Legal basis, referenced laws, and purpose
- The PMA is identified as an institution created by the National Defense Act.
- The PMA is described as both a military training institution and a college under the control and supervision of the Department of National Defense.
- The order emphasizes that the PMA, as an educational institution, grants a baccalaureate degree to its graduates.
- The civilian faculty are appointed, ranked, and promoted under a Faculty Merit System approved by the Civil Service Commission in 1993.
- The order anchors compensation of civilian faculty in the Republic Act No. 6758 (Salary Standardization Law).
- The order addresses a pay inequity created by Republic Act No. 9166 (signed 07 June 2002) increasing the monthly base salary of a PMA cadet to PHP 14,538.00 effective 01 January 2004, resulting in higher cadet salary than several civilian faculty salary grades.
- The order declares that existing laws and rules constrain PMA from resolving the unfavorable pay situation, which the order links to fairness and equity, and to demoralization and decreased productivity that may compromise PMA’s mission.
- The order’s declared intent is to set rules for recruitment, appraisal, promotion, development, discipline, and compensation administration for PMA’s civilian faculty.
Definitions and core governance structure
- The civilian faculty are governed by an updated Faculty Merit System maintained and updated by the PMA in accordance with policies and guidelines in the order.
- Civilian faculty are employed primarily as instructors of the cadets, subject to possible assignment to other academic or administrative functions.
- Civilian faculty performance is evaluated every term.
- Promotions and rank reclassifications are governed through a points-and-criteria system based on performance and assessment metrics.
Recruitment, selection, and appointment rules
- The PMA must maintain and update its Faculty Merit System in accordance with the recruitment, selection, and appointment rules in the order.
- Recruitment: An applicant must have appropriate training and experience in the subject of the field of discipline applied for.
- Selection: An applicant must undergo a stringent selection process consisting of:
- two levels of interviews,
- a teaching demonstration,
- physical and neuro-psychological examination, and
- a background investigation
prior to appointment as a member of the civilian faculty.
- Appointment by the PMA Superintendent: The PMA Superintendent initially appoints the applicant as a faculty member on a contractual basis.
- The initial faculty rank under contractual appointment is determined using the Criteria for Evaluation used by other State Universities and Colleges (SUCs), Higher Education Institutions (HEIs), and Technical Education Institutions (TEIs).
- After one year of satisfactory service, the faculty member may be recommended for regular/permanent appointment.
Use of civilian faculty and assignments
- Civilian faculty must be employed primarily as instructors of the cadets.
- Civilian faculty may also be assigned collateral duties to meet service exigencies, including:
- researchers,
- speechwriters,
- academic advisers for cadet organizations,
- administrative officers of the academic departments and the Department of Physical Education, and
- other similar duties.
Performance appraisal and employment consequences
- Civilian faculty performance must be evaluated every term.
- Performance ratings must be a composite of ratings from:
- the cadets,
- the peers, and
- the department heads.
- Faculty with outstanding performance evaluation for the semester must be given appropriate recognition.
- A faculty member who gets two consecutive unsatisfactory ratings has two possible consequences under PMA governance:
- it is a ground for termination of employment, or
- it subjects the faculty member to sanction(s) imposed by the PMA after due process.
Promotion criteria, points table, and board
Faculty ranks must be determined based on Criteria for Evaluation.
Civilian faculty who satisfy the points required by a next higher academic rank may be promoted and have existing ranks reclassified for the appropriate higher rank, provided all conditions are met:
- at least “Very Satisfactory” performance ratings for the last two rating periods;
- a minimum of 8.0 points in the Department Headas Assessment Potential; and
- a minimum of 60 points in the Interview Assessment of Personality Traits and Characteristics.
Promotions must use the following point allocation structure for academic ranks (with salary grade and point bracket):
- Instructor l — Salary Grade 12 — 65 below
- Instructor ll — Salary Grade 13 — 66-76
- Instructor lll — Salary Grade 14 — 77-87
- Assistant l — Salary Grade 15 — 88-96
- Assistant Professor l — Salary Grade 16 — 97-105
- Assistant Professor ll — Salary Grade 17 — 106-114
- Assistant Professor lV — Salary Grade 18 — 115-123
- Associate Professor l — Salary Grade 19 — 124-130
- Associate Professor ll — Salary Grade 20 — 131-137
- Associate Professor lll — Salary Grade 21 — 138-144
- Associate Professor lV — Salary Grade 22 — 145-151
- Associate Professor V — Salary Grade 23 — 152-158
- Professor l — Salary Grade 24 — 159-164
- Professor ll — Salary Grade 25 — 165-170
- Professor lll — Salary Grade 26 — 171-176
- Professor lV — Salary Grade 27 — 177-182
- Professor V — Salary Grade 28 — 183a188
- College/University Professor — Salary Grade 30 — 195-200
A Promotion/Selection Board must be created for promotions/selection.
The Promotion/Selection Board must be chaired by the Head, Academic Group.
The Board must be composed of three (3) department heads from the Socio-humanistic disciplines and three (3) from the Techno-scientific disciplines.
The Board must submit its recommendations to higher authorities.
Faculty development, salary, and incentives
- The PMA must institutionalize progressive faculty development programs to enhance competence, excellence, and professionalism.
- Faculty development programs must include scholarships for higher studies, in-house training, attendance in seminars, workshops, conventions, and enrollment in short courses, among others.
- Civilian faculty salaries must be paid according to their ranks/salary grades in accordance with the Salary Standardization Law.
- Civilian faculty must receive benefits and incentives consistent with their status as government employees, including all other benefits accruing to them as such.
- Instructor’s Incentive Pay: Civilian faculty must receive an amount not to exceed twenty-five per centum (25%) of the monthly salary.
- The incentive pay requires satisfaction of an aggregate minimum monthly instructional load of thirty (30) units per academic year.
- The Instructor’s Incentive Pay is limited to civilian faculty members only as long as they remain members of PMA’s civilian faculty.
Discipline, due process, and transitory compliance
- No civilian faculty member may be suspended or dismissed except for cause provided for by law and after due process.
- Proceedings against civilian faculty members must apply the Faculty Manual, pertinent Rules and Regulations of the Command, and the Civil Service Law.
- Civilian faculty who do not possess the requisite master’s degree at the time of effectivity must be given five (5) years to comply with the requirement.
Funding and effectivity
- The adjusted salary grades for civilian faculty must be funded from agency savings.
- After sourcing from agency savings, the amounts must be included in agency appropriations.
- The rules and regulations take effect upon approval.
- The order is signed in the City of Manila on February 18, 2004.
- Alberto G. Romulo certifies the order as Executive Secretary.