Composition and Compensation of Civilian Faculty
- Civilian instructors augment the military officer faculty due to increasing cadet numbers.
- Civilian faculty appointed, ranked, and promoted based on the Faculty Merit System approved by the Civil Service Commission in 1993.
- Compensation governed by Republic Act No. 6758, the Salary Standardization Law.
- Lowest faculty rank (Instructor I) set at Salary Grade (SG) 12 with a monthly salary of ₱11,167.
- Salaries for ranks from Instructor I to Assistant Professor II range from ₱11,167 to ₱14,098.
Salary Discrepancies and Its Consequences
- Under Republic Act No. 9166, PMA cadets’ base salary increased to ₱14,538 effective January 2004.
- This increase resulted in cadets earning more than lower-ranking civilian faculty members.
- Such discrepancy leads to issues of fairness, equity, and morale.
- Current laws restrict PMA’s ability to remedy this unfair pay structure.
Recruitment, Selection, and Appointment Process of Civilian Faculty
- Recruitment requires appropriate education and experience related to the discipline.
- Selection process includes two levels of interviews, teaching demonstration, physical and neuro-psychological exams, and background checks.
- Appointment initially on a contractual basis at ranks determined by standards used in state universities and colleges.
- After one year of satisfactory service, faculty may be recommended for regular/permanent appointment.
Roles and Assignments of Civilian Faculty
- Primary duty is instructing cadets.
- May undertake collateral duties such as research, speechwriting, advising cadet organizations, and administrative responsibilities within academic departments.
Performance Evaluation System
- Faculty performance evaluated every academic term.
- Composite ratings come from cadets, peers, and department heads.
- Outstanding evaluations recognized appropriately.
- Two consecutive unsatisfactory ratings may lead to termination or sanctions following due process.
Promotion Criteria and Process
- Faculty ranks based on the Criteria for Evaluation.
- Promotion contingent upon meeting point thresholds, minimum "Very Satisfactory" ratings for two periods, and assessments of potential and personality.
- Structured point brackets correspond to academic ranks and salary grades from Instructor I (SG 12) up to College/University Professor (SG 30).
- A Promotion/Selection Board, composed of academic group heads and department representatives, recommends promotions.
Faculty Development Programs
- PMA institutionalizes progressive development initiatives.
- Programs include scholarships, trainings, seminars, workshops, conventions, and short courses to enhance faculty competence and professionalism.
Salary and Benefits
- Salaries aligned with ranks and Salary Standardization Law.
- Instructor's Incentive Pay up to 25% of monthly salary granted to faculty meeting a minimum annual teaching load of 30 units.
- Eligibility for incentive pay contingent on continuous employment as civilian faculty.
- Faculty entitled to all benefits applicable to government employees.
Discipline and Due Process
- Suspension or dismissal only for legal cause and after due process.
- Faculty Manual provisions, command rules, and Civil Service Law govern disciplinary procedures.
Transitory Provisions for Academic Qualifications
- Civilian faculty lacking a master’s degree at enactment granted five years to comply with educational requirements.
Funding for Salary Adjustments
- Salary adjustments to be financed from agency savings initially.
- Subsequent funding to be allocated in agency appropriations.
Effectivity
- Rules and regulations take effect upon approval.