PACUCOA SN Area II.E.1-7

SCHOOL OF NURSING

PACUCOA

LEVEL III REACCREDITATION VISIT

AREA II

FACULTY

The faculty is what makes the school.
In light of this, a strong faculty would consist of highly
qualified and competent faculty members.

Faculty members, to be effective should, however, be
properly compensated and enjoy the security of tenure.
A policy of fair and equitable distribution of teaching
assignments, together with clear incentives for promotion
should be present in the institution.

E. RANK, TENURE,
REMUNERATION AND

FRINGE BENEFITS

Rank and Tenure

A college should have a definite system of ranking and tenure, which is clearly
described in the faculty handbook. The criteria for promotion should include teaching
ability, research studies and publications, special services to the department/college,
further educational attainment, community involvement, and commitment to the
college's purposes and objectives. Recommendations of the administration, faculty
members, and students are considered in the application of the criteria. Results of
evaluation by the administration, peers, and students should be included in the
criteria. The system of tenure provides for an adequate probationary period.

A written notice of any change or retention of status is given to the faculty members
prior to the termination of the probationary period.

Policies for dismissal are clearly stated in the faculty handbook. These policies are
observed in the dismissal of faculty members.

Remuneration

Faculty salaries should be competitive and commensurate to the qualifications and
performance of faculty members and are determined by a well-prepared salary scale,
based on a set of valid criteria. The salary scale should be reasonable to attract and
retain qualified faculty in the service.

Fringe Benefits

The college must provide some form of recognition to reward faculty members who shall
have rendered long, efficient and outstanding service to the institution.

E. Rank, Tenure, Renumeration and Fringe Benefits
E.1. The criteria for promotion in rank and salary includes:

Check/tick ( / ) those that apply:
a. Teaching competence
b. Research
c. Academic degrees earned/professional development
d. Teaching experience
e. Commitment to the college’s philosophy and objectives
f. University/school/college service
g. Community service

As to the evidence for paragraphs a to g thereof, provided hereinunder are some provisions stipulated under Chapter II of Faculty
Classification in the Faculty Handbook, Revised Edition for the Academic Year 2019-2022:
Section 2. General Policies

The Human Resource Department provides common criteria and procedures to classify all faculty in the professorial ranks.
2.1 Faculty classification for initial rank which shall be made by the Human Resource Department is primarily based on academic
qualification, teaching/ industry or related experience, and research output.
2.2 For change of classification and rank, the existing quality procedure (27:00-00-QP-11) on faculty ranking shall prevail.
2.3 In addition to the existing complement of faculty within a school, the Colegio may create classifications for limited periods in
response to the approved educational needs of the school. The period limits of such appointments will be specified in letters of
appointment.

Section 3. Specific Policies
3.1 All new faculty members are required to submit pertinent documents to the HRD to support their declared credentials for initial
ranking prior to the start of the academic year.
3.2 Only those declared credentials with supporting documents are considered for evaluation.

In connection to section 2.2, Chapter II of Faculty Classification thereof, provided hereinunder is the material evidence
that can be used to prove that the Faculty Ranking Policy of the Human Resource Department exists:

For more details, please refer to the Faculty Ranking Policy thereof.

E.2. In the application of the criteria, the recommendation of the following are considered:

Check/tick ( / ) those that apply:

a. Administrators
b. Department chairmen
c. Students
d. Others (peer group)

In the application of the criteria, provided hereinunder are the general and specific policies as to the classification, ranking
and promotion of faculty members:

E.2. In the application of the criteria, the recommendation of the following are considered:

Check/tick ( / ) those that apply:

a. Administrators
b. Department chairmen
c. Students
d. Others (peer group)

In the application of the criteria, provided hereinunder are the general and specific policies as to the classification, ranking and
promotion of faculty members: (Continuation of QP 11)

E.2. In the application of the criteria, the recommendation of the following are considered:

Check/tick ( / ) those that apply:

a. Administrators
b. Department chairmen
c. Students
d. Others (peer group)

In the application of the criteria, provided hereinunder are the general and specific policies as to the classification, ranking and
promotion of faculty members: (Continuation of QP 11)

E.3. The salary rates are adequate in meeting the economic and social demands of the profession.

Provided hereinunder are some provisions stipulated under Chapter XIII of Faculty Compensation and Benefits in the Faculty
Handbook, Revised Edition for the Academic Year 2019-2022:

Section 2. General Policies

2.1 Letran Calamba shall ensure just and equitable implementation of a compensation program that includes among others,
overtime pay, holiday pay, deductions, and adjustments based on merits, promotions, and organizational restructuring.

Section 3. Specific Policies

3.1 The basic monthly salary shall be in accordance with the existing salary scale structure, which, in turn, is based on the
established job classification.

3.2 The formula for the daily and hourly rates shall be in accordance with existing CBA provisions.

3.3 The daily rate shall be used for the computation of absences or leave without pay and other applicable matters like
applicable leave-balance conversion and suspension from work due to offense/s, among others.

3.4 The hourly rate shall be used, among others, for the computation of overtime pay, night differential pay, deductions due to
tardiness, and undertime.

3.5 The cut-off date for 13th payday is from the 11th of each month covering the period from the 25th of the previous month
until the 10th of the current month; while the cut-off date for 28th payday is the 25th of each month which covers the period
from the 11th until the 24th of the current month.

3.6 Tardiness, undertime and overtime pay follows the same cut-off date and covering period under 3.5.

3.7 Pay slips shall be distributed to faculty members at least one (1) day before the actual release of salaries. The pay slip
shall indicate, among others, the following:

3.7.1 Payroll Period
3.7.2 Basic Salary
3.7.3 Overtime/Night Differential Pay with corresponding dates/number of hours (if any)
3.7.4 Holiday/Premium Pay (if any)
3.7.5 Deductions for any of the following:

3.7.5.1 Withholding tax on Income
3.7.5.2 S S S / PAG - I B I G / P H I LH E A LT H Contributions
3.7.5.3 SSS/ PAG-IBIG/ PHILHEALTH Loan Payment (if any)
3.7.5.4 Tardiness/Undertime (if any) with corresponding dates/ number of hours
3.7.5.5 Absences (if any) with corresponding dates/ number of hours
3.7.5.6 Loans/Advances (if any)
3.7.6 Salary Differential (if any) with corresponding remark/s
3.7.7 Union Dues/Agency Fees (whichever is applicable)

3.8 The formula for the overtime pay, holiday pay, night differential pay, and other compensations shall be in accordance with
the provisions of the Labor Code or the existing provisions of the CBA, whichever is applicable.

3.9 All faculty members are entitled to the 13th Month Pay as provided for under the law. The release of the 13th-month pay
shall be in accordance with the provision of the effective CBA.

3.10 All attendance-related reports for a given payroll period are submitted to HRD within three (3) working/class days after the
cut-off date, except for exigency situations. Information submitted after the stipulated period is implemented in the next pay
date.
3.11 Salary adjustments shall be based on the Salary Scale Structure.

E.3. The salary rates are adequate in meeting the economic and social demands of the profession.

Provided hereinunder are some provisions stipulated under Chapter XIII of Faculty Compensation and Benefits in the Faculty
Handbook, Revised Edition for the Academic Year 2019-2022:

3.12 Personnel development activities such as training/seminars/ conferences and others scheduled on any of the rest days are
not to be considered work and thus will not have corresponding pay.

3.13 Faculty members shall be excused from work only in cases where the Department of Education (DepEd) or the Commission
on Higher Education (CHED) or any national, regional, or local government agency declares the suspension of classes due to
calamities, civil disturbances, or force majeure. In such cases, faculty members will be paid for the whole day work.

3.14 Take-home Pay and Salary Deductions

3.14.1 Implementation of salary deductions shall be in accordance with the provision of the law. The net takehome pay of an
faculty member should not be less than 25% of the gross pay of his/her basic salary for a given payday.
3.14.2 Deductions due to tardiness and undertime shall always be implemented except in cases of adverse situations on the
part of the faculty member. In such cases, deductions shall be made in subsequent payroll.
3.14.3 HRD, through the Payroll Section, should notify the faculty member concerned regarding the deferred deduction/s not
later than the payroll dates (13th or 28th of the month).
3.14.4 Deductions shall be implemented in the following order:
3.14.4.1 Government-mandated deductions;
3.14.4.2 Union dues or agency fees;
3.14.4.3 Salary advance payment; and
3.14.4.4 Others, if applicable.

E.4. The benefits and responsibilities of tenure are clearly described in the Faculty Manual or elsewhere.

The rules on Security of Tenure are provided for under Section 5, Article 14 of the Collective Bargaining Agreement of
Letran Calamba hereof:

E.5. The length of the probationary period is in accordance with college/university institutional policies.
Provided hereinunder is section 1.5, Chapter II of Faculty Classifications stipulated in the Faculty Handbook, Revised Edition

for the Academic Year 2019-2022:
1.5 Probationary Faculty Member refers to someone who is on full-time probation during which s/he is given
opportunity to prove her/his worth based on the standards set by the Colegio and in all instances, subject to
compliance with the CHED, DepEd, or Technical Education and Skills Development Authority (TESDA) requirements,
whichever is appropriate. The probationary period for academic personnel shall not be more than:

1.5.1 Three consecutive years of satisfactory service for those in the elementary and secondary levels;
1.5.2 Six consecutive regular semesters of satisfactory service for those in the tertiary level; and
1.5.3 Nine consecutive semesters of satisfactory service for those in the tertiary level where collegiate courses are
offered on the trimester basis.

E.6. There are definite policies for termination of employment.
The rules of Letran Calamaba as to the Termination of Employment are provided for under Faculty Discipline, Chapter

VIII of the Faculty Handbook, Revised Edition for the Academic Year 2019-2022, to wit:

B.2. There is a long-range plan for the recruitment of faculty members. (HR long range plan for recruitment)

E.7. Fringe benefits, as set forth in the Faculty Manual are provided to faculty members, such as:

Check/tick ( / ) those that apply:

a. Sick leave/leave of absence with pay
Provided hereinunder is section 3.6, Chapter XIII of Faculty Compensation and Benefits stipulated in the

Faculty Handbook, Revised Edition for the Academic Year 2019-2022:

3.6 Sick Leave

3.6.1 Regular faculty members shall be entitled to fifteen (15) calendar days sick leave with pay per academic year or as
provided for by the CBA. The enjoyment of this benefit is based on actual illness and/or injury.

3.6.2 Faculty members may avail of a half-day sick leave.

3.6.3 The approval of sick leave applications shall be made by the unit/department head only after the faculty member
concerned has personally secured the signature of Letran’s physician who shall determine whether or not the faculty
member is fit to work.

3.6.4 A medical certificate shall be submitted to support sick leaves that go beyond three (3) days.

3.6.5 Procedures in the availment of sick leave:

3.6.5.1 Sickness incurred while working:

A faculty member who finds himself/herself physically indisposed upon reporting for work or anytime during his/her
working hours shall report to the school physician for diagnosis and treatment.

3.6.5.2 It shall be the school physician’s responsibility to determine whether or not the faculty member’s sick leave is
warranted. If so warranted, the physician shall also ascertain if the faculty member deserves to be sent home. The
school physician must certify any illness for which the sick leave is requested.

3.6.5.3 The faculty member obtains and properly accomplishes the Leave Form from the HRD and shall be made in
duplicate copies. One copy will be left to the HRD and the other one will be given to the concerned faculty member.

3.6.5.4 If the illness or injury would prevent the faculty member from reporting personally to Letran’s physician or
her/his immediate superior, the faculty member must simply notify unit/department head of her/his condition within
the first four (4) hours of the workday.

3.6.5.5 The faculty member, upon his/her return to work, shall submit himself /herself to the school physician to
determine if s/he/ is in fact fit to work. Otherwise, s/he may just submit an appropriate certification s/he obtained from
his/ her attending physician.

3.6.5.6 Any faculty member granted sick leave with or without pay because of contagious or communicable disease
must obtain a medical clearance from the school physician as to his/ her fitness to return to work.

3.6.5.7 Sick leave benefits may be denied if Letran Calamba is not promptly notified of the faculty member’s illness or
when it fails to satisfy itself, upon the recommendation of the school physician, that the faculty member was, in fact,
ill or injured.

3.6.5.8 Letran Calamba reserves the right to investigate any reported illness and to refuse sick leave with pay if it finds
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sickness or injury shall be subject to appropriate disciplinary measures.

3.6.5.9 In case of prolonged sickness, the faculty member shall be entitled to an additional fifteen (15) calendar days
sick leave with pay provided such is attached to the last unit of the current academic year of the regular sick leave
with pay.

3.6.5.10 Upon retirement, unused accumulated sick leave up to a maximum of forty-five (45) days shall be converted to
cash.

b. Maternity leave/paternity leave
Provided hereinunder is section 3.1, Chapter XIII of Faculty Compensation and Benefits stipulated in the Faculty Handbook,

Revised Edition for the Academic Year 2019-2022:

3.1 Maternity Leave

3.1.1 In addition to what is provided for by applicable laws including Social Security Act, femaly faculty members shall be
entitled to a maternity leave with pay.

3.2 Paternity Leave

3.2.1 All married male faculty shall be entitled to a paternity leave in accordance with Republic Act No. 8187 or the Paternity
Leave Act and Republic Act No. 11210 or the Expanded Maternity Leave Act.

c. Sabbatical leave
Provided hereinunder are sections 2.12 & 3.7.2.11, Chapter XII of Faculty Training and Involvement stipulated under the

Faculty Handbook, Revised Edition for the Academic Year 2019-2022:

2.12 Personnel on Study or Sabbatical Leave are not entitled to attend training program during the duration of their leave.

3.7.2.11 Study or Sabbatical leave may be availed only once throughout the duration of the scholarship period.

In furtherance of the foregoing, provided hereinunder is section 3.11, Chapter XIII of Faculty Compensation and
Benefits stipulated in the Faculty Handbook, Revised Edition for the Academic Year 2019-2022:

3.11 Sabbatical Leave

3.11.1 Full-time permanent faculty of the Colegio who have served the institution for at least seven (7) consecutive years
shall be entitled to a sabbatical leave of one academic year with pay for six (6) months. The mechanics and conditions shall

be periodically reviewed by the Human Resource Department Head.

d. bereavement leave

Provided hereinunder is section 3.8, Chapter XIII of Faculty Compensation and Benefits stipulated in the Faculty
Handbook, Revised Edition for the Academic Year 2019-2022:

3.8 Bereavement Leave

3.8.1 Letran Calamba shall grant bereavement leave with pay to all faculty members on the occasion of death of an
immediate member of his/her family such as spouse, child, father, mother, brother, or sister.

3.8.2 Number of days for this benefit shall be in accordance with the provision of the existing CBA.
B.2. There is a long-range plan for the recruitment of faculty members. (HR long range plan for recruitment)

e. Free hospitalization and health benefits
Provided hereinunder is section 3.26, Chapter XIII of Faculty Compensation and Benefits stipulated in the Faculty

Handbook, Revised Edition for the Academic Year 2019-2022:
3.26 Medical Benefits

3.26.1 Letran Calamba shall provide free emergency medical treatment at the school clinic to all faculty members in the event of
work-related accidents that call for immediate action, relief, or remedy.

f. Educational benefits for faculty members and their children
The rules on Educational Benefits are provided for under Section 1, Article 38 of the Collective Bargaining Agreement

of Letran Calamba, to wit:

B.2. There is a long-range plan for the recruitment of faculty members. (HR long range plan for recruitment)

g. Separation pay
The rules on Separation Pay are provided for under Section 8, Article 14 of the Collective Bargaining Agreement of

Letran Calamba, to wit:

B.2. There is a long-range plan for the recruitment of faculty members. (HR long range plan for recruitment)

h. Retirement pay
The rules on Retirement Benefits are provided for under Section 3, Article 37 of the Collective Bargaining Agreement of

Letran Calamba, to wit:

Please bear in mind, however, that the rules corresponding to such other items mentioned under E.7. thereof are also
discussed in the Collective Bargaining Agreement (CBA) of Letran Calamba thereto.

B.2. There is a long-range plan for the recruitment of faculty members. (HR long range plan for recruitment)