Contents

10.0 FACULTY DEVELOPMENT

The University of the Philippines Diliman (UPD) encourages faculty members to engage in value-adding activities that enable them to develop the essential skills needed in their fields of specialization, and to update and broaden their knowledge of their disciplines. The personal and professional growth of the faculty members as educators in higher education are central to the fulfillment of UP’s mandate, as the national university of the country, of setting the standard of excellence in teaching, research, and extension service with the goal of becoming the model graduate, research, and public service university in the country. [The University of the Philippines Charter of 2008]

As an academic institution, UP is concerned not only with accelerating knowledge production and the development of new technologies locally, but also with uplifting the quality of education that it offers its students to create the next generation of Filipinos with world-class expertise and competence in the different fields and disciplines. Faculty development has been consistently identified as a key factor in improving quality of education and consequently, student learning. [CHED Memorandum Order No. 29, s. 2009] UP, as the country’s national university, is also envisioned to be transformed into a research university with national relevance and global orientation. To achieve this transformation, UP must significantly increase the number of high-quality faculty who are excellent, highly-trained experts with PhD degrees and postdoctoral training in key research areas. [1275th BOR Meeting on 24 November 2011] 

To attain the University's vision of becoming a truly research-intensive university, there is a need to create an enabling research environment and to equip our faculty with expert knowledge, competencies and skills through postgraduate studies. Furthermore, PhD faculty members who actively pursue research and publish their work can infuse and enrich their teaching in the classroom and public service/extension work in the field with new useful knowledge, creativity and innovations derived from their own work.  By way of this, they can also inspire students and extension workers by serving as models or examples. [1313th BOR Meeting on 11 December 2015]

Faculty development, therefore, is both a responsibility and a privilege of the faculty members by virtue of their profession and their unique position in the local academic sphere as part of UP’s roster of faculty. The University, for its part, commits to provide this privilege to its faculty by ensuring their access to special avenues and opportunities for faculty development such as scholarship programs, exchange programs, fellowships, grants, incentives, and awards. 

  • 10.1 HIGHER STUDIES/DEGREE FELLOWSHIPS

    Faculty development paves the way for the improvement of the academic profile of the university’s faculty. As a university policy, faculty members are encouraged to pursue graduate studies that are within the academic priorities of their home unit and obtain Master’s or Doctoral degrees, here or abroad. [1053rd BOR Meeting on 27 August 1992]

    The common yardstick for measuring faculty competency is the attainment of advanced degrees in the faculty members’ respective fields. Commission on Higher Education (CHED) requires that faculty members of higher education institutions have at least a master’s degree relevant to their field or discipline. [CHED Memorandum Order (CMO) No. 40, s. 2008] UP works to improve the academic profile of its faculty through the UP System Faculty and REPS Development Program (FRDP), which takes the place of the UP Expanded Modernization Program – Doctoral Studies Fund. [OVPAA Website]

    All full-time university personnel, upon approval of their supervisor, unit head, and chancellor, may enroll in university courses to obtain advanced degrees relevant to their discipline and be entitled to 100% waiver of tuition, laboratory, and miscellaneous fees. [1053rd BOR Meeting on 27 August 1991; 1175th BOR Meeting on 25 September 2003]

    Regular faculty members who demonstrate academic excellence and display a potential for contributing to a research field, including those without MA/MS degrees, may apply for support for doctoral studies. [Revised UP Modernization Program, approved during the 1275th BOR Meeting on 24 November 2011]

    Terms and conditions, application guidelines, and privileges of the different fellowships and study leaves for both local study and foreign study are similar and will be further discussed in the following sections of this chapter.  

    • 10.1.1 Local Fellowships

      The University provides its faculty with the opportunity to study locally, either within UP or in other reputable local higher education institutions, through local fellowships and study leaves with or without pay, while at the same time retaining their status as faculty member of UP. They may also opt to teach and study simultaneously in UPD without going on leave. [1053rd BOR Meeting on 27 August 1992]

      UP faculty members who plan to study locally, particularly those from the regional constituent units, are encouraged to apply in the other UP campuses that have a wider range of program offerings.  If the program for which the faculty members wish to apply is not offered in any UP campus, they may consider other local universities with good graduate programs. The faculty’s department and college have the responsibility to assess the record of the local university where the faculty member plans to study. [1182nd BOR Meeting on 27 May 2004] 

      10.1.1.1

      ​​​​​Support for study for full-time faculty members. University support for full-time faculty members who wish to study is governed by the following guidelines:

      10.1.1.1.1

      ​​​​​All full-time University personnel - permanent or temporary, regular incumbents or substitutes, casual or contractual personnel, including project personnel, provided the appointment issued by the University shall at least be co-extensive with the semester or term of the personnel’s enrolment - may enroll in university courses to obtain advanced degrees relevant to their field or discipline.

      10.1.1.1.2

      ​​​​​For faculty members, the relevant fields shall be subject to the decision, as a body, of the tenured faculty of the college, considering the latest developments in the discipline and the growing multi-disciplinary nature of certain fields of knowledge.

      10.1.1.1.3

      ​​​​​Regular full-time faculty members who have completed their PhDs or terminal degrees in the relevant discipline may enroll in any field of their preference.

      10.1.1.1.4

      ​​​​​To enroll in a course, all regular personnel shall first secure the approval of their immediate supervisor, head of unit, and the Chancellor. Approval of enrolment of faculty members who have already earned the highest degrees, however, are for registration purposes only.

      10.1.1.1.5

      ​​​​​No faculty member shall be allowed to enroll as student either within the UP System or in an outside institution without the permission of the Dean or Head of Unit and the Chancellor. Permission shall be granted only when proposed study has been evaluated as not detrimental to the faculty’s efficient performance of duties, upon consideration of the nature and scope of the course, the time that the course requires, and the teaching load of the faculty member. [Art. 260, Revised UP Code, amended at the 836th BOR Meeting on 30 August 1973].

      10.1.1.1.6

      ​​​​​The total teaching and study load of the faculty shall not exceed 18 units per semester unless with prior approval by the Chancellor. [Art. 243, Revised UP Code]

      10.1.1.2

      ​​​​​​Study without leave (for UP faculty studying in UP). The entitlements herein discussed apply to full-time UP personnel studying in UP, i.e., enrolled in a degree program offered in one of UP’s constituent units. 

      10.1.1.2.1

      ​​​​​All full-time UP personnel pursuing higher studies shall have the privilege of enrolling in the University at reduced rates for up to nine (9) units worth of undergraduate courses or six (6) units worth of graduate courses that shall be beneficial to their regular work in the University or for their professional growth. [Art. 243, Revised UP Code] The tenured faculty of the home unit should collectively decide which fields are relevant to their discipline.

      10.1.1.2.3

      ​​​​​Faculty-students of UPD shall also be entitled to 100% waiver of tuition, laboratory, and miscellaneous fees (except student fund fees) for one semester/trimester/term.

      10.1.1.2.3

      ​​​​​Regular full or part-time faculty members who have reached the terminal degrees in their fields may enroll in any other field without paying any fees. Approval from officials is for registration purposes only.

      10.1.1.2.4

      ​​​​​The tuition, laboratory, and miscellaneous fees privilege may be renewed for another semester subject to satisfactory scholastic performance of the personnel. A copy of grade incurred by the personnel should be forwarded to HRDO and to the unit head.

       

      ​​​​​​[Unless otherwise stated, all provisions were approved during the 1175th BOR meeting on 25 September 2003]

      10.1.1.3

      ​​​​​Full study leave with pay. The following are the guidelines governing full study leave with pay: [1174th BOR Meeting, 27 August 2003]

      10.1.1.3.1

      ​​​​​A faculty member on full study leave with pay shall be entitled to the retention of the faculty item, full salary and other benefits for regular faculty on active service. These benefits include eligibility for promotions, and 100% waiver of tuition, laboratory, and miscellaneous fees, provided the study load is approved by the faculty member’s graduate adviser and department chair.

      10.1.1.3.2

      ​​​​​Faculty members who are studying locally may also be provided with suitable faculty office or desk space, to the extent available.

      10.1.1.3.3

      ​​​​​Thesis or dissertation allowance and tuition assistance for faculty studying outside UP may be granted subject to the recommendation of the AFPC, availability of funds, and approval by the Chancellor.

      10.1.1.4

      ​​​​​Full study leave without pay. The guidelines governing full study leave without pay are:

      10.1.1.4.1

      ​​​​​Faculty members on full study leave without pay shall be entitled to 100% waiver of tuition, laboratory, and miscellaneous fees provided the study load is approved by the faculty member’s graduate advisor and department chair, subject to normal academic progress. [1174th BOR Meeting on 27 August 2003]

      10.1.1.4.2

      ​​​​​The home unit of the faculty member going on full study leave without pay is allowed to hire a teacher substitute. [1053rd BOR Meeting on 27 August 1992]

      10.1.1.5

      ​​​​​Load reduction for study (Study Load Credit).  Faculty members who are not on full study leave or on fellowship and are enrolled in courses, whether within UP or in another local university, may be granted partial teaching load reduction for study called Study Load Credit (SLC). [1053rd BOR Meeting on 27 August 1992]

      10.1.1.5.1

      ​​​​​To be able to qualify for the SLC, a faculty member must be a full-time faculty member (regular incumbent or substitute) enrolled in a graduate program which is one of the academic priorities of the department or college.

      10.1.1.5.2

      ​​​​​SLC cannot be given for courses not from a relevant discipline or not included in the program of study. Faculty members, however, may still avail of the other privileges for study without leave. 

      10.1.1.5.3

      ​​​​​Granting of SLC entails reduced teaching capacity for the faculty student, the department, and the college, and more teaching load on the rest of the faculty. Thus, decisions concerning SLC shall always be a collective faculty decision subject to consultation with the entire department or college faculty.

      10.1.1.5.4

      ​​​​​Different administrative guidelines shall be followed by the faculty member depending on the number of units of SLC being applyied for. 

      (a)

      ​​​​​SLC of three (3) units or less require the recommendation of the Chair and the approval by the Dean and must be reported to the Chancellor immediately after the last day of registration. 

      (b)

      ​​​​​SLC of four (4) to six (6) units shall be subject to the consultation by the Chair or Dean with the department or college faculty, recommendation of the department Chair or Dean, and approval by the Chancellor.

      (c)

      ​​​​​SLC of seven (7) or more shall be subject to the same procedure and requirements as those for full study leaves with pay.         

      10.1.1.5.5

      ​​​​​The total load per semester (teaching load plus study load) of a faculty member receiving SLCs shall be subject to limits determined by the President.

      10.1.1.5.6

      ​​​​​The SLC is awarded on a semester-by-semester basis.

      10.1.1.5.7

      ​​​​​FSLCs may be renewed subject to the satisfactory academic performance of the faculty member in the previous semester and the need of the department or college for regular faculty services. To apply for renewal or extension of the SLC, the faculty member shall submit True Copy of Grades (TCG) to the Dean or head of unit and to the HRDO.

      10.1.1.5.8

      ​​​​​No faculty member in the first semester of teaching shall be granted more than three (3) units of SLC or be allowed to enroll in more than six (6) units of graduate courses. Moreover, no faculty member receiving SLC shall be given administrative or research duties simultaneously as it is expected that the faculty student concentrate on teaching and studying and not on research or administration.

      10.1.1.6

      ​​​​​Support for study for part-time faculty members. Provisions for full-time faculty shall also apply to all regular part-time faculty with at least one year of continuous service. Lecturers or Clinical Professors without compensation are not classified as regular faculty members.

    • 10.1.2 Fellowships for Overseas Study

      Sending faculty and REPS to study abroad allows the entry of new knowledge, which translates into the improvement of UPD’s existing academic programs and the possible creation of new programs. Study abroad may be through study leaves with or without pay and foreign fellowships.

      Study abroad programs fulfill the University’s goal to lead in setting academic standards and initiating innovations in teaching, research and faculty development in philosophy, the arts and humanities, the social sciences, the professions and engineering, natural sciences, mathematics, and technology: and maintain centers of excellence in such disciplines and professions. [Sec 3, RA 9500]

      UPD sends faculty for various study categories based on an administrative framework that prescribes the minimum qualifications, document requirements and application procedures, scope/duration, incentives, and contractual obligations.

      The entire duration of study of whatever category will be covered by a Travel Authority issued by the Chancellor.  (See Chapter 17.0 for details on Travel Authority)

      10.1.2.1

      ​​​​​Full study leave with pay. A faculty member who satisfies all the following conditions may avail of full study leave with pay or faculty fellowship: [1053rd BOR Meeting on 27 August 1992]

      10.1.2.1.1

      ​​​​​The faculty member must exhibit exemplary teaching ability as indicated by SET results, a commitment to serve as a UP faculty member, and a positive evidence of interest in further academic and professional development. The faculty member shall also possess good undergraduate or graduate academic record, good physical health, and the potential to complete advanced graduate studies and research.

      10.1.2.1.2

      ​​​​​The faculty member must be tenured or should be under consideration for tenure, must have served at least one (1) year as a regular UP faculty member and must also be occupying a faculty item (i.e., not a faculty substitute or contractual faculty) at the start of the study leave or upon being awarded the fellowship.

      10.1.2.1.3

      ​​​​​The faculty member must not hold a rank higher than Assistant Professor and must not be more than forty (40) years old. In highly meritorious cases, the conditions on maximum rank or age may be waived upon the recommendation of the APFC and the approval of the Chancellor. For instance, the age limit may be elevated to forty-five (45) years for graduate studies abroad and to fifty (50) years for local graduate studies. [1101st BOR Meeting on 26 September 1996]

      10.1.2.1.4

      ​​​​​The faculty member shall enroll in a graduate program that is part of the academic priorities of the department, college, and of the constituent university (CU).

      10.1.2.1.5

      ​​​​​The choice of the degree program as well as the college of enrolment shall be subject to the approval of the following units and officials, in the following order: 
       

      (a)

      Department APC (if any)

      (b)

      		 Department Chair (if any)

      (c)

      		 College APC or Executive Committee

      (d)

      		 Dean

      (e)

      		 CU Academic Personnel and Fellowship Committee (APFC)

      (f)

      		 Chancellor

       

       

      ​​​​​The department or college cannot hire a substitute when it allows a faculty member to go on full study leave with pay, as the funds will be used for the faculty’s study. Thus, in recommending a paid full study leave, the rest of the department or college faculty commits itself to take over the teaching load and other duties of the faculty member going on full study leave. In this light, the decision to allow any faculty member to go on paid full study leave shall be a collective faculty decision.  Before the Chair and Dean recommends full study leave with pay, the rest of the department shall be informed in writing (either by the Chair or Dean) and there shall be at least a consensus among the faculty on their commitment to shoulder take on the additional load.

      10.1.2.2

      ​​​​​Full study leave without pay. The University consistently encourages and supports the pursuit of advanced graduate studies by its faculty members through monetary and non-monetary incentives. The same general provisions for full study leave with pay shall be followed by faculty members who intend to avail of full study leave without pay.

      Faculty members on full study leave with or without pay shall be entitled to full de-loading from regular faculty duties.

      10.1.2.3

      ​​​​​Obligations and other conditions. UP Faculty receiving full or partial load reduction are covered by the following rules. [1053rd BOR Meeting on 27 August 1992]

      10.1.2.3.1

      ​​​​​The faculty must have proven teaching ability and commitment to serve as a UP faculty member and good academic record.

      10.1.2.3.2

      ​​​​​The faculty must be tenured, or should be under consideration for tenure, must have served at least one year as regular faculty, and must have a faculty item at the start of the award.

      10.1.2.3.3

      ​​​​​The graduate program being enrolled in must be an academic priority of the home unit or university.

      10.1.2.3.4

      Faculty must study full time, carry the normal graduate load for the program, and not engage in any other employment during fellowship or full study leave.

      10.1.2.3.5

      ​​​​​Faculty must sign a return service contract with the University and a corresponding suretyship agreement.

    • 10.1.3 Study and Post-Study Grants

      • 10.1.3.1 Doctoral studies fund

        The use of the doctoral studies fund is governed by the following guidelines: [1275th BOR meeting on 24 November 2011]

        10.1.3.1.1

        ​​​​​Awardees of the University-sponsored MS or PhD fellowship program for local study shall receive support for tuition, salary, and a start-up grant up to PHP 2.5 million from the EIDR Program upon completion of PhD. The faculty’s home unit shall also receive support for the hiring of a substitute teacher.

        10.1.3.1.2

        Awardees of foreign MS/MA or PhD fellowship shall receive support for tuition, salary, round trip airfare, living allowance, and a start-up grant up to Php 2.5 million upon completion of PhD. Similarly, support for the hiring of a teacher-substitute shall be provided to the faculty’s home unit.

      • 10.1.3.2 Honors faculty fast-track system

        The honor graduate faculty recruitment, mentoring and PhD development program aims to recruit the honor graduates (HGs) of the undergraduate program of an institute to become faculty members and to pursue an academic research career in UP. It aims to identify potential HGs before graduation and offer them an attractive academic research development package that includes (a) higher instructor positions, (b) protected time for research, (c) intensive training on leadership, research mentoring and research-based teaching, (d) opportunities for networking with UP Visiting Professors and with research leaders from other local and foreign institutions, and (e) support for PhD studies. Regarding the latter, the program: [1275th BOR meeting on 24 November 2011]

        10.1.3.2.1

        ​​​​​Guides the HG faculty to plan his/her graduate studies aligned with the research priority areas of the institute, thus creating a critical mass of research faculty with expertise in related fields. The area of expertise to be pursued for PhD must grow the research capabilities of the institute, and should be different from, but complementary to the existing expertise. 

        10.1.3.2.2

        ​​​​​Fast-tracks the PhD studies of the HG faculty by encouraging HG faculty to pursue PhD studies in leading institutes in UP, or, to avoid inbreeding and to provide great intellectual challenge, in the best universities abroad.

        10.1.3.2.3

        ​​​​​Provides funds for the required examination or application fees for PhD studies.

        10.1.3.2.4

        ​​​​​Provides fellowship for PhD studies in UP or abroad within one to two (1-2) years after joining the institute, even without tenure, as long as the faculty has published a paper in an international peer-reviewed, high quality journal. 

        10.1.3.2.5

        ​​​​​Provides funding support for a fellowship under the rules and regulations of the UP Expanded Modernization Program in regard to the signing of contracts, submission of technical and financial reports and other requirements. 

        10.1.3.2.6

        ​​​​​Provides (airfare) funding for return visits when the PhD student has passed the candidacy or qualifying exam and has become a PhD candidate, so the student continues to align the research project with the institute’s priorities. 

        10.1.3.2.7

        ​​​​​Assures that the PhD graduate or postdoctoral fellow of a faculty item with a fair and attractive promotion or rank depending on the number of high-quality publications and other academic output upon the faculty’s return to the institute. 

        10.1.3.2.8

        ​​​​​Provides a start up grant to the PhD graduate or postdoctoral fellow under the OVPAA EIDR (Emerging Interdisciplinary Research) program and provide opportunities for sustaining the research through competitive grants, so that  a project related to the dissertation can be immediately pursued. 

        10.1.3.2.9

        ​​​​​Arranges a housing loan, schooling for children and provide other economic benefits and incentives. 

        10.1.3.2.10

        ​​​​​Seeks to obtain support from the Philippine government, from UP alumni and from the private sector to support the PhD and postdoctoral studies of UP faculty.

      • 10.1.3.3 Sandwich Program

        Grants given under this program are designed for faculty members or REPS who are in the final year of their PhD program in a foreign university and need financial support to complete their degree. It also covers up to one (1) year of study abroad under the PhD "sandwich" program (in which the doctoral student enrolled in UP spends a year in a foreign university to work on the dissertation). [1153rd BOR meeting, 30 August 2001]

      • 10.1.3.4 PhD Incentive Award

        This grant, under the Office of the Vice-Chancellor for Research and Development (OVCRD), aims to provide the necessary incentive and support to Faculty Members and Research, Extension, and Professional Staff (REPS) of UP Diliman who recently obtained their PhD or equivalent to establish their research or creative work in UP Diliman.

        It also aims to serve as an incentive for these new doctoral degree holders to publish their dissertation works in reputable, refereed journals or exhibit their creations in prestigious venues or events. In this way, the grantee can begin establishing a publication record or exhibition record that will strengthen the chances of obtaining future grants for further research or creative work. [OVCRD PhD Incentive Awards Guidelines]

      • 10.1.3.5 Contractual obligations

        Faculty members who avail of study leave must abide by contractual obligations as detailed below.

        10.1.3.5.1

        All faculty members who are granted study leave with or without pay shall sign a return service contract with the University and a corresponding suretyship agreement before the start of the study.

        10.1.3.5.2

        ​​​​​The number of years of service which must be returned shall depend on the type of study leave or fellowship and the expenses incurred by the University.

        10.1.3.5.3

        ​​​​​UP faculty and staff shall not be allowed to sign any suretyship agreement as guarantor unless they are relatives of the faculty student.

        10.1.3.5.4

        ​​​​​For faculty members on full study leave with pay, the additional contractual obligations are as follows: [1053rd BOR meeting, 27 August 1992]
         

        (a)

        ​​​​​For local fellows and those on paid full study leave in the country, the contract shall stipulate, among other things, a return service of one year (12 months) for every year spent or fraction thereof on fellowship or study leave.

        (b)

        ​​​​​For faculty members on foreign fellowship or paid full study leave abroad, the return service shall be at the rate of two years (24 months) return service for every year or fraction thereof spent on fellowship or paid full study leave. 

        (c)

        ​​​​​As grantee of the fellowship or paid full study leave, the faculty member must commit to complete the graduate program in the shortest time possible.

        (d)

        ​​​​​The faculty shall also commit to study full-time (i.e., carry at least the normal load) and not engage in any other employment or practice of profession during the period of the award.

        (e)

        ​​​​​Furthermore, the faculty is required to submit to the Chair, Dean, and the UPD APFC at the end of each semester a True Copy of Grades (TCG), and a progress report duly certified by the faculty member’s adviser.

        (f)

        ​​​​​Faculty members who fail to comply with the service requirements shall reimburse to the University all expenses incurred. Additionally, they shall reimburse an equity charge of 50% of the total amount expended and an interest at the prevailing legal rate at the time of the breach or revocation of contract.

        10.1.3.5.5

        ​​​​​For faculty members on full study leave without pay, the additional contractual obligations are as follows: [1142nd BOR meeting on 26 May 2000]
         

        (a)

        ​​​​​Faculty members on full study leave without pay, here or abroad, are subject to the same requirements and obligations as local faculty fellows, except in the matter of the return service obligation.

        (b)

        ​​​​​Those on full study leave without pay shall render one year (12 months) of service only for every two years of leave or a fraction thereof. The University is compelled to impose a lighter obligation as it does not support faculty on study leave without pay.  

         

  • 10.2 NON-DEGREE FELLOWSHIPS

    Aside from fellowships for obtaining higher degrees, the University also awards research, creative work and other non-degree fellowships to capable, promising, and deserving faculty members selected based on qualifications and accomplishments.  The University also nominates fellows on the bases of the alignment of research or activities with the academic, research and extension thrusts of the academic unit. A short-term non-degree fellowship shall not exceed six (6) months or one (1) semester.

    General privileges of foreign and local fellows are similar to the privileges of those on full study leave with pay. Additional privileges, however, may be provided by the University depending on whether the fellowship is foreign or local. The home unit of the faculty member awarded a faculty fellowship, whether foreign or local, is allowed to hire a substitute teacher. [1053rd BOR Meeting on 27 August 1992]

    • 10.2.1 Outbound Fellowships

      Qualified faculty members of the University may engage in a fellowship in an academic institution abroad. The fellowship programs vary depending on the agreement between the University and the partner institution, in cases where the engagements are covered by MOAs.

      Examples of outbound fellowship programs are:

      10.2.1.1

      ​​​​​Research fellowships​​​​​

      Research fellowships provide the opportunity to work as a researcher in a university or research institution.  The faculty may act either as an independent investigator or member of a research team. [975th BOR meeting, 7 March 1985]

      10.2.1.2

      Creative program fellowships

      ​​​​​Creative program fellowships provide artists and scholars with a mentoring program and collaborative environment to inspire, transform, or imaginatively respond to published or original art sources and artworks. The University promotes the participation of its faculty, staff, and students in cultural and artistic endeavors at the national, regional, and global arenas. There are institutional supports through the Office for Initiatives in Culture and the Arts (OICA) for mutually enriching creative and cultural partnerships with other universities and cultural institutions through collaborative projects and performance/exhibition. [1128th BOR meeting, 28 January 1999]

      10.2.1.3

      ​​​​​Postdoctoral fellowship

      Postdoctoral fellowships are intended to provide the new PhD holders with an opportunity to publish independently by exposing them to an international academic environment. [1138th BOR meeting, 18 November 2003]

    • 10.2.2 Inbound fellowships

      The University also hosts fellows from academic institutions abroad based on Terms of Reference that are mutually agreed upon with sending institutions. The Visiting Research Fellowship (VRF) grants research affiliation to students, faculty, and researchers who specialize in research topics being pursued by the unit, with particular interest in the Philippines. The affiliation offers institutional support and provides for a Visiting Research Fellow position in the university. [975th BOR meeting, 7 March 1985] As part of its mandate, application requirements of visiting research fellows and the Terms of Reference (TOR) between the VRF and the host unit should be submitted to OVCRD. The OVCRD, which reviews the TOR, issues the notice of interim appointment of the VRF. [1132nd BOR meeting, 24 June 1999]

    • 10.2.3 Grants

      The University provides the following major sources of support for non-degree fellowships:

      10.2.3.1

      ​​​​​Emerging Inter-Disciplinary Research (EIDR). The University encourages innovative, interdisciplinary, inter-CU research programs and projects that aim to generate new fundamental knowledge which will contribute to the understanding of natural phenomenon, find applications beneficial to human society and nature. Further proof of concept/principle of UP patents for technology transfer and business development are prioritized. [1272nd BOR meeting, 25 August 2011; amended at the 1275th BOR meeting, 24 November 2011].

      10.2.3.2

      Special Support: Research Dissemination Grant (RDG).  Special support is given to faculty and researchers who will present their papers in prestigious international conferences. The amount of the grant is P25,000 for conferences in Asia and the Pacific Islands; P45,000 for North and South America, Europe, Russia, Africa, Middle East, Australia and India. [UP System Faculty and REPS Development Program] (See Chapter 6.0, Section 6.5.2 for more details about the RDG)

    • 10.2.4 Guidelines regarding non-degree Fellowships

      The award of non-degree fellowships generally follows the guidelines for the award of degree fellowships. (See Sections 10.1.2.3 and 10.1.3.5 for contractual obligations, and Chapter 17.0 for guidelines on special detail and travel authority).

  • 10.3 ATTENDING CONFERENCES/TRAINING PROGRAMS

    Being part of UP’s roster of faculty comes with the privilege of being able to attend conferences, workshops, and seminars of the faculty member’s own preference. Attendance in these short-term academic activities offers faculty members the opportunity to interact and initiate collaborations with colleagues from national and international academic communities, which is beneficial to both the faculty and the University, especially if the faculty member's attendance involves presentation of papers or leads to research funding, joint research projects, and international publications. Major sources of support available in UPD for participation of faculty members in these activities are the Faculty Development Fund (FDF) and the Research Dissemination Grant (RDG). [959th BOR Meeting on 26 May 1983; 993rd BOR Meeting on 28 November 1986]

    All tuition fees and other necessary school charges collected by the national university or by its subsidiaries shall be retained by the University through its special trust funds and disbursed at the discretion of the Board for the professional growth and development, health, welfare and other benefits of students, faculty members and other personnel; for the acquisition, construction, maintenance and repair of urgently needed instructional and auxiliary facilities, equipment, buildings and other infrastructure; and for expenses necessary for the attainment of its purposes under its approved program of expenditures. [Section 13 (m) of the University of the Philippines Charter of 2008: Powers and Duties of the Board of Regents] Attendance of faculty members in conferences and training programs can be supported from the unit’s Undergraduate Tuition Fee Increments (UGTFI) funds and/or Graduate Tuition Fee Increments (GTFI) funds, as per BOR approved program of expenditures of the unit’s trust funds.

    • 10.3.1 Guidelines Governing Attendance in Conferences / Training Programs

      10.3.1.1

      ​​​​​Faculty members and non-teaching personnel who wish to attend conferences, seminars, or workshops should submit an application endorsed by the Department Chair or Institute Director and the Dean, together with the invitation from the organization or agency sponsoring the event/activity and the copy of abstract and paper to be presented, if the faculty member is a paper presenter. [959th BOR Meeting on 26 May 1983; 993rd BOR Meeting on 28 November 1986]

      10.3.1.2

      ​​​​​UP personnel who wish to apply for foreign-assisted training/scholarship grants should satisfy the minimum eligibility requirements imposed by the Civil Service Commission.

      Each department or agency shall prepare a career and personnel development plan which shall be integrated into a national plan by the Commission. Such career and personnel development plans which shall include provisions on merit promotions, performance evaluation, in-service training, including overseas and local scholarships and training grants, job rotation, suggestions and incentive award systems, and such other provisions for employees’ health, welfare, counseling, recreation and similar services. [Section 31, Executive Order No. 292 (Book V/Title I/Subtitle A/Chapter 5-Personnel Policies and Standards)]

      10.3.1.3

      ​​​​​Faculty members attending conferences/trainings must apply for a Travel Authority. (See Chapter 17.0, Special Detail) The duration for which the travel authority is given varies depending on the program.  The period within which faculty will be sent on official travel will be based on the written invitation from the institution/organization/ agency organizing or sponsoring the program or activity. 

    • 10.3.2 Entitlements

      10.3.2.1

      ​​​​​Faculty members attending conferences, workshops, or seminars or who are awarded foreign-assisted training/scholarship grants are entitled to a salary for the whole duration of the grant. [993rd BOR Meeting on 28 November 1986]

      10.3.2.2

      ​​​​​Other forms of allowances allowed by the Philippine Government for travel abroad such as pre-travel allowance, clothing allowance, and book allowance may also be provided for the faculty upon their request, subject to the availability of funds, accounting and auditing rules. [993rd BOR Meeting on 28 November 1986]

    • 10.3.3 Obligations

      Everyone granted the authority to travel abroad shall submit within ten (10) days upon return a brief report about the trip. [E.O. No. 6, Office of the UP President, s. 1989]

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