Contents

4.0 THE FACULTY

The teaching staff of each college constitutes its faculty, classified as regular and non-regular members. [Republic Act No. 9500 (23 July 2007), Sec. 19; The Revised Code of the University of the Philippines (1961), Arts. 71 & 153-A]

  • 4.1 FACULTY CLASSIFICATIONS, RANKS, AND DESIGNATIONS

    The regular members of the teaching staff/faculty include the following: Instructors, Assistant Professors, Associate Professors, and Professors, as well as Research/Extension faculty. [The Revised Code of the University of the Philippines (1961), Art. 153-A; 1144th UP Board of Regents Meeting (31 August 2000)]

     The additional designation “Affiliate Faculty” is given by a College/Unit to a regular faculty member from another UP unit within UP Diliman (UPD) or unit from another CU who has been invited to teach in accordance with pertinent University teaching policies. [1081st UP BOR Meeting (17 November 1994); 1094th BOR Meeting (26 January 1996)]

     The non-regular members of the teaching staff/faculty include the following: Lecturers (Lecturers, Senior Lecturers, and Professorial Lecturers), Visiting Professors, and Adjunct Professors. [The Revised Code of the University of the Philippines (1961), Arts. 155 & 168, amended at these meetings: 759th UP BOR Meeting (15 June 1967); 845th UP BOR Meeting (25 April 1974); 1081st UP BOR Meeting (17 November 1994); 1092nd UP BOR Meeting (29 November 1995; 123rd PAC Meeting (17 January 1995); UP Diliman Executive Committee Meeting (8 August 2001)]

    Appointment to each faculty rank or designation is governed by a set of guidelines (see Chapter 13 for these guidelines). Promotion to a higher faculty rank is based on certain expectations regarding a faculty member’s qualifications and achievements (see Chapter 14 for the guidelines and policies on rank promotion of faculty members).

    • 4.1.1 Ranks of Regular Faculty Members and Minimum Expectations per Rank

      Early on in their academic careers, faculty members ought to know what is expected of them so that they can prepare for the added responsibilities that come with higher rank. Tenured faculty members are likewise expected to meet these standards and serve as role models to tenure-track faculty.

      Once appointed to a rank, the faculty member is expected to teach effectively, build up a productive record of research or creative work, and engage actively in activities that serve the University and the larger community.

      The expectations described here suggest the stature that comes with rank, a stature earned by solid academic labor as judged by peers. In addition to the expectations of a particular rank, all expectations of the previous ranks must be met. The expectations thus serve as a guide to career development.

      [OVPAA-UP (2004), Sharing Our Institutional Future: A Statement on Faculty Tenure, Rank and Promotion, p. 15]

      • 4.1.1.1 Instructor

        In the University, Instructor is the starting rank in the regular faculty tenure track. Appointment to this rank is temporary, subject to review, and does not have tenure privileges.

        The following are the minimum expectations of an Instructor: [OVPAA-UP (2004), Shaping Our Institutional Future: A Statement on Faculty Tenure, Rank and Promotion, p. 17]

        4.1.1.1.1

        Must demonstrate teaching competence;

        4.1.1.1.2

        Must show understanding of disciplinal content by handling at least two different courses while an Instructor;

        4.1.1.1.3

        Must enroll in an appropriate graduate program from a reputable institution (recognized by the University) and must finish the program within the period prescribed by the University;

        4.1.1.1.4

        Must produce graduate work of acceptable quality; evidence of promise must be present;

        4.1.1.1.5

        Must be involved in department activities such as faculty meetings, committee and registration/advising work; and

        4.1.1.1.6

        Must possess academic integrity and professional ethics.

      • 4.1.1.2 Assistant Professor

        In general, Assistant Professor is the minimum rank required to be considered for tenure. [834th UP BOR Meeting (28 June 1973)] However, Associate Professor rank is associated with tenure in specific colleges or unit (such as the School of Economics, pursuant to the 1026th UP BOR Meeting (23 November 1989), and the College of Science, pursuant to Tenure Policies approved by the College of Science Faculty Assembly on 12 November 2012). Assistant Professor is also the minimum rank required for membership in the University Council. [828th UP BOR Meeting (21 December 1972); UP President Executive Order No. 4 (23 March 1983), Secs. 7 & 10]

        The minimum expectations of an Assistant Professor include the following: [OVPAA-UP (2004), Shaping Our Institutional Future: A Statement on Faculty Tenure, Rank and Promotion, p. 17]

        4.1.1.2.1 

        Must pursue doctoral studies (or equivalent terminal degree) and finish the program within the period prescribed by the University;

        4.1.1.2.2

        Must produce above average graduate work and must demonstrate capacity to sustain intellectual growth;

        4.1.1.2.3

        Must maintain better than satisfactory teaching evaluation based on student and/or faculty peer feedback and other evidence;

        4.1.1.2.4

        Must engage in research or creative work at least as member of a research or creative project team;

        4.1.1.2.5

        Must publish or produce creative work of the quality and quantity necessary to satisfy the standards for tenure and promotion and in the required capacity (as lead author or co-author or co-creator of creative work);

        4.1.1.2.6

        Must show commitment to the department, college, and University by continued participation in unit activities; and

        4.1.1.2.7

        Must participate in extension activities.

      • 4.1.1.3 Associate Professor

        Faculty members holding the Associate Professor rank are recognized for their noteworthy contributions to their discipline in terms of teaching, research/creative work and publication, and extension service. Associate professors are also recognized for their strong potential for leadership, at the national and/or international level, in their discipline, and hence as potential Professors.

        The following are the minimum expectations of an Associate Professor: [OVPAA-UP (2004), Shaping Our Institutional Future: A Statement on Faculty Tenure, Rank and Promotion, p. 18]

        4.1.1.3.1

        Must maintain excellent teaching record;

        4.1.1.3.2

        Must sustain intellectual productivity by continued publication in reputable refereed academic or literary venues or the equivalent creative work in the visual and performing arts;

        4.1.1.3.3

        Must be actively involved in thesis/dissertation advising;

        4.1.1.3.4

        Must mentor younger faculty in both teaching and research;

        4.1.1.3.5

        Must develop a culture of research not only by advising graduate students and mentoring younger faculty, but also by bringing them into research projects and helping them publish;

        4.1.1.3.6

        Must demonstrate commitment to the University by membership and participation in department/college/University committees when and wherever possible; and 

        4.1.1.3.7

        Must actively engage in extension work.

      • 4.1.1.4 Professor

        Professors hold the highest regular-faculty rank in the University. The rank is bestowed on faculty members who have shown outstanding teaching performance, as well as a highly productive and sustained publication record or equivalent creative output that is recognized by peers both within and outside the University as significant contributions to the advancement of knowledge.

        The minimum expectations of a Professor include the following: [OVPAA-UP (2004), Shaping Our Institutional Future: A Statement on Faculty Tenure, Rank and Promotion, p. 18]

        4.1.1.4.1

        Must maintain excellent teaching record, as evidenced by innovative approaches to teaching the discipline and a generally accepted reputation for stimulating student interest in learning;

        4.1.1.4.2

        Must maintain an active publishing career or the equivalent measure of creative output in the arts; must strive for peak research or creative output;

        4.1.1.4.3

        Must develop a culture of excellence in teaching, research and service by being a role model and mentor, and by prodding the unit to continuously strive for higher levels of achievement;

        4.1.1.4.4

        Must exercise leadership in the profession and bring honor to the University;

        4.1.1.4.5

        Must maintain active involvement in department/college/University committees and activities; and

        4.1.1.4.6

        Must take active part in extension work or perform well as an administrator.

      • 4.1.1.5 Research/Extension Faculty

        Qualified researchers/extension specialists with PhD who are given teaching assignments are called “Research/Extension Faculty.” They are appointed to the ranks of Research/Extension Professor, Research/Extension Associate Professor, and Research/Extension Assistant Professor depending on their qualifications.

        The principal function of the Research/Extension faculty is to conduct research/extension. In addition, they are required a minimum teaching load of three (3) units per semester. [1144th UP BOR Meeting (31 August 2000)]

    • 4.1.2 Ranks of Non-Regular Faculty Members

      • 4.1.2.1 Lecturer

        The “Lecturer” designation is given to a non-regular member of the teaching staff who is on a temporary status and paid on an hourly basis. This designation may also be given as additional assignment to REPS and administrative personnel subject to permission by the head of the mother unit.

        4.1.2.1.1

        Depending on their qualifications, lecturers may be given a rank of “Lecturer”, “Senior Lecturer”, or “Professorial Lecturer”. [845th UP BOR Meeting (25 April 1974)] The senior lecturer and professorial lecturer are persons of sizeable achievement, with recognized expertise in the field of scholarship or creative arts. [OVPAA-UP (2004), Shaping Our Institutional Future: A Statement on Faculty Tenure, Rank and Promotion, p. 8] Unless candidates for the position are outstanding in their line of study and their competence and prestige entitle them to recognition as an expert by their colleagues in the field, they are not to be recommended for a rank higher than that of Senior Lecturer. [The Revised Code of the University of the Philippines (1961), Art. 162, as amended at the 759th UP BOR Meeting (15 June 1967) and 845th UP BOR Meeting (25 April 1974)]

        4.1.2.1.2            The Lecturer ranks and their comparable faculty ranks are as follows: [1313th UP BOR Meeting (11 December 2015)]

        Table 4-1. Lecturer Ranks and Comparable Faculty Ranks

        Lecturer Rank

        Comparable Faculty Rank

        Lecturer 1

        Instructor 3

        Lecturer 2

        Instructor 7

        Senior Lecturer 1

        Assistant Professor 3

        Senior Lecturer 2

        Assistant Professor 6

        Senior Lecturer 3

        Associate Professor 3

        Professorial Lecturer 1

        Associate Professor 6

        Professorial Lecturer 2

        Professor 2

        Professorial Lecturer 3

        Professor 5

        Professorial Lecturer 4

        Professor 8

        Professorial Lecturer 5

        Professor 11

         

        4.1.2.1.3

        Lecturer appointments are for one semester and may be renewed on a semester basis. Repeated reappointments to any Lecturer position, and to any non-regular faculty position, no matter how many times made, should not create any presumption of a right to another reappointment or to indefinite tenure or to automatic appointment as a regular member of the faculty. [845th UP BOR Meeting (25 April 1974)]

        4.1.2.1.4

        The maximum allowable teaching load of a lecturer is six (6) units per semester/ trimester/term at any one time in ALL units of the University, unless otherwise authorized by the Chancellor in meritorious cases.

        4.1.2.1.5

        In all appointments to Lecturer positions, nominees who are connected with the other branches of the Government are to present written permits, issued by the head of the office concerned, to teach in the University. [845th UP BOR Meeting (25 April 1974)]

        4.1.2.1.6

        Professorial Lecturers may serve as examiners in graduate comprehensive examination committees provided: a) they are at least master’s degree holders and/or known experts in their field, if they are to be appointed to master’s candidacy examination committees, or b) doctoral degree holders and/or known experts in their field, if they are to be appointed to doctoral candidacy examination committees. In either case, the Professorial Lecturers must have taught in the unit during the last two (2) years prior to the examination date. Professorial Lecturers may also serve as co-adviser, reader, or panelist in graduate thesis/dissertation committees upon approval by the Dean/Director of the unit concerned. [General Rules for Graduate Programs in UP Diliman, approved at the 1126th UP BOR Meeting (26 November 1998)]

      • 4.1.2.2 Visiting Professor

        Under the OVPAA’s Visiting Professor Program, the “Visiting Professor” designation is given to Filipinos and foreign nationals outside UP, based in local and foreign institutions, who are recognized experts in their fields of specialization. [1275th UP BOR Meeting (24 November 2011); 1282nd UP BOR Meeting (20 September 2012)]

         

        4.1.2.2.1

        The following may be invited to serve as Visiting Professor: [1275th UP BOR Meeting (24 November 2011); 1282nd UP BOR Meeting (20 September 2012)]

        • Those currently affiliated with or retired from foreign or leading Philippine universities and other academic institutions;
        • Those currently employed or retired expert consultants from foreign and local industries, government agencies and private foundations; and
        • Foreign and local collaborators and consultants who are already involved in UP-, local- or foreign-funded research and creative work of UP faculty, researchers, and creative artists.

        4.1.2.2.2

        Visiting Professors are given official appointment so that thry become part of UP’s faculty roster. UP will provide support for a one- to two-month stay in the Philippines each year, for the roundtrip airfare and a reasonable living allowance. The Visiting Professor will be provided office space, keep a regular full schedule, and be given the opportunity to team teach courses, discuss research projects with graduate students, and train them to develop research concepts and methodologies, and write grant proposals and papers for publication. [1275th UP BOR Meeting (24 November 2011); 1282nd UP BOR Meeting (20 September 2012)]

        (For more details about the UP Visiting Professor Program, see Annex 4-1.)

        4.1.2.2.3

        An “Exchange Professor” is a visiting professor who comes in from another university under an academic agreement with approximately equal rank as a UP professor or associate professor who has been permitted to exchange their position with that of their UP counterpart, for a period of one (1) year or less. [The Revised Code of the University of the Philippines (1961), Art. 168; 846th UP BOR Meeting (30 May 1974), amended at the 861st UP BOR Meeting (29 May 1975)]

      • 4.1.2.3 Adjunct Professor

        The “Adjunct Professor” designation is given to a Visiting Professor willing to devote part of their time to teaching and/or research in the University without compensation. [1081st BOR meeting, 17 November 1994]

  • 4.2 GENERAL EXPECTATIONS OF FACULTY MEMBERS

    Faculty members of the University are expected to uphold the guiding principles that UP subscribes to. (See Chapter 1, Sec. 1.2 of this Manual for details on the Guiding Principles of the University) Broadly, the expectations of faculty members could be encapsulated in two key concepts: academic citizenship and ethical conduct.

    • 4.2.1 Academic Citizenship

      The University, being a community of scholars, upholds the tradition of “academic citizenship.” It refers to a way of working together that is marked with collegiality, justice and fairness, and ethical conduct. [Tan, M. L. (17 January 1994). Pride of Place, Boldness of Spirit: A Vision Paper for UP Diliman]

      In the first instance, academic citizenship requires faculty members to uphold the University’s mandate of honor and excellence in teaching research/creative work, and extension/public service. Once appointed as faculty of the University, the faculty member is expected to teach as well as build up a productive record of research and/or creative work, and engage actively in activities that serve the University and the larger community. [OVPAA-UP (2004), Shaping our Institutional Future: A Statement of Faculty Tenure, Rank and Promotion]

      Secondly, academic citizenship intertwines with ethical conduct. (See Section 4.2.2 below for details on the University’s Code of Ethics for faculty members) It is not possible to practice academic citizenship without abiding by the ethical canons of the University.

      Above all, academic citizenship means recognizing that one is a member of a community – a community of scholars – and one is duty-bound to engage, interact and collaborate with the members of the academic community and the larger society that it serves, with respect, collegiality, and fairness. Academic citizenship manifests in the most basic things such as attending faculty meetings and participating in committee work to the bigger things such as taking positions of leadership in the University and, upon secondment, in other agencies.

    • 4.2.2 Ethical Conduct

      Faculty members of the University are not only expected to be outstanding scholars in their respective fields. They ought to embody the values that the University upholds which, apart from academic freedom and rigorous scholarship, also includes honesty, integrity, and openness to change. [UP Diliman Faculty Workshop (6-7 November 2001)] These values are embodied in the University’s Code of Ethics for Faculty Members (approved at the 63rd University Council meeting held on 08 December 1998 and noted at 1128th UP BOR meeting held on 28 January 1999). The Code exhorts the faculty to uphold: the honor of the University, academic excellence, academic freedom, collegiality, integrity and professionalism, and social responsibility. The full text of the Code is found in Chapter 18.

  • 4.3 FACULTY TRACKS

    Faculty members pursue various endeavors as members of the University community. The different facets of the faculty’s life can be conceived of in terms of six tracks, namely: [Pacheco, B. M. (2015), TRACES 21: Modes of Academic Staff Stints at 21st Century U.P.]]

    • Teaching
    • Research and creative work
    • Administration and academic governance
    • Consultancy through the University
    • Extension service
    • Study

    The tracks are complementary – each one enhances the others, and each one contributes to a person’s development as a faculty member, as reflected in the Faculty Development Plans of the departments.

    Each track is governed by policies and guidelines (discussed in separate chapters in this Manual) that define what are expected of the faculty, what their roles and responsibilities are, and what support the University provides to them.

    • 4.3.1 Teaching

      The faculty members are on the frontline of the University’s initiatives towards the fulfillment of its responsibilities to: [Republic Act No. 9500 (23 July 2007),Secs. 3a, 3b & 3f]

      (a)

      lead in setting academic standards and initiating innovations in teaching, research, and faculty development in various disciplines, and maintaining centers of excellence in the different disciplines and professions;

      (b)

      serve as a graduate university by providing advanced studies and specialization for scholars, scientists, writers, artists, and professionals, especially those who serve on the faculty of state and private colleges and universities; and

      (c)

      provide opportunities for training and learning in leadership, responsible citizenship, and the development of democratic values, institutions and practice through academic and non-academic programs, including sports and the enhancement of nationalism and national identity.

       

      Faculty members are expected to carry out their role as mentors who nurture every student into a “Tatak UP” person who is described as:

      Isang estudyanteng may malalim na pagkilala sa sarili, malay sa kaniyang kasaysayan, nakalubog sa kaniyang kultura, may pag-unawa sa pandaigdigang pagkamamamayan, may pananagutang panlipunan, at may paninindigang makabayan. [2014 UP Diliman General Education Conference]

      (A student who is deeply self-aware, enlightened of their history, immersed in their culture, discerning of global citizenship, committed to social responsibility, and patriotic.)

    • 4.3.2 Research and Creative Work

      Through research and creative work, faculty members support the University’s mandate to contribute to the stock of human knowledge and forms of expression. Research and creative work are also the principal means by which faculty members continuously expand their knowledge in/of their discipline.

      Guided by scientific rigor and ethical principles, faculty members are expected to conduct basic and applied research and creative work, promote research and creative work in various colleges and universities, and contribute to knowledge dissemination and application. [Rep. Act No. 9500 (23 July 2007), Sec. 3c]

      (See Chapter 6 for programs and services in support of research and creative work.)

    • 4.3.3 Academic Governance and Administration

      The University Faculty, being a collegial body, subscribes to a process wherein decisions are arrived at in a consensual manner or through consultations. Thus, faculty members are, at the very least, expected to attend meetings at the department, college, and University levels.

      All faculty members are expected to participate in academic governance at various organizational bodies and administrative levels of the University. Some also get involved in administration, which entails assuming a leadership post in one’s unit, UPD itself, or the University System.

      (See Chapter 7 for policies governing faculty appointment to administrative positions)
       

    • 4.3.4 Consultancy through the University

      Consultancy is a mechanism through which the University provides “scholarly and technical assistance to the government, private sector, and civil society while maintaining [the University’s] standards of excellence.” [Rep. Act No. 9500, Sec. 3d]

      Consultancy activities are diverse, but all are governed by the University’s policies on the Limited Practice of Profession, which are discussed in Chapter 9 of this Manual.

    • 4.3.5 Extension Service

      Extension service embodies the expectation that UP faculty members will provide “various forms of community, public and volunteer service... while maintaining [the University’s] standards of excellence.” [Rep. Act No. 9500, Sec. 3d] Extension work contributes to achieving excellence in social and public service. It generates, validates, and applies knowledge that can enrich teaching, research, and creative work.

      Policies and guidelines governing extension service are discussed in Chapter 8 of this Manual.

    • 4.3.6 Study

      Study enables the faculty to pursue professional and personal development while partly or fully de-loaded of teaching duties. Pursuing advance degrees improves the competencies and skills of the faculty. It is also one of the requirements for tenure and promotion.

      Subject to the exigencies of service, faculty members may be granted study leave with or without pay. They may be allowed to enroll full time in the University or in other institutions subject to policies and guidelines discussed in Chapter 10. Support programs for faculty members pursuing postgraduate degrees are discussed in the same chapter.

  • 4.4 GENERAL GUIDELINES ON FACULTY LOAD

    The allocation of faculty load is governed by guidelines which ensure the fulfilment of the University’s mandates of teaching, research, creative work, and public service, with due consideration of the individual responsibilities and priorities of the faculty as they traverse the faculty tracks.

    • 4.4.1 Mandatory Faculty Load

      A normal teaching load of twenty-four (24) units per academic year, or twelve (12) units per semester or its equivalent in colleges or units observing the trimester or other systems is required of each regular faculty member. [The Revised Code of the University of the Philippines (1961), Art. 194, as amended at the 822nd UP BOR Meeting (31 July 1972), and clarified at these UP Diliman Executive Committee Meetings: 12 September, 10 October, and 14 November 2011]

      No faculty member is allowed an aggregate teaching load of more than thirty-six (36) course credit units for the first and second semesters of any given academic year, including authorized teaching outside the University of the Philippines System, unless otherwise given prior authorization by the President or Chancellor due to exceptional circumstances. [The Revised Code of the University of the Philippines (1961), Art. 194, as amended at the 822nd UP BOR Meeting (31 July 1972)]

      No member of the faculty can teach less than six (6) units per semester, except when carrying an Administrative Load Credit (ALC) of more than six (6) units. [The Revised Code of the University of the Philippines (1961), Art. 194, as amended at these UP BOR meetings: 822nd BOR Meeting (31 July 1972), 838th BOR Meeting (29 November 1973), 861st BOR Meeting (29 May 1975), and 1091st BOR Meeting (24 October 1995); clarified at these UP Diliman Executive Committee Meetings: 12 September, 10 October, and 14 November 2011]

      The President or Chancellor may reduce the teaching load to not less than three (3) units per semester of any faculty member who is actively engaged in research/creative work (e.g., as research faculty either on limited or permanent appointment), community extension, and/or other authorized activities. [The Revised Code of the University of the Philippines (1961), Art. 194, as amended at these UP BOR meetings: 822nd BOR Meeting (31 July 1972), 838th BOR Meeting (29 November 1973), 861st BOR Meeting (29 May 1975), and 1091st BOR Meeting (24 October 1995); clarified at these UP Diliman Executive Committee Meetings: 12 September, 10 October, and 14 November 2011]

      The President, the Chancellor, the Vice Chancellor for Academic Affairs, the Vice Chancellor for Research and Development, Deans, Directors of institutes, and Chairs of departments/divisions should enforce the rules governing teaching load. The Dean, through the Vice Chancellor for Academic Affairs and the Vice Chancellor for Research and Development, submits to the Chancellor, for approval, all the names of faculty members for whom non-teaching credit is allowed. [The Revised Code of the University of the Philippines (1961), Art. 201, clarified at these UP Diliman Executive Committee Meetings: 12 September, 10 October and 14 November 2011]

      For lecturers and other non-regular faculty members, the maximum allowable teaching load is six (6) units per semester/trimester/term at any one time in ALL units of the University, or an aggregate maximum of eighteen (18) units teaching load in a year, unless otherwise authorized by the Chancellor in meritorious cases.

    • 4.4.2 Working Hours

      Full-time members of the faculty, REPS and administrative employees of the University are to be on duty for a minimum of forty (40) hours during each week in accordance with a time schedule to be approved by the Chancellor. [The Revised Code of the University of the Philippines (1961), Art. 215, as amended at the 828th UP BOR Meeting (21 December 1972)]

      When the interests of the University service so require, the head of any office may request the proper authorities to extend the daily hours of labor for any or all the employees under them, and may likewise require any or all of them to do overtime work not only on workdays but also on holidays. [The Revised Code of the University of the Philippines (1961), Art. 217]

      Members of the faculty and academic staff accomplish a certificate of service, which is then submitted through the Department Head/Chairperson for attestation and the Dean or Director for approval for each pay day. Those whose salaries are paid by the hour accomplish the daily time record. [The Revised Code of the University of the Philippines (1961), Art. 218]

    • 4.4.3 Non-teaching Activities

      The normal 12-unit teaching load requirement may be partially satisfied by any of the following:

      • Authorized graduate studies
      • Research, creative work, and other forms of productive scholarship
      • Community Extension
      • Administrative work

      Load credit for non-teaching activities is subject to the following general provisions:

      4.4.3.1    Teaching is the faculty’s priority; as such, the total maximum credit for the aforementioned non-teaching activities does not exceed six (6) units per semester, unless otherwise authorized by the President or the Chancellor; [The Revised Code of the University of the Philippines (1961), Arts. 194 & 195]


      4.4.3.2    The College Executive Board or equivalent body adopts detailed guidelines for the College’s/Unit’s crediting of the non-teaching activities, which must be endorsed by the Vice Chancellor for Research and Development and the Vice Chancellor for Academic Affairs, pre-approved by the Chancellor, and disseminated to the institutes/departments/ divisions of the College or Unit; [UP Diliman Executive Committee Meetings on 12 September, 10 October and 14 November 2011]


      4.4.3.3    The University endeavors to generate and provide complementary substantial resources that will enable faculty members to carry such non-teaching loads. [UP Diliman Executive Committee Meetings on 12 September, 10 October and 14 November 2011]
       

    • 4.4.4 Assignment of Non-Teaching Loads and Working Hours

      The Dean and College Executive Board (or equivalent body) may assign credit for non-teaching activities under the following conditions and subject to the detailed guidelines of the College or Unit as pre-approved by the Chancellor: [UP Diliman Executive Committee Meetings on 12 September, 10 October, and 14 November 2011]

      4.4.4.1

      Research, Creative Work, or Extension load. The maximum credit for research work (Research Load Credit or RLC), creative work (Creative Work Load Credit or CWLC), or any other form of productive scholarship or community extension service is six (6) units per semester. This is not to be used as basis for claiming honorarium for overload teaching. [838th UP BOR Meeting (29 November 1973), clarified at these UP Diliman Executive Committee Meetings: 12 September, 10 October and 14 November 2011]

      (See also “Research Load Credit/Creative Work Load Credit” in Chapter 6: Research and Creative Work.)

      4.4.4.2

      Study load. Faculty members enrolled for study can have their teaching load reduced by the same number of units enrolled in, but not to exceed six (6) units per semester. This is not to be used as basis for claiming overload honorarium. [838th UP BOR Meeting (29 November 1973), clarified at these UP Diliman Executive Committee Meetings: 12 September, 10 October, and 14 November 2011]

      (See also “Study Load” in Chapter 10: Faculty Development.)

      4.4.4.3

      Study leave. A faculty member working on a master’s thesis may be granted study leave with pay for one-half (1⁄2) calendar year or be on a reduced teaching load (six units per semester) for not more than one and a half (1 1⁄2) calendar years, whichever arrangement may best promote the interest of scholarship as well as meet the exigencies of the service. [838th UP BOR Meeting (29 November 1973), clarified at these UP Diliman Executive Committee Meetings: 12 September, 10 October and 14 November 2011]

      For a faculty member working on a doctoral dissertation, such study leave with pay may be for one (1) calendar year or for not more than three (3) calendar years, if on reduced load. [838th UP BOR Meeting (29 November 1973), clarified at these UP Diliman Executive Committee Meetings: 12 September, 10 October, and 14 November 2011]

      (See also “Study Leave” in Chapter 17: Special Detail and Travel)

      4.4.4.4

      Administrative load. Administrative load credit (ALC) may be given to a faculty member with administrative assignment at the unit, college, or University level according to an approved schedule. [838th UP BOR Meeting (29 November 1973)]

      (See also “Assignment of Administrative Load Credit” in Chapter 7: Administration.)

© 2017-2022 University of the Philippines Diliman