Faculty or Personnel Handbook

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OSIAS EDUCATIONAL FOUNDATION

Balaoan, La Union
INTRODUCTION

Education is indispensable. In this modern time, where everything seems to change so rapidly, it
pays to be educated. It gives a person an edge when competing with others. It is a key factor in order to
survive in the present situation, where, competition is very close.

In fact, one of the main objectives of the Philippines education is global competitiveness. It is
our desire to produce Filipino youths who can compete globally. In order to attain this objective, we
need to consider guidelines and professionals.

This faculty manual will guide everyone. It will remind us of the reasons of our existence here in
Osias Educational Foundation and will give us directions leading to become effective, efficient, and
competitive professional educators.

“Teach the child in the way he should go and when he is old, he will not depart from it.” (Pro. 22:6).

The acquisition of knowledge is important but the application of such knowledge is even more
important. (Herbert W. Armstrong)

Guidelines are what we need to have better future.


TABLE OF CONTENTS

I. Philosophy, Mission, Vision and Value Statement

II. The College Seal

III. OEF Credo

IV. The History of OEF

V. OEF Hymn

VI. General Purposes and Specific Objectives

VII. Policies and Procedures Governing Faculty

1. Employment Policies
1.1 Classification of Employment
1.2 Recruitment and Hiring of Teachers
1.3 Probationary Period
1.4 Permanency
1.5 Substitute Teaching

2. Hours of Teaching
2.1 working Hours and Teaching Loads
2.2 leave of Absence Without Pay (LWOP)
2.3 Absence Without Leave (AWOL)

3. Teacher Behavior
3.1 code of Ethics for OEF Family
A. The Teacher and the State
B. The Teacher and the Community
C. The Teacher and the Profession
D. The Teacher and His Associates
E. The Teacher and His Superiors
F. The School Officials and His Subordinates
G. The Teacher and His Students
H. The Teacher and the Parents

3.2 Teachers’ Attendance, Absences and Tardiness


3.3 Table of Offense and Corresponding Disciplinary Action
3.4 Wearing of Uniform and Identification Card
3.5 Personal Visits
3.6 Vending in the Classroom
4. Teaching Standard
4.1 Statement of Teaching Competence
4.2 Classroom Procedures and Management
4.3 Faculty Evaluation

5. Faculty Movements
5.1 Policies and Procedures for Ranking and Promotion
5.2 Criteria for Ranking
5.3 Retirement of Full-Time Faculty Members
5.4 Termination of faculty

6. Faculty Development Program


6.1 Policy
6.2 Classification of OEF Faculty Training Programs
6.3 Selection and Attendance of Training Participants

7. Grants
7.1 Research Grants
7.2 CHED-FAPE Fellowship
7.3 Professional Chairs

VIII. Mandatory Benefits

1. 13th Month Pay


2. Maternity/Paternity Leave
3. SSS, Phil., Pag-ibig and Employee Compensation (Statement Insurance)

IX. Institutional Benefits

1. Assistance for Uniforms Expenses


2. Allocation for uniforms Expenses
3. Vacation and Sick Leave
4. Study Leave
5. Medical Consultation and Medicines
6. Dental Care
7. Retirement Plan
8. Reimbursement of Transportation Expenses
9. Dependent Privilege
10. Loans Award
11. Service Development Fund
12. Faculty Development Find
13. Summer Vacation Pay (11th and 12th Month Pay)
APPENDIX

A. Policies Relating to Student Attendance, Grading System and Examinations

B. Grievance Procedure for Final Grade

C. The Osias Educational Foundation Association Retirement Plan

D. Organization and Structure of a Labor Management Committee

E. OEF Voluntary Arbitration Procedure

PHILOSOPHY

Life-Centered Philosophy. Life is Central and it is the Business of Education to enrich and improve it
through Dynamic Filipinism and Globalism.

INSTITUTIONAL MISSION, VISION AND VALUES STATAMENT

MISSION

To provide life-centered education to Filipino Youth to achieve necessary and relevant competence for
gainful and efficiency, and responsive services to others.

VISION

OEF will be an institution providing stable learning milieu that shall develop life-long learners who are
responsive to change and innovation to address shifts in the global economy, society, and environment.

VALUES

The institution is committed to these core values, which guide us in carrying out our mission and
realizing our vision:

1. Service to Others. Christ like characteristic in helping others that gives meaning to life.
2. Filipino Distinctiveness. Continual display of classic Filipino traits and characteristics in a myriad
of ways.
3. Commitment to Excellence. Focuses on innovations and engages to all endeavors centered on
achieving aims.
4. Search for Integrity. Effort to finding oneself to consistently uphold the moral principles and
ethical standard

THE COLLEGE SEAL


A seal is the symbol of the principles for which the institution stands for. The school seal is composed of
a shield-shaped emblem circumscribed by the school’s name OSIAS EDUCATIONAL FOUNDATION, INC.,
above the shield is the year the school was founded, 1947. It shows the historical distance traversed by
the school from its beginnings and the stability and unchanging quality of its commitment.

The featured escutcheon that is divided into four parts by a cross symbolizes Jesus Christ, who is the
center of all the school’s undertakings.

The STARS represent the CORE VALUES. The carrying out of the school’s mission and realization of its
vision are guided by the four core values namely: Service to Others (panagserbi), Filipino Distinctiveness
(gidyat), Commitment to Excellence (pagsayaatan) and the Search for Integrity (madaydayaw ang
panagserbi).

The LAUREAL WREATH depicts the SPIRIT OF COOPERATION and celebrates the ACHIEVEMENTS made
through unity and teamwork.

The OPEN BOOK and TORCH represent KNOWLEDGE and ENLIGHTMENT.

The seal also bears the official school colors-GREEN, GOLD and WHITE. GREEN symbolizes newness. It
stands for change and innovation. GOLD symbolizes integrity, social engagement and enduring light that
continuously sparks the school’s commitment to excellence and pursuit for purity and sincerity in
fulfilling its mission and vision.

The seal suggests symbolically the school’s Life-Centered Philosophy. This is further conceptualized by
the motto highlighted by a ribbon: VITA CENTRADO ERUDIO PRO TATUS (Life-Centered Education for
All).

The school seal is unique to Osias Educational Foundation, and has been maintained and honored
through the years with its symbolism appropriate to guide OEF into a meaningful tomorrow.

I. ACADEMIC UNITS
CAMILO O. OSIAS MEMORIAL SCHOOL OF GRADUATE STUDIES

GOALS AND OBJECTIVES:

1. To develop competent human resources in the field of Teacher Education by providing the
needed leadership to support the regional and national goals and abroad.
2. To strengthen desirable values I the profession to become dynamic agent of change for
sustainable society.
3. To develop highly qualified educational leaders who shall contribute to the manpower needs of
the educational sector.

COLLEGE OF TEACHER EDUCATION

GOALS AND OBJECTIVES:


1. To discover, verify and disseminate the frontiers of knowledge through quality instruction, research,
extension and production services.

2. To equip the students with the latest trends, technologies and issues in education.

3. To develop teacher trainees that it competitive in the labor market.

4. To upgrade the Elementary and Secondary Teachers Education Programs through progressive and
improved passing rate of the Elementary/Secondary Teachers.

5. To train Teacher Education Professors/Instructors and Cooperating Teachers on the latest


trends/styles of Teaching.

COLLEGE OF ARTS AND SCIENCES

GOALS AND OBJECTIVES:

1. Provide a broad general education foundation in the Humanities, Social Sciences and
Communication.
2. Develop competent students in their chosen field of specialization necessary for immediate
gainful employment or serve as a foundation for further training beyond the baccalaureate
degree.
3. Produce professional who shall be critical thinkers, investigative, value-oriented, appreciative of
their cultural heritage and possess positive attitudes and desirable habits for their improvement
as human beings in search for Filipino identity.

COLLEGE OF BUSINESS AND MANAGEMENT

GOALS AND OBJECTIVES:

1. Provide students with solid foundation and understanding of modern business through a core
program of general education and professional business.
2. Expose students to the realities of the business world and provide adequate training for
immediate gainful employment and/or engage in their entrepreneurship or self-employment.
3. Produce professionals who can adequately meet the growing demands of manpower in
business, industry and in the government service.

INSTITUTE OF TECHNICAL-VOCATIONAL EDUCATION & TRAINING

GOALS AND OBJECTIVES:

1. To develop highly competent skilled workers to meet the changing demands for quality and
middle level manpower.
2. To produce students who are creative and critical thinkers, equipped with scientific and
technical knowledge and advancement to attain international competitiveness.
3. To strengthen the development of moral values of students with emphasis on work ethics, self-
reliance and nationalism.

THE OEF CREDO

I believe in the noble mission of Osias Educational Foundation, having been blessed by the Divine
Providence with a dignity of a human personality as the abiding principles in all my efforts toward
achieving universal brotherhood, peace and happiness.

I believe in my mission and solemn duty to keep ever increasing the fund of human knowledge by means
of continuous research and study with a selfless desire and commitment to the interest of the
institution, to be loyal to the policies and faithful to the noble traditions.

I believe that it is my moral obligation to be efficient, to be fair and just to my students in my mission of
guiding then in their physical, intellectual and moral growth.

I believe that I should love and respect my fellow workers and cooperate with them to exercise the
mission of the institution.

I believe that I should actively participate in any social, economic and civic movements for the welfare of
the greater society.

I am proud that I am an Osians.

HISTORY OF THE OSIAS EDUCATIONAL FOUNDATION

The Osias Educational Foundation, then Osias College, was its birth in the summer of 1974. “The best
way to begin is to begin” was the slogan of Dr. Camilo Osias, its founder. The college absorbed the
former Balaoan Institute, a pre-war high school, which was then headed by Mr. Eleno Orallo, one of the
incorporators of the school and a former chancellor.

Anticipating the need for more elementary school teachers, the Junior Normal leading to E.T.C was
started in 1947. It had for its students many teachers who were just plain high school graduates. In the
flowing year, 1948, the four year course in Education (B.S.E) was opened.

The four-year Liberal Arts course was organized in 1964 and in 1965; the E.T.C course gave away to a
four-year Normal Course leading to the degree of Bachelor of Science in Elementary Education
(B.S.E.Ed.).

On the request of the teachers from La Union and neighboring provinces, the graduate course leading to
the degree of Master Arts in Education (M.A) was opened in 1966. In this same year, the four-year
course in Commerce leading to the degree of Bachelor of Science in Commerce, Major in Accounting
was its birth.
In the fervent hope of the administration headed by its founder, Dr. Camilo Osias, to serve the public in
a greater way, the college was converted into a non-stock, non-profit foundation in 1971.

To encourage make more students to get an education an education especially the children of the less
privileged families, the “Study Now, Pay Later” scheme was devised. However, the scheme did not
prosper due to some weaknesses and limitations in its operation.

In 1974, the Junior Secretarial course and the one-year secretarial course became operational. These
courses cater to students who plan to enroll in short term courses and get employment after a year or
two.

With the advent of information technology and computers, the school once more expanded its services
by opening Computer Science, two-year Computer Secretarial and one-year Computer Technician. These
courses started in 2000.

The Osias Educational Foundation headed by the present administration continues to expand its services
to the community and to prepare graduates who are globally competitive.

THE OEF HYMN

Shout for the Osias Foundation here

Tell ye her news over and there

Many have heard its wondrous power

Faithful are we even at this very hour.

Stand by banner of our school

Toil hard to work for noble goal

Strive aright as our heroes past

Life lived for service long will ever last.

Chorus

Arise o youth of our dear land

And join us in our College aim

To fight our country’s ignorance

Until we gain the crown of fame.


Endless love we pledge to our College dear

Our Alma Mater shines forever

Let her praise her name

Long live be her fame

Our Osias Foundation forever more

Then shall the Osias Foundation shine

Hark, see her students doing lend a hand

To serve God and Native land.

GENERAL PURPOSES ND SPECIFIC OBJECTIVES

The Osias Educational Foundation is a non-sectarian institution that caters to educate the unfortunate in
the province of La Union and nearby provinces, by maximizing their full potential and to be of great help
in the development of their own community in particular and the nation in general.

A. GENERAL PURPOSES
1. Personality Development
To empower students in order to develop self-reliant and creative personal character, catered
with personal character, catered with moral values of faith from the knowledge acquired and its
application, to attain the ideals that serve as a catalyst and in having voice of “making a
difference” for the greater La Union and beyond.
2. Promotion of Social and Cultural Values
To develop a deeper appreciation for and to preserve our social and cultural values an integrate
these into the different discipline and sciences, this preparing them to analyze changes and able
to solve problems about by modern diversities in the family, community country and the rest of
the world.
3. Academic Development
To provide for a broad general education that will the student in acquiring the essential
educational foundation for his development into a component, cultivated, creative,
communicative, and well-rounded citizen of the community through the application of skills and
knowledge gained from his chosen profession thus preparing him in meeting the challenges of
national development.

B. SPECIFIC OBJECTIVES
COLLEGE GRADUATES STUDIES MASTER OF ARTS IN EDUCATION

Being a top of the educational hierarchy, the Master of Arts in Education program is aimed at
developing educational leaders who are competent, dynamic. Responsive, creative, and globally
competitive in managing the educational system at all levels. It shall provide advance instruction in
managerial work, provide leadership in research and engage in extensive work.

Specifically, it aims to:

1. Develop competent human resources in the field of education by providing the needed
expertise and leadership to support the regional and national goals.

2. Strengthen desirable values in the profession to become dynamic change-agents for sustainable
development;

3. Develop highly qualified educational leaders who shall contribute to the manpower needs of the
educational sector.

COLLEGE OF TEACHER EDUCATION

The College of Teacher Education aims to give its students the necessary general and professional
background in their fields of specialization in order to prepare them for teaching, either in the
elementary or secondary school, or for other but relevant jobs.

Specifically, it aims to:

1. Prepare each students to become an effective grade school teacher by providing him/her with
the needed cultural and professional competencies;

2. Prepare each also in such areas as non-formal education, scouting, guidance and counseling,
applied nutrition, population education, food production, and other national development-
oriented thrusts;

3. Provide facilities for the in-service training of school teachers, administrators, and supervisors
who desire to update their professional competencies;

4. Provide experiences that will lead the future teachers to become globally competitive by giving
them opportunities to think critically, to create, to act positively and to contribute to the full
development of every member of the society.

COLLEGE OF LIBERAL ARTS


The College of Liberal Arts seeks to form the socially conscious students who are critical thinkers,
creative, effective communicator, and cultured individual with a since of mission, liberally educated, and
have a genuine appreciation in the Filipino cultural heritage.

Specifically, it seeks:

1. To enable the students to acquire a broad, liberal education in the humanities and sciences and
to help professional competence in their chosen field of specialization;
2. To develop in the students the basic skills for effective communication;
3. To train students to investigate and analyze problems intelligently and present results and ideas
based on solid data and study; and
4. To enhance the students sensitivity in the appreciation of what is true, good and beautiful.

BACHELOR OF SCIENCE IN BUSINESS ADMINISTRATION

The College of BSBA is committed to quality values-centered management and prepares students to be
professionals in their own field (Business Administration). Its special focus in providing the skills needed
for a business manager to face the challenges of a complex and often challenging global environment.
Toward this end, it seeks;

1. To equate the student with the major facets of business operation as applied within the
contexts of the global, national and local economy.
2. To help students acquire the necessary tools and skills that will enable them to function as
productive members of the business community;
3. To equip the students with basic analytic techniques for problem-solving and decision-making
tasks within their specialized fields; and
4. To instill in the student social awareness by imbuing them with the social responsibilities of the
business world.

HIGH SCHOOL DEPARTMENT

The high school department accepts as its basic purpose to promote the basic education and the K to 12
Enhance Curriculum mandated by the Department of Education. Specifically, it seeks:

1. To promote young men and women who are capable of providing constructive leadership in
social, educational economic, and scientific life in the community;
2. To continue to promote the objectives of Elementary Education; and
3. To discover and enhance the different aptitudes and interests of the students so as to equip him
with skills for productive endeavor and/or prepare the student for more serious formal studies
in higher education.

ELEMENTARY DEPARTMENT

The Elementary Department aims to develop the pupils’ moral character, personal discipline, civic
conscience and vocational efficiency. Towards this end, it seeks:
1. To promote and implement basic education curriculum advocated by the Department of
Education;
2. To inculcate in the pupils love of God, country, community, family, and nature, pride in one’s
culture; and
3. To foster among pupils the love of arts and sciences, mathematics, and language; and
4. To promote in them the ability to act rationally, to express their thoughts clearly, and to read
and listen with understanding.

I. TERMS AND CONDITIONS OF EMPLOYMENT

1.1 Conditions of Employment

Conditions of employment of academic and non-academic personnel of the institution, including


compensation, hours of work, security of tenure and labor relations, shall be governed by appropriate
labor laws and by institutional policies, rules and regulations.

1.2 Compensation

The OEf shall provide for a compensation policy that shall be graded or scaled taking into account
performance, merit earned, qualifications, and responsibilities of various positions.

1.3 Employment Contract

Before or at the start of school term, OEF shall execute a written contract with its teaching and non-
teaching academic employees, whether permanent, probationary of part-time. The contract with a
permanent teaching and non-teaching employee does not affect his/her tenure or status, but binds
him/her to work for the entire school term and to complete the requirements thereof, including the
submission of final grades.

Every contract of employment shall specify the designation, qualification, salary rate, the term and
tenure of service, the date of effectively, such terms and conditions of employment as may be
consistent with laws, institutional policies, and regulations. A copy of the contract shall be furnished the
personnel concerned.

1.4 Classification of Employment

Faculty members of the Osias Educational Foundation, Balaoan, La Union, are classified as follows:

A. On the basis of employment


1. Permanent or Regular – a full-time teacher who has rendered three (3) consecutive years or six
(6) consecutive semesters of satisfactory service, and who possesses the minimum qualifications
required by the institution, if he/she is rehired or reappointed immediately after the end of her
probationary employment. However, a regular or permanent academic teaching personnel who
requests a teaching load equivalent to a part-time load, shall be considered resigned, and hence,
may forfeit his/her regular or permanent status at the institution and shall thereby covered by a
term-contract employment.

2. Probationary or Temporary – a full-time teacher who has not yet rendered three (3)
consecutive years or six (6) consecutive semesters of satisfactory service. She/he cannot avail of
the status of a probationary employment.

B. On the basis of hours of service


1. Full-time – as a general rule, OEf shall employ full-time faculty or academic personnel
consistent with the levels of instruction.

A full-time faculty or academic personnel is one who meets all of the following
requirements:

a. Who possesses at least the minimum academic qualifications prescribed under this
Manual for all academic personnel;
b. Who is paid monthly of hourly, based on the regular teaching load as provided for in the
policies, rules and standards of the institution;
c. Who devotes not less than eight (8) hours of work a day to the school;
d. Who have no other remunerative occupation elsewhere requiring regular hours of work;
and
e. Who is not teaching full-time in any other higher education institution.

2. Part-time – all faculty or academic personnel who do not meet the foregoing qualifications
are considered part-time. A part-time employee cannot acquire regular permanent status,
and hence, may be terminated when a qualified teachers becomes available.

3. Faculty Classification and Ranking – academic teaching positions shall be classified in


accordance with the academic qualifications, training and scholarship preferably into
Professor, Associate Professor, Assistant Professor, and Instructor, without prejudice to a
more simplified or expanded system of faculty ranging, at the option of the institution.

An academic teaching personnel, who does not fall under any of the classes or ranks
indicated in the preceding paragraph shall be classified preferably as professor lecturer,
guest lecturer, or any other similar academic designation on the basis of his qualifications.

1.5 Recruitment and Hiring of Teachers


The school endeavors to maintain a teaching force of highly competent and efficient professionals,
attend to the training and development of students in the community. The school, therefore, selects
applicants best qualified for job based on standard policies and procedures of screening and selection.

Applicant Sources

1. The school establishes applicant in preferred schools and recruit candidates there from.
However, walk-in applicants are also considered especially if they come from accredited schools
and evidenced strong applications.
2. As a rule, the school hires only graduates from schools accredited by recognized accrediting
agencies in the following order.

Screening and Selection Criteria

1. Education
a. The school requires completion of a 4-year college course with a specific field of
specialization.
b. The school requires the passing of a board or teacher licensure examination for the teaching
of professional subjects.
c. A masteral degree will be compulsory by the year 2015.

2. Age – Applicant must not be less than 21 years of age at the time of application and not more
than 6 years of age. However, if they are being considered for teaching position in the Graduate
School, these requirements will be waived provided they (1) are masteral/doctoral degree
holders, and (2) has two (2) meaningful teaching experience prior to joining OEF.

3. Sex/Marital Status – The school does not discriminate against sex or marital status.

4. Teaching Experience – Teaching experience is a routine factor considered in evaluating


candidates for employment. This may, however, be waived provided they (1) are board passers,
or (2) honor graduated with certifications.

5. Religion – Any religion will do.

6. Resigned Teachers of Osias Educational Foundation who are considered for re-employment shall
undergo the usual screening process for new employees and shall be probationary teacher. The
VPA shall get feedback from former supervisor on the teacher’s previous performance, attitude,
etc. His separation papers from OEF, Balaoan, La Union, shall be review in order to find out the
cause of separation. Only those who resigned for either of the following reasons shall be
considered for rehiring:
a. To pursue higher studies
b. To work in another school/intuitions
7. Applicants from other Colleges shall be treated as new hires and be granted the academic rank
their re-entry level qualifications merit. They have to resign first their respective employment
before they are accepted to Osias Educational Foundation, Balaoan, La Union.

TEST AND TEST ADMINISTRATION

Applicants are required to pass a series of tests, including psychological tests and a number of
interviews in order to be waived for part-time lecturers who are (1) doctoral degree holders, or (2)
masteral degree holders.

Overall administration of the school’s testing program is done by the VPA in coordination with
the school’s guidance counselor.

Hiring Procedures

Recruitment and hiring of teachers should be in accordance with the following procedures:

A. Recruitment

1. Before the end of the classes of the current school year, the Program Coordinator confers with
the Dean regarding his department’s manpower need for the next school year after which the
latter prepares and submits his/her recommendation to the VPAA. The manpower needs shall
be based on the long-range plan for faculty recruitment of the school concerned. The high
school and Grade School Principals, and department heads discuss their needs with the Dean
and Dean informs the VPAA, and the VPAA submits the requisition of manpower to the
VPA/HRMO.

2. If there is a vacancy of a new position that has to be filled proper announcement through
posting on the bulletin board at the faculty room and elsewhere in the Campus shall be made
and through other means. Each applicant is required to submit the following to the VPA.

a. Letter of application
b. Resume/Personal Data Sheet
c. Passport size ID photo
d. Copy of transcript of records
e. NBI and police clearance
f. Reference of at least two (2) previous employers, two (2) school officials and two (2)
personal acquaintances.
g. SSS E-1 form
3. The VPA endorses the application letter to the Recruitment and Selection Committee chaired by
the VPA/HRMO.

B. Selection
4. The Recruitment and selection committee screens the application letters. In selecting the
faculty, due consideration should be given to the qualities that make a good and effective
teacher. These qualities should include not only academic degrees, professional license,
experience, teaching ability and scholarship but more important, character, integrity and
Christian faith as a way of life.

5. The application undergoes teaching demonstration. This however, may be waived for applicants
for part-time teaching with masteral degrees, doctoral degrees or who are lawyers, or medical
practitioners.

6. After passing the teaching demonstration, the applicant undergoes testing at the Guidance
Center. Again, this may be waived for part-time teachers with doctoral degrees or who are
lawyers.

7. The applicant undergoes panel interview by the Recruitment and Selection Committee.

8. The VPA conducts background investigation of the applicant.

9. Again the applicant undergoes panel interview by the Recruitment and Selection Committee.

10. The applicant undergoes final interview by the College President.

11. Where the successful applicant is confirmed, the President sends notice to the HRMO who, in
turn, informs the applicant concerned.

C. Placement
12. The selected applicant submits the following to the VPA:
a. Original copy of the transcript of records with special order.
b. Original certified copy of NBI clearance
c. Original copy of Marriage Contract, if married
d. Original copy of NBI Clearance
e. Original copy of Police Clearance
f. Tax Identification Number
g. Three passport size pictures
h. References of previous employers (if applicable)
i. Resignation letter and clearance of accountabilities from previous employer, if applicable.
13. After submitting the above documents and complying with all requirements, the Office of the
HRMO/VPA prepares the employment contract and MOA (Memorandum of Agreement) for the
signature of the teacher-applicant and the Osias Educational Foundation, Balaoan, La Union,
duly represented by the President. The term of contract shall be one school year for the
Elementary and High School Department, one semester for College and one term trimester for
the Graduate School. The duration and termination of employment should be as stipulated
therein. Copies of the employment contact should be furnished to the new faculty member, the
VPAA, VPA, Dean/Principal, and the College President.

D. Evaluation
14. The new faculty member undergoes written examination prepared by the HRMO regarding the
orientation given.

Probationary Period

A probationary faculty member is one who has been appointed for full-time and on whom
permanent status has not yet been conferred by the institution.

The initial period appointed for full time faculty is one semester. Unless the faculty member is
informed of non-renewal thirty (30) days before the start of the next semester, the appointment is
automatically extended up to the end of the first year of service.

The maximum probationary period is one (1) day less than three (3) consecutive year of six (6)
consecutive semesters. However, faculty member in the college level cannot be made permanent until
he/she has finished a master’s degree. And provided that he/she has 3 consecutive years of satisfactory
performance.

A school personnel who has satisfactorily undergone the probationary period herein specified
and who is fully qualified under the existing rules and standards of the school shall be considered
permanent. (Rules and Regulations Governing Private Schools; Section 63, p.50).

GUIDELINES

1. All new hires for regular teaching employment should undergo a probationary period of three
years.
2. Probationary teachers are entitled to the following benefits: (a) 3-day sick leave/vacation leave
per semester; (b) 13th month, and (c) cash gift.
3. At least six (6) weeks before the end of the teacher’s probationary period, his Dean/Principal
should appraise his performance to determine whether he should be extended permanent
appointment or terminated.

1.4 Permanency

A permanency faculty member is one who has met the criteria for permanency as confirmed in the Rank
and Tenure Committee, and with whom the President has issued a permanent appointment.
The service of a permanent faculty member may be terminated for serious cause and after due process.

Criteria for Permanency

a. Satisfactory teaching performance a evaluated by the students, peers, Dean and self.
b. Values and attitude reflecting the Osias Educational Foundation, Balaoan, La Union,
vision/mission statements such as a sense of cooperation, responsibility, and visibility in the
academic community.
c. Completion of a Master’s Degree for those hired for the college level.
d. Compliance with school regulations and administrative requirements for attendance,
punctuality, and deadline for submission of grades, among other factors.
e. Demonstrated research capability.
f. Active participation and membership in the Faculty school committees and activities.
g. Good health as attested by the School Physician.

Procedures for Permanency

1. Department Head sends performance appraisal report to the Dean. Immediate supervision of
probationary teacher two months before his/her probationary period ends.
2. The Dean/Principal accomplishes the performance appraisal report (which is a composite of the
Dean’s peer’s students and Self-evaluation) and discusses the same with the VPAA.
3. If the decision is to recommend the teachers, the Dean/Principal sends his recommendation to
the Rank and Tenure Committee (RTC) for review and the recommendation to the President.
4. The President acts on the recommendation.
5. If approved, HRMO prepares permanent appointment to be signed by the President.
6. Dean/Principal serves the permanent appointment papers to the teacher, giving him the original
copy, duplicate for HRMO file, and triplicate to the Office of the VPAA.

1.5 Substitute Teaching

As matter of policy, substitution (like absence) of teachers is discouraged. However, in case of need such
as when a teacher is on approved maternity leave, special leave for cases of prolonged illness or when
the teacher is sent on specialized training programs, duration of which exceeds two weeks, it shall be
subject to the following:

a. Substitute should have the qualifications to take over the subject either as his/her major or
minor field of specialization.
b. Substitute by an outside is allowed only with the approval of the President, through the
endorsement of the HRMO and VPAA.
c. The substitution should last only within definite periods which not exceed five (5) months. A
temporary appointment shall be issued to the substitute teacher which shall be valid for said
duration.
d. A teacher should not substitute for another at the same time as his/her regular class.
e. The salary of the substituting teacher is based on his/her rate or syllabus of the teacher
substituted.
f. A substitute teacher should follow the course of the study or syllabus of the teacher substituted.
Therefore the regular teacher should brief the substitute before he/she hands over the class.
g. Swapping substitution among teachers covering each other’s absences by mutual agreement
without further recompense may be allowed with the permission of the Dean/Principal,
provided such arrangement is satisfactory to all concerned.
h. From time to time, the Dean may agree to take over a class for an absent teacher as part of
his/her office work when it does not conflict with other duties and obligations. As a general rule,
however, deans should limit themselves to substituting in case of unanticipated absences for
single classes.
i. The use of students as substitute teachers or as proctors for quizzes, examination, and library
assignment are not acceptable practices and are prohibited.
j. If no suitable substitution arrangement can be made, the class should be informed beforehand
that there will be no meeting so student not disrupt other classes while they wait and finally
leave the classroom.

Guidelines for Substitution

1. A Personnel Requisition Form must be filled up and submitted to the HRMO by the
Dean/Principal.
2. The HRMO shall require the applicant to submit the documents required in hiring. The HRMO
shall then conduct preliminary screening and interview and then conduct the tests required for
hiring.
3. The applicant will be referred to the Hiring Committee for further screening and interview and
teaching demonstration.
4. If applicant passes the screening by the Hiring Committee, the HRMO will prepare the
appointment papers and submit the same to the requisitioning Dean/Principal.
5. After the signing of the appointment papers by the President, the original will go to the
substitute teacher, duplicate to the HRMO and the triplicate of the Office of the VPAA.
6. Substitute teachers will abide by tell the rules and regulations, policies and procedures of the
school.

Substitute teachers are entitled to the Christmas bonus benefit if they are employed as of December.

Hours of Teaching

2.1 wring Hours and Teaching Loads

a. Full time faculty member shall, in addition to their classroom teaching hours and research hours (if
undertaking as research under the research grant of the school) devote at least one (1) hour of student
consultation per week. In addition, they are expected to report for duty (a) during the two weeks
preceding the first school day of the semester, for as many days required, but not exceeding five (5)
working days and (b) during in-service training programs and activities of the school where attendance
of faculty members are required.

b. For faculty members with administrative reloading, an equivalent of six (6) hours of residency per
week is required for every three unit reloading;

c. The regular teaching load of full time academic faculty is twenty four (24) units every semester but in
no case shall exceed 24 units per semester, preferably spread throughout the week;

d. Part-time teachers with full-time employment outside Osias Educational Foundation, Balaoan, La
Union, should not be given more than fifteen (15) units;

e. The teaching load of the administration and non-teaching personnel is limited to twelve (12) units.
Non-academic personnel are not allowed to teach during office hours. If by way of exception and
because of extreme necessity they have to teach, they shall teach outside office hours upon the prior
approval of VPA.

f. Teachers should be assigned of subjects which they can competently handle given their educational
background, field of specialization, experience and maturity.

g. To give the faculty member more time for class preparation. Laboratory classes constitute one
preparation in departments where such classes are considered separate from lecture classes.

h. Teaching assignment is prepared by the Program Coordinator and Registrar in consultation with the
faculty member concerned and in accordance with the existing policies on teaching assignment and
loads.

i. The tentative load should be given two (2) weeks before the termination of the preceding semester to
afford the faculty members concerned time for preparation. In cases of non-agreement with the load,
the VPAA mediates and renders a decision which shall prevail.

j. The load of the faculty members who teach laboratory courses will be based on two (2) lecture hours
for every three (3) hours of the class schedule.

k. Full-time faculty members assigned as Program Coordinators are given an honorarium equivalent to a
3-unit load.

l. As a general rule, full-time teachers are not allowed to do outside teaching in other public/private
educational institutions. Exceptions however, may be granted on the following conditions:

 Teaching under consortium program or in schools with which OEF has a memorandum of
agreement.
 There is a written request from the school soliciting the services indicating the subject, time and
day addressed to the VPA.
 The approval of the request is based on the premise that there is an approval of requesting
school and is granted in the interest of sharing educational expertise.
 The permission to teach is good for one semester only, subject to renewal if circumstances so
warrant.
 Teachers who are granted permission to teach outside OEF must bear in mind the “conflict of
interest” rule, .i.e. loyalty to OEF must take precedence. Supplies equipment, etc. coming from
the school should not be utilized by the teacher in his outside teaching.
 Faculty members teaching in more than one school must give formal notice in their teaching
assignment to their respective Deans; failure to give notice will be sufficient ground for
disciplinary action.
 Full time teachers who do outside teaching may be given a maximum load of less than twenty
four (24) units in OEF.

2.2 Normal Hours of Work: Academic Teaching Personnel Overload.

In accordance with Article 83 of the Labor Code of the Philippines, as amended, the normal hours of
work of school personnel shall not exceed eight (8) hours daily work shall constitute overtime work.
Overload partakes of the nature of temporary extra assignment and compensation therefore shall be
considered as an overload honorarium if performed within the 8-hour work period and does not form
part of the regular or basic pay. Overload performed beyond the 8-hour daily work is overtime work.

2.3 Leave of Absence Without Pay (LWOP)

Leaves of absence without pay (LWOP) are considered as a privilege and not a right. It is not granted
automatically. It must be applied for approval by the teacher.

Definitions

1. Leaves of absence are to time-offs from work with prior approval. Leaves are without pay if
taken within the allowed duration. Regular leaves are vacation leave, maternity/paternity
leave, and study leave.
2. Leaves of Absence without Pay (LWOP) is time-offs from work prior approval. They are not
within the listed regular leaves or beyond the allowed duration.

When LWOP May Be Allowed

Normally, leaves without pay disrupt the teacher’s work, therefore, they should be granted only in
meritorious cases. The school allows leave without pay under the following circumstances:

1. Emergency cases which are unusual and unforeseen occurrences affecting an employees or
members of his immediate family (spouse, Children, and par illness, accident, typhoon or
earthquake).
2. Pressing personal business which needs the teacher’s personal attention, and therefore cannot
be postponed to a non-working day (but not in any way involving outside employment) like
personal cases with the government agencies, relocation to a new residence, renovation of
employee’s new residence, etc.
3. Participation in national or international events like educational sports and culture not as a
representative of the school but as an official representative of the municipality or country.
4. In the pursuit of higher education, tour of foreign countries, visit family abroad not under
scholarship but taken personally which will redound to his intellectual, psychological or cultural
development.

Guidelines

1. All leaves without pay shall be with prior approval; when prior approval is not obtained, the
absence will be without leave.
2. When the reason for the LWOP is not due to illness, all vacation leave credits shall be exhausted.
When it is due to illness, sick and vacation leave credits shall first be exhausted.
3. LWOP shall always be recalled in the Teachers’ Time Sheets (TTS).
4. The teacher may be recalled from his leave if it is found that he is not fulfilling the conditions for
which the leave was granted or when the school has pressing need for his services.
5. Any teacher granted LWOP should report to work on his first scheduled workday following the
expiration date of the approved leave.
6. Leave without pay request shall be recommended by the Dean/Principal and approved by the
President.
7. Leave without pay does not entitle the employee to any school benefits.
8. Upon approval, VPA shall require the employee to sign the governing rules on LWOP.

2.3 Absence Without Leave (AWOL)

The college requires its faculty members to notify their Dean/Principal when for emergency reason they
have to be absent, within 24 hours from start of absence. Failure to do so shall be construed to Absence
without Leave (AWOL) subject to disciplinary action.

Guidelines:

1. Unscheduled absences are allowed only in emergency cases, it is of outmost importance that
the teacher will serve notice to his Dean/Principal so that the latter will be able to find a teacher
who will take over his/her classes.
2. Notice of leave can be done through telephone, texts, fax, cable or telegram, which should
include reason for absence and date when he intends to return to work.
3. Notification can be done by another person only when the teacher cannot personally do so.
4. In extreme cases when the above requirements cannot done, the teacher shall write a letter of
explanation and submit the same to the HFMO thru his Dean/Principal.
5. AWOL suspends all school benefits due to the teacher.

3. Teacher Behavior
The Osias Educational Foundation, Balaoan, La Union, promotes a working environment in which the
faculty can function harmoniously and efficiently with the administration, non-teaching personnel, the
students, the community and the public.

They are required to observe the Code of Ethics for the OEF Faculty. Non-observance of these ethical
principles and infraction of the rules and regulations shall be ground for disciplinary action or
termination of the employment besides those causes enumerated in the Labor Code and the Manual of
Regulations for Private Schools.

3.1 Code of Ethics for OEF Family


The following provisions of the Code of Professional Ethics for teachers and school officials
which apply to all schools in the Philippines whether private or public are hereby adopted to
guide the OEF Administrator and teachers in their dealing with the various segments of the
academe and the community.

A. The Teacher and the State


1. The schools are nurseries for future citizens of the State. School officials and teachers are
trustees of the cultural and educational heritage of the nation. They are under obligation to
elevate national morality promote racial pride, cultivate love of country, instill respect for
constitutional authorities, and inculcate obedience to laws of the State.
2. Every school official or teacher must sincerely believe in the earnestly endeavor to help carry
out the declared policies of the state and shall take an oath or make affirmation to this effect.
3. The interest of the State demands that every school or teacher be physically, mentally, and
morally fit for the service he has to render. Devotion to duty, honesty, punctuality, and
efficiency are expected of him.
4. No school official or teacher in his capacity as such shall directly or indirectly solicit, require,
collect, or receive any money or service or other valuable material from any person or entity for
the promotion of any political, religious, or other partisan interest.
5. School officials and teachers may vote and exercise other constitution rights. However, no
school official or teacher may use his position or official authority or influence to coerce the
political action of any other person.
6. School officials and teachers may attend church and worship as they please but are not
permitted to use their position and influence as such to proselyte.

B. The Teacher and the Community


1. As molders of the youth, all school officials and teachers should strive loyally and devoted to
render the best service and to have active participation in community movements for moral,
social, educational, economic, and civic betterment.
2. If the school official or teacher is to merit reasonable social recognition, it is his duty to be
socially acceptable by keeping himself morally upright, refraining from gambling, abhorring,
drunkenness and other excesses, and avoiding immoral relations with student or with co-
employee or with anybody.
3. The teachers can immeasurably enhance his social usefulness by living for and with the
community. He should therefore study and understand the local customs and traditions so that
he may have a sympathetic attitude and refrain from disparaging the community in which he
lives.
4. Every school official or teacher should keep the people in the community informed as to the
work and accomplishments of the school as well as its need and problems.
5. As an intellectual leader in the community, especially the barangay, the school official or teacher
should welcome every opportunity to serve as a counselor in matters affecting the welfare of
the people.
6. All school officials and teachers should endeavor to maintain harmonious and pleasant personal
and official relations with other professionals and government officials.

C. The Teacher and the Profession


1. All school officials and teachers should feel that teaching is among the noblest professions. They
should manifest genuine enthusiasm and pride in the calling.
2. Every school official or teacher should uphold the highest possible standards by making the best
preparation for his calling. He should fearlessly oppose the admission into the profession of any
person who is physically, mentally or morally deficient or who is inadequately prepared.
3. All school officials and teachers should strive to broaden their cultural outlook and deepen their
professional efficiency and enhance the prestige of the profession.
4. It is highly unethical for any school official or teacher to personally inspire press notices or lavish
advertisement in order to attract public attention and secure patronage for his school.

D. The Teacher and His Associates


1. All school officials and teachers should at all times be imbued with the spirit of professional
loyalty, mutual confidence and faith in one another, self-sacrifice for the common good and
cheerful cooperation with one’s colleagues. When the best interest of the pupils or students,
the school or the school or the profession is at stake, it is the duty of the officials and teachers
to support one another.
2. Every school official or teacher should give due credit for assistance receive from his associates.
He should not appropriate for himself the work of others.
3. A school official or teacher before leaving a position should organize and leave for his successor
such records and other data as are necessary to carry on the work.
4. A school official or teacher should hold inviolate all confidential information concerning his
associates and school; he should not divulge to interested persons documents which have not
yet been officially released or move such records from files.
5. Professional criticism of associates should be made for the welfare of the pupils/students, or the
school and only the formal associations before those who have the authority to try the case on
its merits. Anonymous or fabricates criticism of an associate is unwarranted. Justified criticism,
however, in the interest of the service, should not be withheld, but should be presented with
the supporting evidence. No criticism with of associate should be made in the presence of pupils
or students, fellow teachers or parents and patrons.
Marking the promotion of pupils or students is generally determined by the teachers within
standards set by the administration. This, however, does not preclude the exercise of the
general supervisory and administrative powers of a superior authority over such matter,
especially when there has been gross manifest of abuse of judgment on the part of the teacher.

6. No school official or teacher should apply for a position that is not vacant or definitely known to
be vacant, not criticize the qualifications of a competitor even if given the opportunity to do so.

E. The Teacher and His Superior


1. Every school official or teacher should support loyally the legitimate policies of the school
and the administration. The teacher or school official should make an honest effort to
understand those policies and regardless of personal feeling or private opinions faithfully
carry them out so long as he remains in the organization.
2. A teacher or school official should make no false accusations or charges against superiors,
especially under an anonymous or fictitious name. if he has charges to make against his
superiors, he should have the moral courage to present them before competent authority
and be willing to prove them.
3. Teacher and school officials should transact all official business through channels except
when special conditions warrant a different procedure, as when reforms are advocated
which are opposed by the immediate superior, in which case, teachers would feel free to
write directly to a higher educational authority.
4. As an individual or groups, teachers and school officials have a right to protest against
injustice and discrimination but the important nature of their service renders any recourse
to a strike or walkout indefensible.
5. Teacher and school officials should realize the appointments, promotion and transfers are
made on the basis of merit and in the interest of the service.
6. A teacher or school officials accepting a position in a public or private school assumes a
contractual obligation. He is duty-bound to live up to his contract and should, therefore,
have full knowledge of the terms and conditions of his employment.

F. The School Official and His Subordinates


1. Effective school supervision and administration demand responsible leadership and
direction by all school officials who should show professional courtesy, helplessness, and
sympathy towards their subordinates.
2. In the interest of the service, a school official, before formulating major policies or
introducing important changes in the system, should give his teachers and other
subordinates opportunity for broad-mine.
3. No school official should stand in the way of the just promotion of a deserving subordinate,
reduce his salary, or abolish his position for alleged lack of funds or reduced enrolment.
4. No school official should employ a teacher who is not qualified under OEF rules and
regulations without a definite written contract specifying the terms and conditions under
which the latter is to work.
G. The Teacher and His Students
1. The teacher or school official should recognize that the interest and welfare of the pupils or
students are his first and foremost concern.
2. The teacher or school official should deal justifiably and impartially with every pupil or
student. Exhibitors or prejudice or discrimination because of difference on pupil’s or
students’ intellectual ability, social standing, and favor received from them or their parents,
should have no place in the relations between a school official or teacher and his pupil or
students.
3. No school official should accept directly for tutorial service to any of his pupils or students
remuneration other than the compensation authorized for its service as a teacher of school
official.
4. No teacher or school official should allow himself to be influenced by any consideration
other than merit in the evaluations of the student’s work. It is improper for a teacher or a
school official to accept or ask, directly or indirectly, personal service, gifts, or other favors
from any his students or their parents that would tend to influence his professional relation
with them.
5. A school official or teacher should never take advantage of his position in courting any of his
pupils or students.
6. No school teacher or official should inflict corporal punishment on offending pupils or
students, nor should he make deduction in their scholastic ratings for act that are clearly not
manifestations of poor scholarship.

H. The Teacher and the Parents


1. The school exists to render service to the public. Parents should be welcomed at school and
treated with every consideration. School officials and teachers should establish and
maintain cordial relations with the parents of their pupils or students.
2. The school official or teacher’s conduct should be such as to merit the confidence and the
respect of the parents.
3. In communication with parents especially on matters pertaining to their children’s
limitations, a school official or teacher should exercise the utmost candor and tact. It is his
duty to point out the pupil’s/student’s deficiency hither to known or overlooked by the
parents and seek their cooperation for the proper guidance and improvement of their
pupils/students.
4. The school official or teacher should hear parents’ complaints with sympathy and
understanding, but should, hover, discourage unfair criticism of his associates, the
administration and the school system in general.

3.2 Teacher’s Attendance, Absences and Tardiness


1. All teachers are employed to attend classes always, hence, and absence from class is
discouraged.
2. Absences are classified into:
Excused absences are those incurred for the following reasons:
a. Illness either on the part of the teacher or a member of the family
b. Death in the immediate family

All absences incurred for reasons other the above are considered unexcused absences.

Teachers who are officially designated to represent the school in outside engagement,
however, who are sent officially to attend seminars, workshops, conferences, and the like.

3. Teachers should make every reasonable effort to notify their respective Dean or his/her
secretary that they will not be present so that a substitute can be assigned, or so that the
students can be notified.
4. Faculty members shall be monitored by their Dean/Principal and time keeper through the
teacher’s Time Sheets (TTS). The timekeeper and dean’s/principal’s secretary shall note and
report all tardiness, early dismissals and absence from the class on the part of the teachers.
The TTS shall be kept in the HRD office and Dean’s Principal’s Office and this shall be given
weight in evaluating the professional competence of the teachers, a monthly report on
tardiness/under time shall be submitted by the HRMO and Dean/Principal to VPA.

A teacher is considered tardy if he reports 15 minutes after the official starting time for his
class. Four times of tardiness will be equivalent to one unexcused absence.

5. The sanction on frequent absences and gross habitual tardiness shall be imposed on all
teachers.
6. Absences maybe offset by the teacher through make-up classes provided such classes are
duly authorized.
3.3 Table of Offences and Corresponding Disciplinary Action

The following policies and corresponding disciplinary action shall apply to teachers,

VIOLATIONS SANCTIONS
1. Tardiness in the classroom Verbal warning and proportionate salary
deduction for the first offense.
1.1 Four (4) tardiness by 1.5 minutes or more
within one calendar month. Verbal warning and proportional salary
deduction for the second offense.

Written warning and proportionate salary


deduction for the third offense.

Written warning and proportionate salary


deduction for the fourth offense.

1.2 Five (5) unexcused tardiness by 15 minutes or Written warning and proportionate salary
more within one calendar month. deduction for the first offense.
Written warning and proportionate salary
deduction for the second offense.

Written warning and proportionate salary


deduction for the third offense.

Written warning and proportionate salary


deduction for the fourth offense.

Fifth offense is treated as excessive tardiness.

1.3 Excessive Tardiness One half day suspension for the first offense.

One day suspension for the second offense.

Two-day suspension for the third offense.

Three-day suspension for the fourth offense.


Note: Excessive tardiness applies to:
a. Six or more times unexcused tardiness
within the calendar year.
b. Each accumulation of three written
warnings which has not led to any
suspension.

1.4 One unexcused tardiness by 30 minutes or Warning and proportionate salary deduction
more within the school year. for the first offense.

The employee will not be allowed to work and


will be considered absent without permission
for second offense.

2. Absence without permission (within one


calendar year)

2.1 Each day absent not exceeding three days. Written warning and with no pay
2.2 Fourth absence without permission. One day suspension
2.3 Fifth absence without permission Two days suspension
2.4 Sixth absence without permission Three days suspension
2.5 Seventh absence without permission Four days suspension
2.6 Eighth absence without permission Five days suspension
2.7 Ninth day absence without permission Six days suspension
2.8 Tenth absence without permission Dismissal

3. Absence without permission for seven Dismissal


days or more consecutive working days is
considered abandonment of work.
4. Act of negligence in the performance of
duties or in the care and use of school
property.

4.1 Simple negligence failure to observe the Written warning for the first offense
degree of diligence demanded by the situation
taking into consideration the time, place and
environment, among others thereby exposing the
school.

4.2 Gross and/or habitual negligence blatant Twelve-day suspension for the first offense
disregard to perform the required care or
diligence demand by the situation accounting to
want on or wreckless disregard of established rule
and regulations of the school.

4.2.1 Habitual negligence of wearing 24 days suspension for the second offense
official I.D.
4.2.2 Non-attendance of meetings, Dismissal for the third offense.
seminars, and school activities
4.2.3 Late submission of
reports/documents (required by
school officials) and grade sheets.
4.2.4 Collecting money not officially
permitted by the school authority
4.2.5 Non-filling up of the logbook at
the guard’s station

5. Insubordination or willful Fifteen day suspension for the first offense


disobedience in carrying in and
carrying out reasonable of a superior Thirty day suspension for the second offense
or to lawful orders of school officials.
Dismissal for the third offense

6. Falsifying school records and Dismissal for the first offense


documents

7. Giving false testimony in any Thirty days suspension for the first offense
investigation conducted by the school

8. Making statements adversely affecting Written warning for the first offense
the school, its officers or employees.
Fifteen days suspension for the second offense

Thirty days suspension for the third offense

Dismissal for the fourth offense


9. Misappropriate/withholding school Twenty days suspension for the first offense
funds
Dismissal for the second offense

10. Reporting for work/working under the Written warning for first offense
influence of alcohol or prohibited
drugs and its derivatives or Fifteen days suspension for the second offense
participating in drinking spree inside
the school campus. Thirty days suspension for the third offense

Dismissal for the fourth offense

11. Fighting Twelve days suspension for the first offense

11.1 Fighting/provoking or instigating a fight Twelve days suspension for the second offense
during class hours.
Dismissal for the third offense.

11.2 Fighting outside class hours but within school Six day suspension for the first offense
premises.
Twenty day suspension the third offense

Dismissal for the fourth offense

12. Willful injury to others

12.1 Willful injury to superior and other Dismissal


employees for work-related causes outside school
premises.

12.2 willful injury to superior and other employees Dismissal


or other persons within school premises

13. Use of abusive language or other acts Twelve day suspension for first offense
of grade disrespect towards superiors.
Subordinates and peers in course of Twenty day suspension for the second offense
teaching
Dismissal for the third offense

14. Immoral conduct or indecent act Dismissal


(student/teacher)

15. Sexual Harassment Dismissal

16. Gabling Twenty day suspension for the first offense


16.1 During class hours Dismissal for the second offense

16.2 Outside class hours but within school Twelve day suspension for the first offense
premises
Twenty days suspension for the second offense

Dismissal for the third offense

17. Committing acts against proper Verbal warning for the first offense
sanitation and good housekeeping
Written warning for the second offense

Three day suspension for the third offense

Six day suspension for the fourth offense

Twelve day suspension for the fifth offense

Dismissal for the seventh offense

18. Vending in the classroom and offices Verbal warning for the first offense

Written warning for the second offense

30 days suspension for the third offense

Dismissal for the fourth offense

4.4 Wearing of Uniforms and Identification Card

The wearing of uniform is required of all full-time faculty members for the sake of economy, recognition,
modesty and proper decorum. A faculty member wearing ten prescribed uniform represents the school
and therefore, must conduct himself properly.

Guidelines

1. The school uniform as prescribed by the administration shall be the official attire of all teachers
and staff, which shall be worn in accordance with the assigned schedule. All employees with
uniform are not excused for not wearing it except for unavailable circumstances and be
explained in writing address to the HRMO.
2. On those days when teachers are exempted from wearing the prescribed uniform, explanation
is asked address to the DRMO. And they must be dressed appropriately preferably business
clothes but no party attire, picnic clothes, sandos or t-shirt shall be worn in school.
3. The use of tight-fitting, seductive, micro-mini and gauzy/flimsy/transparent dresses by female
employees shall be prohibited.
4. Walking shirt, pedal pushers, leggings, tights, jogging and maong pants shall likewise be
prohibited. However, pantaloons or such other pants worn for informal occasions are allowed.
5. The use of too much costume jewelry, flashy bangles shall likewise be prohibited. Conversely,
ostentatious display of expensive jewelry is strongly discouraged and prohibited except for
special occasions and official celebrations.
6. Wearing of heavy and theatrical make-up is likewise prohibited.
7. The wearing of slippers, sandals. Step-ins, bakya, etc. in school premises is banned. Only
appropriate footwear shall be allowed.
8. It is likewise considered taboo for female teachers to use curlers, turbans, and bandannas and
for male teachers to wear earrings and caps.

In the implementation of the above, exemption may be allowed when by nature of the class, then
teacher necessarily must wear other appropriate clothing (e.g. for NSTP classes where the class has to
go on field) or other analogous circumstances.

9. A permanent official identification (ID) card is issued to each faculty member thru the office of
the VPA. Wearing of unofficial ID is prohibited.
10. Every full-time faculty member is required to carry in his person his official ID while in the school
premises.

3.3 Personal Visits

Personal visits as general rule are not allowed especially if made during class hours of the teacher. In all
cases, whether the visit is official or unofficial during class hours or not the visitors of the faculty
member/s are to be received at the HRD lounge. No visitors are allowed inside the classroom nor at the
department office.

3.6 Vending in the Classroom

Policy

The teachers are prohibited from vending or conducting private business insider the classroom or
anywhere in the campus.

1. Teachers who desire to sell their merchandise can course their items through the OEF
Cooperative Office upon approval of the VPA.
2. Vendors are not allowed inside the classrooms. Outsiders who desire to sell their merchandise
can do the same only upon written approval of the VPA for limited period of time not exceeding
one day and at a designated place which will not distract classes.

4. Teaching Standard

4.1 Statement of Teaching Competencies

Policies
The Osias Educational Foundation requires its faculty members to subscribe to the following Statement
of Teaching Competence:

1. THE COMPETENT TEACHER-PROVIDES FOR THE LEARNING OF STUDENTS.

1.1 Uses Psychological Principles Of Learning.

1.1.1 Recognizes and makes use of the interests, abilities and needs of students.

1.1.2 Uses the experiences of students and draws upon life situation and the interests inherent in
subject matter.

1.1.3 Use a variety of teaching procedures, such as discussion, review, etc.

1.1.4 Plans cooperatively with the students.

1.2 Uses Principles Of Child/Students Growth And Development In Learning Situations.

1.2.1 Provides for differentiated activities and assignments to meet the needs and abilities of students.

1.2.2 Knows the health (mental and physical ;) status of his students and adapts activities to their needs.

1.3 Maintains An Atmosphere In The Classroom That Is Conducive To Learning And Is Marked By A
Sense Of Balance Between Freedom And Security.

1.3.1 Maintains an effective working situation.

1.3.2 Helps students increasingly to assume leadership and responsibility.

1.3.3 Provides opportunities’ for students to cooperate and exercise leadership in the activities of large
and small groups.

1.3.4 Provides opportunity for expression of independent critical thought with emphasis on freedom of
expression and open-mindedness.

1.4 Plans Effectively

1.4.1 Aids the students to define worthwhile objectives for large units, daily class work and special class
activities.

1.4.2 Organizes his teaching well by choosing wisely learning experiences, subject matter content and
materials of instruction.

1.4.3 Select and use a wide variety of instructional materials (e.d. films, videos, overhead transparencies,
etc.)

1.4.4 Uses resources of the learning resource center/library/and community.

1.5 Uses Varied Teaching Procedures.


1.5.1 Uses teaching procedures (case studies, group reporting, discussion, planning with achieve desired
purposes in teaching.

1.5.2 Builds effectively upon the students’ participation in class activities.

1.5.3 Develops study skills of students.

1.5.4 Stimulates creative activities of students.

1.5.5 Aids the students to evaluate their own achievements.

1.6 Uses Adequate Procedures For Evaluating The Achievements Of Students.

1.6.1 Uses informal evaluation procedures, anecdotal record, interview, questionnaire for collecting and
interpreting needed information.

1.6.2 Uses standardized achievement tests.

1.6.2.1 Is familiar with the more common ones in the field.

1.6.2.2 Selects, administers, and interprets the result of test and uses them in planning.

1.6.3 Uses teacher-made tests

1.6.3.1 Constructs appropriate tests skillfully.

1.6.3.2 Interprets the results and uses them in planning.

1.6.4 Keeps accurate and adequate records, e.g. case studies, cumulative records.

1.6.5 Makes effective reports of students and parents concerning the progress of students in their
growth.

1.7 Manage The Class Effectively.

2. COUNSELS AND GRADES STUDENTS WISELY

2.1 Uses Sound Psychological Principles Concerning the Growth and Development of Pupils/Students
in Guiding Individuals and Groups.

2.1.1 Maintains objectivity when dealing with behavior that is aggressive and abnormal

2.1.2 Is sympathetic with and sensitive to students’ personal and social problems as well as their
academic needs.

2.1.3 Makes adjustment in the curriculum and other requirements in the light of pupils/students’ needs

2.1.4 Secures sufficient rapport with students so that they come voluntarily for counsel.
2.2 Maintains Effective Relationship with Parents

2.2.1 Explains the needs, abilities, interests and problems of the students to their parents.

2.2.2 Obtains cooperation from parents in helping students with problems.

2.3 Collects and uses significantly counseling data

2.3.1 Administer aptitude and intelligence tests.

2.3.2 Interprets the result of such tests

2.3.3 Uses result collected in counseling students

2.3.4 Keeps research suitable for guidance.

2.4 Uses Suitable Procedures

2.5 Maintain Appropriate Relations With Guidance Specialists, Recognizing Their Role, And The
Limitations Of Their Own Skills And Abilities.

3. AIDS STUDENTS TO UNDERSTAND AND APPRECIATE OUR CULTURAL HERITAGE.

3.1 Organizes the classroom for effective democratic living.

3.2 Directs individuals and groups to significant life applications of classroom learning.

3.2.1 Uses subject field top develop understanding of social, economic, and political problems.

3.2.2 Develops an understanding of the wide significance of various fields of subject matter.

3.3 Draws on his own background of experience to elicit the cultural growth of individuals and groups.

3.4 Helps students to know and apply in their daily lives the democratic principles, which are rooted
deep in our historical development.

4. Participate effectively in the activities of the school

4.1 Plans cooperatively the means of achieving educational objectives.

4.1.1 Shares effectively in curricular revisions and is able to evaluate progress toward attuning
educational objectives.

4.1.1.1 Defines objectives clearly.

4.1.1.2 Collects data efficiently and draws appropriate conclusions from them.

4.1.1.3 Employs appropriate remedial procedures.

4.2 Assumes his shares of the responsibility for school activities.


4.2.1 Carries out effectively the administrative responsibility for school activities.

4.2.2 Participate in planning and administering extracurricular activities.

4.3 Maintain harmonious personal relations with his colleagues.

5. Assists in maintaining good relations between the school and the rest of the community.

5.1 Acquaints himself with available community resources and uses them in classroom activities.

5.2 Obtains the cooperation of parents in school activities.

5.3 Aids in defining and solving community problems.

5.3.1 Helps in defining community problems and in developing awareness of them in students and
parents.

5.3.2 Draws on available and appropriate resources within the school in attacking community problems.

5.4 Tales part in community affairs and projects.

5.5 Observes professional ethics in discussing school problems particularly with lay parents.

6. Works at a professional level

6.1 Gives evidence of the social importance of the profession to parents, students, and other members
of the profession.

6.2 Adheres to professional code of ethics.

6.3 Contributes to the profession by membership in professional organization and participation in their
activities.

6.4 Assumes responsibility for his own professional growth by planning appropriate program for
professional betterment.

6.4.1 Continues professional study through courses, lectures, institutes, professional reading, and other
activities.

6.5 Aids in the induction of beginning teachers.

6.6 Aids supervising students’ teachers (for high school and elementary teachers).

4.2 Classroom Procedures and Management

Policies

1. Only students with the properly issued class cards should be admitted to class,
2. Every class starts punctually with a prayer.
3. A check-up of attendance precedes the lesson proper. No student who has been absent for
three meetings may be admitted unless he/she presents an admission slip signed by the
Dean/Principal concerned.
4. No teacher should drop any students from his/her class without notifying the Dean/Principal
concerned.
5. There should be adequate preparation for every lesson. The students’ interest in an eventual
profit the lesson depend on the teacher’s mastery of the subject matter, his/her attitude
towards the students, and his/her effective method of teaching.
6. While following the syllabus of a given subject, the teacher is free and is encouraged to use the
method and any supplementary ads he/she deems best suited to teach his particular subject.
7. Questions should stimulate critical thinking. The students should encouraged to ask questions,
wholesome discussion should be promoted.
8. Test papers should be corrected and returned to the students except to those for the final
examinations which are submitted to the Registrar’s Head Office with the grading sheets and
test questions.
9. The teacher should see to it that there is order or discipline in the classroom.
10. Teachers are not called out of class except for very serious reasons and only with permission of
the Dean/Principal.
11. No class may be disturbed by messages to students or teachers without the expressed
permission of the Head/Dean/Principal.
12. Instructional schedules may be interrupted by extra and co-curricular activities without the
permission of the VPAA.
13. Every class in concluded with a prayer at the end of the period.

4.3 Faculty Evaluation

Policy

Faculty evaluation is regularly done (twice a year at the end of every semester) to continually foster the
improvement of the faculty member’s teaching efficiency and organizational effectiveness. Evaluation is
done by the Dean/Principal (35%), the Peer/Program Coordinator (25%), the students (35%), and the
teacher himself (5%). A three men committee on instruction and the group of deans and program,
coordinators shall review the evaluation made.

Purpose:

The Faculty Evaluation System (FES) aims to:

1. Document past performance of a teacher.


2. Provide stimulus for teacher self-appraisal and improvement.
3. Continuously foster improvement of teaching performance and efficiency.
4. Provide a baseline for comparing subsequent individual teaching performance levels.
5. Enhance effectiveness and productivity in the classroom.
6. Provide the administration with a means of evaluating teaching effectiveness; and
7. Provide an object performance rating which shall serve as basis for organizational administrative
action such as incentives and reward promotions, training, reassignment, transfer, retention or
dismissal.

Scope

The FES shall apply to all teachers of Osias Educational Foundation at all levels.

Guidelines

1. The FES is an integral part of the faculty movement and development program of the Osias
Educational Foundation.
2. Each faculty member shall be periodically advised of his/her teaching performance by his
dean/principal; and
3. Appropriate training opportunities shall be provided to teachers to facilitate effective
implementation of FES.

Factors to be Rated:

1. Dean’s/Principal’s/Peer’s/Self Evaluation:
a. Knowledge of the subject matter
b. Teaching Performance
c. Personal and Professional Qualities
d. Leadership Qualities
e. Research and Productive Scholarship

2. Students’ Evaluation
a. Knowledge of the subject matter
b. Teaching Performance
c. Personal and Professional Qualities

There are five (5) ratings as follows:

Adjective Rating Weight Mean


Outstanding 4.3-5.0
Highly Satisfactory 3.5-4.2
Satisfactory 2.7-3.4
Fair 1.9-2.6
Poor 1.0-1.8

Evaluation Procedure:

1. For each teacher, raters shall be required to accomplish the Faculty Evaluation Form (FES-1)
(Dean. Peer/Program Coordinator and the faculty concerned); FES 2 shall be accomplished by
the students.
2. The Head/Dean/Principal shall get the composite rating of the teacher observed using Form FES
3. The Committee on Faculty Evaluation shall review the composite rating prepared by the
Dean/Principal. To review objectively the evaluation made, the Committee shall also conduct
classroom observations, preferably joining the Head/Dean/Principal/Program Coordinator in
one of their observations.
4. After collating the results of the evaluation, the Dean/Principal shall discuss the same with the
teacher-ratee. He shall inform the teacher his strong and weak points and how he is doing as a
whole. If the teacher-ratee agrees, then he signs the form to indicate his rating has been shown
and explained to him and that he agrees.
5. The rating form is then signed by the Head/Dean/Principal and forwarded to the VPAA for
review and approval.
6. After approval, the original copy of the rating form, the original copy of DES shall be submitted
to the VPAA which shall; have the custody of all papers and requests pertaining thereto, the
duplicate to the faculty-ratee, and the triplicate to the VPAA.
7. When a teacher is rated “Poor”, the following procedures shall be observed:
a. The Dean/Principal shall give the teacher a written warning to enable him to improve his
teaching performance in the next rating period.
b. The warning shall include detailed explanation of the poor performance vis-à-vis the
standard requirements which the teacher failed to meet satisfactorily and shall indicate how
the teacher may improve his performance.
8. Raters shall rate the teacher strictly on the basis of performance and should therefore refrain
from being biased.
9. The teacher-ratee has the right to appeal to the VPAA if he is not satisfied with the
Dean’s/Peer’s evaluation within fifteen (15) days from receipt of his copy of his performance
evaluation report. Failure to file an appeal within the prescribed period shall be deemed a
waiver of such right. If it cannot be resolved at the VPAA’s level; it shall be referred to the
President.

5. Faculty Movements

5.1 Policies and Procedures for Ranking and Promotions

A. Policies

1. Ranking is a process by which the academic and professional qualifications and credentials of teachers
are evaluated for the purpose of determining their initial academic standing or position and subsequent
promotion.

2. Ranking is confuted by the Ranking and Tenure Committee (RTC) composed of the VPAA as chair, the
principals, and the ranking officer.

3. A separate RTC is formed for the high school and elementary, which is composed of the VPAA as chair,
the principals, and the ranking officer.
4. Only tenured teachers whether full time or part-time are given academic ranks.

B. Procedures

1. Every teacher submits to the RTC all necessary documents within fifteen (15) days before the first day
of classes.

2. The RTC examines the documents and evaluates the academic and professional qualifications of each
teacher in accordance with the following criteria:

a. Qualifying point as determined through the school’s point system

b. Educational preparation

c. Number of years of service related to teaching or education

d. Teaching efficiency

e. Productive scholarship

f. Community extension service

g. Good moral character

3. The RTC submits to the President its recommendation for the appointment of each teacher to the
appropriate rank within thirty days after the first day of classes;

4. The president approves the recommendation within five (5) days after receipt thereof and issues the
appointment of the teacher to his/her academic rank.

5.2 Criteria for Ranking

Policies:

The criteria for ranking are as follows:

Professor III/Professor Lecturer III

I. Qualifying Point credit; 120 points

II. Educational Preparation: Doctoral degree

III. Experience: Fifteen (15) or more years related to teaching or education and at least three (3)
years of administrating work.

IV. Teaching efficiency: an average rating of at least 4.8 (Outstanding) in the last five years (including
other schools).

V. Productive scholarship: Fulfillment of any four (4) of the following:


a.) Publication of a book whether as sole, author, co-author, reviewer, translator, editor, or
compiler.

b.) At least two (2) articles (which may be monograph, concept paper, education and/or technical
article) published in a national periodical/journal which has an impact on the school or community.

c.) At least three (3) articles (which may be a monograph, concept appear, education and/or
technical article) published in a national periodical/journal; which has an impact on the school or
community.

d.) Recognition as an expert, in the form of an award, by a reputable and recognition for one’s
outstanding contribution to his field of specialization.

e.) Participation in at least five (5) national educational/professional seminars, workshops or


conferences.

f.) As a lecturer/resource person or guest speaker, trainer in a national seminar, workshop or


conferences.

g.) Scientific invention, cost-and-time saving innovation, or discovery of an educational, technical,


scientific and/or cultural value, whether patented or not.

h.) Scholarship, fellow or study grant.

i.) Completed research which has an impact on the school and/or community.

j.) Active leadership in a national or international professional or educational organization.

VI. Community extension service:

Fulfillment of any two (2) of the following:

a.) At least thirty (30) hours of participation in a service-oriented project in the community beyond
the instructional requirement for the summer pay.
b.) Participation in the public, civic or religious programs where one’s role is as lecturer resource
person, or guest speaker, trainer, session chairman, reactor rapporteur, or consultant and
where no honorarium or payment whatever is received.
c.) Participation in relief work after a flood, typhoon, fire and other disaster but not to include the
mere giving of clothing material and other such things to a solicitor.
d.) Conduct of education where at least one recipient learned how to read and write.
e.) Position of active leadership in a community down to the barangay level.
f.) Membership in an organization club or association engaged in civic or community service
including the AVC Faculty Personnel Association.
g.) Securing full student scholarship for poor but deserving students wherein at least one recipient
has finished vocational course.

VII. Good Moral Character

A certification from the barangay chairman that the faculty member has never been charged of any case
involving moral turpitude.

PROFESSOR II/PROFESSIONAL LECTURER II

I. Qualifying Point Credit: 1123 to 119 points

II. Educational Preparation: Finished all academic units in the doctoral degree.

III. Experience: Minimum of thirteen (13) and at least three (3) years of administrative work.

IV. Teaching efficiency: An average rating of at least 4.5 (Outstanding) in the last five years.

V. Productive scholarship: Same criteria as Professor III

VI. Community Extension Service: Same Criteria as Professor III

VII. Good Moral Character: A certification from the barangay chairman that faculty member has never
been charge in any case involving moral turpitude.

PROFESSOR I/PROFESSIONAL LECTURER I

I. Qualifying Point Credit: 104-111 points

II. Educational Preparation: At least doctoral units

III. Experience: Minimum of ten (10) years relate work teaching or education and least three (3) years of
administrative work

IV. Teaching Efficient: An average rating of at least 4.3 (Outstanding) in the last five years

V. Productive Scholarship: Same criteria for Professor III

VI. Community Extension Service: Same criteria as in Professor III.

VII. Good Moral Character: A certificate from the barangay chairman that faculty member has never
been charge in any case involving moral turpitude.
ASSOCIATE PROFESSOR III/ASSOCIATE LECTURER III

I. Qualifying point credit: 96 to 103 points

II. Educational preparation: At least 9 doctoral units

III. Experience: Minimum of ten (10) years related to teaching or education and at least two (2) years of
administrative work.

IV. Teaching efficiency: An average rating of at least 4.2 (Very Satisfactory) in the last 5 years.

V. Productive scholarship: Fulfillment of three (3) of the following:

(a) Publication of a book whether as sole author, co-author, reviewer, translator, editor or compiler.

At least two (2) articles (which may be a monograph, concept paper, educational and/or technical
article).

(b) Published in an international periodical/journal which has an impact on the school or community.

(c) At least three (3) articles (which may be a monograph concept paper, education and/or technical
article) published in a regional periodical/journal which has an impact on the school or community.

(d) A least four (4) article (which may be a monograph, concept paper, education and/or technical
article) Published in a regional periodical/journal which has an impact on the school or community.

(e) Recognition as an expert, in the form of an award, by a reputable and recognized


international//national/regional organization for one’s outstanding contribution to his field of
specialization

(f) Participation in at least three (3) national educational/professional seminars, workshop or


conferences.

(g) Participation in at least four (4) regional/professional seminars, workshop or conferences.

(h) As a lecturer, resource person or guest speaker, trainor in a national/regional seminar, workshop or
conference.

(i) Scholarship, fellowship or study grant.

(j) Scientific invention, cost-and-time saving or discovery of an educational, technical, scientific and/or
cultural value whether patented or not.

(k) Completed research which has an impact on the school or community.

(l) Active leadership in an international, national or regional professional or educational organization.


VI. Community extension service: Same criteria as Professor III.

VII. Good Moral Character: A certificate from the barangay chairman that the faculty member has never
been charged in any case involving moral turpitude.

ASSOCIATE PROFESSOR/ASSOCIATE LECTURER II

I. Qualifying Point Credit: 88 to 95 points.

II. Educational Preparation: Master’s degree holder

III. Experience: Minimum of nine (9) years related to teaching or education and at least two (2) years of
administrative work.

IV. Teaching Efficiency: An average rating of at least 4.0 (Very Satisfactory) in the last five years.

V. Productive Scholarship: Same criteria as for Professor III

VI. Community Extensions Service: Same criteria as Professor III.

VII. Good moral character: A certification from the barangay chairman that the faculty member has
never been charge in any case involving moral turpitude.

ASSOCIATE PROFESSOR I/ASSOCIATE LECTURER I

I. Qualifying Point Credit: 80-87 points

II. Educational Preparation: Master degree holder

III. Experience: Minimum of eight (8) years related to teaching or education and at least two (2) years of
administrative work

IV. Teaching Efficiency: An average rating of at least 3.8 (Very Satisfactory) in the last five years.

V. Productive Scholarship: Same criteria as for Professor III.

VI. Community Extension Service: Same criteria from the Barangay Chairman

VII. Good Moral Character: A certification from the barangay chairman that the faculty member has
never been charge in any case involving moral turpitude.

ASSISTANT PROFESSOR III/SPECIAL LECTURER III


I. Qualifying Point Credit: 73-79 points

II. Educational Preparation: Master’s degree holder

III. Experience: Minimum of seven (7) years related to teaching or education and at least (1) year of
administrative work.

IV. Teaching Efficiency: An Average rating of at least 3.5 (Very Satisfactory) in the last five years.

V. Productive Scholarship: Fulfillment of a two (2) of the following:

a) Publication of a book whether as solo author, co-author, reviewer, translator, editor or compiler.

b) At least two (2) articles which may be a monograph, concept paper, educational and/or technical
article. Published in an international periodical/journal which has an impact on the school or
community.

c) At least three (3) articles (which may be a monograph concept paper, education and/or technical
article) published in a regional periodical/journal which has an impact on the school or community.

d) At least four (4) article (which may be a monograph, concept paper, education and/or technical
article) published in a regional periodical/journal which has an impact on the school or community.

e) Recognition as an expert, in the form of an award by a reputable and recognized


international/national/regional organization for one’s outstanding contribution to his field of
specialization.

f) Participation in at least two (2) national educational/professional seminars, workshop or conferences.

g) Participation in at least three (3) regional educational/professional seminars, workshop or


conferences.

h) Participation in at least five (5) provincial/institution seminars, workshops and conferences.

i) As a lecturer, resource person or guest speaker, trainor in a national/regional seminar, workshop or


conference.

j) Scientific invention, cost-and-time saving or discovery of an educational, technical, scientific and/or


cultural value whether patented or not.

k) Scholarship, fellowship or study grant

l) Completed research which has an impact on the school or community

m) Active leadership in an international, national or regional professional or educational organization.


VI. Community extension Service: Same criteria as for Professor III.

VII. Good Moral Character: A certification from the barangay chairman that the faculty member has
never been charge in any case involving moral turpitude.

ASSISTANT PROFESSOR II/SPECIAL LECTURER II

I. Qualifying Point Credit: 66-72 points

II. Educational Preparation: Master’s degree holder

III. Experience: Minimum of six (6) years related to teaching or education and at least (1) year of
administrative work.

IV. Teaching Efficiency: An average rating of at least 3.5 (Very Satisfactory) in the last five years.

V. Productive Scholarship: Same criteria as for Assistant Professor II

VI. Community Extension Service: Same criteria as for Professor III.

VII. Good Moral Character: A certification from the barangay chairman that the faculty member has
never been charged in any case involving moral turpitude.

ASSISTANT PROFESSOR I/SPECIAL LECTURER I

I. Qualifying Point Credit: 59-65 points

II. Educational Preparation: Master’s degree holder

III. Experience: Minimum of five (5) years related to teaching or education and at least (1) year of
administrative work.

IV. Teaching Efficiency: An average rating of at least 3.5 (Very Satisfactory) in the last five years.

V. Productive Scholarship: Same criteria as for Professor II.

VI. Community Extension Service: Same criteria as for Professor III.

VII. Good Moral Character: A certification from the barangay chairman that the faculty member has
never been charged in any case involving moral turpitude.

SENIOR INSTRUCTOR/LECTURER V
I. Qualifying Point Credit: 52-58 points

II. Educational Preparation: Bachelor’s degree with masteral academic requirement finished.

III. Experience: Minimum of four (4) years related to teaching or education.

IV. Teaching Efficiency: An average rating of at least 3.4 (Very Satisfactory) in the last four years.

V. Productive Scholarship: Fulfillment of any of the following:

a) Publication of a book whether as sole author, co-author, reviewer, translator, editor, or compiler.

b) At least two (2) articles at least two (2) articles (which may be a monograph, concept paper,
educational and/or technical article). Published in an international periodical /journal which has an
impact on the school or community.

c) At least three (3) articles (which may be a monograph concept paper, education and/or technical
article) published in a regional periodical/journal which has an impact on the school or community.

d) At least four (4) articles (which may be a monograph concept paper, education and/or technical
article) published in a provincial institutional periodical/journal which has an impact on the school or
community.

e) At least five (5) articles (which may be a monograph, concept paper, education and/or technical
article) published in a provincial institutional periodical/journal which has an impact on the school or
community.

f) Recognition as an expert, in the form of an award, by a reputable and recognized


international/national/regional/local organization for one’s outstanding contribution to his field of
specialization.

g) Participation in at least one (1) national educational/professional seminars, workshop or conferences.

h) Participation in at least two (2) regional educational/professional seminars, workshop or conferences.

i) Participation in at least five (5) provincial/institution educational seminars, workshops and


conferences.

j) As a lecturer, resource person or guest speaker, trainor in a national/regional seminar, workshop or


conference.

k) Scientific invention, cost-and-time saving innovation.

l) Scholarship, fellowship or study grant.

m) Completed research which has an impact on the school or community.

n) Active leadership in an international, national or regional, professional or educational organization.


VI. Community extension service: Fulfillment of any one in the list.

VII. Good moral character – A certification from the barangay chairman that the faculty member has
never been charged in any case involving moral turpitude.

INSTUCTOR IV/LECTURER IV

I.Qualifying Point credit: 45-51 points

II. Educational preparation: Bachelor’s degree with at least 24 masteral units.

III. Experience: Minimum of three (3) years related to teaching or education

IV. Teaching efficiency: An average rating of at least 3.2 (Satisfactory) in the last three years.

V. Productive scholarship: Same criteria as for Senior Instructor

VI. Community extension service: Same criteria as for Professor III.

VII. Good moral character – Good moral character. A certification from the barangay chairman that the
faculty member has never been charged in any case involving moral turpitude.

INSTRUCTOR III/LECTURER III

I.Qualifying Point credit: 33-44 points

II. Educational preparation: Bachelor’s degree with at least 18 masteral units.

III. Experience: Minimum of two (2) years related to teaching or education

IV. Teaching efficiency: An average rating of at least 3.0 (Satisfactory) in the last two years.

V. Productive scholarship: Same criteria as for Senior Instructor

Community Extension Service: Same criteria as for Senior Instructor

VI. Good moral character – A certification from the barangay chairman that the faculty member has
never been charged in any case involving moral turpitude

INSTRUCTOR II/LECTURER II

I.Qualifying Point credit: 31-37 points

II. Educational Preparation: Bachelor’s degree with at least (9) masteral units

III. Experience: Minimum of one (1) year related to teaching or education

IV. teaching efficiency: An average rating of at least 2.7 (Satisfactory) in the previous school year.

V. Productive scholarship: Same criteria as for Senior Instructor, but only one may be fulfilled.
VI. Community extension service: Same criteria as for Senior Instructor

VII. Good moral character – Good moral character – A certification from the barangay chairman that the
faculty member has never been charged in any case involving moral turpitude.

INSTRUCTOR I/LECTURER I

I.Qualifying Point credit: 30 points

II. Educational Preparation: Bachelor’s degree

III. Experience: None required

IV. Teaching efficiency: None required

V. Productive scholarship: None required

VI. Community extension service: None required

VII. Good moral character – Good moral character – A certification from the barangay chairman that the
faculty member has never been charged in any case involving moral turpitude.

Notes:

a. In the above required criteria, there will be a total observance of the academic rank and
salary. In the event that a faculty member fails to fulfill any one of the criteria set forth, then
the lower academic rank will be awarded to him and this shall be the basis of his
compensation.
b. Starting D.Y. 2015-2016, only documents for the last five years will be considered under
productive scholarship and community extension service.
5.3 Retirement of Full Time Faculty Members
Policies
1. Optional retirement of full-time faculty member can be availed of after fifteen (15) years of
service or upon reaching the age of sixty (60).
2. The age for mandatory retirement is sixty-five (65) years; 30 years of continuous service or
whichever comes first.
5.4 Termination of Faculty
Policy: The employment of a teacher terminates in any of the following ways:
a. Expiration of the special period of employment of a probationary full-time or part-time
faculty members. The faculty member on probation may voluntarily leave after the
probationary period; his/her employment may not be terminated, however, without just
cause, or unless authorized by existing laws.
b. Voluntary Registration by the teacher. A full-time permanent teacher may voluntarily resign.
Notice of resignation should be given in writing to the President through the VPAA and
his/her Dean or Principal at least one month before the beginning of the school year for
secondary and elementary teachers, or at the beginning of each semester for the college.
The school may hold a teacher who terminates the employer-employee relationship without
notice liable for damages. “No resignation without just cause should be considered or
entertained one month after the start of the school year or semester.”
c. Retirement. The normal retirement age is sixty (60). Under special circumstances, a
permanent teacher may request or be asked to continue active service in the school after
reaching the normal retirement age. At the age of sixty-five (65), however, retirement is
compulsory.
In rare and exceptional cased and without prejudice to the provisions of the Retirement
Plan, a retired teacher may be allowed to serve as a lecturer, no longer as an employee
and will be paid on honorarium basis.
d. Termination by the teacher. The individual faculty member may terminate his/her services
in the school with the following just causes:
1. Serious insult by the President or his representation on the honor and person of the
teacher.
2. Inhuman and unbearable treatment accorded the teacher by the President or his
representative.
3. Commission of a crime of offense by the President or his representative against the
person of the teacher or any of the immediate members of his family (P.D. No. 442, Art.
286B).
e. Termination of Employment by the School Administration. The Osias Educational
Foundation has the right to transfer, discharge, lay off or discipline any teacher for just
cause (PDS. No. 442, Art. 283).
1. The school may terminate the employment of a teacher on probationary status who
fails to qualify in accordance made known to her/him before employment. The school
shall make known to the teacher, these standards under which he/she will qualify as a
regular faculty member. He/She should make efforts to know these standard before
he/she accepts his employment.
2. The school may terminate the service of any teacher who is found to be suffering from
any serious disease and whose continued employment is prohibited by the law or is
prejudicial to his /her health as well as to the health of the students and other personnel
of the school (P.D. No. 422, Art. 285). Thus, annual medical certificate is required from
the teachers.
3. Besides the just causes for dismissal mentioned in Art. 283 of the Labor Code of the
Philippines, (P.D. No. 4425), the school considers also the following as causes for
termination of employment.
a. Grave misconduct, such as, but not limited to, giving of grades to a student in a subject not
based solely on scholastic performance; failure to maintain confidentiality of records,
insubordination, which directly affects the integrity of the school.
b. Gross inefficiency and incompetence in the performance of duties, such as, but not limited to
failure to cope with the reasonable standard of inefficiency and competence of the institution;
habitual absences and tardiness from classes, and willful neglect of employment or assignment.
c. Tampering or falsification of, or negligence in keeping with school or negligence in keeping with
school or students’ records including unreasonable delay in the submission of students grades.
d. Conviction of a crime, or an attempt on, or criminal act against the life of any school official,
personnel or student, or upon the property or interest of the institution.
e. Being notoriously undesirable.
f. Disgraceful or immoral act inside or outside the school campus.
g. The sale of tickets or the collection of any contributions in any form or for any purpose or
project whatsoever, whether voluntary or otherwise, from the students and school personnel.
h. Voluntary or request for de-loading of teaching units to less than the required minimum
teaching assignment for full-time academic personnel as fixed by the school.
i. In the event or phasing out, closure or cessation of the program or of the institution to which
the teacher belongs.
j. Retirement to prevent loss.
k. The decreases of enrolment.
l. Other causes analogous to the foregoing as may be provided for in the policies and regulations
of the institution or in a collective bargaining agreement.
m. Other similar cases (P.D. No. 442, Art. 224) Manual of Regulations, Section 121).
f. Safeguard in Disciplinary Procedures
School personnel employed under permanent status shall enjoy the following
safeguards in any disciplinary proceedings against them, which may result in suspension
without pay, reduction in salary, or termination of employment:
1. The right to be informed I n writing of the specifications of the complaint;
2. The right to answer in writing the complaint;
3. The right to speedy disposition of the case and full access to the evidence;
4. The right to defend himself, or through counsel of his choice, with adequate timer
for preparation of his defense; and
5. The right to be informed of the decision in writing and to appeal to proper
authorities.
g. Period of Appeal

School personnel under permanent status who are removed, reduced in salary, or suspended
without pay as a result of disciplinary proceeding may appeal to the President or his duly authorized
representative, within fifteen (15) days from date of receipt of a copy of the decision. In the absence of
an appeal in writing within the elementary period here in provided, the decision of the school shall be
final and executory, (Manual of Regulations, section 78).

h. Preventive Suspension

The school head may preventively suspend school personnel who is under investigation, if
the charge against him involves dishonesty, oppression, grave misconduct, neglect in the
performance of duty, or if there are strong reasons to believe that he is guilty of such
charges which would warrant his removal from the school.
A preventive suspension without pay, imposed upon any school personnel shall not be
more than sixty (60) days. After the expiration of such period, he shall be reinstated or his
suspension shall continue with provisional pay; provided that when the delay in the
disposition of the case is due to the fault, negligence, or petition of the school personnel
himself, the period of delay shall not be counted in computing the period of suspension
herein allowed.

6. FACULTY DEVELOPMENT PROGRAM


6.1 POLICIES
As an Osias Educational Foundation faculty member, he/she recognizes the significance
of general faculty and employee meetings, convections, seminars, and conferences in
their professional growth.
6.2. CLASSIFICATION OF OEF FACULTY TRAINING PROGRAMS
In-Service training – These programs shall cover training activities designed and
administered by the school to improve the quality of knowledge, skills and attitudes
of faculty members at all levels.
The In-Service Training Program consists of fourteen (14) modules:

Level I – Orientation/Reorientation (for probationary teachers)

Module 1 – Faculty Orientation/Reorientation

Module 2 – Code of Ethics

Module 3 – Elements Inherent to the Teaching Profession

Module 4 – Teacher Accountability

Module 5 – Classroom Management

Module 6 – Instructional Media for Effective Teaching/Learning

Module 7 – Academic Counselling

Level II – Self Enhancement (for Junior faculty – after the probationary period)

Module 8 – Making Yourself Over into a Complete Person

Module 9 – Habits of Effective People

Module 10 – Conflict and Stress Management

Module 11 – Presentation Skills Development

Level III – Executive Development (for Senior faculty – required before one in promoted
Head/Principal/Dean)
Module 12 – Management for Effective Performance

Module 13 – Situation Leadership

Module 14 – Team Building

External Training

These shall include post graduate courses and non-degree programs conducted by outside
entities, local or abroad including conferences and study tours participated in by the OEF faculty.
Attendance in this training may either be financed in full by the school or partly by the hosting outside
entity. An outside entity shall refer to an organization which may sponsor or conduct degree and non-
degree courses relevant to the teacher’s specialization.

6.3. Selection and Attendance of Training Participants


1. Attendance in duly approved training programs and conferences is in the nature of official
business whether conducted during or outside office hours or days. Successful completion
of an approved training course is given due consideration in faculty ranking and other
personnel actions.
2. No teacher shall be authorized to attend any training program and conferences to be
conducted by outside entities without prior approved from the VPAA. Said request for
approval shall course through the Dean/Principal.
3. Nomination for any teacher to attend, any training activity outside the school shall include
justification of the necessity and urgency of attending the activity.
Criteria for Selection
A. In-Service Training
All faculty members regardless of nature and status of employment are required
to undergo the series of in-service training courses in the sequence indicated
above.
B. External Training
The selection of participants to scholarship training grants, seminars, study
tours, and other similar activities, local or overseas, whether sponsored/co-
sponsored by the school or undertaken only on official time shall depend on the
following criteria:
1. Relevance of Trainings – Scholarship, training grants, study tours, seminars
and similar activities should be relevant to the current or proposed duties
and functions of the teacher nominee.
2. Employment Status – Only personnel shall be considered for
selection/nomination.
3. Educational Attainment – This refers to the required academic degree which
should be along the specific field of scholarship or training grant.
4. Performance Rating – A consistent record of highly satisfactory performance
rating for the last three years attested by the Dean.
5. Experience – The nominee/s should have at least two (2) years of teaching
experience in the field of study being applied for (unless otherwise specified
by the donor/entity).
6. Clearance – A certificate of clearance from administrative charge shall be
required prior to the training.
7. Age – The age qualification, if required, must be that required by the donor
entity. Otherwise, trainees/nominees must not be more than sixty (60)
years old.
8. Previous Training – Except as otherwise specified, nominee who have never
been recipient of scholarship or training grant be given preference.
9. Health Condition – Nominees must be physically and mentally fit to undergo
the training or scholarship grant as certified by the school physician.
10. Language – A sufficient command of English, both written and oral, shall be
required.

Training Expenses

1. In line with the present economy measured being observed by the school, training programs
shall be limited to those which shall involve the least cost to OEF. Resource persons within the
school shall be utilized, whenever possible. Request for resource
persons/facilitators/coordinator from Manila should be reduced to a minimum and only in
instances when the required expertise is not available in the locality. The request should be
made when seeking approval of funding for a training course/seminar to give ample time for the
school to select a speaker who would be able to maximize the time and effort.
2. Expenses incurred in connection with a seminar where the teacher is sent as the official
representative of the school such as travel expenses/cash advances should be indicated
immediately not later than one (1) week from completion of the seminar.
3. A travel report shall be submitted and appropriate arrangement is being made with the VPAA
for the re-echo of the seminar to the faculty members.
4. Training expenses of teachers shall be charged against their Faculty Development Fund (FGF)
allocation budget. If this is not enough, the teacher concerned shall share in the expenses as
his/her counterpart.
7. Grants
7.1. Research Grants
Policy: To encourage teachers to undertake meritorious research, the OEF offers
research grants to full-time permanent teachers. Depending on the complexity and
duration of the research, the research grant is considered either as a one (1) or two (2)
subject load (3 to 69 academic units) of a Fellow.
Guidelines:
1. There shall be one (1) Research Fellow per school with a total of five grantees every
semester.
2. If a school does not have a Research Fellow for particular semester, other interested
instructors from a School which already has a grantee will be accommodated.
3. Research requirements (e.g. paper, transportation, use of computer, etc.) allied to
the conduct and completion of the study will be provided by the Research and
Planning Extension Office with the corresponding justifications.
4. The research shall be completed within the time frame approved by the Research
Council which shall be from one selected to one school year only.

Requirements for Application:

The following written documents are required:

 A capsule research/project proposal with the favorable recommendations of the Research


Council;
 Successfully defense of the proposal before a Panel of Referees.

Approved of the Grant

A favorable recommendation of the Panel is required for the approval of the grant by
the President. A Memorandum of Agreement (MOA) between the school and the proponent is prepared
prior to the award of the grant.

Obligation of the Grantee

The grantee shall abide by the MOA and all existing rules and regulations of the Colleges
governing research/project grants.

7.2. CHED-FAPE Fellowship

Policy: Fellowship from the Commission on Higher Education - Fund for Assistance of Private
Education (CHED-FAPE) are available to full-time personnel faculty members to enable them
to pursue graduate education.

Requirements for Application

The following written documents are required:

 Official transcript of records


 Health certificate from accredited school physician
 Certificate of Good Moral character from the School President

Obligation of the Grantee:

The grantee shall abide by the MOA and all existing rules and regulations of the FAPE
governing study grants. Specifically, he is required to serve the school two years spent as CHED-FAPE
grantee by engaging in full-time teaching, research and/or other assignment related to his graduate
training.

VIII. Mandatory Benefits

1. 13th Month Pay


Policy: The school shall ensure that the probationary and permanent teachers are paid the
government mandated 13th Month Pay equivalent to one-twelfth (1/12) of annual salary.

Guidelines:

a. The 13th Month Pay shall have paid twice a year: on the third week of July and on the third week
of December.
b. Employees who availed of a leave without pay during the year will receive his/her 13 th Month
Pay equivalent to the annual salary received during the year.
2. Maternity/Paternity Leave
Policy: In compliance with the pertinent provisions of the Labor Code, the school grants every
pregnant female teacher maternity leave as follows:
 60 calendar days leave for normal child delivery and miscarriage.
 78 calendar days leave for caesarean delivery.

Corollary to this, the school prohibits administrators from recalling female teachers on maternity leave
before the expiration of such leave.

Maternity Benefits:

A female teacher on maternity leave shall receive from the Social Security System (SSS)
a daily maternity benefit equivalent to her average daily salary credit for the 60/78 days leave.

In addition to the above, the school will advance the salary of the teacher equivalent to two months.

Eligibility:

1. The SSS Maternity Benefit is granted to probationary and regular employees who have paid at
least three (3) monthly contributions within the twelve (12) month period immediately
preceding the semester when the delivery/miscarriage occurred.
2. The school benefit on the other hand is granted only to permanent employees.

Limitations:

1. SSS/School maternity benefits stated above shall be granted only for the first four deliveries
including miscarriages (after May, 1997).
2. Maternity leave after the fourth delivery shall be charged to the female’s accumulated sick leave
credits. Where leaves are insufficient the excess shall be charged to vacation leave credits.
However, should both sick leave and vacation leaves are insufficient to cover the 60/78 days,
the remaining leave days shall be considered leave without pay.
Guidelines/Leave Regulations
1. The leave period shall be availed of by the employee not earlier than two (2) weeks prior to
her expected delivery and another four (4) weeks after the delivery date.
2. When the employee fails to avail of two (2) weeks pre-natal leave or any part thereof, the
same shall be added to the post-natal leave to complete the 60/78 days.
3. Extension request for maternity leave may be allowed provided it is due to illness medically
certified to arise from pregnancy delivery or miscarriage which renders the employee unfit
to work. The extended leave shall be charged to sick/vacation leave.

Voluntary Reporting for Work prior to Maternity Leave Expiration

1. A female employee who opts to report back to work before expiration of maternity leave may
do so upon submission to VPA a Medical Certificate signed by the attending physician attesting
to her fitness to work.
2. Each day worked when the female employee reported back to work while technically on leave
shall be additionally compensated by the school at the rate equivalent to the daily SSS Maternity
Benefit.
Additional Provisions:
a. SSS Maternity Benefits are not subject to withholding tax and no SSS and PHIC contribution
shall be assessed the employee during the 60/78 days of maternity leave.
b. Subsequent balance and cash benefits of the female employee shall be withheld unless all
required documents as listed in the following section on Procedural Guidelines are
submitted.
Procedural Guideline:
1. Upon confirmation by the physician of the employee’s pregnancy the employee must
submit immediately an Application for Maternity Leave together with the Maternity
Notification Forms to VPA.
2. The VPA shall recommend payment for SSS Maternity Benefits on the last working day
prior to the start of maternity leave provided the documents specified above are
submitted.
3. School Maternity Benefits shall be paid upon submission of medical certificate and all
papers required by SSS for reimbursement.

PATERNITY LEAVE

Seven (7) days paternity leave with pay shall be given to the married male employees whose
spouse is on maternity leave. If the paternity leave may be charged against unused sick/vacation leaves.

3.SSS, PHILHEALTH/MEDICARE, PAG-IBIG and EMPLOYEE COMPENSATION (STATE OF INSURANCE)

Policy:

A. SSS Benefits
All faculty members below sixty (60) years of age are covered compulsory by the Social
Security System (SSS). The benefits under this system are:
 Sickness Benefit
 Disability Benefit
 Pension
 Death Benefit
 Retirement Benefit
 Salary and Housing Loan
 Education Benefit
 Burial Benefit
B. PHILHEALTH/MEDICARE BENEFIT
All pensions subject to compulsory SSS and their dependents are automatically covered
by the Medicare Law.

Dependents, as defined in the Medicare Act are:


 The legitimate spouse who is not a Medicare member;
 The unmarried and unemployed, children – legitimate/legitimated,
acknowledged children as appearing in the birth certificate, legally adopted or
stepchildren – who are below twenty-one (21) years of age;
 Children who are suffering from congenital disability either physical or mental,
or any disability acquired below the age of twenty-one (21) that renders them
totally dependent upon the member for support; and
 The parents who are sixty (60) years old and above whose income is P1,000.00
or less a month.

The Benefits under the Medicare Law:

1. Hospitalization Benefits:
1.1. Maximum of forty-five (45) days’ confinement annually for members,
accumulated of total of forty-five (45) days for dependents;
1.2. Hospital room and board expense;
1.3. Professional fees of P15 per day but not to exceed P200 for per single cases
and P300 for intensive care or catastrophe;
1.4. Surgical Benefits
a. Surgeon’s fees not exceeding P650 (specific amount shall be paid in
accordance with the Relative Unit Value (RUV). i.e. points assigned to
surgical procedures according to their comparative complexity). This
include two (2) days of pre- and five (5) days of post – operative care.
Surgical procedures without any assigned Relative Unit Value shall be
evaluated taking into consideration its similarity to existing procedures.
b. Anesthesiologists’ fee not exceeding 30% of the allowable Surgeon’s
fee.
- Only one anesthesiologist shall be compensated.
- Local anesthesia is not compensable except when it is regional
nerve block anesthesia.
- When the operating surgeon administer anesthesia himself no
separate anesthesiologist fee shall be allowed.
c. Operating Room Fee
d. A qualified beneficiary who undergoes surgical procedure in the
hospital operating room complex in and out – patient basis is entitled
to benefits provided that one day is deducted from his forty-five (45)
days room and board benefits.
C. PAG-IBIG
Membership in the PAG-IBIG Fund is mandatory upon all employees covered by the
Social Security System (SSS) and their respective employers. Provided, however,
compensation is less than four thousand pesos (P4,000.00) shall be voluntary.
The benefits from the PAG-IBIG membership are:
1. Return of Contributions
A member shall be entitled to receive his total accumulated value upon
termination of his membership in accordance with termination of membership
fee from any pending obligation with the fund or any of its loan programs. In the
event of his death, his legal heirs shall likewise receive the same fee from any
pending obligation with the Fund or any of its loan program.
2. Optional Withdrawal of Contribution
A new member of the Fund after the effectivity of Republic Act No. 7742 shall
have the option to withdraw his total accumulated value after the tenth of
fifteen years of continuous membership. Provided that the said member has no
outstanding housing loan with the fund at the time if withdrawal. This option
may be continuing membership in the fund.
The exercise of his option by the member shall not be considered as a
ground to terminate his membership with the fund. He shall continue to be
mandatory covered by the Fund and his employer is mandated to deduct and
remit his employee’s required contribution together with his employer
contribution pursuance to these rules.
This provision shall likewise apply to all members who voluntarily joined
the Fund under the provisions of Executive Order No. 90 prior to the Effectivity
of Republic Act No. 7742.
D. Employee Compensation (SATE Insurance Fund)
All SSS members are also covered under this benefit whereby the premium is borne
solely by the employer (OEF).

IX. INSTITUTIONAL BENEFITS

A. ASSISTANCE FOR UNIFORM EXPENSES


Rationale
Uniforms for faculty members are required by the school, principally to help
establish and project its desired identity, as well as to maintain a professional
atmosphere conducive to enhancing human dignity and eliciting trust and confidence.
Policy
In review of the above, the school shall assist the faculty members in complying
with its uniform requirements by providing the uniform for all eligible teachers.
Faculty members are required to wear the prescribed uniforms during regular or
official workhours, conforming with the uniforms cut or style and usage specified by the
school.
Eligibility
- Permanent Teachers – 100%
- Full-time probationary teachers on the 7th month basis – 50%

Guidelines:

1. The assistance of one sewn set of uniform is granted in June every year to eligible teachers
except those who received the assistance at an earlier date of the same year.
2. Newly hired full-time teachers shall be given 50% allocation on the seventh (7 th) month of
continuous employment. The other 50% of the uniform cost shall be deducted from salaried on
the 15th of every payroll month for a period of six (6) months. Full-time teachers shall be given
the full allocation after obtaining permanent status.
3. A committee on faculty/personnel uniform shall be formed as follows:
Chairman: Vice President for Administration
Vice Chairman: Finance Officer
Members: Department Heads
The committee shall recommend the approval of the budget allocation for one set of uniform.
The committee shall choose the design/cut of the uniform and designate days of the week to
wear the uniform with one day declared as free day. The committee may also recommend the
type and color of shoes to be work with the uniform.
4. Uniforms may vary depending on the nature of work performed hence different cuts/design
may be prescribed, to cite examples, electricians, drivers, maintenance, teaching and non-
teaching personnel.
5. Disciplinary action for non-wearing of the uniform without excuse shall be recommended by the
department heads involved as follows:
- 5-10 times a month – salary deduction and warning
- excess of 10 time a month – suspension

Administrative Responsibilities

The VPAA shall be responsible for determining entitlements under this policy and for
conditioning the efficient administration of the guideline contained herein.
B. Allocation for Social and Recreational Activities
Policy:
Every year the school allocated funds for religious, social and recreational activities for
the purpose of enriching their spiritual lives, fostering camaraderie among them, reducing the
monotony of work and providing time out for relaxation.
Budget Allocation
Administrative Eligibility: All teachers who are currently employed by the school whether
permanent or probationary, full-time or part-time.
Guidelines:
1. The Christmas cash gift is distributed together with a calendar during the faculty – personnel
Christmas Program.
2. Only teacher currently employed to the time are entitled to the Christmas cash gift, i.e.
teachers on leave during the second semester are not entitled with the cash gift.
3. The cash gift is given personally at the Christmas program and the teacher concerned must
personally receive the cash gift.
4. If teachers are absent at the Christmas program due to unavoidable circumstances, then
he/she can claim the cash gift upon resumption of classes in January, the following years,
since the Christmas program is the last day of work for the year.
5. The amount of cash gift is determined by the Board of Trustees.
C. Vacation and Sick Leave
Policy
The school grants every teacher, ten (10) working days’ vacation leave and ten (10)
working days’ sick leave with pay for every calendar year of continued service for purposes of
rest and relaxation.
Budget Allocation: Salaried of Employees
Eligibility:
Vacation and sick leave with pay be taken by academic and non-academic personnel,
permanent and probationary including part-time.
Accrual:
There will be no accrual of leave since they are commuted to cash.
Communication:
Unused vacation/sick leave of academic and non-academic personnel will be converted
into cash on the following dates:
June 30 – 6 days covering the period January to June
December 30 – 6 days covering the period July to December
Commutation:
1. Peso amount of number of days absent during the period will be deducted from one-half
salary.
2. Absences will be computed based on rate per hour times number of hours absent.
3. Absences will be based on daily time records attested by the Department Heads and HRD
Office.
Forfeiture:

Teachers removed for a cause will forfeit their rights to collect commutation of unused
vacation and sick leaves.

Procedural Guidelines:

1. Application for vacation or sick leave for one full day or more shall be made on the form
prescribed and to be accomplished at least in duplicate.
2. Application for vacation leave shall be filled in advance or whenever possible five (5) days
before going on such leave.
3. Application for sick leave shall be filled in advance especially when the applicant is
presented by his physician to go on rest or when the sick leave exceeds five (5) days. In case
sickness was emergency, it shall be filled immediately upon return to work. However, the
teacher shall inform his Dean/Principal through telephone or other means of his inability to
attend his classes due to sickness if such is the case.
4. A teacher who is absent without approval leave shall not be entitled to receive his salary
corresponding to the period of his unauthorized leave of absence.
5. The application for leave shall be signed by the teacher concerned, action recommended by
his immediate superior and approved by the next immediate supervisor.
For example:
Leave Recommended by:
Faculty Member

Approved by:
Dean/Principal
VPAA
Heads of Academic Units
VPAA President
Non-Academic Heads
VPA, President
o Regardless of rank, leave shall be approved by the President if it covers
thirty (30) calendar days or more.
6. An application for leave of absence for thirty (30) days or more shall be accomplished by a
clearance from money and property accountability and approved by the President.
D. Study Leave
Policy:
The school shall allow its teachers to take prolonged for a period of more than two (2)
years if the reason for such absences is to pursue higher education in the field of teaching and
the results of the studies will be beneficial; to both the teacher and the school.
Budget Allocation: Salaries of Employees
Eligibility:
Only permanent teachers are entitled to this benefit.
Definitions
Study leave refers to the type of leave availed of by permanent faculty members for
reason of pursuing post graduate course leading to a master’s degree/doctor’s degree which will
require the teacher’s full attention.
Feature
1. Study leave is considered as a privilege and not as a right, therefore, must be
formally requested and fully justified. Approval be based on individual merits.
2. Study leave may be availed of to pursue or complete graduate course leading to a
master’s/doctor’s degree.
3. For a study leave endorsed or sponsored by the school (e.g. CHED-FAPE grantees),
they are required to come back to the school to render two-year service per year of
leave and to abide by all requirements embodied in the Memorandum of
Agreement (MOA) on his/her FAPE scholarship.
4. For a study leave not endorsed or sponsored by the school (e.g. CHED-FAPE, CEAP,
DOST, etc.) study leave carries with it suspension of all benefits due them from the
school.

Procedural Guidance:

1. Teacher writes a request for study leave to the school President through his/her
Dean/Principal and VPAA.
2. Faculty clearance shall be obtained for the settlement of financial obligation and/or
continued salary deductions by the applicant to be submitted together with application.
3. The Dean/Principal reviews application documents evidence for admission to the school.
4. The Dean/Principal shall recommend approval of the leave to the President thru the VPAA.
5. After approval from the President, the approved leave request will be given to HRMO for
proper updating of records. The HRMO will require the faculty applicant to sign on the
conditions of the study leave. The HRMO will also inform the Accounts Office for all the
necessary changes in the payroll.
a. Substitute should have the qualifications to take over the subject either as his/her major
or minor field of specialization.
b. Substitute by an outsider is allowed only with the approval of the president, through the
endorsement of the HRMO and VPAA.
c. The substitution should last only within a definite period which shall not exceed five (5)
months. A temporary appointment shall be issued to the substitute teacher which shall
be valid for said duration.
d. A teacher should not substitute for another at the same time as his/her regular class.
e. The salary of the substituting teacher is based on his/her rate not the rate of the teacher
substituted.
f. A substitute teacher should follow the course of the study or syllabus of the teacher
substituted. Therefore, the regular teacher should brief the substitute before he/she
hands over the class.
g. Swapping substitution among teachers covering each other’s absences by mutual
agreement without further recompense may be allowed with the permission of the
Dean/Principal, provided such agreement is satisfactory to all concerned.
h. From time to time, the Dean may agree to take over a class for an absent teacher as part
of his/her office work when it does
1. The school physician and nurse give free consultation at Osias Educational Foundation for
emergency cases.
2. If necessary, the clinic physician shall refer the teacher to a reputable hospital for further
examinations and/or hospitalization.
3. Medicines available at the clinic are for emergency cares only, therefore additional medicines of
the teacher shall be bought outside and shall be for the account of the teacher concerned.
E. Dental Care
Policy:
The school maintains a dental clinic for all probationary/permanent teachers and their
dependents (legal spouse and children below 21). They are entitled to certain fee or charge to
dental services.
Budget Allocation: Administrative Budget
Benefits: Following are free benefits/services provided at the dental clinic:
1. Dental Examination
2. Emergency Dental Treatment
3. Simple Extractions
4. Temporary Fillings
5. Permanent Fillings
6. Dental Prophylaxis
7. Oral medication or initial dosage

Limitations:

Benefits available at the dental clinic are subject to the functions agreed upon by the
school with the school dentist and may not be modified or altered. Follow up medicines are not
reimbursed nor will they be given free.

Procedures:

1. For emergency treatments, the clinic is opened daily, Monday to Friday 8:00 A.M. to 5:00
P.M. the dental clinic is closed during Christmas break.
2. Since the dental clinic also serves the students, it is requested that an appointment be made
at the clinic for their services.
F. Retirement Plan
General Description:
The retirement plan is established to provide retirement benefits to qualified
faculty subject to the terms and conditions contained in the Retirement Plan.
The Osias Educational Foundation Retirement Plan is in Appendix A.
G. Reimbursement of Transportation Expenses
Policy:
The school allows reimbursement of actual transportation expenses incurred by the
teacher in the conduct of official business outside Balaoan.
Budget Allocation: Administrative Budget (School Unit Budget)
Limitations:

1. The policy may apply to academic and non-academic employees sent out on specific
assignments or errands with fixed destination.
2. Generally, no reimbursement may be paid when the school vehicle is used. However, for
specific qualified reasons as contained herein reimbursement will be allowed.

Guidelines:

1. Pre-approval of official trip before going on official travel outside Balaoan, teachers on O.B.
shall secure approval by accomplishing Request for Travel Advance with the necessary
attachments like travel order, invitation letter, program and schedule.
2. In selecting the means of transportation (ordinary, luxury bus, tricycle, jeepney, taxicab,
etc.) to take during official trips, accessibility of transportation, security conditions with the
area of destination and urgency of the trip should be strongly considered. It shall be the
responsibility of the recommending unit head to evaluate/assess reasonableness of type of
transportation taken and amount charged.
3. A teacher on O.B. may use his own car if the official trip is within Balaoan and be reimbursed
for actual and reasonable gasoline expenses. When two or more employees are going to the
same destination at the same time, only one may apply for reimbursement.
4. No reimbursement may be claimed when vehicle of the school is used (accomplishment
request form)
5. Reimbursement should be applied for within 15 days from the time of arrival.
6. Cash advance for travel shall be settled within two days after arrival and all receipts shall be
attached. If receipts are not available plate number of vehicle used shall be stated in
reimbursement form.
7. Reimbursement – travelling expenses shall be prepared by the travelling employee,
reviewed by the unit head, audited by the Accounts Office, and approved by the VPA.
8. Upon approval, the statement shall be sent to the Finance Officer who shall order the
payment after his/her review of all documents.

List of Jobs/Position Eligible for use of School Vehicle for Official Use:

1. President
2. VP for Administration, VP – Academic Affairs, and VP Information, Communication & Technology
3. Deans or Unit Heads
H. Dependent Privilege
Policy:
It is the policy of the school to grant educational benefits to elementary, high school,
college – to teachers or employees’ children.
Budget Allocation: Administrative (No Cash Outlay)
Eligibility:
Permanent married teachers’ employees’ dependent children up to the fourth child.
Single employee who has rendered ten years of service are entitled to one dependent,
brother/sister or nearest kin.
Guidelines:
1. Education benefits shall be availed of as follows:
First child beneficiary – 100% discount in tuition fee
Second child beneficiary – 75% discount in tuition fee
Third child beneficiary – 50% discount in tuition fee
Fourth child beneficiary – 25% discount in tuition fee
2. In the college level, the discount privilege shall be for only one collegiate course for 19 units
during summer.
3. Employees’ children who get unsatisfactory (failure, dropped or NG) grades’ shall pay tuition
fees for such subject.
4. Application for the privilege shall be filed two weeks before classes start with the approval
of the VPA.
5. There is no discount in the miscellaneous fees.
I. Loans and Cash advance
Policy:
All qualified teachers may avail of stalwart loan or cash advance.
Procedural Guidelines:
1. Teacher-borrower makes a letter to the President through the Vice President for
Administration stating the amount and purpose of salary cash advance. The letter request
will be submitted to the VPA who will review the eligibility of the applicant.
2. If in order, VPA shall forward the papers to Accounts for review on existing financial
obligations of applicant.
3. It requirements are met; loan request shall be recommended by the Vice President for
Administration for approval to the President.
4. Upon approval, the Accounts Office shall process the papers for payment.
J. Service Award
Policies:
The school shall recognize the value of loyal service rendered by its teachers and
acknowledges such service at an appropriate ceremony during the yearly OEF Day Celebration.
Budget Allocation: Administrative
Eligibility:
All teachers who had rendered 10, 15, 20, 25, 30 and 40 years of service to the school at
the time award is given are eligible.
Awards:
1. A cash award of two hundred pesos (P200.00) per year of service shall be given.
Awardees for the 15th, 20th,25th, 30th, 35th, and 40th years of service shall receive only
the cash award that correspond to their additional years.
2. The awardees shall, likewise, receive a ring, a plaque and OEF medallion.
Guidelines:

1. The award committee will review the service of employees eligible for the award.
2. Tentative list of awardees will be posted on bulletin board for their scrutiny.
3. Awarding is set on ___________, during OEF Day, hence if the employee resigns prior to the
awarding rites, the service award is forfeited.
4. A certificate of recognition is given to an employee resigns prior to the awarding rites upon
reaching the above years of service.
5. The VPA orders plaque of appreciation upon the approval of the President based on the Awards
Committee decision.
6. Accounts Office prepares checks for cash awards upon the approval of VPA based on the Awards
Committee decisions.

All permanent employees who have rendered ten (10) years of service including those who were
full time became part time faculty members are paid an amount equivalent to 50% of the last
March 31 salary prior to the disbursement of the first week of April every year.

Limitations:

Awards shall be denied to teachers who are terminated for cause.

K. Faculty Development Fund


Policy:
The school grants financial assistance to all faculty members for training and
development in order to assist them in discharging their assigned duties more effectively. The
school discourages teacher initiated efforts toward achieving professional competence and
improving personal qualities through the pursuit of graduate courses and non-credit study
programs.
Budget Allocation: Administrative
Eligibility:
All teachers whether permanent of probationary are entitled to the P2,000.00 Faculty
Development Fund. However, only permanent teachers are entitled to the 50% discount on
tuition fees if enrolled at OEF Graduate School including a waiver of library fee, instructional
media fee, medical and dental fee.
Program Description:
This program entitles eligible teachers to take further studies and/or participate in
seminars, workshops and other training programs that are in line with the teacher’s field of
specialization.
Amount of Financial Assistance:
1. The maximum amount that one can avail of yearly is two thousand pesos
(P2,000.00). In addition to the financial assistance, he/she shall be given 50%
discount on his/her tuition fees if enrolled at OEF Graduate School. Likewise, the
library fee, medical/dental fee and audio-visual fee shall be waived.
2. The allotment for each faculty is not cumulative.
3. Total school allotment for the development program shall not exceed the total
number of teachers multiplied by P2,000.00.

Guidelines:

1. A formal request to be written to the President, endorsed by his/her Dean and the VP for
Academic Affairs.
2. The President will convene the Study Program Committee to decide on the merits of the
programs to be pursued and faculty to avail of the benefits. The committee shall be
composed of the:
- President
- Deans/Unit Heads
- VPSAA
- VPA
3. Upon approval, the VPA shall process the application for payment. The check shall be in the
name of the school where the study shall be pursued.
4. At the end of the semester/term, or after the training (seminar, workshop) the employee
shall submit a certificate of his grades or his participation to the following:
a. Dean/Head of Office
b. President’s Office
c. VPAA
d. VPA
e. Accounts Office
5. For non-credit Study Programs, the employee shall submit a report on the
seminar/workshop he/she has attended and submit the same to his/her Dean and the
HRMO.
L. Summer Vacation Pay (11th and 12th Month Pay)
Policy:
The Summer Vacation Pay is a benefit granted ex-capitate by the Board of trustees. It is
granted to all permanent full-time teachers.
Budget Allocation: Administrative
Eligibility:

All permanent full-time teachers are entitled to the Summer Vacation Pay. However, they have
to render one hundred twenty (120) hours of community service in the school’s approved Community
Extension and Development Program.

Guidelines:

a. The Summer Vacation Pay shall be paid during summer based on the eighteen unit teaching
load.
b. To be entitled to the summer pay, a certification signed by the Head, Community Extension
an development Center attested by the VPAA that said full-time teacher has rendered one
hundred twenty (120) hours of community vacation pay was granted shall be required. A
faculty member who has not completed the required hours of community service shall not
be entitled to the next year’s summer vacation pay. For this purpose, CEDC Heads shall
strictly monitor and maintain accurate records for each of them.
c. The Summer Vacation Pay shall be included in the computation of the 13 th month pay.

APPENDIX A

POLICIES RELATING TO STUDENT ATTENDANCE, GRADING SYSTEMAND EXAMINATIONS

A. On Student Attendance
1. The matter of attendance is essentially a part of the school discipline. An accurate record of
each student’s attendance should be maintained by all instructors.
2. In case of illness, a medical certificate signed by the attending physician must be presented
to all instructors concerned upon the student’s return to class.
3. A student who has incurred three (3) consecutive absences or six (6) accumulated absences
shall not be rea-admitted to class without presenting an admission slip signed by his/her
Dean. The Dean shall notify the student’s parents/guardian about his/her absences.
4. If the student continues to absent himself/herself and incurs eight (8) accumulated
absences, he/she shall be reported to his/her Dean, who in turn, refers such student to the
Director for Student Affairs. The Dean shall again notify the student’s parents/guardians
about his/her absences.
5. As a general policy, a student who incurs absences of more than twenty percent (20%) of
the prescribed number (54 hours for a 3 – unit subject is 1 – 0.8 hours) of class or laboratory
periods for a term, shall be given a failing grade and given no credit for the subject (Manual
of Regulations for Private Schools, 8th ed. Art. XIV, Sec. 73).
B. On Grading System
1. The grades of students are computed in accordance with the prescribed standards by the
school based on regulations set down by the Department of Education/Commission in
Higher Education.
In tertiary level, the computation is:
PG =
MG =
SFG =
FG =
FFC = 20% + 20% MG + 30% SFG + 30% FC
Where:
CS = Class Standing
PG = Preliminary Grade
MG = Midterm Grade
FG = Final Grade
PER = Preliminary Examination Rating
MER = Midterm Examination Rating
FER = Final Examination Rating
2. The academic achievement of the student is rated at the end of term by using the following
numerical system:
Rating

1.0– 97-100
1.25 – 94-96
1.50 – 91-93
1.75 – 88-90
2.0 – 85-87
2.25 – 82-84
2.50 – 80-81
2.75 – 76-79
3.0 – 75
4.0 – INC
5.0 - Failed

Supplementary Remarks

INC – Incomplete

DRP – Dropped

NFE – No Final Exam

NG – No Grade

3. A grade of 3W (warning) may be given for the preliminary and midterm grading period
4. As provided for in the 1992 Manual of Regulations for Private Schools, Sec. 93, Art. XV:
a. Any provisional, conditional or temporary grade given at the end of the semester or
term for any curriculum subject is still subject to conversion into another grade (such as
“conditioned” or “incomplete” shall be allowed.
b. A school may at its discretion, grant a final grade which does not indicate failure either
(such as “NC’ for “No Credit” and “NG’’ for ‘’No Grade”) in those cases where the
student did not take the final examination in the subject but his performance was
considered satisfactory enough to merit a final passing grade in spite of absence from
the final examination and are given an “NG”, mark may still remove such mark after the
end of the final examination within one month after the end of the semester.
C. On examinations
1. Examination should only be on the date and hour set in the examination schedule. Any
deviation should first be arranged with the VPAA.
2. There shall be a written examination in every subject during every examination period, and
oral examination or a term or any such substitute is not allowed.
3. No student shall be allowed under any pretext to take the examination without the proper
examination permit. Tampered permits must be reported and verified in Accounts Office.
4. Official receipts should be honored as a substitute for the examination permit, nor any
notes from the teachers. (Case to case basis).
5. All teachers must sign the students’ examination permits.
6. Teachers should administer personally their examinations. Under no circumstances should a
student be asked to proctor an examination.
7. Likewise, teachers are personally responsible for the correction of the examination papers
and for giving the corresponding grade. Under no condition may they delegate this anyone.
8. The examination time shall not exceed the number of minutes allotted to a subject, whether
in a lecture or in a laboratory course.
9. In case of final examinations, the examination booklets, after correction and grading, shall
be submitted to the office of the Registrar with the grading sheets and ten (10) copies of the
examination question.
10. Grading sheets must be submitted within ten (10) days from the last day of the preliminary
and the midterm examination and within seven (7) days from the last day of final
examination. For summer, grading sheets must be submitted within ten (10) days from the
day of the midterm and the final examinations.
11. Grading sheets will not be accepted by the Records Office unless they are filled out
completely. No blanks are tolerated either in the Grade Column or the Attendance Column.
If a student has nit incurred any absence, the instructor shall place a short horizontal line (-)
after the student’s name in the Absence Column. Ink, not ball point pen, must be used for
entries in the grading sheets.

APPENDIX B

GRIEVANCE PROCEDURE FOR FINAL GRADE

1. The student is duty-bound to know his final grade in the course he/she is enrolled in a previous
semester before enrolling in a given semester/term.
2. If the student believes that the final grade he/she received in a given course is unfair, he shall
consult as soon as possible with the instructor to seek explanation.
3. If the disagreement remains unresolved, the student shall submit a written complaint to the
Program Coordinator (PC) of the department in which the course is taught to except when the
Program Coordinator is the instructor, in which case, the complaint shall be submitted to the
Dean. The complaint shall be made within the first four (4) weeks of the following
semester/summer term shall no longer be entertained.
4. The PC (or Dean if the PC is the instructor of the subject) will act as negotiator in attempting to
initially resolve the dispute between student and instructor.
5. If the matter cannot be resolved, the matter will be elevated to the level of the Dean of the
school concerned. Each side will submit to the Dean a formal written statement representing
his/her viewpoint. The student’s written statement shall include the student’s request for a
change of the grade. This statement will be supplied to the Faculty Council for the purpose of its
preliminary review (Note: The Council is composed of five full-time faculty members in the
school concerned.). Once the need for a hearing has been established, the statements from
both student and instructor will be supplied to the individuals involved and to the Council; at
least two (2) days in advance of the hearing.
6. Once a grievance has been filed, the Faculty Council will review the written statement filed by
the student. Based on this information alone, the Council will determine whether the grievance
is frivolous. If not, it will proceed to a hearing.
7. The hearing will be conducted with both the student and instructor present; either party may
call a witness or witnesses as deemed appropriate by the Dean.
8. At the conclusion of the hearing, the Faculty Council finds that the final course grade is unjust or
in error, it shall call the attention of the instructor concerned who shall be requested to change
the grade.
9. If the Faculty Council finds that the final course grade is unjust or in error, it shall call the
attention of the instructor concerned who shall be requested to change the grade.
10. The Dean shall forward the Council’s decision to the student and instructor concerned, the
Program Coordinator, and the Vice President for Academic Affairs. The decision should be sent
out within a week of the Council’s reaching a decision.
11. If the instructor concerned does not agree to a change in the grade, or when the student wishes
to appeal to the decision of the Faculty Council, then the matter is referred to the Vice President
for Academic Affairs through the Academic Council. He/She may appeal in writing to the
Academic Council for a renew of the Faculty Council’s decision.
12. If the Academic Council determines that the procedure followed and decisions were invalid, the
VPAA shall direct that a rehearsing be held.
13. The Academic Council goes through the same procedure for the hearing. Its decisions shall be
deemed final and unappealable.

NATURE OF THE Plan

1. What is the Retirement Plan?


It is a plan established to provide retirement benefits for the qualified employees of the
institutions of the OEFEA, which originally participated in the Plan and other institutions,
which are subsequently accepted by the Retirement Committee.
2. What other institutions may be accepted as Participating Employer in the Plan?
Any school, college, university, congregation, order or any other institution may be
accepted provided the institution has the capacity to pay the contributions required by
the Plan for its covered employees and its acceptance does not prejudice the tax
exemption of the Plan.
3. Is the Retirement Plan qualified under the BIR regulations?
Yes, as such, Participating Employers and Members of the Plan are entitled to the
following privileges:
a. All school contributions to the Fund are deductible from the school’s gross income.
b. The income of the retirement fund from its investment is exempted from tax.
c. The retirement benefits to be received by the member employees shall be exempt
from income tax.

MEMBERSHIP

1. Who are qualified to become Member in the Plan?


All permanent academic and non-academic employees of the Participating Employers
who have completed at least three (3) years of continuous service with the Employer
but have not reached sixty (60) years of age, provided that beginning _____________,
permanent employees who are under a Participating Employer excluded from the
coverage of Mutual Fund (PAG-IBIG Fund) and who have rendered continuous service
for six (6) months become automatic members of the Plan.
2. How does an employee apply for membership in the Plan?
All employees can apply for membership in the plan by filling out Form No. 1
(Application of Membership) and submitting the same to the participating Employer.
3. If a member is terminated after having been admitted into the plan and is afterwards re-
employed by the same Participating Employer, will he be treated as a new member?
Yes, except when it concerns portability of benefits.
4. What is meant by portability of benefits?
When a member who resigns or is separated from employment from one participating
employer, the member will carry the credit he earned under his former participating
employer to his new employer and the length of service in both will be taken into
consideration in determining his total years of continuous service on the following
conditions:
a. The transfer is approved by both the participating employer whose service he is leaving and
the new participating employer.
b. The Retirement Board is notified of the transfer, and
c. The member is employed by another participating employer on the next working say after
his resignation.

BENEFICIARIES

1. Who can be nominated as beneficiaries?


All members of the plan should be nominated in writing in Form No. 2 the person or
persons to whom his retirement benefits will be given in case of his death from among
the following in the same order:
a. Legitimate Spouse and Children
b. Parents
c. Brothers and Sister
d. His Estate or any other Person or Entity
2. If a member fails to nominate any beneficiary, who shall receive the retirement benefits due
him in the event of his death?
The amount will be given to the first of the following classes then surviving:
a. Legitimate Spouse and Children
b. Parents
c. Brothers and Sisters/His estate or any other Person or Entity

CONTRIBUTIONS

1. Are the members required to contribute to the Retirement Plan?


Members of the plan are not required to contribute. However, should they desire to do
so, they may contribute an amount equal to at least 2% of their basic monthly salary
and the option, once exercised, cannot be withdrawn unless of reasons of separation,
retirement, death or permanent disability as the case may be or for other reasons
agreed upon by the Retirement Committee and Bank. But once withdrawn no voluntary
contributions will be accented from the same employee.
2. How does a Member apply for Voluntary Contribution?
A member who wishes to contribute to the Fund should fill out Form No. 3. This will
serve as a continuing authority for the Participating Employee to deduct every month
the indicated percentage of salary as voluntary contribution and to remit the same to
the Trustee.
3. How much should a Participating Employer contribute to the fund in behalf of its covered
employees?
Starting from the date of acceptance in the Plan, each Participating employer is required
as estimated by an independent actuary on the basis of accepted actuarial principles, to
maintain the Plan in a sound condition.

ADMINISTRATION

How is the Plan Administered?

A retirement plan committee composed of not less than 5 persons appointed by the
members of the OEFEA from nominees submitted by the Participating Employees,
administers the Plan. Each member of the Retirement Committee shall serve a term of
three (3) years. All questions relating to the operation and administration of the fund
are resolved by the Trustee, both Retirement Committee and Trustees adopt and
promulgate rules and regulations covering the administration and disposition of the
Fund.

RETIREMENT DATES

1. When can a member retire from the service of the Participating Employer?
A member may retire on normal, early or late retirement date.
2. What is the normal retirement date?
For faculty or academic members, it is the last day of the semester during which age
sixty (60) is attained, or, the member’s actual birthday if he reaches age sixty (60)
outsides a semester. For other members, the normal retirement date is the last day of
the month when the members attain age sixty (60).
3. What is the early retirement date?
If the member opts to retire before he reaches the normal retirement age of sixty (60).
4. What is the late retirement date?
Under exceptional circumstances and upon request of the Participating Employee, a
member may be asked to continue active service after his normal retirement date but
he must retire upon reaching age sixty-five (65). Contributions to the plan with respect
to such member shall continue until his actual retirement from the plan.

PAYMENT OF BENEFITS

1. What is the benefits scheme of the Plan?


The retirement benefits payable of the Retirement Plan shall be equivalent to one-half
(1/2) month final salary per year of service. The benefit formula conforms to the
requirements of the law under Republic Act No. 7641. Final salary as defined in the Plan
shall mean as follows:
a. For non-academic employee, it shall mean the final monthly salary or wage paid to
the member of the participating employer at the time of his retirement, disability or
death or separation from service, as the case may be. It shall consist of basic salary
or wage but excludes bonuses, overtime okay, allowance and other similar
emoluments.
b. For academic employees, it shall mean the final salary at the time of his retirement,
disability, death or separation from service, but shall not exceed the maximum pay
equivalent to a 24 paying unit load. It is the Full Time Salary which excludes monthly
bonuses, increments and other similar emoluments.
2. Is a member entitled to any benefit under the plan upon resignation or separation?
Yes. If a member resigns or is separated from his Participating Employer prior to
retirement for any reason other than dismissal for cause, he shall be entitled (a) to the
return of his total contributions, if any, plus the income earned and (b) to a specified
portion of the one-half (1/2) final salary per year of service computed as follows:
Completed Years of Continuous Service Percentage Payable

a. Below 10 years a. None


b. After 10 years b. 30%
c. 11 years c. 33.5%
d. 12 years d. 37%
e. 13 years e. 40.5%
f. 14 years f. 44%
g. 15 years g. 47.5%
h. 16 years h. 51%
i. 17 years i. 54.5%
j. 18 years j. 58%
k. 19 years k. 61.5%
l. 20 years l. 65%
m. 21 years m. 68.5%
n. 22 years n. 72%
o. 23 years o. 75.5%
p. 24 years p. 79%
q. 25 years q. 82.5%
r. 26 years r. 85%
s. 27 years s. 89.5%
t. 28 years t. 93%
u. 29 years u. 96.5%
v. 30 years v. 100%

3. What benefit will accrue to members who cannot continue service for reasons of permanent
incapacity/disability/death?
Notwithstanding the schedule of payment provided above, in case of death or
permanent total incapacity or disability, a member shall be entitled to one-half (1/2)
month final salary per year of service regardless of his length of service with his
Participating Employer plus the return of his personal contributions and earnings.
4. What is the procedure of the payment of retirement benefits?
A member should file at least 30 days before retirement or separation. Form No. 4
(Application of Benefits) with the Participating Employer.
Form No. 5 is to be accomplished by the Participating Employer after verification of the
information filed in the Form No. 4 by the retiree-member.
Years of credited service to be filled up by an authorized personnel and is limited to the
full-time employment of the retiree.
5. How are the retirement benefits paid to the retiring member?
The benefits payable to a member will be paid to him in lump sum.
6. What other benefits aside from Retirement Benefits are payable under the Plan?
a. Death Benefit – The member shall be entitled to one-half (1/2) month final salary per
year of service regardless of his length of service with his Participating Employer. The
benefit will be paid to the member’s nominated beneficiary or beneficiaries upon his
death.
b. Disability Benefit – Regardless of the length of service, a member who is separated
because of permanent incapacity/disability is entitled to one-half (1/2) month final
salary per year of service.
No further benefit payments will be made by member schools to retiree.
The OEFEA Pension plan provides benefit in accordance with rules of the government on
retirement benefits.
7. Will a member who is dismissed by the Participating Employer for cause be entitled to any part
of the Fund?
No. Such member will not be entitled to any portion of the Fund except his own
contribution with the income accrued thereon.
8. Are the employer’s contribution’s in favor of a separated member returned to the Participating
Employer?
The contributions are not paid out to the separated member shall remain in the
Fund and will be used to reduce subsequent contributions of the Participating
Employer.

TERMINATION OF PARTICIPATION

1. Can a Participating Employer withdraw the membership in the Plan?


For adverse factors beyond its control, a Participating Employer may withdraw at any
time its participation in the Plan upon serving notice with the Retirement Committee.
The withdrawal become effective 15 days after acceptance thereof by the Retirement
Committee.
2. In case of voluntary withdrawal, does the contribution revert back to the Participating
Employer?
No, after providing for any administrative expenses and other charges, the Fund shall be
allocated and distributed among said members based on their vested benefits.
3. Can a member may claim on an amount or interest in the Fund or subject it to assignment?
No member shall have any claim on the benefits standing to his credit and likewise, he
shall have no right of alienation or assignment of any sum in his credit until such time
that the benefit is actually due and payable under the rules of the Plan.

APPENDIX D
ORGANIZATION AND STRUCTURE OF A LABOR MANAGEMENT COMMITTEE
While there are no rules, a typical committee has the following organizational
features.
1. It is composed of an adequate number of representatives from labor and management.
2. Labor representative shall be elected by at least the majority of the workers in the
establishment.
3. Management is represented by a top-level official, the personnel relations manager, the
production manager and other officers including supervisors.
4. There are two chairmen, one from each side, who serve concurrently or on a rotating basis. A
secretary is also needed and may assist the committee particularly in the early stages of its
operation.
5. A third party facilitator acceptable to labor and management may assist the committee
particularly in the early stages of its operation.
6. Sub-committee may be formed to consider specific concerns at the shop-floor level.
Under R.A. 6715, the operating mechanism for management cooperation program in organized
establishment is called Labor Management Council. In unorganized establishments, the
mechanism is called Labor Management Committee.
To ensure the orderly operations of the council if the committee, it is desirable that the parties
agree on basic guidelines or principles that may include:
1. The objectives of the committee/council.
2. Coverage of committee/council’s activities.
3. Structure and size of the committee/council.
4. Time, place, serration and frequency of meeting.
5. Procedures for timing and exchange of agenda.
6. Recording, maintenance and dissemination of minutes of meetings.
7. Other matters the parties may wish to include.

LABOR MANAGEMENT COMMITTEE

A. ELEMENTARY
1. Principal
2. VPAA/VPA
B. HIGH SCHOOL
1. Principal
2. VPAA/VPA
C. SCHOOLS
1. Dean Concerned
2. VPAA/VPA

ADMINISTRATIVE STAFF

1. Head Office
2. VPAA/VPA

OVERALL COMMITTEE

1 – Representative – Elementary

1 – Representative – High School


1 – College Faculty Representative

VPAA

VPA-Chairman

Legal Council

APPENDIX E

OEF VOLUNTARY ARBITRATION PROCEDURE

(DOLE Policy Instructions No. 126, Voluntary Arbitration in Private Educational Institutions)

The purpose of this procedure is to provide the OEF Employee with a means of setting
complaints or alleged wrongs. This is a formal procedure which ought to be utilized only when efforts to
settle alleged wrongs informally failed.

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