Legal basis, referenced laws, and intent
- The PMA is recognized as an institution created by the National Defense Act, under the authority of the Department of National Defense, and it grants a baccalaureate degree.
- The Executive Order links the civilian faculty merit system to earlier Civil Service approval, stating that the faculty are appointed, ranked, and promoted under a Faculty Merit System approved by the Civil Service Commission in 1993.
- The Executive Order connects compensation to Republic Act No. 6758 (the Salary Standardization Law) through the use of salary grades and corresponding monthly salaries.
- The Executive Order addresses a pay inequity created by Republic Act No. 9166, which increased the monthly base salary of a PMA cadet to ₱14,538.00 effective January 1, 2004.
- The Executive Order declares that existing laws and rules constrain PMA from correcting an unfavorable pay predicament, and that the resulting unfairness and inequity demoralize faculty and reduce productivity, potentially compromising the PMA mission.
Coverage and civilian faculty framework
- The rules govern the civilian faculty of the Philippine Military Academy.
- The Executive Order governs recruitment, selection, appointment, utilization, performance appraisal, promotion, development, compensation incentives, discipline, and transitory compliance for civilian faculty members.
- Civilian faculty employment is primarily for teaching cadets, while also allowing assignment to collateral academic and administrative functions.
- The Executive Order treats civilian faculty ranks and salary grades as part of a faculty merit and promotion structure tied to evaluation criteria and boards.
Recruitment, selection, and appointment
- PMA must maintain and update its Faculty Merit System in accordance with the recruitment, selection, and appointment rules in Section 1.
- Recruitment requires applicants to have the appropriate training and experience in the subject of the field of discipline for which they are applying.
- Selection requires applicants to undergo a stringent selection process composed of:
- two levels of interviews;
- a teaching demonstration;
- physical and neuro-psychological examinations; and
- a background investigation.
- Appointment is initially made by the PMA Superintendent.
- Initial appointment must be contractual, with a faculty rank determined according to the Criteria for Evaluation used by other SUCs, HEIs and TEIs.
- After one year of satisfactory service, the faculty member may be recommended for regular/permanent appointment.
Utilization and collateral duties
- Civilian faculty must be employed primarily as instructors of the cadets.
- Civilian faculty may also be assigned collateral duties, including:
- researchers;
- speechwriters;
- academic advisers for the cadets;
- advisers of cadet organizations;
- administrative officers of academic departments;
- duties for the Department of Physical Education; and
- other similar duties to meet the exigencies of the service.
Performance appraisal and consequences
- Civilian faculty performance must be evaluated every term.
- The performance rating must be a composite of ratings from:
- cadets;
- peers; and
- department heads.
- Civilian faculty members who obtain an outstanding performance evaluation for the semester must be given appropriate recognition.
- Two consecutive unsatisfactory ratings constitute a ground for:
- termination of employment, or
- sanctions imposed by PMA.
- Termination or sanctions must follow due process in accordance with Section 3.
Promotion system and point brackets
Faculty rank is determined based on the Criteria for Evaluation.
Promotion is available to civilian faculty who satisfy the required points for the next higher academic rank and whose existing faculty ranks can be reclassified for the appropriate higher rank.
Reclassification/promotion requires all conditions:
- at least “Very Satisfactory” performance ratings for the last two rating periods;
- a minimum of 8.0 points in the Department Head’s Assessment Potential; and
- a minimum of 60 points in the Interview Assessment of Personality Traits and Characteristics.
Academic rank point brackets are set by rank and sub-rank as follows (with corresponding Salary Grade and Point Bracket):
Instructor I — Salary Grade 12, 65 below
Instructor II — Salary Grade 13, 66–76
Instructor III — Salary Grade 14, 77–87
Assistant Professor I — Salary Grade 15, 88–96
Assistant Professor II — Salary Grade 16, 97–105
Assistant Professor III — Salary Grade 17, 106–114
Assistant Professor IV — Salary Grade 18, 115–123
Associate Professor I — Salary Grade 19, 124–130
Associate Professor II — Salary Grade 20, 131–137
Associate Professor III — Salary Grade 21, 138–144
Associate Professor IV — Salary Grade 22, 145–151
Associate Professor V — Salary Grade 23, 152–158
Professor I — Salary Grade 24, 159–164
Professor II — Salary Grade 25, 165–170
Professor III — Salary Grade 26, 171–176
Professor IV — Salary Grade 27, 177–182
Professor V — Salary Grade 28, 183–188
Professor VI — Salary Grade 29, 189–194
College/University Professor — Salary Grade 30, 195–200
A Promotion/Selection Board must be created for promotion purposes.
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) department heads from the Techno-scientific disciplines.
The Promotion/Selection Board must submit its recommendations to higher authorities.
Faculty development and training programs
- PMA must institutionalize progressive faculty development programs.
- Faculty development programs must enhance competence, excellence, and professionalism among faculty members.
- Faculty development programs must include, among others:
- scholarships for higher studies;
- in-house training;
- attendance in seminars, workshops, and conventions; and
- enrollment in short courses.
Salary, benefits, and incentive pay
- Civilian faculty must be paid salaries appropriate to their ranks/salary grades in accordance with the Salary Standardization Law under Section 6(A).
- Civilian faculty must be entitled to all other benefits accruing to government employees under Section 6(B)(2).
- Instructor’s Incentive Pay may be granted up to a maximum of twenty-five per centum (25%) of the monthly salary under Section 6(B)(1).
- Instructor’s Incentive Pay is subject to an aggregate minimum instructional load of thirty (30) units per academic year.
- Instructor’s Incentive Pay is granted only while the recipient remains a member of PMA’s civilian faculty.
Discipline and due process
- No civilian faculty member may be suspended or dismissed except for cause provided by law and after due process under Section 7.
- Proceedings against civilian faculty members must apply:
- the Faculty Manual;
- pertinent Rules and Regulations of the Command; and
- the Civil Service Law.
Transitory qualification requirement and funding
- Civilian faculty members 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 under Section 8.
- The adjusted salary grades of civilian faculty must be funded from agency savings.
- After sourcing from agency savings, the amounts must be included in agency appropriations under Section 9.