Colegio De Caraga, Inc. (CDCI) North Montilla Blvd,Butuan City

Institutional Code No. 10007

FACULTY MANUALS.Y. 2014-2015

FOREWORD

All provisions in this faculty manual have gone a series of consultations by all mentors of COLEGIO DE CARAGA, INC.before it was submitted to the undersigned for approval and implementation.

May I therefore express my sincere gratitude and appreciation to all who had done their part in the preparationof this manual.

To be able to achieve the Vision, Mission, and Goals of this benevolent institution, i appeal to all educators of CDCIto read and observe the provisions formulated herein and be aware of all service offered by this institution.

SHIRLEY T. LIM Ed.D.President

X

COLEGIO DE CARAGA, INC.North Montilla Blvd.,Butuan City

VISION EDUCATION FOR ALL AND TO PRODUCE WORLD CLASS GRADUATES.

MISSION TO PROVIDE QUALITY EDUCATION TO ALL STUDENTS THRU REALISTIC CURICULLA ANDRESTRUCTURE THE MORAL OF ALL

STUDENTS.

GOALS 1. TO EXCEL IN THE FIELD OF EDUCATIONAND BE A PART AMONG THE LEADING INSTITUTIONS.

2. TO STRENGTHEN CDCI MARKETING PROMOTION AND COMMUNITY SERVICES.

3. TO STRENGTHEN CDCI HUMAN RESOURCESDEVELOPMENT PROGRAMS.

1

PREFACE

The Faculty Manual of Colegio De Caraga, Inc. has been prepared to provide the necessary information as to the rules,regulations, and policies affecting the faculty memebers/clientele of this institution.

This is the outgrowth of the educational commitment of this institutions to promote and enhance a relevant and quality education for all, it is therefore hoped that this will serve as guidelines to the faculty.

SCOPE AND APPLICATION1. The scope of the Faculty Standards/Manual of

Colegio De Caraga, Inc. (CDCI) will cover all the activities and system of the faculty members so asto ensure tha quality of teachings/instructional services to the student clientele in order to achieve the mission vision of the school to have aquality production of student-graduates.

2. The field of application shall be in the whole campus of Colegio De Caraga, Inc.and training to include but not limited to the following:2.1 Training, education and evaluation of

competence2.2 Certification (Diploma, etc.) and 2.3 The CHED’s policies standards and

guidelines

QUALITY PURPOSETo establish for the whole faculty members of Colegio De

Caraga, Inc.,(CDCI) Butuan City. A Faculty Standards/Policies manual containing the qualify objectives, quality policies, quality procedures and the quality organization of faculty members designed to ensure that very adequate resources are made available for them and students and that periodic management reviews are conducted to evaluate and verify the effectiveness of the formulated standards.

2

QUALITY SCOPE

This Faculty Manual of the Colegio De Caraga, Inc.(CDCI)covers the quality policies, quality procedures and quality forms the college. It compasses the aspects of management review, faculty organization.

Quality Policy on Responsibility and Authority of Management:

The quality system of the Colegio De Caraga, Inc.(CDCI) shall pertain to the oprational systems to involve the following:

1. Students 2. Faculty Members3. Support Staff4. Dean and Department Chairman

Quality Policy

1. The faculty organization shall maintain a quality system designed to ensure that services rendered to theColegio De Caraga, Inc.(CDCI) student populace is regularly and continously enhanced, enriched the responsive to their needs and demands.

2. The quality system/policy of the College shall be designed to meet requirements of the faculty members.

3. The quality system/policy of the College Faculty manualshall be formulated within the perimeter of the institution’s vision and mission of the school.

3

Quality Objectives

1. To ensure that the quality system of College will meet and response to the needs and demands of the students.

2. To implement a quality system that will meet the employment needs of the students and teaching the expectations of the faculty members and supprot personnel.

3. To formulate a qualify system that is in conformity to the vision and mission statement on the school.

Academic Quality Policies

Faculty Ranks :

Policy :

All full time faculty members in all levels whether tenured, probationary and on contractual status shall be ranked according to the approval faculty rank and tenure policies. The Ranking and Merit incentive Commitment implementsaid policy. Re – ranking takes place every after two years

beginning SY: 1994-95. The bases for ranking shall serve as guide level in the implementation of the said policy. All faculty members are informed thru written notices of the approved policy signed by the Colegio De Caraga, Inc.(CDCI) President and approved by the Chairman of the Board of Directors.

Point System to Determine Faculty RankLevel and/or Faculty Rank Point

Earned

Evaluation

Full Professor IV 180 - 190III 170 - 179II 165 - 169I 155 - 159

Associate Professor IV 150 - 155

III 145 - 149II 140 - 145I 135 - 139

4AssistantProfessor IV 130 - 135

III 125 - 129II 120 - 124I 115 - 119

Instructor IV 110 - 114III 105 - 109II 100 - 104

I 95 - 99AssistantInstructor IV 90 - 94

III 85 - 89II 80 - 84I 75 - 79

CLASSIFICATION CRITERIA FOR RANKING

Classification Criteria Maximum

Percentage

For Ranking Points

Distribution

I. Academic Qualifications 100 pts.

a. Scholarship/Stature 10 pts.b. Professional Growth 70 pts.

(I) Earned Degree 50 pts. (II) Continuing Education 5 pts. (III) Research and Publication 10 pts. (IV) Awards and Recognition 5 pts.

c. Related Experiences 5 pts.d. Community Outreach 5 pts.e. Professional Services Licenses 10 pts.

II. Lenght of Services at 15 pts.

540 years above 15 pts.

21 to 30 years 11 pts.16 to 20 years 9 pts.10 to 15 years 7 pts.6 to 9 years 5 pts.3 to 5 years 3 pts.2 years 2 pts.

III. Commitment, Loyalty and Dedication

Good Vision, Mission and Goals 15 pts. 10

IV. Performance Evaluation 45 pts. 35

a. Subject Matter b. Teaching c. Classroom Management d. Personnel Qualitites and Human Relations

GRAND TOTAL 175 pts. 100%

A CMS Faculty development program for professional advancementof the faculty members must be provided by the schoolfollowing:

Induction/Orientation of New Faculty Scholarship/Fellowship GrantsTuition Fee Supplement/50% DiscountFifty Percent (50%) thesis assistance by the

administrator

In-Service Education

As a general rule, the regular full-time load of afaculty is twenty one (21) units per week. However, as aschool policy, 24 units is a full-time load for member with avery satisfactory teaching perormance may be allowed to handlesix (6) additional units per week provided subject preparationis limited to only two.

6

Faculty-student ratio. For effective teaching-learningthe following CMS faculty-student ratio per class shall not bemore than:

Class - 1:40Laboratory - 1:20

A faculty manual contains the following information andpolicies on:

Hiring, retention, promotion and separationFunctions and Responsibilities Ranking SystemEvaluationSalary Rates Faculty BenefitsCode of Conduct/Ethics

Classification of Teachers

1. Probationary Temporary or Contractual – On his firstyear of teaching at Colegio De Caraga, Inc.(CDCI) ,newly hired full time faculty is assigned aprobationary. After a very satisfactory probationaryperiod of three years and upon completion of masteraldegree for non-masteral, the faculty is recommended bythe Dean for permanent status to the Vice President forAcademic Affairs.

2. Permanent Tenured or Regular – Permanent status isgranted to full time faculty members who have

successfully completed the probationary period andcompleted his/her masteral studies.

3. Part Time – Part time teachers are contracted to teacha maximum of 12 hours/week or less for one semester.They are usually employed to handle subjects when nofull time teachers are available.

4. Professional Lecturers – lecturers are usually expertin their field and are assigned to teach graduatecourses for a specific term.

5. Resource Speaker – inviting resource speakers who areeffective in the discipline whenever necessary areencouraged.

7Teaching Loads

Quality Policy A full time teachers are required to render at least

forty (40) hours a week for residence and teachingresponsibilities. Included in the residence are studentconsultation, preparation of teaching materials and servicesto institutional committee.

Classification of Teachers Loads

1. Regular Teaching Loads A full time college faculty of Colegio De Caraga,

Inc.(CDCI) normally assigned a 24-hour teaching load perweek. Except for maritime faculty members, a 21-hourteaching load is assigned.

2. Overload

Quality PolicyThe principle of “No Work,No Pay” shall apply in overload

cases except in absence due to force major. The assignment ofoverloads shall only be made after the requirements of theoriginal (regular) until have been met. The maximum overloadof six (6) units maybe given to the faculty members upon therecommendation of the Vice President for Academic Affairs.

In emergency cases, a faculty maybe given more than themaximum overload upon the recommendation of the Vice Presidentfor Academic Affairs if such faculty member possesses a verysatisfactory rating.

8

Quality Procedures

1. When a full time college teacher teaches beyond theregular load and after serving eight hours for the day,he shall be paid the overload on an hourly rate basedon the approval salary scale.

2. Elementary and high school teachers who teach in thecollege shall get a part time rate based on theapproval salary scale.

3. For other part timers, the agreed rate between theschool and the faculty shall be paid accordingly.

4. Tutorial Classes

As a rule , tutorial classes in non-major shall be offeredonly if:

4.1 students are graduating during the semester whereinthe subject is not offered

4.2 it is not possible to take the subject by cross-enrollment

4.3 approved ny the Dean and Vice President for AcademicAffairs.

5. Substitute Teachers Load5.1 teachers who are hired to fill up a temporary

vacancy are classified as substitute teachers.5.2 Substitute teachers shall be paid according to the

rate of the teacher substituted for, if he meets thesame qualification of the one being substituted.

5.3 No substitute teacher will be paid unless with theappointment paper coming from the Office of thePresident.

Faculty, Recruitment, Selection and Placement

Quality Policy

Only those with earned master’s degree are recruited toteach in college or with an active masteral studies. However,in cases when there are no qualified faculty applicants, theschool may consider other factors such as teaching experience

and willingness to complete graduate education within theprobationary period.

9Teaching Duties and Responsibilities

1. It is the duty of every member to be updated on subjectmatter content and methods of teaching by attending seminars and enrolling in formal graduate courses. The faculty member should employ teaching methodologies andprocedures that:1.1 are appropriate to the abilities of the

students;1.2 are conistent with the academic standards, and

Vision, Mission Statement of the School;1.3 challenge the intelectual capabilities of the

student and arouse the interest of the students;1.4 as much as possible, utilize audio-visual aids

to support teaching learning process.2. All faculty members are required to prepare a syllabus

or course outline for every course that she/he will teach for each term; such course syllabus should have prior approval of the Vice President for Academic Affairs as the case maybe.

3. All faculty members are required to render student consultations o academic counseling as necessary supplement to classroom teaching. Full time faculty members are required to render at least (4)hours a weekconsultation.

4. Faculty members are required to conduct individual examinations on their teaching whenever it is necessary.

5. Faculty members should submit grades of students one week after every examination.

10

3. Insubordination or disrespect to superiors 1 2 3 4

4. Giving false misleading statement of testimonies 1 2 3 4

5. Giving uncalled for remarks that would tend to embarass teachers,

Student and/or employees. 1 2 3 4

6. Over fraternizing of familiarization with the student(s) that may lead to compromising situations or offend the moral standards of the institutions 1 2 3 4

7. Influencing other faculty members of offices or being influenced to change of students by reason of personal relationship or unduly using the authority of one position.

1 2 3 48. Gossiping, rumor-mongering, character assassination

1 2 3 49. Contracting loans or debts from students and parents

1 2 3 410. Unauthorized selling or solicitation of

advertisement, booksOr other items to students or parents

1 2 3 411. Final convicting by a court law of crime involving

moral turpitude 1 2 3 412. Changing of grades in consideration of some

renumeration, Gift of flavor 1 2 3 4

13. Submission of false records or information 1 2 3 4

14. Tampering with official records, such as grading sheets 1 2 3 4

1115. For full timers, teaching or working regularly in

other school or Companies without official written permission from the institution 1 2 3 4

16. Discrediting of the institutions name in public 1 2 3 4

17. Illegal possession of drugs or deadly weapons on campus 1 2 3 4

18. Drinking liquor or getting intoxicated on campus 1 2 3 4

19. Participation or prompting gambling on campus 1 2 3 4

20. Unauthorized and unjustified possession of examination question 1 2 3 4

21. Gravenal public scandal; interfaces school integrity 1 2 3 4

22. Misuse of institutions name, property and equipment for personalOr commercial use (misinterpretation)

1 2 3 423. Misbehavior of teachers

1 2 3 4

24. Inflicting bodily injury of students, faculty members, staff or Administration within the campus

1 2 3 425. Contractual obligations

1 2 3 426. Repeated and unjustified failure to submit grades

and other requiredDocuments according to deadlines

1 2 3 427. Repeated absences from class without permission

1 2 3 428. Drinking and smoking within the school campus,

classroomsOffices and within the premises

1 2 3 4

12Administrative Quality Policies

Working Hours:

Quality Policy The regular schedule of working of monthly salaried staffis five and a half days per week.

Quality Procedures1. The work day starts and ends based on the individual

time slot a particular staff personnel

As a general rule, the working hours scheduled is: 8:00 A.M. - 12:00 NN1:00 A.M. - 5:OO P.M.

2. Break Period2.1 Employees are entitled to a 15 minutes break

in the morning and another 15 minutes break in the afternoon. These 30 minutes are part of the 8-hour working period. This, however, must be within the place of work of employees.

2.2 Regular lunch time is ordinarily from 12:00 to 1:00 P.M. and is not part of the working time. Otherlunch statements may be arrranged and must be approved by the President, but not to exceed one hour.

Working Calendar

Policies

The computation of the compensation of regular employees paid on a monthly basis will follow Group II

schedule as stipulated in P.D. 1713, where the rest days and holidays are unworked but considered paid.

131. Work Calendar

Under Group III classification of work days computation, then 365 total number of work days in ayear.303 - actual work days51 - rest days11 - legal holidays

2. Work Week DefinedAs a general rule, the work week shall be from Monday to Saturday

3. Work ScheduleWork is spread over a period of a 44-hour a week basis. The immediate supervisor in consultation withthe worker shall establish the schedule of work of each employee.

Timekeeping Regulations

Quality Policy

All Colegio De Caraga, Inc.(CDCI) personnel shall be required to punch their bundy cards to record daily work atttendance. All staff/employees are encourage to make it a habit to be punctual in their scheduled hour reporting for works. It is a must for all employees to be at their respective job stations and ready to work when the work day begins.

Definition of Terms

Undertime - it shall mean rendering work less than therequire lenght of time.

Tardiness - it shall mean that the personnel reports for work past the specified

starting time.

Absences - it shall mean that the personnel do not report to work for the specified

working day.

14Quality Procedures

1. Undertime 1.1 Undertime is a violation of the rules on work

hours.1.2 Undertime maybe excused for unexcused.

1.2.1 Undertime is excused if the employee concerned has made a prior written request to work undertime and said request was granted by his/her supervisoror authorized representative.

1.2.2 Unexcused undertime shall be subject to salary deduction in accordance with the existing regulations. All unauthorized undertime shall be taken againtsthe employee concerned for purposes of evualation and imposition of penalties.

2. Tardiness 2.1 Habitual tardiness shall be considered a

negative factor against any employee and will adversely affect his/her chances for promotion and salary increase and continued employment withColegio De Caraga, Inc.(CDCI).

2.2 Tardiness will be excused on the basis of cases:

2.2.1 Where there is typhoon extremelybad weather or other adverse conditions affecting the employee

2.2.2 Where the appropriate office authorized work beyond midnight following the previous night

2.2.3 Tardiness will also be excused if there is a prior approval from theemployees supervisor

15For Staff

Lenght of Tardiness Deduction

From 8-22 minutes 22% of hourly rate23-37 minutes 40% of hourly rate38-52 minutes 60% of hourly rate53 up 100% of hourly rate

For Faculty

From 15-30 minutes 50% of hourly rateAfter 30 minutes Considered absent for a

particular class period

3. Absences 3.1 Excused absences due to special reason,

emergencies or force majeure, as determined by proper school.

3.2 Excused absences for half a day or more for reasons other than sickness shall be charged against sick for tenured faculty and incentive leave for tenured staff whenever such leave has not yet been fully availed of. When such credit has been exhausted, the absence shall be charge against the salary.

3.3 For unexcused absences, the corresponding salary deduction shall be made in addition to theimposition of any other applicable disciplinary action or penalty.

Quality Procedure to be Observe

1. Obtain prior approval from the immediate supervisor at least a day before the intend day of absence.

2. In case of emergency, advise the school through telegram, telephone, or hand delivered letter, if unable to secure prior permission.

3. He/she must accomplish the absence slip upon to work.

16Probationary Term

Quality Policy

Probationary appointment is ussued to a qualified applicant and employed for the first time by the institution for a teaching position for a period of three (3) years. For non-teaching position, the probationary is for two (2) years.

Quality Procedures

1. After signing the contract, an applicant will undergo an orientation of his/her duties called for by the position given to him/her.

2. At the end of one year, the head of offices shall conduct a job performance evaluation and submit the

results to the Executive Vice President with his recommendation either to retain or terminate.

3. Approval to retain or terminate employment is at the discretion of the President.

4. If an employee is terminated, he/she should informed inwriting 30 days before the effectivity period.

5. If an employee is retained in service, the Executive Vice President determine the training needs of the staff and recommend to the President for the prospective employee to undergo such training.

6. At the end of one-year probationary period, the supervisor shall submit to the Executive Vice Presidenthis/her performance evaluation report, stating the interest of the employee to upgrade his professional and educational qualifications. For non teaching personnel, if the evaluation is very satisfactory, the supervisor shall recommend to the President the tenureship of the employee.

7. For teaching personnel, on the third year of the probation period, he/she shall upgrade his/her educational qualifications, community involvement, research and extension works.

8. If at the end of the third year, the faculty member is able to cope with his requirements of tenureship for the approval of the President.

17Permanency

Policies

Permanent Status shall be granted to a full time office staff after complying the following:

1. He has satisfactorily met the probationary period of not less than one (1) year.

2. Earned at least 18 units of masteral degree appropriate to his/her position.

3. At the end of the third year, he/she has completed the masteral degree program.

Rights of a Tenured Staff

1. The employee can not be tenured unless for valid cause and after due process

2. The rights to claim benefits and respect for his/her function.

Responsibilities of a Tenured Staff:

Tenured Staff is expected to maintain the highest degree of professional competence and to show deeper professional maturity and involvement in the activities of the school more than that required of staff.

18Transfer of Employees

Quality Policy

In the exigeny of the service, the management has the right to transfer an employee either horizontally or vertically notwithstanding increase of pay.

Quality Procedures

1. A horizontal transfer of an employee means no increase in salary as the new position is of the same with the old position held by the transferee. This tansfer requires the issuance of a new appointment on a new position.

2. A vertical transfer of an employee is considered a promotion if the new position is higher than the old position formerly held by a transferee. This transfer requires the issuance of a new appointment stating the position and the new salary scale of the transferee.

3. A vertical of an employee is considered demotion if thenew position is lower than the old position formerly held by the transferee. Demotion usually occurs as a result of violations of the rules and regulations of the institutions determined after due process is conducted.

Performance Evaluation

A faculty member of the College of Maritime Studies undergoes a performance appraisal evaluation every end of the semester as follows:

1. Self – performance appraisal 2. Department Chairman performance appraisal 3. Dean performance Appraisal

Termination

Quality Policy

The service of an employee may be terminated due to following causes:

1. Voluntary resignation2. Abandonment of office 3. Termination for cause, lay off, suspension4. Phase out of the program course 5. Physical disability 6. Reduction of force/retrenchment 7. Unsatisfactory service during probation period 8. Expiration of terms of contract 9. Dismissal 10. Death

19Quality Procedures

Due to Voluntary Resignation

1. Resignation must be done in writing at least 30 days before the effectivity of the resignation.

2. Resignation letter must be submitted through the immediate superior and forward the same to Executive Vice President for her to endorse to President.

3. After the written resignation notice, the employee has to secure and accomplished the employee’s clearance form and clear himself/herself of accountabilities and other obligations with the school. All school property,records, documents, tools and other assets in the employees custody has to turned over to poperty custodian. When an employee is cleared, the clearance must be signed by the President.

Abandonment of Office

Any employee who does not report for work for at least fifteen (15) working days and fails to notify the administration about this shall be considered as having abandoned his duties, as a consequence, all benefits which mayearned or which he may have been credited in his favor shall automatically be forfeited except those mandatory provided by law.

Termination of Cause, Lay-Off Suspension

After due process, employees must be terminated separatedfor cause, laid off or suspended from work in accordance with rules and regulations of the school as well as the existing and applicable laws.

20Due to Physical Disability (non-occupational of occupational)

1. The school may terminate an employee due to reduction of enrollment and/or business financial constraints.

2. Employees terminated by reason of reduction in force shall be entitled to a termination pay at least one-half month pay for every year service.

Due to unsatisfactory Service during Probation Period

1. A newly appointed employee who fails to pass the required probation period can be terminated from his employment.

2. There must be a report from the employee’s appointment could not changed from probationary to regular.

Due to Expiration of Terms of Contract

Employment of an employee automatically terminates upon expiration of contract unless the contract is renewed or extended.

Due to Dismissal

1. Dismissal results after due process for an employee whohas having commited a serious violation of any school disciplinary rules and regulations or any irregularities in his job performance.

2. Dismissal shall constitute a bar against reinstatement of reemployment in the school.

21Separator/Termination Procedure

1. The immediate supervisor/department head shall initiateemployees separation or termination through proper channels.

2. Before the employee’s separation will take affect, he/she has to clear from school accountabilities. The official clearance form has to accomplished.

3. After accomplishing all requirements duly signed by concerned personnel, the President may then sign the clearance.

4. All records and/or corresponding files relating to the terminated employee shall be considered property of theschool.

Employee Benefits

Sick Leaves, Incentive Leave amd Christmas Vacation

Quality Policy

There is an establish system of granting leave of absenceto all tenured faculty members and regular employees as part of the school benefits and incentive scheme.

Quality Procedures

1. Sick Leave

1.1 Only tenured members and regular employees can avail of the fifteen (15) days sick leave with pay every school year.However, this shall be considered non-cummulative, non-transferable and non-convertible to cash.

1.2 Coverage for sick leave benefit must be supported by actual hospitalization or by attending physician’s certification.

1.3 In excess of fifteen (15) days, absences incurred shall be without pay.

222. Service Incentive Leave

2.1 All tenured faculties shall enjoy incentives. Leave with pay equivalent to five (5) days, which shall be granted (5) days before summer class start, upon recommendation of the immediate supervisor and after submission of all grades.

2.2 Absences inccured in excess of the allowable number of days shall be without pay.

3. Christmas Leave with Pay

All full time members on personnel status are entitled to Christmas leave with pay of not more than two (2) weeks during the Christmas break.

Maternity Benefits

Quality Policy

A pregnant employee of Colegio De Caraga, Inc.(CDCI) shall be entitled for two (2) months (60) days maternity leavenormal delivery and seventy five (75) days leave. For cesareandelivery benefits covered by the Social Security System (SSS).It is, however constructed that pregnancy is a consequence of a valid and lawful marriage.

23Quality Procedures

1. Maternity notification must be submitted to the Office of the Executive Vice President knowing her pregnancy.

2. Two (2) weeks before the commencement of the maternity leave or expected date of delivery, the employee shall file an application for maternity leave with the officeof the Executive Vice President stating therein the effectivity of leave and attaching a medical certificate indicating the expected date of delivery.

However, if the employee delivers before the stated date, the filling of application and submission of other pertinent paper may be done at a convenient time.

3. At least one (1) week before the return of the employeefrom her maternity leave, she shall apply for reinstatement stating her readiness to return to service.

4. Maternity leave may be extended upon application under condition allowed by law. Reasons for extension due to illness shall be supported by a medical certificate.

5. Advance reimbursement will provided by the school upon accomplishing all requirements by the SSS.

Sabbatical Leave

Quality Policy

A full time faculty member or an administration with the rank of atleast an Assistant Professor or its equivalent and who has rendered five (5) years of continues and very satisfactory full time service to Colegio De Caraga, Inc.(CDCI) may be granted sabbatical leave by the President for

not less than one (1) year but not exceeding two school years and with merit of one half pay. The monthly services of the one who goes on sabbatical leave should undertake a research/development project or pursue further studies in his fields of specialization. He should serve Colegio De Caraga, Inc.(CDCI) two (2) years every year of Sabbatical leave.

24Quality Policy

1. Sabbatical leave shall indicate the purpose of such leave and the mode of payment of salary equalto the lenght of leave.

2. Unused vacation and sick leave at the time of the leave shall not be counted against sabbatical leave.

3. The grantee has to submit the following:3.1 Periodic submission or written report of

project to reflect his program.3.2 Summary report upon completion of the leave.

Educational Benefits

Quality Policy

Full time faculty who has served CDCI for at least two (2) years and who enroll either doctoral, masteral or bachelor’s degree program is entitled to a fifty percent (50%)discount on tuition fee only. Moreover, payment can be arranged through salary deduction.

All children of faculty members tenured or non tenured are entitled also to a 50% discount.

Quality Procedures

1. School fee discount shall be enjoyed upon recommendation of the Vice President for Academic Affairs for academic personnel and of the Executive Vice President for non-academic personnel. Approval of the school fee discount shall be by the President.

25

13 th Month Pay

13th Month Pay shall be enjoyed by all full time employeesof the institution.

Implementation Guidelines

1. The computation of the 13th month pay is based on the basic pay of the personnel.

2. 13th month pay is payable 50% on June and 50% on December.

Medical and Dental Services

Consultation, first aid treatment, prophylaxis, extraction and filling can be availed of CDCI faculty members either tenured or non tenured and by all studentsof CDCI.

Loyalty Service Awards

Cash reward or a Plague of Recognition for dedicated service rendered shall be given to any employees. The Board of Directors shall determine the cash reward subject to availability of the School fund.

1. Retirement Benefits – PERRA Pension Plan/FAFE

Pension Plan2. SSS Benefits

2.1 Retirement Benefits2.2 Sickness Benefits2.3 Death Benefits2.4 Maternity Benefits2.5 Disability Benefits2.6 Medicare

3. Pag-IBIG 2.7 Salary Loan2.8 Housing Loan

26Faculty/Staff Development

CDCI provides other terms of faculty/staff development assistance such as in-house training programs, external seminars, faculty/staff scholarship (Local and Foreign) and thesis or dissertation writing.

Management of GrievancesQuality PolicyThere shall be a system of handling grievances in a

fair and orderly manner.

Quality Procedures1. Any grievances must first be resolved between the

persons concerned. 2. If a solution cannot be worked out within five (5)

working days, it should be brought to the Dean or Principal for resolution through the Grievances Committee.

3. If a resolution cannot be reached at the level, within seven (7) working days, the case shall be brought to the Vice President for Academic Affairsin the case of a teacher and to Executive Vice President for following personnel.

4. In case of failure after exhausting all efforts, the case shall be brought to the Office of the President by the Dean in writing.

Composition of the Grievances Committee

1. A representative from the staff and faculty duly approved by the President.

2. A representative of the Dean or the Dean himself/herself.

3. One member to the appointed by the President upon recommendation of the employee/staff in question.

Quality Office Procedures

1. The staff is expected to perform their dutieswith diligience. They must be given directionand strive to meet the standard criteria of the institution. It also expected that they complete their work assigments within the time prescribed by their supervisor.

272. The staff are expected to report to work

punctually.

3. The staff are required to rendered eight of work daily including Saturdays or total to forty-eight (48) working hours weekly.

4. The staff/faculty members are required to usethe bundy clock to register actual of arrival, lunch and departure. No punching of time means no salary credit.

5. As a general rule, the working hour schedule is:

8:00 - 12:00 Noon

12:00 - 1:00 Lunch1:00 - 5:00 AfternoonOther arrangements on the working hours may be upon the recommendation of the supervisor and approval of the President.

6. All employees are required to be in proper attire at all times. Thus, walking shorts, slippers, light pants, collarlies, t-shirt, spaghetti strapped dress, tube blouses or anyprovocative outfit is prohibited within the campus.

7. ID’s should be worn within the campus at all times.

8. Office equipment and maintenance tools shouldnot be used for personal purposes. Office andshop equipment should not be taken outside ofthe campus without written approval of the Department Head or the Executive Vice President.

9. The telephone should be used only for official business and for emergencies.

10. Office equipment and maintenance tools should not be used for personal purposes. Office and shop equipment should not be takenoutside of the campus without written approval of the Department Head or the Executive Vice President.

28Code of Conduct of Staff

1. Relationship between employees and supervisors is basedon respect teamwork and openness. Dialogue and staff meeting are encourage to strenghten horizontal and vertical relationship communication.

2. Participation in CDCI sponsored functions is enjoined.

3. The institution upholds decency and high moral standards. Acts of the school premises of the institution at all times. Offenders are subject to appropriate disciplinary action.

4. Alcohol and prohibited drugs, smoking and gambling are not allowed within the school premises of the institution at all times. Offenders are subject to apropriate disciplinary action.

5. The employee represents the institution when dealing with the general public. The employee of CDCI, thereof,is expected to be courteous at all times.

6. Suppliers, contractors and outside parties should be dealt with on a professional level. Fair, just and equitable treatment should be strictly observed at all times. Professionalism and values of honesty shall prevail in all transactions.

7. The employee should be discreet in handling of the confidential data. This includes students examination results, test questions, accounting, personnel records and classified correspondence. All pertinent data shallalways kept under lock and key to prevent leakage and untimely diclosure of confidentiality.

8. The institution presumes that all information submitted by the employee for record purposes are true and correct. Gross misrepresentation of facts pertaining to personnel and professional data of the employee is subject to dicsiplinary action and maybe ground for dismissal.

29

Financial Quality Standards

Payment SalariesQuality Policy

There shall be an equitable and just system of salary administration based on the merit and ranking system.

CDCI acknowledges the invaluable commitment of every employee in the performance of their duties.

Regular Pay

Policy Guidelines

1. Salary can only be paid to faculty and staff with appointment papers.

2. Schedule of payment is on or before the 20th and on or before 5th dayof the month.

3. Salary can only be released to the payee himself/herself except in an emergency case wherein a representative can be authorized by the payee.

Overtime Pay

Policies

Additional compensation shall be given for work performedin excess of the regular work schedule with approval of the President will it be paid.

Policy Guidelines

1. Overtime work will be allowed when the exigencies of the service requires as determined by the Department Head and approval by the President.

2. Payment of premium rate in accordance with the provision of the Labor Code.

Overload PayPlease refer to the teaching loads under the

academic organization/administration section for the policies and guidelines.Schedule of Payment: 20th and 5th day of each month.

30Part-time Pay

Hourly rates for part-time college teachers shall bebased on the salary scale approved by the administration.Schedule of payment: 20th and 5th day of each month.

Tutorial Pay and Special Progam

Please refer to the Teaching Loads under the Academic Organization/Administration Section for the Policies and Guidelines Schedule of Payment 20th and 5th ofeach month.

Summer Pay

Payment of summer pay shall be based on the basic salary of the full time tenured faculty members teaching twelve units during summer. Only tenured faculties are given basic salary during summer. For procedural guidelines, please refer to the Regular Pay Section.

Cash Advances

Cash Advances shall be granted to an employee after filling-up of a Cash Advances Form at the Accounting Office. Disbursement of cash advances is subject to the availability of fund. Cash advances is interest-free and shall be paid in full in the next payroll period. Net payshould not be less than 50% for that particular payday.

Quality Review

In order to make the contract responsive to the needs and demands of the time and in the exigency of the service, the contract reviewed yearly at the end of the every school year, particularly during summer.

The faculty contract, on the other hand is being reviewed by a committee created for the purpose. It shall compose of the following:

1. Executive Vice President 2. Vice President for Academic Affairs3. Dean of the Different Department/College

31Organizational and Technical Interfaces

1. The Dean of the Different Colleges and the School Registrar shall ask feedbacks from CDCI instructors as far practicable from students/trainees to be able to gather necessary information concerning the applicability, reliability, responsiveness and propriety of the course curriculum adopted by the college.

2. The Vice President for Academic Affairs upon the instruction of the school President shall undertake appropriate coordination and consultations with other existing institutions to upgrade curricular offerings of the college.

Quality Procedures

Document and Data Approval and Issue

1. All official documents, records and the files of the College shall be approved or signature of the College Dean in Consultation with the Vice President for Academic Affairs and must be approved by the President.

2. Internal issuances or releases of official documents, records and files of the college must

secure endorsement of the College Dean and approval by the College Registrar.

3. External issuances or releases of official documents, records and files of the college must secure the approval of the College Dean/Vice President for Academic Affairs.

4. Reproduction, photocopying and duplication of official documents, records and files of the College must secure the approval of the Executive Vice Prsident upon the recommendation of the College Dean.

32Documents and Data Changes

1. Changes, revisions, modifications, enhancements, enrichments, amendments to all official documents and records of the College must have the endorsement of the College Dean in consultation with the Vice President for Academic Affairs and approval by the President.

2. Changes, revisions, modifications, enhancements, enrichments, amendments to all official documents and records of the College must be appropriately

disseminated to all members of CDCI community through relevant memoranda or special orders.

3. Changes, revisions, modifications, enhancements, enrichments, amendments to all official documents and records of the College must be appropriately incorporated or shall form part of the original existing files of the college.

Documents and Records

The documents and records to be maintained and regularly updated by the College are as follows:

1. Names of full and part time faculty members2. Teaching loads of all faculty members3. Exact city and provincial address with telephone

numbers(if there’s any) of all faculty members4. Basic credentials of full and part time faculty

members:4.1 Transcript of records duly authenticated4.2 Employment records4.3 Update if qualifications:

4.3.1 Additional master/doctoral degrees earned

4.3.2 New trainings and seminars completed (local, national, abroad)

4.3.3 Additional degrees completed4.3.4 New recognitions earned(local and

national)4.3.5 New recognitions and higher ranks

achieved

335. Grade sheets of all faculty members 6. Class records of all faculty members 7. Seat Plans8. Course syllabi of all subjects and classes handled9. Researches Completed10. Documented Community Extension

Projects/Programs undertaken11. College Publication 12. Incoming and Outgoing Memoranda13. Projects and Programs undertaken with pictures:

13.1 Curricula-related activies13.2 Co-curricula activies13.3 Extra-curricula-related activities13.4 Trainings and seminars sponsored13.5 Contest and quizzes sponsored

14. Plan and programs to be accomplished within thesemester14.1 For the College14.2 For the Department14.3 For the Student Organizations

15. Performance Appraisal Results:15.1 Faculty appraisal (self)15.2 Faculty appraisal (chairman)15.3 Faculty appraisal (dean)

16. Financial Statements of all activies undertaken17. Accomplishment Reports

17.1 College Accomplishments17.2 Department Accomplishment Report

18. Faculty recommendation and Movement Proposals19. Quality Standards System (QSS) of the College –

now in full swing in terms of documentation 20. Other relevant documents

34

Quality Policy

The college/departments of Colegio de Caraga, Inc. shall maintain a system that will ensure that all its documents, record, data, information and materials neededfor its services to its students and faculty members are identifiable and traceable to file data ban in the college.

Quality Objective

To ensure that service rendered by the college to its student and faculty member must be appropriately recorded. Such records and information are identified andcan be retrieved at any time for verification.

Responsibility

The college be the main person responsible in the recording, identifying and tracing of all documents, record, file, information of the college.

The Department Chairman of the College shall be responsible in the maintenance of the records, documents and files of their respective departments.

35Quality Procedures

1. The records, documents and information available at the College are classified into the following:

1.1 Student’s records1.2 Faculty records1.3 Administrative records

2. The student records are as follows: 2.1Master list of students enrolled per

department 2.2Master list of students enrolled per subject2.3Master list of students enrolled per course2.4Master list of students per year level

2.5Master list of student enrolled during the last 5 years

2.6Grade sheets of students per subject taken2.7Name of students organization (officers and

members)2.8Activities and programs where students are

involve2.9Information sheet of students2.10 EF-1 of all students of the College

3. The records of faculty members are as follows:3.1Names and addresses of full and part time

faculty members3.2Teaching loads3.3Basic credentials of faculty member3.4Grade sheet of faculty members 3.5Class records of faculty members3.6Seat plans of faculty members classes3.7Course syllabi of subject handled by faculty

members3.8Co-curricula, extra-curricular activities of

faculty members

36

4. The administrative records management maintained by the college are as follows:

4.1Incoming and outgoing memoranda4.2On-going and completed researches4.3On-going and completed community extension

projects4.4College publication4.5Documents of field trips undertaken4.6Plans and programs for the school year4.7Accomplished reports4.8Performance appraisal reports of faculty

members4.9Faculty recommendations and movement proposals

quality system manual of college4.10 Certificates of trainings attended4.11 Documents and participation and

involvement of school programs and projects records and list of all college properties, machines, equipment, supplies and materials.

4.12 Minutes of all meetings held between faculty members and students

4.13 Schedule of fees of students4.14 Financial statements of all activities

undertaken5. All CDCI students shall wear their prescribed

uniform whenever they report for class or whenever they are required by the administration for their attendance to any school activity or whenever requested by the City Government of Butuan City or by the Caraga Admnistrative Region. Wednesday is non uniform day.

6. CDCI faculty members shall wear the prescribed uniform whenever handling classes or whenever they are in school for an official business. Wednesday isnon uniform day or wash day.

37Quality Policy

The Colegio de Caraga, Inc. will ensure that all activities affecting the quality services to students, faculty and staff are properly controlled, monitored and continously enhanced and enriched.

Quality Objective

To ensure that the quality of instructions and services rendered by the College to its students, the teachers must properly monitor and continously enriched and enhanced to be current, updated and responsive to thedemands and standards of the shipping industry.

Scope

The processes and the procedures identified in this part of this manual shall cover all significant steps andprocesses involving abd direclty affecting the quality ofeducation.

Responsibility

The Dean of the different Department/Colleges shall be the main person responsible in the attainment of the quality processes and procedures discussed in this manual.

Quality Procedures

The quality procedures involved in the quality process of enriching and upgrading the services of the college for its students are classified into the following:

1. Admission2. Instruction 3. Review and Assessment4. Certification

Instruction

In order to achieve the desired level of learning inthe field of different disciplines. CDCI faculty members are appropriately selected to competent and qualified to handle subjects. Classroom management and teaching stylesand approaches are constantly checked and evaluated.

38Classroom utilized by the students are relevent

designed to meet international standards. Lighting and proper ventilation are property considered. Laboratories on the other hand are regularly maintained to provide sufficient and adequate learning. Laboratory supplies andmaterials are adequately maintained. New supplies and equipment are regularly procured to enhance teaching and learning processes.

In the part of the CMS faculty members, their teaching performance is evaluated every end of the semester by the following:

1. Students 2. Self-evaluation3. College Dean4. Vice President for Academic Affairs

The results of the evaluation forms part of the records of the faculty member concerned and will alive as a basis for the ranking, which is made yearly. The basis for evaluation faculty performanceare as follows:

1. Ranking by students 50%2. Rating by the VP for Academic Affairs

15%3. Rating by the College Dean

15%4. Rating by the Department Chairman

10%5. Rating by the Faculty member (self)

10%TOTAL 100%

The various areas where performances of faculty members are evaluated include:

1. Instructional Skills 5%2. Administrative Responsibility

15%3. Personal Growth and Advancement 10%4. Interpersonal Skills 10%5. Community Involvement 10%6. Research and Publication

10%TOTAL 100%

In addition, teaching performance of faculty membersare evaluated and aappraisal by the students in the following fields:

1. Knowledge on Subject Matter 45%2. Teaching Style and Method 20%3. Classroom Management 20%4. Personality and Interpersonal

15%TOTAL 100%

39On Teaching Load of Faculty

CDCI faculty load is based on the schedule prepared jointly by the College Dean and the Registrars office. The rules and regulation concerning loading is discussed extensively based on the System Control of this Manual.

Recruitment Selection, Hiring and Placement and Development Program of Faculty Members and Staff.

These are found in this faculty manual and faculty development program which are to distributed to all faculty members every first day of classes and are discussed to them during faculty orientation program three (3) days before classes.

Faculty Research and Development

Faculty members are required to produce at least one(1) research and/or action plan every school year of which output will be published in the CDCI Faculty journal called CDCI Review published semi-annually.

Extension Services Community

The Colleges/Department of CDCI is enjoined to design and conduct one (1) Community Extension Service (CES) project every semester. The CES shall be design in such way both students and faculty are involved in the preparation and implementation of the report.

Community Extension Services of the School . It is one aspect that the top management is concerned. Since school year 1988, the Founder/Chairman and the President had been involved. S.Y. 1998-1999, the top management involves the students. Each student with the staff is required to come up with project along this aspect. This activity has to be documented through pictorials and video camera.

40Classroom, Laboratories and School Facilities.

Classroom, laboratories and related facilities of the school are provided adequately to enhance and enrich the teaching-learning environment of the students. The school provides extensive hand-on beneficial to the students that even Saturday, the laboratories are availedupon request of concerned faculty members.

Periodic check-up and maintenance services are done by this manangement to ensure the functionality of the laboratory equipments.

Quality Policy

1. The college shall establish and maintain documented procedures to implement corrective and preventive measures.

2. The college shall ensure that studentss faculty members complaints regarding non-conformances are dealt with property and accordingly and appropriate actions can be undertaken.

3. The college must ensure that corrective and preventive actions of complaints are properly recorded, documented and monitored to the top management for appropriate actions.

41Responsibility

The Dean of the different Department/College is tasked of instituting corrective and preventive action. However, all members of the CDCI community (student, faculty and staff) are enjoined to be involved and actively participate in implementing relevant corrective actions and preventive actions in order that the Standards/Policies is achieved.

Quality Procedures

1. A Corrective Action Form (CAF) shall be designed and must be disseminated to all concerned members of the CDCI community.

2. The Corrective Action Form (CAF) must be availableat the office of the Dean of the different colleges.

3. Whenever a non-conformance to this manual is observed and identified, any member of the CDCI community who identifies non-conformance shall immediately report the same through the use of theCAF to the top management.

4. The information in the Corrective Action Form (CAF)shall contain the following:4.1 The nature of non-conformance identified 4.2 The department of which the non-

conformance is made4.3 The responsible person for the non-

conformance 4.4 The responsible person to undertake the

corrective action4.5 Incident that caused the non-conformance 4.6 Corrective action recommended of

undertaken4.7 Results of the corrective action taken4.8 Effects of the non-conformance to the

service

5. A Preventive Action Plan (PAF) shall be prepared and must be readily available to the members of the CDCI community.

426. The PAF shall contain the following:

6.1 The nature of the proposed preventive action to be undertaken

6.2 The specific quality policy procedure concerned in the introduction of a preventive action

6.3 The person responsible in the issuing of apreventive action

6.4 The effects of the preventive action to beintroduced

7. Documents and records shall be prepared, maintained and updated relative to the corrective actions and preventive actions undertaken and mustbe found in the office of the Dean

8. Corrective actions undertaken shall be geared towards the enhancements and improvement of the existing policies and procedures.

9. Records and documents shall be maintained and updated must be kept by a designated responsible person within the college.

10. The Quality Assurance Manager of the school shall be informed of all the corrective and preventive actions undertaken

11. The college shall initate the conduct of the management review after the corrective and preventive action is undertaken to determine applicability and functionality of the introduced policy and procedure.

Quality Policy

1. The administration has to ensure that all personnel(teaching and non-teaching) of the College affecting the quality of the service rendered to the students and to the community are provided with relevant training.

2. The Office of the Executive Vice President shall coordinate with the Dean of the different collegesto determine and identify relevant training needs of the personnel at all levels performing the activities, which affect the quality.

3. The college shall maintain of all training recordsand documents of such training. These would include certificates, attendance, special orders, agreements and the like.

43