QuestionsQuestions (EXECUTIVE ORDER NO. 284)
It is issued to prescribe rules for the administration of the civilian faculty of the PMA and to update its faculty merit system, in line with PMA’s character as both a military training institution and a college under the Department of National Defense, including the need to address unfairness in faculty compensation arising from salary changes.
Recruitment requires appropriate training and experience in the applicant’s field of discipline. Selection involves a stringent process: two levels of interviews, teaching demonstration, physical and neuro-psychological examination, and background investigation prior to appointment.
The PMA Superintendent initially appoints the applicant on a contractual basis to a faculty rank determined by criteria used by other SUCs/HEIs/TEIs. After one year of satisfactory service, the faculty member may be recommended for regular/permanent appointment.
It establishes an initial contractual appointment period, during which continued service becomes the basis for recommendation to regular/permanent status after one year, conditioned on satisfactory performance.
Primarily to teach cadets. They may also be assigned collateral duties such as researchers, speechwriters, academic advisers, advisers of cadet organizations, administrative officers of academic departments and the Department of Physical Education, and similar duties due to exigencies of service.
It is evaluated every term. The performance rating is a composite of ratings from cadets, peers, and department heads.
Outstanding evaluation for the semester entitles appropriate recognition. Two consecutive unsatisfactory ratings are a ground for termination of employment of a faculty member or for the imposition of sanctions by PMA, after due process.
No civilian faculty member shall be suspended or dismissed except for cause provided by law and after due process. The Faculty Manual, pertinent rules of the Command, and the Civil Service Law govern proceedings.
Faculty rank depends on a points-based Criteria for Evaluation. Faculty who meet required points may be promoted and reclassified to a higher faculty rank, provided they satisfy: (1) at least “Very Satisfactory” performance ratings for the last two rating periods; (2) at least 8.0 points in the Department Head’s Assessment Potential; and (3) at least 60 points in the Interview Assessment of Personality Traits and Characteristics.
It is created to recommend promotions. It is chaired by the Head, Academic Group and composed of three department heads from socio-humanistic disciplines and three from techno-scientific disciplines, which then submit recommendations to higher authorities.
The EO provides a table linking faculty ranks (with sub-ranks) to Salary Grades and point brackets. For instance: Instructor I has Salary Grade 12 with 65 below; Instructor II has Salary Grade 13 with 66–76; Instructor III has Salary Grade 14 with 77–87.
Progressive faculty development programs such as scholarships for higher studies, in-house training, attendance in seminars/workshops/conventions, and enrollment in short courses, among others.
Instructor’s Incentive Pay shall not exceed twenty-five percent (25%) of the monthly salary, provided the faculty satisfies an aggregate minimum monthly instructional load of thirty (30) units per academic year.
Only while they remain members of PMA’s civilian faculty, and only if they meet the aggregate minimum instructional load requirement.
Civilian faculty are entitled to all other benefits accruing to their status as government employees, in addition to the specific incentive pay rule for instructors.
They are given five (5) years within which to comply with the master’s degree requirement.
The amount is sourced from agency savings first, and thereafter included in agency appropriations.
It becomes effective upon approval. Practically, the rules and regulations become operative only after the required presidential approval/act of approval, not merely upon adoption date.