MIMAROPA Region SUC’s Faculty Associations: A Base Line Study

International Journal of Advance Study and Research Work (2581-5997)/ Volume 3/Issue 4/April 2020

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© 2020, IJASRW, All right reserved http://www.ijasrw.com

MIMAROPA Region SUC’s Faculty Associations: A

Base Line Study

Joefel T. Libo-on PhD.1, Joemar F. Manzo DPA

1 & Orfelina I. Manzo EdD.

2

1College of Arts and Sciences, Romblon State University, Romblon, Philippines

2College of Business and Accountancy, Romblon State University, Romblon, Philippines

Email Id: [email protected]

DOI: 10.5281/zenodo.3776048

Abstract

This study was conducted to determine the status of faculty associations in state universities and colleges in the MIMAROPA

Region, Philippines. It determined the profile description of Faculty Association, the status of faculty members, participants'

assessments on the practices of faculty association in the protection of employees' rights, the advancement of employees'

economic welfare, improvement of work terms and conditions among State University and Colleges (SUCs) in the MIMAROPA

Region. This paper utilized mixed quantitative – qualitative research methodology which involves 344 participants from the six

SUCs in the region.

The current study found the faculty associations were accredited, registered, and affiliated with the nonteaching employee

association, only 50% among them have a registered CNA resulting in non-provision of cash incentives. 21 units are the regular

teaching load but there were faculty members with 24 or more teaching loads. Faculty associations in the region were very

satisfactory in the protection of employees' rights, the advancement of employees' economic welfare in terms of compensation,

and leave benefits. Unfortunately, satisfactory in terms of bonuses and loans, workplace, workloads, and personal and

professional development.

Keywords: Faculty Association, Collective Negotiation Agreement, Employees’ Right, Economic Welfare, Working Condition,

MIMAROPA Philippines

Introduction Association is defined as an organization of persons having a common interest. Almost the same definition was given to union by

Merriam-Webster Dictionary (2018) which is an organization of workers to protect the right and interests of its members. In this

manner, this paper used these two terms (Association and Union) interchangeably.

Associations or unions are established where an employer-employee relationship exists. The basic concerns of unions are the

protection of the rights of employees, the advancement of economic welfare, and improvements in work terms and conditions

(Taguiwalo 2009, Shrestha 2012, and Hassan 2013). Public-sector unionism in the Philippines was relatively a recent reclaimed

right by government personnel in the country which was denied during the martial law (Taguiwalo 2009, Soriano 2002).

The right to form an association is the freedom to organize or to be a member of any group and to adopt such rules which members

consider most appropriate to achieve their purpose. The provision aims to encourage the formation and growth of voluntary

associations so that through the cooperative activities of individuals, the welfare of society as a whole may be advanced and the

government may receive gain in its ever-increasing public service activities (De Leon, 2010).

According to the Business and Human Rights Resource Center (2019) places the Philippines as one of the top ten with the worst

workers’ rights. But according to the Department of Labor and Employment, the government continues to implement programs

aimed at advancing the rights of workers (Patinio, 2019). One of these is the new Republic Act 11210 which expanded to 105-day

maternity leave for female workers with an optional additional grant 30-day without pay.

The 1987 Philippine Constitution (Article IX, sec.2 [5]) provides that the right to self - organization shall not be denied to

government political employees. This provision grants government employees in the civil service including those employed in State

Universities and Colleges to form unions enjoyed by workers in the private sector. This is in line with the provision in section 8 of

mailto:[email protected]


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Article III- the bill of rights stating that the right of the people, including those employed in the public sectors, to form unions,

associations, or societies for the purpose not contrary to law shall not be abridged (The 1987 Philippine Constitution).

Under the 1987 Philippine Constitution, the Civil Service Commission was created as a constitutional commission mandated to

promote morale, integrity, responsiveness, progressiveness, and courtesy in the public service. With the same year, with the

governments' recognition of the right to an organization of the public sector, Executive Order 180 was promulgated to provide

guidelines in the exercise of the right to organize of government employees and well as the creation of the Public Sector Labor-

Management Council.

Meanwhile, the Republic Act 8292 granted government employees in higher education institutions such as those employees in state

universities and colleges the right to participate in the decision making and sit in the governing board of the institutions.

Furthermore, the CSC Memorandum Circular No. 19, Series of 2005 allowed the faculty associations to have a seat as a member of

different committees, as to; Traning and Development Committee, Faculty Selection Board, Grievance Committee, Program for

Awards and Incentive for Service Excellence (PRAISE), and PERC.

Managing colleges and universities is more difficult than running a manufacturing firm or a service company. The school personnel

is governed not just by the Labor Code or by the CSC rulings, but also by the Manual of Regulations of Schools. Many school

administrations have been tried and tested, however, many unions have unintentionally caused a loss of jobs to the people they were

supposed to serve (Jimenes, 2013). In this study, different SUCs in the MIMAROPA region become a great venue in comparing the

faculty association’s experiences and problems encountered which would benefit the SUC faculty sector or the public sector

employees in general.

Faculty members in State Universities and Colleges are a growing sector in society that scholars of public administration should

look upon. In the academic year 2015-2016, based on the record provided by the Commission of Higher Education (2017), the total

number of SUCs faculty members in the country were 53, 169, and 2, 465 among them were in the six SUCs found in MIMAROPA

region. These numbers were in the frontline of the government in giving higher education services to its citizens. The main

stakeholders of these institutions are their students, as to the 2017 statistics on higher education, excluding the numbers from the

University of the Philippines (UP), there were 1,410,985 students enrolled in State Universities and Colleges nationwide, and 60,

901 among them were in studying in SUCs in MIMAROPA Region. Sad to note that in the Philippines, only a few among SUC's

faculty unions and associations that were accredited have their Collective Negotiation Agreement (De Lima, 2003).

The delivery of education services of faculty members is important. Most of the time, their performance and competencies are

common issues in most of the researches. However, the researchers found out that there are only a few local studies on their interest,

welfare, and conditions, including the faculty association as their organization promoting those cited interest.

Problems concerning faculty associations in state universities and colleges were observed by the researchers such as; non -provision

of the CNA cash incentive and other bonuses enjoyed by many government employees like PBB and IGP incentives. Faculty

representation in the governing board (Board of Regents) is still a problem in many of the Higher Education Institutions (HEIs) in

the country.

Problems in working conditions of faculty members in state universities and colleges were also observed like non-payment of

overtime and overload works. Overtime work is defined by the Merriam Dictionary as spending time working at one's job in

addition to one's normal working hours. Faculty members were sometimes required in doing their organizational tasks beyond

working hours such as preparation of documents for accreditations, participation in student sports competitions, attending activities

or programs beyond office hours, and more without additional compensations.

As to workload, unlike other government employees where the workload can be described as the assigned task, workload of the

faculty members in SUCs can be considered as the number of subjects which is converted to the number of units of teaching.

Normally, the manual of operation of SUCs determined the lawful teaching load of every faculty with a certain number of subject

preparations, like 18 units maximum load and 3 maximum subject preparations. The researchers observed that some universities

have faculty members with subjects beyond the maximum teaching load without just compensation. Sometimes, if not most of the

time, there were faculty members who have a lawful number of teaching units but were demanded of having beyond the prescribed

number of teaching preparation. This study was conducted to determine the status of faculty associations in state universities and

colleges in the MIMAROPA Region, Philippines. Specifically, this study sought answers to determine profile description of the

faculty association in terms of registration and accreditation, affiliations, and dues and contributions; (b) determine the status of

faculty associations' members in terms of economic benefits, working conditions, and faculty development; (c) how do the

participants assess the practices of faculty associations in the protection of employees' rights in terms of the right to organization,

security of tenure, right against any form of discrimination, right to participate in decision making, and redress of grievances; (d)

how do participants assess the practices of faculty associations in the advancement of employees' economic welfare in terms of

compensation, bonuses, and loans; and e) how do participants assess the practices of faculty associations in the improvement of

work terms and conditions in terms of workplace condition, workload, health benefits, leave benefits and personal and professional

development


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Methodology This study employed mixed quantitative and qualitative methods of research based on Creswell's (2013) concepts. The descriptive

assessment design was used in this methodology. This is a fact-finding study that describes conditions that exist at a time such as

practices and beliefs. This design involves a single study containing qualitative and quantitative data collection which is conducted

at the same time. The purpose of this type of investigation was to validate the findings generated by each method through evidence

produced by the other (Neri and Kroll, 2009).

The researchers utilized a quantitative method in collecting and analyzing the data such as describing the profile of faculty

associations and the assessments of respondents on the practices of faculty associations, and the performance of faculty associations

among SUCs. In this manner, the researchers utilized the survey questionnaire in gathering quantitative data. Qualitative methods of

research were also used in this study. A series of interviews and focus group discussions (FGD) were conducted in gathering

qualitative information invalidating the gathered data from the questionnaire. The interview and FGD were done a day after the

quantitative data were analyzed in the respective state universities and colleges of the participants.

The study was conducted in Mindoro, Marinduque, Romblon, and Palawan (MIMAROPA) region where the state universities and

colleges are located. The region is composed of six (6) universities; two (2) from Mindoro, the Mindoro State College of

Agriculture and Technology (MINSCAT) and Occidental Mindoro State College (OMSC); one (1) from Marinduque, the

Marinduque State College (MSC); two (2) from Palawan, the Palawan State University (PSU) and the Western Philippines

University (WPU); and one (1) from Romblon, the Romblon State University (RSU).

The quantitative data were analyzed using the mean and frequency count while the qualitative data arranged thematically to support

the quantitative data. The data that was gathered was presented in tables and figures.

Results and Discussions

Profile Description of Faculty Association in MIMAROPA Region

Registration and Accreditation. The profile description of faculty associations of State Universities and Colleges in the

MIMAROPA region shows that 5 out of 6 or 83.33% of Faculty Associations (FA) were registered except for one which failed to

renew their registration and Accreditation. Half or three among the SUCs FAs have a registered Collective Negotiation Agreement

(CNA).

Based on the focus group discussions conducted, Key informant 6 revealed that they failed to renew the registration and

accreditation of their association with their collective negotiation agreement because of the burden of their works during the

accreditation. On the other hand, Key informant 7 stated that they failed to renew their CNA because they were in the transition

period of selecting their new sets of officers of their association. Meanwhile, Key informant 17 argued that they have no CNA

because there was no recognized bargaining unit. Key informant 19 explained that the denial of the recognition of their faculty

association was because of the failure or problems in the election process for the federation officer. On this matter, the non-

registration and accreditation of the employees' organization specifically the faculty association might hinder the formation of their

negotiation unit. In the same circumstances, non – registration of CNA might affect the benefits and welfare of its members.

Executive Order No. 180 provides the guidelines in the registration of government employees' organizations which shall register

with the Civil Service Commission and the Department of Labor and Employment. The application shall be filed with the Bureau of

Labor Relations of the Department which shall process the same under the provisions of the Labor Code of the Philippines. Upon

approval of the application, a certificate of registration shall be given to the organization which recognizes it as an organization of

legitimate employees with the right to represent its members and conduct activities to further advance and protect their interests. The

required registration certificates shall be jointly accepted by the Chairman of the Civil Service Commission and Secretary of Labor

and Employment.

Public Sector Management Council (PSLMC) Resolution No. 2 series of 2004 defines the accreditation of government employees'

organization as an act of the Civil Service Commission (CSC) in conferring to a registered employees' organization enjoying the

majority support of the agency's rank-and-file employees, the status of the sole and exclusive collective negotiating agent. On the

other hand, Rule 1, Sec.1, par. kk of the resolution provides that registration of CNA is the process where CSC evaluates and

reviews the CNA and the issuance of the corresponding certificate of registration to the accredited employees' organization.


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Fig. 1 Profile Description of Faculty Association in MIMAROPA Region In terms of Registration and Accreditation

Faculty Associations Affiliations. For faculty associations' affiliations, 100 percent or 6 of the FAs have local or institutional

affiliation, while only 2 have an affiliation with national Faculty Associations or organization. Local or institutional affiliations of

faculty associations are the affiliations with the non-teaching employees' associations in every respective SUC's.

Based on the focus group discussions and the series of interviews conducted, Faculty and Employees' Associations (FEAs) were

formed for the unified negotiations for the SUC's CNA cash incentive provisions. PSLMC resolution dated May 2017 stated that the

law only allows one employee organization to represent the negotiating unit, but it further elaborated that in case of or more

organizations they may consolidate to form a new organization under a new name.

Fig. 2 Profile Description of Faculty Association in MIMAROPA Region In terms of Faculty Associations Affiliations

Dues and Contributions. In terms of dues and contributions, data shows that among the Faculty Associations in SUCs in the region,

MINSCAT and PSU have the highest monthly collection of ₱100 while OMSC has the lowest collection of less than ₱10.00. per

month or ₱120.00 yearly. Aside from the monthly or yearly dues, there were also contributions for death aid, sick aid, and

retirements of members. It also shows that PSU has a unique contribution of 1% of salary for death aid. On the other hand, WPU

has an annual contribution of ₱500.00 which covers all possible contributions of members like death aid, sick aid, and retirement

contributions.

Dues and contributions in union are collectively defined as the deductions from the part of the members' resources to ensure the

protection of his/her rights, welfare, and working conditions in return (www.oe995.com). Any deductions are agreed by the

majority of the members of the union or association. In the case of SUCs in the MIMAROPA, dues, and contributions of members

of the associations were collected in the form of salary deductions. These dues and contributions of FA were allocated for the health

or sick aid, death aid, and retirement aid for their members. A part of their contributions might also be allocated for the formation of

the associations' cooperative and to have other sources of income. Unfortunately, there was dissatisfaction from the members of

associations on this issue because some of the associations in the region have no systematic financial report which was reflected in

the problems encountered by the faculty associations in the region.

Table 1: Profile Description of Faculty Association in MIMAROPA Region in terms of dues and contributions

MSC MINSCAT OMSC PSU RSU WPU

Dues

Monthly - 100 - 100 25 50

0

1

2

3

4

5

6

Fre

qu

ency

Registered Faculty Association

Accredited Faculty Association

Registered Collective Negotiation

Agreement (CNA)

0

1

2

3

4

5

6

7

Feq

uen

cy

Local/Institutional Affiliation National Affiliation


17


Yearly 240 - 120 - - -

Agency fee - - - 500 - -

Contribution

Death aid 100 100 100 1% of salary 200 _

Sick aid of members - 20 - - 50 -

Retirement 300 100 - - 100 -

Yearly contribution - - - - - 500

Economic Benefits. Table 2 shows the status of Faculty Associations members in terms of economic benefits. It can be observed on

the table that MSC and PSU got the highest CNA cash incentives. It was the ceiling amount of the CNA cash incentive granted in

PSLMC Resolution No. 04, s.2002, and PSLMC Resolution No. 02, s. 2003, or the rationalized cash incentive granted to the

government employees concerned who have contributed either in productivity or cost savings in an agency, in fulfillment of the

commitments in the CNAs or supplements. Although OMSC doesn’t have CNA cash incentives, based from the focus group

discussion conducted, the Administration has provided P25, 000.00 for the Performance Rating Appraisal Incentives System

(PRAISE) which also came from the savings approved by their Governing Board. It can also be observed that Romblon State

University, got the lowest cash incentives of P5, 000.00.

Based on the interviews with the FA officers and management Informants, there was no Collective Negotiation Agreement in

Romblon State University since there is no recognized negotiating unit. Meanwhile, there is a contradicting CNA cash incentive

provision in the WPU, based on the interview conducted with their FA president. Although their CNA was not renewed, there is a

provisionary clause with their CNA that whenever it is not renewed, the old CNA will take in effect. This was approved by their

governing board and found as legal by the Civil Service Commission. The researchers found out that the relationship between the

faculty association and the management is of great importance in gaining these benefits. In this manner, it seems that the CNA is

just a secondary aspect next to the good relationship between the association and the management. In pursuance with the AO No.

135 s. 2005 authorizing the grant of CNA in government agencies including SUCs in recognition of the effort of labor and

management to achieve planned targets and the services in the agencies' target at a lesser cost. DBM Budget Circular No.2 series of

2014 has provided that the grant of CNA incentive is one form of reward to motivate employees toward higher productivity.

Unfortunately, in terms of IGP incentives, all of the SUCs in the region have no IGP incentives. In the FGD conducted, some of the

SUCs have weak income-generating projects, others don't even know the possibility of the benefits from the IGP. In other

universities where there were IGP, there were confusions on how to facilitate the provision of IGP incentives. In the discussion with

Key informant 19, he argued that the provision of IGP should be included in the CNA and must have an IGP Manual of the

university. Item 5.1.2 of the DBM BC No. 2 series of 2014 further stipulated that 50% of the savings available amount will be

allotted for the CNA incentives and another 30% shall be allotted as an additional amount for CNA or the improvement of working

conditions of its employees. In this manner, through the CNA negotiating body of both employees and faculty association might

negotiate for the funding of their income-generating project to boost their economic welfare and will serve as a reward system for

the employee's industrious and productive conduct.

Table 2: Status of Faculty Association Members in Terms of Economic Benefits

Benefits MSC MINSCAT OMSC PSU RSU WPU

CNA Incentives 25,000 20,000 - 25,000 - 5,000

Anniversary bonus - 5,000/5 years - - -

Birthday bonus/cash gift 5,000 5,000 5,000 5,000 5,000 5,000

IGP Incentive - - - - - -

PRAISE - - 25,000 - - -

Working Condition. Based on the state universities and colleges in the region policies and manuals It can be noted in Table 3 that

the majority of faculty in the MIMAROPA Region have a regular load of 21 except in PSU which have 18 and in WPU that have 24.

The same number of three among the six SUCs have three teaching preparations and the other three have four teaching preparations.

The majority of faculty have an average of 40 students. The number of teaching units was lessened to the faculty with the

designation or having administrative functions such as program chair (12 – 15), Deans and directors (6 – 9), and the vice presidents

of SUCs. It is also common among SUCs to de-load 3 units on faculty members with an approved research and extension project.

Study leave was given to faculty studying or finishing their studies. Except on the WPU which only gives a 1-year or units. It is

worth to mention that there was no health care provided in the faculty member except on the PhilHealth insurance of the members.

to validating these data, focus group discussion and interviews conducted revealed that it was common among the six SUCs in the

region that faculty members were having a teaching load of more than 21 units and having students of more than the standard which

was 25 to 35. Key informants further explained that these were happening because SUCs in the region have a smaller number of

enrollees. In that case, SUCs have to form into a single block or section in every program. In this manner, faculty members were


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obliged to handle more than four preparations especially those who were handling major subjects. Key informant 19, for example,

explained that if their faculty will be limited to 18 units, it implies that they need another teacher who will take care of the

abandoned subject and might also have an effect on the university budget.

The result in the teaching load confirms the findings of Saliendra (2018) that faculty members were given the teaching loads

according to the number of hours prescribed in the standard set by the Commission on Higher Education. There are still, however, a

large number of faculty members who are given loads of more than 24 units to teach.

These findings revealed the difference in faculty loading in the National Capital Region (NCR) based on benchmarking conducted in

the universities within the National Capital Region. Polytechnic University of the Philippines (PUP) for example, has a policy that

the maximum load of every faculty member is 15 units. In the same manner, the University of the Philippines (UP) has a 12 – unit

maximum load policy. These were gained by faculty members by including these in their CNA, and the willingness of the SUC

management to involve their faculty members in other functions in the academe such as research and extension.

Table 3: Status of Faculty Association Members in Terms of Working Condition

MSC MINSCAT OMSC PSU RSU WPU

Regular teaching loads/Units 21 21 21 18 21 24

No. of Teaching Preparations 4 4 3 3 4 3

The average number of students 40-45 40 40 40 40-50 40-50

No. of units with a designation

Vice Presidents 6

Campus Director 9 6 6 6 6 6

Deans 12 9 12 6 6 9

Program Chairman and directors 15 12 15 12 12 12

Loads/Units of faculty with research 3 3 3 3 3 3

Number of loads/units of faculty with approve extension 3 3 3 3 3 3

Loads unit s of studying faculty - - - - -- 0 in 1 yr

Health care - - - - - -

Faculty Development. It can be observed in Table 4 that only OMSC (₱ 5,000.00) and MSC (₱6,000.00) provide a monthly

allowance for faculty members studying in their respective institutions, while MINSCAT provides a ₱5,000.00 for the tuition fee of

faculty studying in their institution. Palawan State University (PSU) has the highest amount of ₱40,000.00 for thesis and 80,000.00

dissertation allowance for faculty studying within or outside the institution. On the other hand, MINSCAT and MSC with an amount

of ₱20,000.00 have the lowest allowances provided for faculty. Tuition fees of faculty with institutional grants were paid by their

respective SUC's except on MINSCAT which provides only an amount of ₱10,000.00. The OMSC (₱5,000.00), PSU (₱5,000.00),

and RSU (₱6,000) provide transportation allowance per semester while MINSCAT based their assistance on the actual

transportation expenses of their faculty. PSU has the highest grant in International Publication (₱50,000) and presentation

(₱30,000.00) allowances. In items that have no data means that no faculty members have availed the institutional scholarship and

research grant. Scholarship and research grants by institutions were approved by their governing board through their faculty development units or

sections. Commonly, personal and professional development could be included as these are negotiable items provided in EO 180

Rule XII, Section 2.

Table 4: Status of Faculty Association Members in Terms of Faculty Development

Scholarship Grant MSC MINSCAT OMSC PSU RSU WPU

Within the institution

Monthly Allowance

Masters 6,000 - 5,000 - - -

Doctoral 6,000 - 5,000 - - -

Tuition fee - 5,000 - - - -

Thesis/Dissertation Assistance

Masters’ Thesis 20,000 20,000 30,000 40,000 30,000 25,000

Doctorate dissertation 50,000 30,000 60,000 80,000 50,000 50,000

Outside the Institution but within the Country

Monthly Allowance

Masters 6,000 5,000 20,000 5,000 5,000

Doctoral 6,000 5,000 20,000 5,000 10,000

Thesis/Dissertation Assistance

Masters’ Thesis 20,000 20,000 30,000 40,000 30,000 25,000

Doctorate Dissertation 50,000 30,000 60,000 80,000 50,000 50,000

Tuition fee Full 10,000 Full Full Full Full


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Transportation allowance - Actual 5,000 5,000 6,000 -

Book Allowance - - - 10,000. 6,000 -

Research Grant

Publication Allowance

Local - - - - - -

International - 5,000.00 - 50,000 - -

Presentation Allowance

Local 2,000.00

International 5,000.00 30,000 10,000.00

Respondents’ Assessments on the Practices of Faculty Association in the Protection of Employees’ Rights

The Right to Organization. The assessments of respondents on the faculty associations’ practices in the protection of employees’

rights in terms of the right to organization show that the practices of faculty associations in the MIMAROPA region were excellent

that their members have the right to choose associations’ officers with a mean of 5.54.

On the other hand, indicators stating that the faculty association represents the members' interest in the institutions' governing board

got the lowest weighted mean of 3.98 although described as very satisfactory. As per SUCs, the OMSC faculty association got the

highest ratings with a weighted mean of 4.63 described as excellent while RSU got the lowest rating of 3.73 described as very

satisfactory. The overall weighted mean of 4.21 implies that faculty associations' practices in the protection of employees' rights in

terms of the right to the organization were excellent as assessed by respondents.

The Impression of respondents that their interests were not represented in the governing board was likely to happen because one of

the problems identified was the lack of information dissemination on the faculty association activities, plans, and programs. In the

case of Romblon State University, faculty association cannot represent their members' interests since it doesn't have a representative

in their governing board. On the series of interviews conducted with the key informant (KI 17, 18, and 19) in that institution, they

failed to have a representative because the process of election for the FA federation officers was questioned by their president, with

an argument that it doesn't give an equal opportunity for the members in other campuses to be elected. Key informant 18 argued that

it is a clear violation of the organizational right as stated in EO No. 180.

The right to an organization of government employees is a constitutional right as specified in Article III, Section 8, which does not

abridge the right of individuals, including those working in the public sectors, to form unions, associations, or societies for purposes

not contrary to law. That clause has been further expanded in paragraph 2 of Article IX. 5, The right to self-organization shall not be

denied to political employees of the State. This law allows civil-service government employees including those in the academe to

join and form unions enjoyed by private-sector workers. RA 8292 specifies that the President of the faculty association or

organization shall have a seat in the board of regents or trustees so that the interest of the faculty members is reflected in the board of

regents.

Legend: Poor “P” (1.00 – 1.79), Fair “F” (1.80 – 2.59), Satisfactory “S” (2.60 – 3.39), Very Satisfactory “VS” (3.40 – 4.19), Excellent “E” (4.20 – 5.00)

Fig. 3 Assessments of Respondents on the Practices of Faculty Associations in the Protection of Employees Rights in Terms of the Right to Organization

Security of Tenure. The assessments of respondents in the practices of faculty associations in the protection of employees' rights in

terms of security of tenure can be noticed in Figure 4. It shows that respondents assessed faculty associations as very satisfactory in

their representation in the placement committee with the highest weighted mean of 4.08, on the other hand, although rated as very

0.00

1.00

2.00

3.00

4.00

5.00

6.00

MSC MINSCAT OMSC PSU RSU WPU WM

Mea

n

1. All faculty members have an equal opportunity

to join the association.

2. Members have the right to choose an

association officer.

3. Represents the members’ Interest in the

Institutions’ Governing Board.

4. FA Informs its members of organizations’

policy.

5. FA benefits are fairly gained by all members.

Overall Weighted Mean


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satisfactory, respondents assessed protection of faculty members against unjust reassignment of work as the lowest indicator with a

weighted mean of 3.71. The OMSC faculty association rating was the highest while RSU got the lowest assessments. The overall

weighted mean of 3.96 implies that faculty association in the MIMAROPA region was very satisfactory in the protection of their

members' security of tenure.

The right to security of tenure was extended to appointment of personnel as Section 6 of RA 6656 provides that there shall be a

Placement Committee in each appointment, judicious selection, and placement of personnel. The Committee shall consist of two (2)

members appointed by the head of the department or agency, a representative of the appointing authority, and two (2) members duly

elected by the employees holding positions in the first and second levels of the career service: provided,

that if there were a registered employee association it shall also have a representative in the Committee. The placement of employees

including faculty members in SUCs are administrative functions in character, but still, faculty associations could play an important

role in the protection of their member's interests.


Fig. 4 Assessment of the Respondents on the Practices of Faculty Association in the Protection of Employees’ Rights in terms of Security of Tenure

The Right against any form of Discrimination. The practices of faculty associations in the protection of employees' rights against

any form of discrimination were shown in Figure 5. As assessed by the respondents, data shows that faculty associations in the

MIMAROPA region were very satisfied with the indications that they protect their members against gender discrimination with the

highest weighted mean of 4.18. Meanwhile, faculty associations were also very satisfied with the indications of the protection of

their members against religious discriminations. It can also be observed that the faculty association of OMSC was rated as excellent

with the highest weighted mean of 4.53 while the RSU got the lowest rating of 3.68 interpreted as very satisfactory. These results

were in accordance in the provision Article 135 of the Labor Code of the Philippines that it shall be unlawful for any employer to

discriminate against any woman employee concerning terms and conditions of employment solely on account of her sex. The

following were acts of discrimination: payment of a lesser compensation, including wage, salary or other forms of remuneration and

fringe benefits to female employees as against a male employee, for work of equal value; and favoring a male employee over a

female employee concerning promotion, training opportunities, study, and scholarship grants solely on account of their sexes. There

was special legal provision for the working conditions of handicapped workers in the Philippines as provided in Presidential Decree

442, Book 2, Chapter III.

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. Protection of members against illegal removal

from their job.

2. Faculty association representation in the

placement committee.

3. Protection of FA members against unjust

reassignment of work.

4. FA ensures fair academic rank promotions of

its members.

5. FA represents in the NBC 461 process/

committee.



21



Fig. 5 Assessment of the Respondents on the Practices of Faculty Association in the Protection of Employees’ Rights in Terms of Right against Any Form of

Discrimination

The Right to Participate in Decision Making. It can be noticed in Figure 6 the assessment of respondents on the practices of FA in

the protection of employees' rights in terms of the right to participate in decision making. Respondents rated indicator 1 with the

highest weighted mean of 4.19 described as very satisfactory in the representation in the governing board. On the other hand,

indicator 5 got the lowest weighted mean of 3.48 described as satisfactory stating that there is a representation of the faculty

association in the Bids and Awards Committee as an observer. Assessments of the respondents per institution show that Occidental

Mindoro State College Faculty Association was excellent with a weighted mean of 4.52 while the faculty association of Romblon

State University was assessed as satisfactory with a weighted mean of 3.18. The overall weighted mean of 3.88 means that faculty

associations in the MIMAROPA region were very satisfactory in the protection of employees' rights in terms of the right to

participate in decision making.

Based on observations during the conduct of data gathering in every SUCs in the region, it was observed that it was not a common

practice that faculty associations appoint a representative to sit as an observer in the Bids and Awards Committee (BAC). It was just

in PSU or a coincidence that the persons appointed by the university in BAC were also officers of the faculty association (KI – 2). In

comparison with the faculty associations/unions in the National Capital Region such as the UP, PUP, EARIST, and RTU, they

stipulated in their Collective Negotiation Agreement (CNA) that the association shall have a representative in BAC as an observer to

ensure the implementation of the cross-cutting measures agreed in the procurement process.

The numerical data of having the lowest rating on this area of Romblon State University can be explained since the Romblon State

Faculty Association (ROSUFA) was not legally recognized to represent in their governing board. In this manner, it hinders the

capacity of the association to represent in other bodies of the institution which supposed to represent the interest of their members in

the decision making.

The general assessment of respondents that faculty associations in the region were very satisfactory reflect the adherence of the

majority of the SUCs in the region in Republic Act 8292 also known as the Higher Education Modernization Act of 1997 which

provides the uniform composition and powers of the governing boards wherein the faculty association shall have a sit. In the same

manner, the Civil Service Commission Memorandum Circular No. 19. S. 2005 further stressed that faculty association or unions

shall sit as members of the different committees such as the Training and Development Committee, Faculty Selection Board,

Grievance Committee, PRAISE Committee, and PERC.

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00

MSC MINSCAT OMSC PSU RSU WPU TOTAL

Mea

n

1. Faculty association protects its members

against gender discrimination.

2. Protection of members against religious

discrimination.

3. Protection against age discrimination.

4. Protection against discrimination in ethnicity.

5. Protection of differently-abled employees.



22



Fig. 6 Assessment of the Respondents on the Practices of Faculty Association in the Protection of Employees’ Rights in terms of Right to Participate in Decision

Making

The Redress of Grievances. Figure 7 revealed the assessments of respondents on the practices of faculty associations in the

protection of employees' rights in terms of the redress of grievances. Data shows that among the indicators, indicators 1 and 3 got

the highest rating with a weighted mean of 3.67, these were indications that faculty association helps in addressing faculty

grievances and there is a fair resolution of the grievance. On the other hand, lowest was the indication that the practices of faculty

associations in MIMAROPA of the right to a concerted activity like protest demonstration got the lowest weighted mean of 3.41

described as satisfactory.

The Faculty Association of OMSC was assessed as very satisfied with the highest weighted mean of 4.19 while the Faculty

Association of RSU was assessed as satisfactory with the lowest weighted mean of 3.17. The overall weighted mean 3.62 implies

that the FA practices in the protection of employees' rights in terms of redress of grievances were very satisfactory.

In the series of focus group discussion and interviews conducted, a consistent response that there were no big problems which arise

between the faculty associations and SUC management if ever there were problem arises, they resolved them peacefully. This

information reflects the low results in the observance of concerted actions like protests and demonstrations. Key Informant 18, for

instance, stated that the culture of conservatism among faculty members can be observed are evident since they prefer to keep silent

even with the existence of clear violations of their rights to organize. The procedure of grievances is essential in the practice of

faculty associations in their right to organize. This was a requirement as provisions of grievance guidelines in the approval of CNA

as stated in the PSLMC Memo No. 2 series of 2004.


0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. Representation in the governing board of HEIs

2. Informs faculty members of the policy of the

institution

3. Representation in Selection Board.

4. Informing the members about the financial status

of the institution.

5. Conducting consultation of the policy before its

implementation

6. FA representation in Bids and Awards

Committee as an observer


0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. The FA helps in addressing faculty grievances.

2. The FA ensures the system (manual) for the

redress of grievances.

3. Fair resolution of grievances.

4. Bringing members’ grievances and problems in

the governing Board.

5. Securing the representation of FA in the

Grievance Committee.

6. Practice the right to a concerted activity like

protest demonstration.



23


Fig. 7 Assessment of the Respondents on the Practices of Faculty Association in the Protection of Employees’ Rights in terms of Redress of Grievances

Summary of the Assessments of Respondents on the Practices of Faculty Associations on the Protection of Employees’ Rights

Figure 8 shows a summary of the assessment of the respondents on the practices of faculty associations in the protection of

employees' rights. It is worth to mention that respondents have rated the organizational right as excellent with the highest weighted

mean of 4.21. On the other hand, the lowest assessment of respondents in this area was on the redress of grievances. The OMSC has

the highest assessments signifying that their faculty associations were excellent in the protection of employees' rights with a

weighted mean of 4.43, while RSU was rated as very satisfactory having the lowest weighted mean of 3.62. The overall weighted

mean of 3.95 signifies that the practices of faculty associations in the MIMAROPA Region were very satisfactory as assessed by the

respondents.


Fig. 8 Summary of the Assessments of Respondents on the Practices of Faculty Associations on the Protection of Employees’ Rights

These results could likely happen because the organizational rights of the faculty association members were enumerated in many of

the laws made in the Philippines such as the provisions in the 1987 Constitutions which were further elaborated in EO No. 180.

Although the rating was high in this area, based on the interview and focus group discussions conducted, some problems exist in

some of the SUCs in the Region especially on the right to participate in decision making. There were SUCs in the region that don't

have a faculty regent who supposed to represent the faculty members' interest in the governing board. Consistently speaking, most

of the SUCs if not all have no representative in the Bids and Awards Committee (BAC) even as an observer. This representation is

supposed to be a balancing scheme of the association on the cross-cutting measures of the institution on their procurement process.

Despite the problems of faculty members in SUCs, it is worth to mention that faculty associations in the MIMAROPA Region never

experienced to exercise their right to concerted actions. Normally, there were no big problems which arise in violation of the

associations' right. Problems that arise between the associations and SUCs management were resolved peacefully.

Respondents’ assessments on the Practices of Faculty Association in the Advancement of Employees’ Economic Welfare

Compensation. Figure 9 shows the respondents' assessments on the practices of faculty associations in the advancement of

employees' economic welfare in terms of compensation. Data shows that faculty associations were very satisfactory in ensuring the

lawful payment of salary and wages with the highest weighted mean of 3.87. On the other hand, faculty associations were just

satisfactory in ensuring additional compensation for additional designation aside from teaching workload having the lowest

weighted mean of 3.30. Additional compensation rated was rated low or satisfactory in this area. This is a common perception of

FA members – respondents for it was observed that extra designation in the areas of extension, research, and accreditation in every

college or departments of SUCs have no additional compensation or even de-loading. It has been a practice in SUCs in the region

that exerted services during accreditations were converted to leave credits. It has also been observed by the researchers that there is

no uniform computation in the leave credit conversion as to the service of the faculty during accreditation or in preparing documents

for the said evaluation.

The Faculty Association of OMSC was excellent as assessed by the respondents with the highest weighted mean of 4.44 while RSU

assessment was just satisfactory. The overall weighted mean of 3.61 implies that faculty association practices in the advancement of

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n 1. Organizational Right

2. Security of tenure

3. Right against any form of discrimination

4. Right to participate in decision making

5. Redress of grievances



24


employees' economic welfare in terms of compensation were very satisfactory. The compensation of government employee’s work

is their main economic source through salary. The lawful salary was observed in SUCs in the region as provided in the

implementation of the NBC 461 or better known as the "Prescribe Rules and Regulations Governing the Implementation of the

Revised Compensation and Position Classification Plan for Faculty Positions in SUC’s, Higher Education Institutions and Technical

Education Institutions”.


Fig. 9 Assessment of the Respondents on the Practices of Faculty Association in the Advancement of Employees’ Economic Welfare in Terms of Compensation

Bonuses. It can be gleaned in Figure 10 the data provided by respondents on FA practices in the advancement of employees'

economic welfare in terms of bonuses. It can be noticed that faculty associations in the Region were very satisfactory in ensuring

the midyear and year-end bonus with an almost the same weighted mean of 4.22 and 4.21. While ensuring birthday bonus or cash

gift and income-generating incentives were rated fair and have the least weighted mean of 2.15 and 2.48 respectively. It was most

likely to happen because there was no data provided for the IGP incentive. Based on the focus group discussions conducted, many of

the faculty association do not have an effort to include the provision of a just sharing of the institution's income to their members in

the collective negotiation agreement. Others don't even know how much the institutions gain from the income-generating project. In

this sense, it shows that their institutions were not transparent enough to let faculty members know their financial status.

The Marinduque State College faculty association was very satisfactory as assessed by their faculty members in ensuring their

bonuses with the highest weighted mean of 3.75. Meanwhile, the Romblon State University Faculty Association was rated fair with

the lowest rating of 2.56. There were several years that the Romblon State University never received the Performance-Based Bonus

(PBB), Collective Negotiation Agreement (CNA) cash incentive, and the Income Generating Project (IGP) cash Incentive. Focus

group discussions with the key informants of Romblon State University show that CNA incentives were denied from their members

because there was no recognized negotiating unit. Their association was not even recognized to have a sit in their governing board

which supposed to lobby such incentives. Key Informant 19 argued that the faculty association should play an important role in

negotiating the IGP. He posits that it should be included in their collective negotiation agreement. The role of the administration

was also identified as a factor in the provision of the IGP. He further suggests that there should be an approved IGP manual for the

systematic sharing of the institution's income. The overall weighted mean of 3.24 signifies that faculty associations were satisfactory

in the advancement of employees’ economic welfare in terms of bonuses.

The Cash incentive management through its measures correlates employees' performance as Kassim, Anyanwu, and Anvuche

(2017) argued. In the study conducted by Miranda (2018), it found out that the IGP incentives were designed to give benefits to the

SUCs as well as their employees. It gives bigger income to everyone in the organization by way of bigger incentives, hence it helps

in improving their economic conditions. The additional income could also ease the burden of the SUC for its multifarious

expenditures to carry out its programs or functions. The income that will be generated is of great importance to the agency to help

augment the meager resources the SUC has. The Philippine government along with the NBC 572 implementation of the

Compensation and Position Classification System (CPCS) provides the procedural guidelines for the mid-year bonus, Productivity

Enhancement Incentive (PEI) and the Performance-Based Bonus (PBB).

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


ME

AN

1. The lawful salary and wages.

2. Lawful computation of holiday pay.

3. Overload pay.

4. Ensures allowances.

5. Travel allowance.

6. Representation allowance.

7. Additional compensation for designation.

8. Clothing allowance.



25



Fig. 10 Assessment of the Respondents on the Practices of Faculty Association in the Advancement of Employees’ Economic Welfare in terms of Bonuses

Loans and Other Sources of Budget. Data in Figure 11 revealed the assessment of respondents on the practices of Faculty

association in the advancement of employees' economic welfare in terms of loans. It is worth mentioning that faculty associations

were very satisfied that they secure other sources of the budget such as GSIS loan got the highest weighted mean of 3.66 described

as very satisfactory. While faculty associations in the region were just satisfactory that they ensure other sources of members' budget

through institutional loans, faculty association's cooperative, local banks, and other financial institutions with the least weighted

mean of 3.21 and 3.28 respectively. Normally the other sources of budget employees come from the GSIS, PAGIBIG, and local

bank are managed by the administration through their Finance Department and defined by the CSC as non - negotiable items. It has

been one of the problems of faculty members as they have difficulties in their access to their records. In this manner, FA may

include their CNA on how union and management could provide a smooth system in the access of the records of contributions of its

member as well as deductions. On the other hand, institutional loans through its cooperative or with the association's cooperative

could provide an additional source of income or emergency budget for faculty members. As Zengele (2014) has stated that for

union's engagement in economic support for their working-class members, most of the union organized their cooperatives to have

their members gain an additional source of income in the form of dividends from investments or contributions.

The OMSC got the highest assessment with a weighted mean of 4.00 as very satisfactory while RSU, MINSCAT, PSU, and WPU

were assessed by respondents as satisfactory with a weighted mean of 2.88. 3.38, 3.10, 3.28 respectively. Based on the researchers’

observations, institutional cooperative or faculty associations' cooperative in these institutions were weak which supposed to provide

additional or emergency budget for their faculty members. The overall weighted mean of 3.44 implies that the faculty associations

were very satisfactory in the advancement of employees' economic welfare in terms of the loan and other sources of budget.


Fig. 11 Assessment of the Respondents on the Practices of Faculty Association in the Advancement of Employees’ Economic Welfare in terms of Loans

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. Mid-year bonus

2. Year-end bonus

3. PBB

4. PEI

5. CNA cash incentives

6. Anniversary bonus

7. Birthday bonus (cash gift)

8. Income Generating Project Incentives


0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. GSIS loan

2. Institutional loan

3. FA Cooperative

4. Pag-IBIG

5. Local banks/financial institutions



26


Summary of the Assessments of Respondents on the Practices of the Faculty Associations in the Advancement of Economic

Welfare

The summary of the assessment of respondents in Figure 12 shows that faculty associations were very satisfactory in securing the

compensation of their faculty members. On the other hand, faculty associations' practices were just satisfactory in the securing

bonuses of their members. The average mean of 3.41 was an indication that faculty associations' practices were just satisfactory in

the advancement of their members' economic welfare.

The ratings on the compensation can be best explained that faculty members' compensations in state universities and colleges were

based on the lawful implementation of the Presidential Decree 985 of 1985 or the positions classification and compensation scheme

of faculty members in-state colleges universities, which was further strengthened by the National Budget Circular (NBC) 461that

provided guidelines for the qualifications for every corresponding academic rank.

The Faculty associations in the MIMAROPA Region were assessed as satisfactory. FGDs and interviews show that there was only

one (1) SUC in the region that received the Performance Base Bonus (PBB). There were also SUCs in the region that don't have a

collective negotiation agreement (CNA) cash incentives. It was also consistently observed that all of the SUCs in the region don't

have incentives from the income-generating project (IGP). Institutional cooperatives and cooperatives ran by faculty associations in

the MIMAROPA Region were still weak. These cooperatives were supposed to give additional or emergency sources of the budget

for members.


Fig. 12 Summary of the Assessments of Respondents on the Practices of the Faculty Associations in the Advancement of Economic Welfare

Respondents’ Assessments on the Practices of Faculty Association in the Improvement of Work Terms and Conditions

Workplace Condition. As shown in Figure 13, faculty associations in the MIMAROPA region were very satisfactory in securing a

safe and peaceful working environment with the highest weighted mean of 3.65. On the other hand, satisfactory ratings were given

by the respondents as indications that faculty association was satisfactory in bargaining recreational facilities for employees,

employees lounge, and union office with the weighted mean of 3.08, 2.84, and 2.96 respectively. It can also be observed that the

OMSC faculty association has the highest assessment with a weighted mean of 3.93 described as very satisfactory. Meanwhile, the

RSU Faculty Association has the least weighted mean of 2.90 described as satisfactory. The overall weighted mean of 3.34 indicates

that the faculty association was just satisfactory in the improvement of the terms and conditions in the workplace.

During the conduct of data gathering with the state universities and colleges in the MIMAROPA region, it was observed that only

the Palawan State University (PSU) has a union office. Union offices were important for the associations where they can transact

business, or their members could reach out to their office about the organizational concern. During the conduct of in-depth

interviews, faculty unions and associations in the National Capital Region such as the Unyon ng mga Guro sa PUP (UGPUP), the

Rizal Technological University Faculty Club and the EARIST Faculty Union transact their organizational business in the office.

The provision of the Faculty Association's office in the NCR was reflected in their Collective Negotiation Agreement (CNA). On

this matter, faculty associations in the MIMAROPA Region could also include the provision of their offices together with the

provisions of recreational facilities and employees' lounge in their CNA. Executive Order No. 180 has determined these items as

negotiable items.

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. Compensation

2. Bonuses

3. Loans



27



Fig. 13 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Work Terms and Conditions in terms of Workplace

Condition

Workload. It was shown in Figure 14 the assessments of respondents on the practices of faculty associations in the MIMAROPA

Region in the improvement of employees’ work terms and conditions in terms of workload. It can be gleaned from the Figure

showing the combined assessments of respondents, that the highest rating having a weighted mean of 3.55 was an indication that

faculty associations in the region were very satisfactory in ensuring the de-loading of studying faculty members. On the other hand,

faculty association was just satisfactory on ensuring the justified rest hour per day, justified number of teaching preparations,

justified number of students per session, and the overload hours/units with a weighted means of 3.30, 3.30, 3.27 and 3.38

respectively.

It can also be observed that aside from the faculty associations of Occidental Mindoro State College and Marinduque State College

which were rated as very satisfactory, the rest of the institutions in the regions were assessed as satisfactory. The overall weighted

mean of 3.39 signifies that faculty associations in the MIMAROPA Region were satisfactory in the improvement of working terms

and conditions of employees as to workload. It was a common problem in SUCs in the region that faculty members have an average

student of 40 – 50 per session as indicated in Table 3. Based on the group discussions that were conducted in many SUCs in the

region, having several students of more than the standard of 25 – 35 students per classroom is due to the student population per

program. It is observed that because there were few enrollees per program (course) only a few sections or blocks were formed

which resulted in an oversized class. This problem was also because some of the faculty members were obliged to have more than

four subject preparations which were higher than the institutional standards. This analysis was the same as the result in the study

conducted by Dadulo et al. (2010), wherein they found - out that there were some problems in the conditions of teachers in the

Philippines. They concluded that there were no uniform assignments of teaching load among them.

From the management side, as to the researchers’ interview, key informant 19 states that reducing the class size will demand

additional needs for classrooms and faculty members which could affect the funding of the SUCs in the region. As provided in EO

No. 180, the distribution of workload is part of negotiable items where faculty association can do something for the improvement of

their members' working conditions.

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50


Mea

n

1. Well lighted workplace

2. Well ventilation

3. Chemical hazard-free Workplace

4. Safe/peaceful working environment

5. Potable water

6. Safe from noise pollution

7. Recreational facilities for employees

8. Employees lounge

9. Union office



28



Fig. 14 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Work Terms and Conditions in terms of Workload

Health Benefits. Data provided by the respondents on their assessment of the faculty association's practices in the advancement of

economic welfare in terms of health benefits as shown in Figure 15. It can be observed that faculty associations were very

satisfactory in securing the PhilHealth contributions (WM = 3.88) and in initiating contributions for medications of members (WM =

3.43). On the other hand, as assessed by respondents, faculty associations in the region were just satisfactory in bargaining medical

allowance (WM = 3.21), allocating budget for the medication of members’ family (WM = 3.07), conducting medical and health

counseling for members (WM = 3.14), and in bargaining institutional health services in the workplace (WM = 3.20).

Results on securing PhilHealth contribution might likely to happen because there is a standard manner of deduction from the

monthly salary of faculty members and were facilitated by the SUCs' administration office. PhilHealth only covers the government

aid in the hospitalization of government employees, and it is declared in the CSC primer that addition hospitalization (confined

patient) is not a negotiable item of the CNA, the faculty association could bargain to their respective SUC management the provision

of an annual check-up or an institutional aid for outpatients as stated in EO No. 180, Rule XII, Section 2, Paragraph K.

The lower ratings on the allocation for the medication of the member’s family might be a result of the low contributions of members

for sick aid and medication as indicated in Table 1. During the conduct of data gathering across SUCs in the Region, it was

observed that there was no other health aid provided for faculty members aside from the PhilHealth and contributions of members

for the health and medical aid for the members and their families. As to the benchmark in the universities and colleges in NCR such

as the Polytechnic University of the Philippines, there was a clear provision of health incentives based on their CNA.


Fig. 15 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Employees’ Work Terms and Condition in Terms of Health

Benefit

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. The faculty association ensures the observance

of regular teaching load

2. Justified rest hour per day

3. Lawful rest days

4. Justified number of teaching Preparations

5. Justified number of students per session

6. Overload hours/units

7. Unloading/de-loading for employees with other

designation

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. Securing the Phil Health contribution.

2. Bargains medical allowance.

3. Initiate contribution to the medication of

members.

4. Allocating budget for the medication of

members family

5. Conducting medical/ health counseling for

members

6. Bargaining institutional health services in the

workplace



29


Leave Benefits. In terms of the assessments of respondents on the faculty associations' practices in the advancement of employees'

welfare as to leave benefits, it was shown that faculty associations in the MIMAROPA Region were very satisfactory in ensuring the

implementation of maternal leave of their women members with the highest weighted mean of 3.97. On the other hand, the lowest

rating of 3.21 was an indication that faculty associations were just satisfactory in ensuring the birthday leave of their members.

Occidental Mindoro State College was assessed as excellent by the respondents with a weighted mean of 4.52 while Romblon State

University got the least rating of 3.41 described as very satisfactory. The overall weighted mean of 3.77 implies that faculty

associations in the region were very satisfactory in the improvement of work terms and conditions in terms of leave benefits.

Labor Code of the Philippines Title III, Chapter 1, Article 133 provides that every employer shall grant to any pregnant woman

employee who has rendered an accumulated service of at least six months for the last 12 months, maternity leave of at least two

weeks before the expected delivery date and another four weeks after normal delivery or abortion, with full pay based on her usual

or average weekly wages. Maternity leave enables women to balance the fulfillment of their maternal functions and the performance

of their work responsibilities. A longer period of maternity leave will also give women sufficient time to rest, recuperate, and regain

their full health. It provides an opportunity for every woman to exclusively breastfeed her baby for a longer period and develops

mother-infant bonding (Philippine Commission on Women).


Fig. 16 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Work Terms and Conditions in terms of Leave Benefits

Personal and Professional Development. As to the assessment of respondents on the practices of faculty associations in the

improvement of work terms and conditions in terms of professional and personal development, data shows that the highest rating

was an indication that faculty associations were very satisfied that they secure the equal chance in promotions of members. On the

other hand, they were rated satisfactory as indications that faculty associations bargain for the scholarship grant to study abroad

(WM=3.26), securing equal chance in training and seminar within the country (WM=3.38), bargains for retirement counseling

(WM=3.27), and in ensuring spiritual and moral counseling for their members (WM=3.23). The OMSC Faculty Association was

assessed as very satisfactory and got the highest rating (WM=4.15), while MINSCAT was assessed as just satisfactory and got the

lowest assessment with a weighted mean of 2.94. The overall weighted mean of 3.43 implies that faculty associations in the region

were very satisfactory in the improvement of work terms and conditions in terms of personal and professional development.

Promotions in state universities and colleges are governed by the standard set by the NBC 461 issued by the Department of Budget

and Management (1998), with the purpose to establish and prescribe rules and regulations in the implementation of the Revised

Compensation and Position Classification Plan for faculty positions in SUC's, Higher Education Institutions (HEI's) and Technical

Education Institutions (TEIs) per the modified Common Criteria for Evaluation (CCE) of faculty positions. It is worth mentioning

that SUCs in the region have programs in faculty development as to their policy on scholarship grants within or outside the

institution. But it was only very minimal those who availed this grant studying abroad.

It was observed that none among the SUCs in the region have spiritual moral, and retirement counseling for their faculty members.

Guidance counseling in SUCs was only categorized as student service. In this manner, it can be included in their CNA because as

stipulated in Rule XII par. l of the EO No. 180 that recreational, social, athletic, and cultural activities and facilities were part of

negotiable items.

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. Maternal Leave

2. Paternal Leave

3. Birthday Leave

4. Sick Leave

5. Study Leave

6. Lawful Computation of Leave Credits

7. Monetization of Leave Credits



30



Fig. 17 Assessment of the Respondents on the Practices of Faculty Association in the Improvement of Work Terms and Conditions in Terms of Professional and

Personal Development

Summary of the Assessment of Respondents on the Practices of Faculty Associations in the Improvement of Work Terms

and Conditions

The summary data of the assessments on the practices of faculty associations in the improvement of work terms and conditions are

the following: It shows that faculty associations in the MIMAROPA Region were very satisfactory in ensuring the leave benefits

and in the professional and personal development with a weighted mean of 3.77 and 343 respectively. On the other hand, they were

assessed as satisfactory in ensuring the workplace condition, workload, and health benefits with a weighted mean of 3.34, 3.39, and

3.32 respectively. The Faculty Association of OMSC was assessed by their members as Excellent (WM=4.20), while Faculty

Associations of MSC (WM=3.58) and WPU (WM=3.43) were assessed as very satisfactory. On the other hand, MINSCAT

(WM=3.14), PSU (WM=3.22), and RSU (WM=3.13) were just satisfactory. The overall weighted mean of 3.45 implies that

practices of faculty associations in the MIMAROPA Region were very satisfactory in the improvement of employees' work terms

and conditions.

The rating of being just satisfactory of faculty associations in the workplace conditions was due to the indications that the provisions

of SUCs in the region for recreational facilities, employees' lounge, and union office were very minimal. The CNA was an effective

instrument of the faculty members in ensuring a safe and conducive workplace. Another highlighted problem observed based on the

focus group discussions and interviews conducted concerning work conditions of faculty associations in the region were on their

problem in the teaching load, teaching preparations, and the number of students they are handling per classroom.

There were also problems among faculty members in their workloads as to the number of subjects or units, number of subject

preparations, and the number of students per session which were beyond the standards set by their governing board and by the

Commission on Higher Education as well. The satisfactory ratings of faculty associations in the region can be interpreted because of

their weak practices in allocating budget for the medication of the members’ family, health counseling, and in bargaining

institutional health services in the workplace.

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. FA secure the equal chance in promotion of

members

2. The FA ensures faculty development

unit/office

3. Bargains for the scholarship grant to study

within the institution

4. Scholarship grant to study outside the

institution (within the country)

5. Scholarship grant to study abroad

6. FA secures equal chance in training and

seminars within the institution

7. FA secures equal chance in training and

seminar within the country


31



Fig. 18 Summary of the Assessment of Respondents on the Practices of Faculty Associations in the Improvement of Work Terms and Conditions

Conclusion

Basing on the data gathered, it is safe to conclude that among the six (6) faculty associations in State Universities and Colleges in

the MIMAROPA region, five were registered and accredited except one which failed to renew their registration and accreditation.

Half of them have a registered Collective Negotiation Agreement (CNA). Faculty Associations were all affiliated to the non-

teaching association, which commonly in the formation of faculty and employee associations or FEA's. CNA is the most important

arm of faculty unions in protecting their rights and welfare, so the FA needs to have a registered negotiation process. A good CNA

can be a good instrument for peaceful resolution of the conflict between employees and management.

Only two of SUCs in the region have CNA cash incentives. The majority of faculty in the MIMAROPA Region have a regular load

of 21 as to their institutional policy but there were faculty members in the Region that have more than 21 units teaching load. The

majority of faculty have an average of 40 students. The number of teaching units was lessened to the faculty with the designation or

having an administrative function such as program chair (12-15), Deans and directors (6-9), and the vice presidents of SUC’s. It was

also a common practice among SUCs to deload 3 units on faculty members with approved research and Extension. Study leave was

given to faculty studying or finishing their studies. Except on one SUC which only gives a 1 year zero unit. It is worth to mention

that there is no health care provided in the faculty member except on the PhilHealth insurance of members. In terms of faculty

development, only two SUCs provide a monthly allowance for faculty members studying in their respective institutions, while only

one provides a tuition fee subsidy for faculty studying in their institution. Palawan State University (PSU) has the highest amount of

dissertation allowance for faculty studying outside their institution. Tuition fees of faculty with institutional grants were paid by their

respective SUCs. Some SUCs provides transportation allowance per semester.

Faculty Associations in the region were very satisfactory in the protection of employee's rights as to the member's right to

organization, the security of tenure, protection against any form of discrimination, representation in the governing board, and on the

redress of grievances. Also, FAs in the region were very satisfactory concerning the advancement of employee’s economic welfare

in terms of compensation, while only satisfactory in terms of bonuses, and loans, and other sources of budget.

Lastly, FAs in the MIMAROPA Region were satisfactory in the advancement of employee’s work terms and conditions in terms of

improving their workplace condition, workloads, health benefits, and concerning personal and professional development. On the

other hand, FAs were very satisfactory in terms of leave benefits.

References

[1] Administrative Order No. 135 (2005). An Act Authorizing the Grant of Collective Negotiation Agreement (CNA) Incentive to

Employees in Government Agencies. www.dbm.gov.ph

[2] Business and Human Right Resource Centre (2019) ITUC Global Rights Index 2019 highlights intensified repression & violence against

workers globally

[3] Commission on Higher Education (2016) State Universities and Colleges (SUCs) Number of Faculty by Program Level: AY 2015/16

http://www.ched.gov.ph/central/page/state-universities-and-colleges-

[4] Commission on Higher Education. (2014). About CHED: Historical Background. http://www.ched.gov.ph/index.php/home/about-

ched/background/

0.00

0.50

1.00

1.50

2.00

2.50

3.00

3.50

4.00

4.50

5.00


Mea

n

1. Workplace Condition

2. Workload

3. Health Benefits

4. Leave Benefits

5.Professional and Personal Development


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[5] Civil Service Commission Memorandum Circular 19, (2005). Model Merit System for Faculty Members of State Universities and

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[27] The 1987 Philippine Constitution http://www.chanrobles.com

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MIMAROPA Region SUC’s Faculty Associations: A Base Line Study

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