maintain an excellent teaching record
2.2.2 Must sustain intellectual productivity by continued
publication in reputable refereed academic or literaryvenues or the equivalent creative work in the visualand performing arts.
2.2.3. Must be actively involved in thesis/dissertation
advising.
2.2.4. Must mentor younger faculty in both teaching andresearch.
2.2.5. Must develop a culture of research, not only byadvising graduate students and mentoring younger
faculty, but also bringing them into research projects
and helping them to publish.
2.2.6. Must demonstrate commitment to the University bymembership and participation in Department/College/
University Committees when and where possible.
2.2.7. Must actively engage in extension work.
2.3. Professor
2.3.1. Must have a PhD or equivalent terminal degree.
2.3.2. Must maintain an excellent teaching record, as evidenced
by innovative approaches to teaching the discipline and agenerally accepted reputation for stimulating student
interest in learning.
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-717

2.3.3. Must maintain an active publishing career or the equivalentmeasure of creative output in the arts; must strive forresearch or creative output.
2.3.4. Must develop a culture of excellence in teaching,research and service by being a role model and mentor,
and by prodding the unit to continuously strive for higher
levels of achievement.
2.3.5. Must exercise leadership in the profession and bring honor
to the university.
2.3.6. Must maintain active involvement in the department/college/ university committees.
2.3.7. Must take active part in extension work or perform
well as an administrator.
(“Shaping Our Institutional Future; A statement on Faculty
Tenure, Rank and Promotion” OVPAA 2004)(CPP-APFC p 6-7)
SECTION 3

RIGHTS & PRIVILEGES OF THE REGULAR FACULTY

3.1

In the performance of their duties as prescribed by the
University Rules and regulations, the faculty shall enjoy theright of academic freedom which is the right to“investigate, teach and disseminate the subject of his/her
specialization and to express his/her opinion on public
issues”.
(UP Code Art. 482; Faculty Manual 2003, p.36 Section 4.0)

3.2

The faculty shall enjoy security of tenure upon attaining apermanent status and may not be dismissed from office
except for cause and after due process.
(UP Manual Series 2: Shaping our Institutional Future: A
Statement on Faculty Tenure, Rank & Promotion)

3.3

The faculty shall enjoy the rights and privileges of amember of the College Council and the University Council
upon attaining the rank of assistant professor.
(UP Code Art. 60)
-8-

18-8-

,

3.4

The faculty shall have the right to participate in democratic
processes in the College and the University.

3.5

The faculty shall have priority opportunities for continuing
education and intellectual advancement offered by the
University.

3.6

The faculty shall enjoy fringe benefits in the form of GSIS
membership, retirement gratuities, educational benefits for
direct dependents and other benefits that may be offeredby the University.

tr

CHAPTER IV
CLINICAL FACULTYSECTION 1

APPOINTMENT OF CLINICAL FACULTY(869th BOR, 26 Feb 1976)

1.1.

Eligibility to a clinical faculty position shall be the same as
those required of an applicant to a regular faculty position.

1.2

An applicant to a clinical faculty position may berecommended by a department to any clinical rank
(Clinical Assistant Professor, Clinical Associate Professor,
Clinical Professor) commensurate with the qualifications of
the applicant.

1.3

Clinical ranks shall not be further divided into steps.

1.4

Faculty without plantilla items, i,e, Clinical Associate
Professor (CAP) are entitled to receive an honorarium.
(1320th BOR, 25 August 2016)

1.5

A clinical faculty member shall have a term of one year
without prejudice to re-appointment. The number of reappointments shall not result in any right to tenure.

-9-

19

-9-

SECTION 2

DUTIES AND OBLIGATIONS OF THE CLINICALFACULTY

2.1

A clinical faculty member shall perform the duties andresponsibilities of the position to be determined by thedepartment prior to the appointment and concurred in by
the applicant.

2.2

A clinical faculty shall not have any administrative
responsibility.

SECTION 3

RIGHTS & PRIVILEGES OF THE CLINICAL FACULTY

3.1

A clinical faculty member shall be given an appointment
as Attending Physician of the Philippine General Hospital.

3.2

A clinical faculty enjoy all opportunities for continuing
education and intellectual advancement offered by the
University provided that these shall not entail any
expense on the part of the University and provided
further that a regular faculty member shall have thepriority in these opportunities.

3.3

A clinical faculty shall be given the privilege of using thefacilities of the hospital including private wards, operatingrooms, special facilities of departments and others,
according to priorities set by the medical complex and/or
the departments.
For the basic science faculty without cross appointmentin the clinical departments, they shall be given admitting
privileges as attending Physician in the PGH.
(College Council Meeting, September 19, 2017)

-10-

-10-

20

3.4

A clinical faculty may receive priority in case of
application to an academic faculty position at thediscretion of the department.

3.5

A clinical faculty may hold simultaneous clinical or
academic faculty positions in only one other medical
school.

3.6

A clinical faculty shall not enjoy fringe benefits in the formof GSIS membership, retirement gratuities.

3.7

A clinical faculty shall have the privilege to vote indemocratic consultations of the Department, the College
and the University.

CHAPTER V
NON-REGULAR FACULTYSECTION 1
1.1

SECTION 2
2.1

APPOINTMENT OF NON REGULAR FACULTY
The qualification requirements for Lecturer shall be thesame as those prescribed for Instructor; for SeniorLecturer, the same as those prescribed for AssistantProfessor; and for Professorial Lecturer, the same as thoseprescribed at least Associate Professor, in the regular classof faculty. (845th BOR, April 30, 1974)
DUTIES AND OBLIGATIONS OF THE NON-REGULAR
FACULTY
The “Lecturer” designation is given to a non-regularmember of the teaching staff who is on a temporary status
and paid on an hourly basis. Depending on his or her
qualification, a rank of “Lecturer”, “Senior Lecturer” or“Professorial Lecturer”

-11-

-11-

21

2.2

The “Visiting Professor” designation is given to a faculty
member who is:a. currently affiliated with or retired from foreign orleading Philippine universities and other academic
institutions;b. currently employed or retired expert consultants fromforeign and local industries, government agencies andprivate foundations.
c. foreign and local collaborators and consultants who
are already involved in UP, local and foreign-funded
research and creative work of our faculty, researchersand creative artists.

Visiting Professors should be included in the roster of academic
staff of the host unit.
The terms of employment will depend on the memorandum ofagreement executed by the University with the mother institutionof the individual concerned or upon the terms of the invitation.
Compensation will be on case-to-case basis. Request for funding
however, should be made in advance by the requesting unit for
purposes of allocation of funds.
(1275th BOR 24 November 2011; 1282nd BOR 20 September
2012; Memorandum No. OVPAA-2012-65)
2.3

The “Adjunct Professor” designation shall be given to arecognized expert in his/her field who is not employed by
the University and is willing to teach and/or conduct
research in the University without compensation.

An adjunct professor who wants to become a regular faculty
member of the University must go through the usual screening
process and qualification standards for appointing a regularfaculty.

-12--12- 22t

In case the individual is sponsored by a company or an
institution, the company or institution shall have the following
obligations:
1. Assign the adjunct professor at least one day a weekor its equivalent in the College on official time to teach,do research and provide consultation to students.
2. Ensure that the adjunct professor diligently performs
his/her duties as teaching staff of the College by
minimizing assignments that would cause absences orinterfere with the performance of his/her academic
duties.
3. Provide compensation for the adjunct professor.
4. Subsidize training materials and course handouts of
the adjunct professor.
The University of the Philippines shall have the following
commitments:
1. Provide the appropriate university appointment withoutcompensation to the adjunct professor.
2. Provide secretarial and other support services to theadjunct professor.
2.4

The “Exchange Professor” is a professor of anotheruniversity with approximately equal rank as a UP
Professor or Associate Professor who has been permitted
to exchange his/her position with that of his/her UP
counterpart for a period of 1 year or less
(UP Code 1961, Art. 168)
2.4.1

An appointment to an exchange professor position
shall require the following:
2.4.1.1 The faculty members from collaborating
Universities shall hold approximately equalrank (UPD Faculty Manual 2003; UP Code1961 Art 168) which shall not be lower
than an associate professor.
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23

2.4.1.2 The department shall recommend the appointee tothe BOR through proper channels.
(UPD Faculty Manual 2003)
2.4.1.3 The appointment shall require the approval of the
BOR. (UPD Faculty Manual 2003)
2.5

The “Affiliate Faculty” designation is given by a U.P. Unit toa faculty member from another UP unit and who has been
invited to teach in accordance with present teachingpolicies. (123rd PAC Meeting, Jan. 17, 1995)

2.6

A retired faculty member with the rank of at least Professor
9 may be appointed “Professor Emeritus”, if he/she has
rendered at least 15 years of active and faithful service tothe university and has achieved marked distinction as a
productive scholar, artist, scientist, or educator or is widely
acknowledged as an effective and dedicated teacher. A
special committee, appointed by the President, will be
responsible for nominating retired professors for an
emeritus appointment, the nomination to be submitted to
the President of the University, who in his/her discretion,
may endorse the matter to the Board of Regents forapproval; provided that this procedure shall be without
prejudice to any nomination which may be submitted by
the faculty of a unit. The faculty of a college may
nominate, but such nomination shall not be required forfinal appointment as emeritus professor.
The rank “Professor Emeritus” is a title for life. In otherwords, once a faculty is appointed as such, his/her
appointment need not be renewed.
However, university administration determines when andunder what conditions a Professor Emeritus may be givenby the Dean, subject to the approval of the Chancellor, anofficial assignment including teaching andresearch. (UP Code 2006, Art.212).

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A Professor Emeritus and retired professors may be givena teaching, mentoring, research, creative work &administrative work in the University. (BOR 1321st
Meeting, Oct. 28, 2016)
CHAPTER VI
PROCEDURE OF APPOINTMENT
1.

An application for academic or clinical position shall be
addressed to the Department Chairman who shallforward it to the Department Academic Personnel
Committee (DAPC) for evaluation.

2.

The application, if meritorious, shall be transmitted by
the DAPC through the Department Chairman to the Dean
together with: (APB July 12, 1990)
2.1

The DAPC’s justification for the recommendation.

2.2

A list of the specific duties and obligations requiredof the applicant to the position, including teachingresearch, and service requirements.

2.3

A signed consent (conforme) by the applicant toperform the specific duties and obligations of theposition.

3.

The Dean shall transmit the application and necessary
documents to the College Academic Personnel
Committee (CAPC ) for evaluation.

4.

The CAPC shall make its recommendation to the Dean.

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5.

The application, if meritorious, shall be transmitted by theDean, together with the accompanying documents, to the
Academic Personnel and Fellowship Committee (APFC) for
evaluation and final action.

6.

The following supporting papers shall be attached to therecommendation for original appointment:
6.1
6.2
6.3
6.4
6.5
6.6
6.7
6.8
6.9
6.10
6.11
6.12

Recommendation Letter
Basic Paper/Green color w/ TIN
Personal Data Sheet (PDS) with ID pictures
Info sheet for academic employees (Form 442)
w/ ID pictures
Application letter of recommendee
Faculty Loading Matrix
UPCM Form 2 – Commitment
UPCM Form 4 – Evaluation Summary
CONFORME – Teaching Duties & Assignments
Research Agenda/proposal
Summary Profile of Nominee
Certified True Copy of the following;a)
Diploma: BS/MD/PhD
b)Transcript of Recordsc)Residency (+Service Record as Medical
Officer if taken in UP-PGH)
d)Fellowshipe)Specialty Boardf)
NBI – recent /validg)Birth Certificate & Marriage Contract:
PSA Copyh)Medical Certificate (once endorsed by
UPCM APC)i)
Others: to be requested at appropriate
time/case, if any

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CHAPTER VII
CONCOMITANT APPOINTMENT IN TWO DEPARTMENTS(CROSS APPOINTMENTS)
1.

In special cases, a faculty member with an academic
appointment in one department may concomitantly beappointed (cross appointed) in another department
provided that: (Faculty Committee, July 28, 1986)
1.1

The other department justifies the need for theappointment.

1.2

The applicant satisfies the minimum requirementsof eligibility in the other department.

1.3

The first department is amenable to the crossappointment.

2.

The applicant shall be appointed to a clinical and not toan academic position in the other department.

3.

The applicant shall be appointed to an equal or lower
rank in the other department.

4.

The applicant shall not receive an additional
compensation in the other department.

5.

The applicant may only be appointed as part-time in theother department.

6.

The title of the specialty to which the applicant shall be
appointed in the other department shall be one officiallyrecognized by the University. Newly created titles shallrequire the approval of the Board of Regents.

7.

A faculty member with a clinical appointment may notavail of the privilege of cross-appointment in anotherclinical department. In case the faculty member wishes toapply in the second department, the concerned faculty
shall resign from the first department.
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CHAPTER VIIITEACHING IN OTHER UNIVERSITIES
1.

Current faculty of the University are allowed to teach inother private university or college (UPCM College CircularNo. 2001-A21) / other educational or training institutions
as well as research and other activities both local andforeign (UP Manila Memorandum 4 April 2001)/ othermedical schools (UPCM Memorandum No. 2016-A02)
provided that UP has an existing Memorandum of
Agreement with the particular university or college that is
approved by the Chancellor. (Teaching Outside UP 1168th BOR Feb 27, 2003)
1.1 Teaching Hours Allowed Outside of the UPCM
Full TimePart-Time Regular
Clinical Faculty

48 lecture hours
64 lecture hours
96 lecture hours

Lecture Hours is inclusive to plenary lectures, SGDs
and Preceptorials.
1.2 Laboratory teaching are not allowed outside of the
UPCM due to preparations for a lab work and lab
exams take too much time and the work demands
close supervision of students which translates to morework hours.
1.3 At no time should the number of hours teaching inanother school exceed the number of hours teaching in
the UPCM.
1.4 Members of Dean’s Management Team (DMT),
Department Chairs, Assistant Chairs, and Learning Unit
(LU) Course Coordinators are not allowed to teach inother medical schools. This is because they require
fulltime commitment, loyalty to the institution,observance of confidentiality and respect for theintellectual property of the College.
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s

1.5 All College of Medicine Faculty teaching in other medical
schools should not take on any administrative position inother schools.
1.6 The MOA will indicate that the faculty can teach during
office house provided that they observe allowableteaching hours.
1.7 Payments for Lectures in other schools should not bereflected as compensation but as honoraria. The faculty
should not be in the regular payroll list of the otherschool.
1.8 Other provisions of the MOA should include the ff.
1.8.1. Withdrawal of UPCM Faculty from regular teachingload from the other school with a timeframe.

y1.8.2. School should provide a development program fortheir own faculty who will eventually take over fromthe UPCM the teaching of courses.
After the expiry date of the UPCM commitment, thefaculty may still be invited to lecture but only as a guest
lecturer for very specific topics within the faculty’s
expertise. Honorarium may still be accepted.
CHAPTER IXLEAVES, SABBATICAL, SECONDMENTSECTION 1

LEAVES AND SABBATICAL
A regular faculty member shall be entitled to any of thedifferent leaves, subject to the provisions of the UP Code,
Articles 471 to 477.
An Associate Professor or higher may avail of a sabbatical,
subject to the provisions of the UP-Code Article 478.

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SECTION 2
2.1

SECONDMENT
A regular faculty member may be detailed by secondment
to, and upon request by another agency, either
government or private, local or international, subject to therules and regulations promulgated by the Board of Regentsat its 987th meeting on April 24, 1986.
CHAPTER X
ACADEMIC PERSONNEL COMMITTEESECTION 1
1.1.

COLLEGE ACADEMIC PERSONNEL COMMITTEE
Composition
1.1.1 The College Academic Personnel Committee (CAPC)
shall be composed of the Dean as Chair of the
DAPC and the Dean’s Management Team plus 3
Department chairs on a rotating basis. The Chair of
the Committee on Faculty shall be a member andact in an ex-officio capacity.

1.2.

Functions
The CAPC shall have the following functions:1.2.1 To assist the Dean in setting up details for the
implementation of policies, rules, standards, or
general guidelines as formulated by the University
Academic Personnel Board;
1.2.2 To review the recommendations submitted by the
Department Academic Personnel Committee (DAPC)with regard to recruitment, selection, performance
evaluation, tenure, staff development, professorial
chairs, and promotion of the academic personnel ofthe college;

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1.2.3 To establish departmental priorities in the allocationof available funds for promotion;
1.2.4 To act on cases of disagreements between the
Chair and the members of the DAPC, particularlyon personnel matters; and1.2.5 To act on complaints against personnel actions by
the Department Chair and/or the DAPC (Faculty
Manual 2003 p 59 5.1.4 b.)
1.3

Procedure
1.3.1

SECTION 2
2.1

The College APC shall transmit its
recommendations on new appointments andpromotions, to the Dean.

DEPARTMENT ACADEMIC PERSONNEL COMMITTEE
Composition
2.1.1

At least 3 and up to 5 members

2.1.2 The chair of the department acts as the chair of
the DAPC
2.1.3 The chair appoints the members
2.1.4 The members should have held an academic
appointment for at least 3 years.
2.1.5 Tenure: The members of the DAPC shall have aterm which shall be co-terminus with the
Department chair.

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2.2

Functions2.2.1 The Department Academic Personnel Committee(DAPC) shall assist in the review of therecommendations initiated by the Department Chairwith regard to recruitment, selection, performance
evaluation, tenure, staff development, professorial
chairs, and promotion of the academic personnel ofthe department in accordance with the general
guidelines formulated by the University Academic
Personnel Board and the implementing details laid
down by the College Academic Personnel Board.

2.3 Procedure
2.3.1 Decisions of the Department APC shall be based on
the majority vote of all the members of theCommittee.
2.3.2 The Department APC shall transmit its
recommendations on new appointments andpromotions to the College APC.
2.3.3 Disagreement between the Department Chair andmembers of the Department Academic Personnel
Committee on specific recommendations shall beplaced on record and shall be forwarded to theCollege Academic Personnel Committee for action.
SECTION 3

EXCLUSIONS

3.1

A member of the Department APC or the College APC who
is a relative of an applicant to the second degree of
consanguinity shall inhibit itself from the deliberation ofand voting on an applicant.

3.2

A faculty member who is a member of the College
Committee on Faculty or any other policy making body of
the Colleges which is involved with appointments or
promotions of faculty members shall not be a member of
either the Department or the College APC’s.
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CHAPTER XIFACULTY DEVELOPMENTSECTION 1

OBJECTIVES OF THE FACULTY DEVELOPMENT
PROGRAM(Faculty Committee, July 12, 1990)

1.1

To provide the proper environment to produce competentand humane faculty members imbued with the spirit ofservice and dedication in attaining the goals of theCollege of Medicine and the University of the Philippines.

1.2

To improve the teaching and communication skills of
faculty members.

1.3

To provide for the optimum development and expertise in
specific disciplines.

1.4

To encourage basic and applied research.

1.5

To develop the leadership potentials of the faculty inmedicine and in the community.

1.6

To encourage the pursuit of knowledge in Medicine, inthe Humanities and in the other disciplines.

1.7

To provide the atmosphere that shall inspire loyalty to theCollege and the University.

SECTION 2

TYPES OF PROGRAMS

2.1.

The Training and Enhancement Program should dependon the specific needs of the department, the college andthe country.

2.2

Research Programs
Research programs shall include training skills andimproving the research environment.
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2.2.1

2.2.2

SECTION 3

Training for research
2.2.1.1

Local programs include researchworkshops, seminars and formal courses
offered by the Department of Clinical
Epidemiology of the College of Medicine,
the College of Public Health and otherunits of the University.

2.2.1.2

Foreign programs include grants forresearch training and research work.

A sound research environment shall be encouraged
by providing sufficient funds, updating equipment,
improving laboratory facilities, expanding library
resources and upgrading research staff andpersonnel.

ELIGIBILITY

3.1

The minimum requirements for eligibility to the program
shall be recommended by the department and approved by
the Office of the Dean.

3.2

Clinical faculty members shall not be excluded fromavailing of training programs. However, preference shall begiven to faculty members with permanent appointments.

SECTION 4

OBLIGATIONS OF RECIPIENTS

4.1

Recipients of fellowships and scholarships shall be required
to render the corresponding years of service to the College
after their training in accordance with existing rules andregulations.

4.2

Recipients of fellowships and scholarships who are unable
to render the required service after the completion oftraining shall be required to reimburse the University inaccordance with existing rules and regulations.

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CHAPTER XII
FACULTY WELFARE
SECTION 1

STATEMENT OF PRINCIPLES
The faculty cognizant of the dedication of its members to
the College, recognizes the need to provide for thewelfare of its members.

SECTION 2

LEAVE AND STUDY BENEFITS(UP Manila - HRDO)
The faculty member shall be entitled to the following
benefits:

2.1

Special DetailSpecial detail shall include participation in an official
capacity in conferences, workshops, seminars, short termcourses and similar activities subject to prior authorizationand to such conditions as may be attached thereto and to
applicable laws and regulations.

2.2

Study Leave (with or without pay)
Subject to the exigencies of the service, faculty members
may be granted study leave with or without pay.
2.2.1

Qualifications
To avail of full study leave with or without pay, afaculty member must have:a)
Proven teaching ability and commitment toserve as UP faculty memberb)
A good undergraduate record or (if any)
good graduate academic recordc)Positive evidence of interest in further
academic and professional developmentd)Good physical healthe)
The potential to complete advanced
graduate studies & research
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2.2.2. Privilegesa) Full de-loading from regular faculty dutiesb) Full faculty salary and other benefits for regularfaculty in the active servicec) 100% waiver of tuition, laboratory andmiscellaneous fees (except Student Fund fees)in the University courses provided study load isapproved by the faculty member’s graduate
advisor and department chair

2.3

2.2.3

Obligations and other conditions
The faculty member must execute a return service
contract with the University and the corresponding
surety agreement.

2.2.4

Durationa) Master’s Degree: at most two and a half years(30 months)b) Doctoral degree:
1) up to 4 years (48 months) after a master’s
degree2) up to 5 years (60 months) for straight Ph.D
programStudy privileges
2.3.1

U.P. Personnel
University personnel (full-time or part-time) may
enroll in university courses to obtain advanced
degrees relevant to their field or discipline and shallbe entitled to 100% waiver of tuition (maximum
9 units), laboratory and miscellaneous fees (except
Student Fund fees) subject to the following
conditions:-26--26- 36

a) Prior to enrollment, approval of their immediate
supervisor head of unit and Chancellor havebeen obtained. For Faculty members, thetenured faculty of the college, as a body, shalldecide which fields are deemed relevant, taking
into account new developments in the discipline
and the growing multi-disciplinary nature ofcertain fields of knowledge.
b) The total teaching and study load shall not
exceed 18 units per semester unless with priorapproval by the Chancellor.
c) The appointment shall be at least co-extensivewith the semester or term of enrollment.

sd) The renewal of this privilege for the succeeding
semester shall be subject to satisfactoryscholastic performance in the previous
semester.
e) The faculty shall submit a true copy of grades
to the dean or head of unit and to HRDO as
pre-requisite for renewal or or extension of theprivilege.
2.3.2

Non-earning dependents
Non-earning dependents of UP Personnel(permanent or, if temporary, with at least five(5) years of aggregate service in the UP Systemshall be entitled to 100% waiver of tuition (fulltime) / 50% waiver of tuition (part-time) andmiscellaneous fees (except Student Fund fees).
This includes Clinical Faculty.

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37

As a general rule, the privilege shall apply only todependents of personnel in actual service to the
University and shall not apply when personnel areon leave without pay or on secondment without
pay except if the UP personnel is on:a) secondment to another government agencyb) secondment outside the country on an
academic assignment; orc) sick leave with or without pay
2.3.3

Return Service Obligation
2.3.3.1 Study Leave/ Special Detail/ Fellowships(Local with or without pay, and foreign
without pay)
1 Year of Service for every year spent on
study leave or a fraction thereof.
2.3.3.2 Study Leave/ Special Detail/ Fellowships(Foreign with pay)
1 month on study leave = 6 months returnservice2 – 5 months on study leave = 1-year
return service
6 mo. – 1 year on study leave = 2 years
return service

2.4

Sabbatical
A sabbatical is a privilege given to a faculty member thatexempts him/her from performing regular duties. This
privilege may be granted to faculty members to encourage
study, investigation and research; and to improve theircompetency to better serve the University.

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Subject to the exigencies of the service, a sabbatical may
be granted for a period not exceeding one (1) year, withfull salary.
a) The faculty member has served the University not lessthan six (6) consecutive years immediately prior to
the sabbatical at least as associate professor in thelast two (2) years;b) In no case shall the sabbatical be granted within two(2) years before the faculty member’s 65th birthday.
c) For more effective planning of class schedules, theapplication for sabbatical should be filed with theimmediate heads of units at least one (1) semester
before the intended effectivity of the sabbatical.
d) The faculty member shall report back for service tothe University immediately after the sabbatical.
Report back for service is understood to mean
resumption of teaching duties or assumption ofadministrative assignment for at least two (2years).
2.5

Teacher’s Leave
Teacher’s Leave shall be granted to full or part-time
regular members of the faculty who do not normallyprovide administrative functions. It shall consist ofvacation and sick leaves, neither of which are cumulative.
2.5.1 Summer Vacation Leave (30 days)
2.5.1.1. It shall consist of 1 month in each academic
year in addition to the usual Christmas
vacation.

-29--29- 392.5.1.2. Leave shall be applied for and may be taken
only during the regular vacation periods of
the University, which is from the day after
the commencement to the day before thefirst day of registration for the firstsemester.
2.5.2 Sick Leave (15 days)
2.5.2.1. It shall consist of not more than 15 days,
excluding Saturdays, Sundays and holidays
in any 1 academic year
2.5.2.2. Sick leave shall be granted only on accountof sickness on the part of the person
concerned or any member of the immediatefamily. In no case shall sick leave be used asa reason for seeking employment anywhere.
2.5.3 Christmas Vacation
2.6 The faculty may consult the UP Manila HRDO for theprocedures in applying for a leave benefit.
SECTION 3

BENEFIT PACKAGE OF UP MANILA FACULTY(UP Manila – HRDO)
The faculty, through an implementing organization shallstrive to realize additional benefits to include:

3.1.

Monetary (for regular faculty with item)
3.1.1 Salary (Basic Pay)
3.1.2 Allowances
3.1.2.1. Personal Economic Relief Allowance
Php 500.00/mo.
3.1.2.2. Additional Compensation
Php. 1,500.00/mo.
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l

3.1.2.3. Subsistence Allowance
Php. 1,500.00/mo.
Reduce by Php. 50.00 per leave incurred
3.1.2.4. Hazard Pay
Php. 2,473.00/mo.
For Salary Grades 1 to 19 (taxable)
3.1.2.5. Clothing Allowance
Php. 5,000.00/mo.
3.1.2.6 Additional Compensation Allowance
Php. 1,000.00/mo.
3.1.3 Incentives / Bonuses
3.1.3.1 Mid-Year Bonus
Full Basic Pay
3.1.3.2 Year-End Bonus
Full Basic Pay
3.1.3.3 Cash Gift
Php. 5,000.00
3.1.3.4. Loyalty Pay
Php. 10,000.00 – first 10 years of service
Php. 5,000.00 – every 5 years thereafter
3.1.3.5. Longevity Pay
Additional 1 Step rank up for every 3 yearsof service under the same service.
3.1.3.6. Production Incentive Bonus
Php. 2,500.00
3.1.3.7. Incentive Grant
Php. 5,000.00

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3.1.3.8. Additional Christmas Bonus
Php. 5,000.00
3.1.3.9. Additional Cash Gift
Php. 5,000.00
3.1.4

S

National Government (GSIS, Pag-ibig, PHIC, ECC)
3.1.4.1. GSIS (RA 8291)
Compulsory Life Insurancea) Loans (Salary, Policy, Emergency,
Educational, Housing)b) Annual Dividendc) Maturityd) Disability & Sickness Incomee) Cash Surrender Valuef) Unemploymentg) Separationh) Survivorship & Deathi) Funeralj) Retirement
1) 5 years guaranteed (lump sum) andmonthly pension thereafter.
2) Cash payment equivalent to 18
months pension and pension rightafter retirement.
Optional Insurancesa) Unlimited Optional Life Insuranceb) College Education Assurance Planc) Hospitalization Insurance Pland) Sales/Mortgage Redemption Insurancee) Group Term Insurance-32--32- 42S

3.1.4.2 PAG-IBIG Fund
Loansa) Emergencyb) Providentc) Appliance/ Furnitured) Multi-Purposee) House & Lot/ Lot Purchase
Claimsa) Membership Maturityb) Total Disability/ Insanityc) Separation from the service for healthreasonsd) Permanent departure from the Countrye) Retirementf) Death
3.1.4.3 Philippine Insurance Corp.
Benefits for Members and Dependentsa) Room & Boardb) Drugs & Medicinec) X-ray, Labs, etc.
d) Professional Feese) Operating Roomye

3.1.4.4 Employees Compensation Commission
Any work-connected sickness, injury or
death are compensable under ECPa) Lost Income Benefitb) Medical Benefitsc) Rehabilitation Serviced) Death Benefits
3.1.5

Provident Fund (optional) for full-time and parttime employeesa) Equity Loanb) Multi-Purpose Loanc) Bridge “Pantawid” Loand) Death Assistance Benefite) (LocalLife Insurance = Php. 100,000.00)f) Retirement/ Resignation Benefits-33--33- 43

3.1.6

Enhanced Hospitalization Programme (eHOPE)(1322nd BOR meeting, Nov. 24, 2016)
3.1.6.1 Amount of EHOPE Benefits
The eHOPE provides financial assistance forhospitalization expenses incurred duringconfinement up to an accumulated maximum
amount of P80,000 per year. The eHOPE shallalso provide financial assistance for medicine
related to the covered confinement andprescribed upon discharge of the employee inthe maximum of aggregate amount of
P10,000 per year.

S

3.1.6.2 Covered hospitalization expenses
The following hospitalization expenses
incurred during confinement shall be covered
under eHOPE.
a) Medical/diagnostic procedures such as
ultrasound, MRI, x-ray, CT Scan, biopsy,
mammography, echocardiography,
angiogram, blood chemistry and otherlaboratory examinations.
b) Prescribed drugs and medicines inaccordance with the Generics Act of 1988
(RA6675).
c) Professional fees of Philhealth-accredited
physicians and specialists up to amounts
based on the Relative Value Unit (RVU)
set by Philhealth for specific medical
cases.
d) Expenses for room and board for theduration of the confinement.
Excluded form coverage under eHOPE are:(a) hospitalization expenses for confinement
related to cosmetic surgery;b) self inflicted injury and illness;-34--34- 44S

(c) annual medical/physical examination which
are covered by specific CU policies.
3.1.6.3 Eligible employeesrEligible employees for financial assistance undereHOPE shall be the following:a) Regular Permanent Faculty members, fulltime or part-time.
b) Full-time faculty members who are nottenured provided they have rendered atleast 1 year of continuous service in the
University.
c) Permanent REPS and administrative staff.
d) UP contractuals & casuals (including faculty,
REPS & administrative staff) who haverendered at least 1 year of continous service
to the University, have an employeremployee relations with the University, andwhose salaries are paid out of the Personnel
Services (PS) allocations to UP in the
General Appropriations Act (GAA).
3.1.7

Service Recognition Pay (SRP)(1277th BOR, January 2012)
Entitlementa) All regular fulltime administrative staff and
REPS in the plantilla who will be covered by thecompulsory retirement age of 65 are entitled tothis benefitb) Regular fulltime administrative staff and REPS
who avail of optional retirement due to severe
illness as defined by PhilHealth.
c) Eligibility extends in case of death of regular
fulltime administrative staff and REPS, who areotherwise eligible for retirement.
Exclusionsa) Regular part-time and Non-regular (contractual,casual, project and job order) employees are
not covered.
-35--35- 45b) For employees on fulltime study leave without pay
pursuant to existing rules; or those on vacation andsick leave without pay, the duration of the period
without pay will not be counted in the computation of
the SRP.
3.2

Non-Monetary (for all faculty)
3.2.1. CIVIL SERVICE COMMISSION (CSC)
Maternity Leavea) Every woman in government service, who has
rendered an aggregate of two or more yearsof service shall, in addition to the vacation andsick leave granted to her, be entitled tomaternity leave of 60 calendar days with fullpay.
b) Maternity Leave of those who have rendered 1
year or more but less than 2 years of service
shall be computed in proportion to their lengthof service, provided that those who have
served for more than a year shall be entitledto 60 days maternity leave with half pay.
c) It is understood that enjoyment of maternity
leave cannot be deferred but should beenjoyed within the actual period of delivery ina continuous and uninterrupted manner notexceeding 60 calendar days.
d) Every woman, married or unmarried, may be
granted maternity leave more than once ayear. Maternity leave shall be granted tofemale employees in every instance ofpregnancy irrespective of its frequency.
e) Maternity leave shall also be enjoyed by the
adoptive parents if the adoptee is below 7
years of age as of the date the child is placedwith the adoptive parents through the PreAdoptive Placement Authority issued by the
DSWD.

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46

S

e
s

f) Under UP guidelines, faculty members shall be entitledto maternity leave of 6 months, 2 months before and 4
months after delivery.
Paternity Leavea) Paternity Leave is a privilege granted to amarried male employee allowing him to notreport for work for 7 days while continuing toearn the compensation therefore, on thecondition that his legitimate spouse hasdelivered a child or suffered a miscarriage, forpurposes of enabling him to effectively lend
support to his wife in her period of recovery
and/or in the nursing of the newly born.
b) This is true for the first 4 deliveries of thelegitimate spouse with whom he iscohabitating.
c) Paternity Leave shall also be enjoyed by the
adoptive parents if the adoptee is below 7
years of age as of the date the child is placedwith the adoptive parents through the PreAdoptive Placement Authority issued by the
DSWD.
Rehabilitation Leave for job-related injuriesa) Employees who have sustained injuries whilein the performance of their official duties may
be entitled to the rehabilitation privilege.
Injury shall mean any of the ff.: laceration,
cuts, wound, contusions, fractures, or otherphysical injury as a result of a fall or slippage.
Personnel who sustained injuries due tonegligence or those under the influence ofprohibited drugs or alcohol or those with willfulintention to injure themselves are NOT entitledto the privilege.

-37--37- 47b) Injuries from accidents that occurred while theemployees were going to work and going home fromwork are not considered sustained while in theperformance of duties.
Solo Parents’ Welfare Act of 2000 (RA 8972)
It is the policy of the state to promote the family as
the foundation of the nation, strengthen its
solidarity and ensure its total development.
Towards this end, it shall develop a comprehensive
program of services for solo parents and theirchildren.
a) Solo parent – Any individual who falls under anyof the following:
1) A woman who gives birth as a result of rapeand other crimes against chastity, even
without a final conviction of the offender:
Provided, that the mother keeps and raises
the child;2) Parents left solo or alone with the
responsibility of parenthood due to:i) Death of spouseii) Detained spouse or serving sentence forcriminal conviction for at least 1 year.
iii) Physical and medical incapacity of the
spouse as certified by public medical
practitioner.
iv) Legal separation or de facto separationfrom spouse for at least 1 year.
v) Declaration of nullity or annulment ofmarriage.
vi) Abandonment of spouse for at least 1
year.

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48

n

t

vii) Unmarried status and has preferred to keep
and rear his/her child instead of giving him/her
up to a welfare institution.
3) Any other person who solely provides parental careand support to a child or children.
4) Any family member who assumes the
responsibility of head of the family as a resultof the death, abandonment, disappearance or
prolonged absence of the parents or solo
parent.
b) Benefits:
1) Livelihood Development Services2) Counseling Services3) Flexible Work Schedule4) No Work Discrimination
5) Parental Leave – 7 workdays per year6) Education benefits7) Housing benefits8) Medical AssistanceTen-day leave under RA 9262 (Anti-Violence
Against Women and their Children Act of 2004)
Violence against women and their children
shall refer to any act or a series of acts committed
by any person against a woman who is his wife, oragainst a woman with whom the person has or
had a sexual or dating relationship, or with whom
he has a common child whether legitimate orillegitimate, within or without the family abode,which result in physical, sexual, psychologicalharm or suffering or economic abuse including
threats or such acts, battery, assault, coercion,harassment, or arbitrary deprivation of liberty.

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The ff. shall be entitled to a paid leave of absence
not exceeding 10 days:a) Any woman employee in the government service
regardless of employment status, who is a victim
of violence.
b) Any woman employee whose child is a victim ofviolence and whose age is below 18 or above 18
but unable to take care of his/herself.
3.2.2

UP Manilaa) One grade increase for compulsory retirees
under the Magna Carta for Health Workers (RA7305)b) Facilities and services
1) Library
2) Health (employees clinic)
3) Creche4) Housingc) Hospital benefits

3.2.3 PGH Health Incentive (PGH-HI) Program
Medical Specialist (full-time & part-time) and ClinicalFaculty are qualified to avail of this program.
(GL-PGH 05-FSO-02)
3.3 The faculty may consult the UP Manila HRDO for theprocedures in applying for a benefit package.
SECTION 4 FACULTY ASSOCIATION
4.1
4.2
4.3

The Faculty Association shall be organized to implement
and coordinate the welfare projects of the College faculty.
The Association shall promulgate its own Constitution andBy-laws.
The Association shall coordinate its activities with the
Office of the Dean and the Office of the Director, Philippine
General Hospital.
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CHAPTER XIIIFACULTY FELLOWSHIPS, GRANTS AND AWARDS(UP Code Art. 459-470
BOR 959th May 26, 1983
993rd Nov. 28, 1986
1005th Sept. 24, 1987
OVPAA Aug. 10, 1988
APB Oct. 8, 1984
Oct. 20, 1984
Dec. 2, 1985)
SECTION 1

OBJECTIVESThe College, aware of the need to recognize dedication,achievement and potential of faculty members, shallprovide incentives in the form of fellowships, grants andawards.

SECTION 2

TYPES OF FACULTY FELLOWSHIPS AND GRANTS
The different faculty fellowships and grants are thefollowing:
2.1

Faculty Grant

2.2

Study fellowship2.3

Research fellowship

2.4

Travel grant

2.5

Grants for conferences, seminars and workshops

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SECTION 3

TYPES OF FACULTY AWARDS OR RECOGNITION
3.1

3.2

The different faculty awards of recognition are:
3.1.1

Outstanding Teacher

3.1.2

Outstanding Researcher

3.1.3

Service award

3.1.4

Presidential Award

3.1.5

Professor Emeritus

The criteria for selection of these awards shall be
formulated by committees created for the purpose.

SECTION 4 FACULTY GRANT AWARDS
4.1

Aside from the Professorial Chair, Faculty Grant Awards arealso given as recognition for outstanding achievement
usually to faculty of lower rank.

4.2

The Chancellor shall approve the Faculty Grant Award
subject to the selection process provided that a faculty
member who is granted a Professorial Chair, may not be
selected at the same time for a Faculty Grant Award.

4.3

Any regular faculty with outstanding academic, teaching
and research credentials may be considered for the award.

4.4

Faculty members on sabbatical, or those on leave for morethan 3 months or on secondment or detail with anotheragency may not be selected for the award.

4.5

The amount of the award shall be specified.

4.6

Award dates shall be on the 1st of January or July.
(1179th BOR, Feb 26, 2004)

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SECTION 5STUDY FELLOWSHIP

5.1

A study fellowship is an award given to a deserving
faculty member for further training and/or studies. It may
include any of the following: matriculation fees, books,
stipend, travel expenses and other allowances.

5.2

A study fellowship shall be within the University or inother training institutions, local or foreign.

5.3

Criteria for Selection
5.3.1 The grantee shall be a regular faculty member of
any rank, regardless of tenure.
5.3.2 The grantee shall be selected based on the needs
and priority programs of the Department orCollege
5.3.3

The graduate program that he/she will enroll inmust be one of the academic priorities of his/her
department, college, and Constituent University(CU) as indicated in their faculty development
program. The choice of degree program and thecollege of enrolment must be approved by all of
the following:a) Department APC (if any)b) College APC or Executive Committeec) Deand) CU Academic Personnel and Fellowship
Committee (APFC)e) Chancellor

5.4

Duties and Responsibilities
5.4.1 The grantee shall sign the prescribed study
fellowship contract and abide by its provisions.
5.4.1.1 Before the start of the full study leave with
pay or fellowship, the grantee must
execute a return service contract with the
University and the corresponding surety
agreement.
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5.4.1.2 In case the Fellow does not fulfil the returnservice requirements, then he/she must
reimburse the following to the University:a) All expenses incurred, plusb) An equity charge of 50% of the total
amount expended, andc) Interest at the prevailing legal rate at
the time of the breach or revocation of-36the contract.
A member of the UP faculty or staff may act
as guarantor in the surety agreement only if
he/she is a relative of the faculty Fellow.
5.4.2

Submit at the end of each semester a true copy ofgrades and a progress report duly certified by the
Fellow’s faculty adviser to the Chair, Dean andAcademic Personnel and Fellowship Committee.

5.4.3

The grantee shall confine his/her training/studies
within the scope of the fellowship during the period
in accordance with existing University regulations
and must commit to the following regulations.
5.4.3.1 Complete in the soonest time possible, thegraduate program for which the fellowship
was granted;
5.4.3.2 Study full time (i.e., [carry at least thenormal load] enroll in 12 units)
5.4.3.3 Not engage in any other employment orpractice of profession during the period of
the award[1159th BOR meeting, Mar. 21, 2002]

5.5

Term
5.5.1 The study fellowship shall be for a period ofprescribed by the degree granting institution without
prejudice to renewal.

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5.6

SECTION 6

Procedure of Selection
5.6.1

A nomination for a study fellowship shall be madeby the Department APC and endorsed by the
Department Chairman.

5.6.2

The nomination and supporting documents shallbe transmitted to the College APC which shall,
after deliberation, transmit its recommendation to
the Dean.

5.6.3

The Dean shall transmit his/her recommendation
to the Office of the Chancellor for final approval.

RESEARCH FELLOWSHIP

6.1

A research fellowship is an award given to a regularfaculty member in recognition of research achievement
and to stimulate continuing investigation of significant
fields of knowledge. (UP Code 468)

6.2

Criteria for Selection

6.3

6.2.1

The grantee must have demonstrated a capacity
for research as evidenced by projects completed
and published.

6.2.2

The grantee must be engaged in continuingresearch in his/her field of expertise.

6.2.3

The grantee shall be a regular faculty for at least
two years regardless of tenure.

Duties and Responsibilities
6.3.1
6.3.2
6.3.3

The grantee shall undertake research during theperiod of the award.
He/she shall submit an annual report and a final
report of the research project.
The rule on minimum teaching load shall not
apply in the case of a regular faculty member
appointed as a research fellow.

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6.4

Term
6.4.1

SECTION 7
7.1

SECTION 8
8.1

SECTION 9
9.1

The period of a research fellowship shall be
determined by the nature of the research project,subject to regular evaluation by competentauthority.
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TRAVEL GRANT

A travel grant is a grant awarded to a deserving faculty
member in the form of transportation expenses inconnection with sabbatical leaves, foreign fellowships,presentation of scientific papers abroad, and other related
activities.
GRANTS FOR CONFERENCES, SEMINARS,WORKSHOPS
Attendance of regular faculty members in conferences,seminars or workshops, both local or abroad, may be
subsidized from grants allotted for the purpose.
SOURCES OF FUNDS
Funds for grants and fellowships shall be obtained from
University funds, donations and endowment of private
individuals, business corporations, alumni and foreign
governments.

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CHAPTER XIV
PROFESSORIAL CHAIRS(UP Code Art. 445-454
BOR 950th May 26, 1983
993rd Nov. 28, 1986
1005th Sept. 24, 1987
OVPAA Aug. 10, 1988
APB April 2, 1986)

SECTION 1

DEFINITION
A Professorial Chair is an award given to a faculty
member in recognition of achievement in the academe. It
shall be supported by special endowments.

SECTION 2

CRITERIA FOR SELECTION
A nominee to a professorial chair shall possess thefollowing:

2.1

The nominee shall be a tenured faculty member with therank of Assistant Professor or higher.

2.2

The nominee shall have served the University as a regularfaculty member for at least five years.

2.3

The nominee shall have taught at least one regularcourse in the College in the immediately preceding year.

2.4

The nominee shall possess a high degree of teachingcompetence based on the following considerations:
2.4.1

Mastery of the field of specialty

2.4.2

Teaching ability

2.4.3

Ability to develop in his students an inquiring andanalytic mind.
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2.5

The nominee shall have been actively engaged in research,creative or scholarly work which shall have resulted inpublications.

2.6

The nominee shall possess intellectual integrity and good
moral character.

2.7

The nominee shall exhibit loyalty to the College and the-36University.

2.8

No limit shall be placed on the number of times a faculty
member may receive the Award, the sole basis of theAward being merit, provided only one (1) Award is given ata time to a faculty member.

SECTION 3

RESTRICTIONS

3.1

A holder of a professorial chair shall not be concurrently
awarded a second chair during the term of his professorial
chair appointment.

3.2

A holder of a professorial chair shall not teach in anothermedical school.

SECTION 4

PROCEDURE OF SELECTION

4.1

The Dean shall announce to the faculty three (3) months
before January 1 or July 1 the number of slots available for
the Award at the Constituent Unit and System level.

4.2

A nomination to a professorial chair shall be initiated by
the Department Academic Personnel Committee with strict
adherence to the criteria as set forth in Section 2.

4.3

The nomination papers shall be transmitted to the College
Academic Personnel Committee which shall, after due
deliberation, submit its recommendation to the Dean.

4.4

The Dean shall transmit his/her recommendation to the
Chancellor.
-48--48-58SECTION 5

DUTIES AND RESPONSIBILITIES OF A
PROFESSORIAL CHAIR HOLDER

5.1

The chair holder shall: be required to deliver a scholarly
lecture in the field of his competence to his peers within ayear following his appointment; or

5.2

Submit a copy of his work of which he/she is the sole orsenior author for publication in a reputable scientificjournal.

SECTION 6

TERM

6.1

An appointment to a professorial chair shall be for a termof one year without prejudice to reappointment.

6.2

The term of the appointment shall commence on the firstof January or July of each year.

6.3

An appointment to a professorial chair shall be
automatically terminated under the following
circumstances.
6.3.1

Resignation, retirement or termination of theprofessorial chair holder from the College during
the term of the appointment.

6.3.2

Any form of leave, fellowship, special detail orsecondment. The appointment shall be terminatedfrom the first day of the leave.

6.3.3

Failure of the professorial chair holder to comply
with the duties and responsibilities of the position.

e

SECTION 7

HONORARIUM

7.1

The award of professorial chair shall carry an annual
honorarium as determined by the Board of Regents.

7.2

The honorarium shall be awarded over and above theregular salary of the holder from the University.

7.3

Changes in the honorarium shall be subject to theapproval of the Board of Regents.
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SECTION 8

SOURCES OF FUNDS

8.1

Professorial chairs shall be supported by donations,endowment and other sources.

8.2

Donations and endowments for professorial chairs shall be
subject to acceptance by the Board of Regents.

8.3

No donation or endowment for a professorial chair -36imposing any condition inimical to the objectives of the
University or College shall be accepted.

SECTION 9

ACNOWLEDGEMENT OF PROFESSORIAL CHAIRSDONORS
Professorial Chair holders are encouraged to send letters of
acknowledgement to their respective donors, possibly withsome feedback as how the professorial chair has
contributed to their professional growth, and that ofspecific fields of study.

SECTION 10 NOMENCLATURE
10.1

A professorial chair shall carry a title according to thefollowing:
10.1.1 Field of specialty for which it is established.
10.1.2 Name of the donor or recommended by the donor
provided the donation meets the minimum amountas required by the Board of Regents.
10.1.3 In honor of an outstanding or retired member of
the College faculty. This shall be initiated by theCollege Academic Personnel Committee.
10.1.4 Important events in the history of the University orCollege.

10.2

All titles to professorial chair shall require the approval of
the Board of Regents.

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CHAPTER XVFACULTY PROMOTION(UP System Manual Series 2: Shaping Our Institutional Future
pp. 20 - 26)
SECTION 1

OBJECTIVES
Promotion offers an opportunity for the faculty todemonstrate and gain recognition for their achievements
over a period of time. As with tenure, promotion is basedon demonstrable academic grounds. Within theframework provided by the principles and guidelines inthis statement, units are advised to specify theirpromotion requirements (in writing) for the guidance ofthe faculty.

SECTION 2

PRINCIPLES

2.1

Promotion is recognition of the faculty member's
accomplishments, growth, and development as a teacher
and scholar, and service to the University and the generalpublic. It involves an assessment of the faculty's successand continuing competence in the performance of theiracademic duties. Promotion also presents the challenge offurther accomplishments.

2.2

Promotion affirms the primacy of academic excellence insupport of the University's mission. Academic freedom
guarantees that academic quality is the basis of academic
personnel decisions. Promotion implies selectivity andchoice; it is awarded for demonstrable scholarly andprofessional merit, not for seniority, length of service, or
humanitarian considerations.

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51- 61

2.3

The evaluation of merit involves the application ofacademic and professional judgment by peers, which takes
place within a framework of collegiality, shared
responsibility, accountability, and authority along various
levels of review, among the faculty, and between faculty
and administrators. Faculty members share in the exercise
by providing solid evidence of merit and by acting as peer
-36reviewers.

2.4

The breadth and variety of academic and professional
fields in the University make the development of detailed
promotion criteria, equally applicable to all fields,
inappropriate. However, the overriding values andstandards are the same: demonstrable academic
achievement in teaching, scholarly or creative work,
service, and professional growth.

2.5

Individual colleges and departments may impose more
stringent standards so long as these are consistent with
the intent and framework of system-wide standards andare applied consistently within the unit. Stricter or
additional requirements must be approved by the College
faculty.

2.6

Promotion to a higher rank occurs only three times in afaculty's career, from Instructor to Assistant Professor,
from Assistant to Associate Professor, and from Associate
to Full Professor. Hence, rank promotions require thehighest standards of performance. In no case shall faculty
cross rank solely on the basis of performance as anadministrator.

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

S

2.6.1 Automatic Promotion for Ph.D (990th BOR Meeting,
Aug. 28, 1986; amended at 1147th BOR meeting,Dec. 21, 2000)
A faculty member who obtains from a reputable
institution a Ph.D or its equivalent in a field relevant to theunit to which the faculty member belongs shall be given
automatic promotion in accordance with the rules andregulations promulgated by the Board of Regents;• Provided, That such promotion shall take effect uponcompletion of the Ph.D. or its equivalent;• Provided, moreover, That the rank attained through merit
increase/promotions earned by a faculty member
pursuing a Ph.D. program while simultaneously teachingor performing other functions in the University shall betaken as basis for the automatic promotion.

Automatic promotions will be made effective on the date ofreport for duty, provided that there is a certification fromappropriate officials of the University concerned that all therequirements for the doctoral degree have been met.
(825th BOR meeting, Oct. 26, 1972)
2.6.2. Salary Step Increment for Completion of a Post
Graduate Degree (DBM & DOH Joint Circular No. 1,
S. 2012, Nov. 29, 2012: Rules & Regularations on
the Grant of Compensation-related Magna Carta
Benefits to Public Health Workers (PHWs)
2.6.2.1 In line with Section 34b of R.A. No. 7305, a
PHW who holds a position in the agency plantillaof regular positions and who completes a masteral

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63

or doctoral degree related to the performance ofthe duties and responsibilities his/her position
after at least 2 years or more of service as PHW,
may be entitled to 1 salary step increase to be
integrated into the basic salary, in recognition of
his/her efforts towards professional
advancement.
2.6.2.2. The grant of such 1 year salary stepincrement shall not be more often than every
2 years.
2.7 All faculty members are expected to perform theminimum duties and expectations contained in thisstatement and other University rules. The extent towhich these expectations are surpassed shall be thebasis of upward movement within a rank or promotion
to a higher rank.
2.8 As the faculty and the University develop, thestandards of performance should change. If a faculty
member's accomplishments do not keep pace withcurrent standards, the individual may not be promoted.
It is not appropriate to argue that faculty be promoted
because they meet the performance standards
previously in effect, by which some of their colleagues
were measured and promoted. Scholarly development
means adherence to ever higher standards ofperformance.

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ue
g.

2.9

The career path of a faculty member begins with hiring.
Appointment at the instructor level shall be reserved for
those who are judged to have potential for development
and the future award of tenure; and for other ranks,
those who have demonstrated competence and whose
track records indicate a high likelihood of continued
excellence. Promotion standards in this statement areconsistent with those for faculty recruitment and tenure.

2.10

A cap on promotion and priority categories for promotion
may be imposed by the constituent university and/or the
System, owing to budget constraints. It is incumbent on
the individual units to prioritize their recommendations.

SECTION 3

GENERAL EVALUATION CRITERIA AND
INDICATORS

3.1

Faculty shall be evaluated on the following categories:
teaching, scholarly or creative work, service to the
University and the public, and professional growth.

3.2

The weights for each category are differentiatedaccording to the nature of the unit. Graduate units (i.e.,
without undergraduate programs) are expected to placeat least equal emphasis on teaching and scholarly work,
while purely undergraduate units may give greater value
to teaching.

Table 3 Evaluation Categories for Faculty Promotion andCorresponding Weights
Evaluation Category
Teaching
Scholarly/creative
work
Services
Professional Growth

Weights
Purely Graduate/
PurelyMixed Units
Undergraduate Units
30 – 40%
40 – 50%
30 – 40%

30 – 40%

10 – 15%

10 – 15%

10 – 15%

10 – 15%-55--55- 65

3.3

Within the range specified in table 3, individual units may
decide on the mix of weights to be applied, unless theconstituent university adopts a uniform system.

3.4

The aspects to be assessed, indicators, items, and activities
to be evaluated for each category are generally worded sothat academic units can further define them.

3.5

Units shall endeavor to assess not only quantity, but -36more
importantly, quality and significance of contributions.
However, units may impose quantitative requirements aspart of the operational basis of their evaluation.

3.6

Faculty members are evaluated based on accomplishments
reckoned from the date of the University's last promotion.

3.7

The parameters provided in the Standards for the
Evaluation of Tenure Track Faculty are also useful as a
guide in evaluating the performance of faculty being
considered for promotion.

SECTION 4
4.1

TEACHING
Good teaching—the kind that instills a desire for learningand encourages creative and critical thought—is expectedof all faculty members, tenured and non-tenured alike.
Teaching ability and performance, and conscientiousness inundertaking teaching duties may be measured in terms of
the following:
4.1.1 Mastery and command of subject matter
4.1.2 Ability to convey subject matter clearly to students
4.1.3 Ability to translate material into a form that isorganized, comprehensible, appropriate andinteresting to students
4.1.4 Accessibility to students for consultation
4.1.5 Constant review and improvement of the syllabus
and teaching materials
4.1.6 Application of strategies that invite learning
initiatives by the student-56--56-66

4.2

Effective teaching may be gauged through student
evaluation, peer evaluation, and the faculty member's
teaching portfolio.

4.3

Items to be considered in the teaching portfolio or otheractivities evaluated under the teaching category include,
but are not limited to, the following:
4.3.1 Production and Publication of teaching materials
like textbooks, course (student and teaching)modules, laboratory manuals
4.3.2 Use of updated, research-based syllabi, course
materials, and teaching innovations
4.3.3

Performance as research supervisor, thesis anddissertation adviser

4.3.4 Teaching load, class size, number of preparations
4.3.5 In no case shall teachers who are habituallyabsent or late, and who frequently submit grades
late, be promoted
SECTION 5

SCHOLARLY OR CREATIVE WORK

5.1

Scholarly research or creative work is expected of all
faculty members, especially for ranks higher than
Instructor. The vitality of the faculty, both collectively andindividually, depends greatly upon ongoing research andcreative accomplishments. Research and creative work
enrich the discipline and enhance teaching.

5.2

Published research in reputable refereed journals,
academic books or other prestigious publications, andcreative work that has been made available to peers forindependent assessment, such as well-acclaimed juried orinvited exhibitions or performances for the visual andperforming arts, are the main indicators ofaccomplishment in this category. As such, they are given
the heaviest weight.

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67

5.3

Vanity (self-published or self-produced) publications,exhibitions, or performances and unpublished papers thathave never been read in conferences shall not be given
credit.

5.4

Other scholarly outputs that may be given credit include,
but are not limited to: technological innovations, varieties/
strains, patents, software and computer programs;-36significant policy papers, media productions, recordings,
editing of published books and journals; and presentationof scholarly/technical papers and research findings inconferences and other academic fora. All these must be
considered by peers to be of academic worth.

5.5

Publications and presentations in popular venues or works
outside the discipline (e.g., articles in newsletters orbulletins, advocacy papers) shall not be considered part ofresearch but may be considered under the category ofservice.

5.6

Faculty members must submit documented evidence of
publication and other creative output for evaluation bypeers.

SECTION 6

SERVICE TO THE UNIVERSITY AND THE LARGERCOMMUNITY

6.1

Extension service is valued because it enriches teaching
and research, disseminates knowledge to the larger
community, and is directed at the improvement of thegeneral well-being of society.

6.2

Service to the University is measured in part by one's
involvement in department/ College/University activities
and committees (e.g., degree of participation,effectiveness).

6.3

Faculty members who hold administrative positions,especially heads of units, carry important and demanding
responsibilities in serving the University. Acknowledging
that heavy administrative workload might limit teachingand scholarly output, there will be a separate set of
guidelines for faculty administrators.
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68
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6.4

Contributions to community service in the public sector or
civil society or as a public intellectual are an importantpart of extension work.

6.5

Items or activities that may be examined and given credit
in this category are the following:
6.5.1 Service rendered as coordinator, trainer, resource
speaker, organizer of training programs,
conferences, symposiums, and workshops related
to one's discipline
6.5.2 Technical assistance to government and otheragencies
6.5.3 Training programs for other universities andeducational institutions; local communities andnon-government organizations
6.5.4 Service publications (popular training manuals,
monographs, bulletins, etc.)
6.5.5 Popular presentations and popularized lectures on
topics within the discipline
6.5.6 Contributions as public intellectual to theintelligent discussion of issues of national or global
concern

SECTION 7

PROFESSIONAL GROWTH

7.1

A faculty member must also show evidence ofprofessional growth, both as a professional educator andan academic belonging to a particular discipline or field.
Accomplishments in this category form part of the criteria
for promotion.

7.2

The items and activities to be considered and evaluated inthis category include the following:
7.2.1 Additional formal training in the discipline(academic studies or specialty training, as in thecase of medical doctors)
7.2.2 Professional recognition (awards in recognition ofresearch/teaching/service)
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7.2.3 Attendance in local and international symposia,
conferences within one's discipline
7.2.4 Leadership positions in academic or professionalorganizations and societies here and abroad
7.2.5 Membership in international organizations of an
academic nature
7.2.6 Membership in editorial or advisory boards of -36journals
7.2.7 Membership in technical panels
7.2.8 Research fellowship or visiting professor
appointment in a reputable foreign university
7.2.9 Invitation to review or referee published articles,
research output/creative work within the discipline
7.2.10 Invitation to sit in other review bodies (such as
those that award grants or awards)
SECTION 8
8.1

EVALUATION PROCEDURE
Review Levels
8.1.1 Recommendations for promotion begin at the
department level, through the Chair and
Department Academic Personnel Committee and are
forwarded to the Dean for evaluation andendorsement by the Dean and College APC.
8.1.2 A counterpart committee at the constituent
university level (Academic Personnel and
Fellowships Committee or University Academic
Personnel Board), chaired by the Vice Chancellor for
Academic Affairs, reviews College recommendations
for promotion.
8.1.3 Promotions up to the rank of Assistant Professor are
decided by the Chancellor. Recommendations forhigher rank promotions are endorsed by the
Chancellor to the System Committee for Promotions
chaired by the Vice President for Academic Affairs.
The System committee endorses its
recommendations to the President.
-60--60- 70

8.1.4 Final approval of recommendations for promotion
to or at the rank of Associate Professor andProfessor comes from the Board of Regents, upon
the recommendation of the President.
8.2

If the faculty member is an affiliate faculty member inanother constituent university during the period of
evaluation, both the home and the second unit shallevaluate the faculty member.
8.2.1 The home unit shall evaluate the affiliate faculty
member for teaching and/or scholarly or creative
work if he/she teaches there and/or has done
work on the discipline.
8.2.2 The second unit shall evaluate the affiliate faculty
member for teaching and scholarly performance if
he/she teaches in the second unit or has done
research on a subject related to the nature andscope of the second unit.
8.2.3 The recommendation for promotion may emanatefrom either unit, provided the affiliate faculty
member's record is evaluated by both the primaryand secondary units. The recommending unit shallsend the documents to the Vice President for
Academic Affairs, who shall then refer therecommendation to the other unit for evaluation.
8.2.4 After evaluating the affiliate faculty member'srecord, both units shall forward theirrecommendation to a joint committee chaired by
the Vice President for Academic Affairs andconsisting of the Vice Chancellors for Academic
Affairs of the two units concerned.
8.2.5 The System committee shall send its
recommendation to the President, for approval by
the Board of Regents.

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8.3

A faculty member who finds that his/her accomplishments
were not adequately considered by the review bodies may
appeal to the next higher body.
8.3.1 In making and considering the appeal, the following
shall be considered: bias or unfairness in the review
process (the level of review must be identified), andinsufficient consideration of the faculty member's-36accomplishments compared to others in the samerank and discipline/field.
8.3.2 Corrective promotion in relation to past promotions
may not be the subject of appeal unless from theoutset, the promotion was announced as corrective
promotion. In this case, the University shalldetermine the cut-off date for past promotions andinclude it in the announcement of corrective
promotion.
CHAPTER XVIDRESS CODE

All members of the faculty should, during official work hours, beattired in a manner befitting the faculty’s professional stature.
PART II:

APPENDICES

C
A

L
A
D

M
A

L
A
S

A
M
A

E
A
I

We shall adopt:
1)

M
C

The University of the Philippines Code of the Ethics
http://www.ovcaa.upd.edu.ph/files/web/
Code_of_Ethics_for_Faculty_Members.pdf(Faculty Manual 2003 pp. 139 – 141)
(Approved at 63rd University Council Meeting on 8 December 1998
and noted at the 1128th meeting of the UP Board of Regents on
28 January 1999.)-62--62- 72

With faith in humankind and the quest for knowledge and withcommitment to the best in our profession as educators in order
to liberate the human spirit, we the members of the faculty of
the University of the Philippines hereby, pledge to:I.

Uphold the honor of the University of the Philippines, firstand foremost;II.

Pursue excellence in instruction, research and extension,
and work continuously towards advancing our knowledge
and skills to a level comparable with the best in theworld;

III.

Promote a strong sense of nationalism and enduringconcern for social justice, gender equality, cultural values,
community welfare, and protection of the environment;

IV.

Keep academic freedom inviolate in the performance ofour roles and responsibilities as teachers and scholars
with integrity, honesty, creativity, propriety, fairness anddevotion;

V.

Instill in our students the passion for learning, thediscipline attendant to the pursuit of excellence,
intellectual honesty, and respect for the humane;VI.

Relate with our colleagues in the spirit of cooperation,
camaraderie, and professionalism;

VII.

Maintain honesty and fairness in our dealings withcolleagues, students and entities outside of the
University;

VIII.

Reject activities and interests that interfere with our
responsibilities as faculty members and conflict with theinterests of the University;

IX.

Participate actively in the effective governance andinstitutional development of the University; andX.

Abide by the laws of the land and provisions of theCharter of the University and the University Code, as wellas the lawful rules and regulations of the duly constituted
authorities of the University System.
-63--63- 73

2)

RA 6713 Code of Conduct and Ethical Standards for Public Officials
and Employees.
http://www.dilg.gov.ph/PDF_File/issuances/republic_acts/
RA_6713.PDF

3)UP Anti-Sexual Harassment Code-36-

https://www.up.edu.ph/index.php/up-anti-sexual-harassmentcode/4)

RA 10173: Data Privacy Act 2012https://privacy.gov.ph/data-privacy-act/

5)

RA 8293: Intellectual Property Code of the Philippines
http://www.chanrobles.com/
legal7intellectualpropertycodeofthephilippines.html#.WsTb84huZPY

LIST OF REFERENCES:
1) UP Manual Series 2: Shaping our Institutional Future2) UP System Code 1961
3) UP System Code 2006
4) UPD Faculty Manual 2003
5) UPD Faculty Manual 2005
6) Memo No. 2016-A02: UPCM Teaching in Other Medical Schools7) Compendium of Policies & Practices for the Guidance of the Academic
Personnel & Fellowship Committee (APFC) October 20118) Board of Regents Resolutions & Circulars

-64-

-64-

74