PNTC COLLEGES

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FACULTY MANUAL PNTC COLLEGES

PNTC COLLEGES, INC. ZONE III, Lt. Cantimbuhan Street, Poblacion, Dasmarinas City, Cavite, Philippines

Tel: (046) 438-8835 (046) 424-2862 (046) 416-5111 Fax: (046) 416-2584

PNTC COLLEGES – MANILA, INC. CCP Annex, 39 Aurora Boulevard, Quezon City, Philippines

Tel: (02) 522-4542

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VISION STATEMENT

Be a learning institution most known for providing the world with merchant marine officers and seafarers that exemplify world-class leadership and

performance worthy of our customer’s trust.

MISSION STATEMENT

PNTC Colleges is primarily a Maritime Higher Education and Training Institution known for providing the global shipping industry with competent

and qualified merchant marine officers and personnel.

We are committed to provide our students and trainees with the necessary knowledge, skills and discipline through sufficient infrastructure, relevant

curriculum, and qualified Faculty and Instructors.

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HISTORY PNTC Colleges was founded by Atty. Hernani N. Fabia on 18 April 1994, originally named as Philippine Nautical Training Institute (PNTI), with the primary purpose of providing basic upgrading and specialized courses pursuant to the 1978 International Maritime Organization (IMO) and the convention on Standards of Training, Certification and Watchkeeping for Seafarers (STCW). In 2002, its name was changed to PNTC Colleges (PNTC) as approved by the Securities and Exchange Commission, in order to appropriately embrace the expanding character of training it has increasingly and consequently offered. On the same year, PNTC expanded its training and college programs in both sites offering BS Marine Transportation (BSMT), BS Marine Engineering (BS MarE), BS Customs Administration (BSCA) and BS Business Administration (BSBA) major in Marketing management and Operations Management. It is also one of the collegiate schools in the Philippines granted by the Commission on Higher Education (CHED) to offer BS in Accountancy and BS Accounting Technology. The inclusion of courses in these said disciplines has turned out to be a highly-timed, desirable and necessary complementation to the initial training it has endeavored in its early years, that of maritime expertise. PNTC Colleges is duly certified by the Technischer Uberwachungs Verein (TUV) Philippines to have conformed to the quality standards of ISO 9001: 2008 in April 2006 and was audited to ensure quality management system in August 2010 and in February 2013. Likewise, PNTC has always complied with the standards of excellence required by the Commission on Higher Education (CHED), Technical Education and Skills Development Authority (TESDA) and Maritime Training Center (MTC). In addition, PNTC has recently been given authority by CHED to offer Bridging Programs for BS Mechanical Engineering and BS Electrical Engineering to BS Marine Engineering as prescribed by CHED Memorandum Order (CMO) 38 series of 2005. Its maritime educational programs have the most complete facilities in Region IV. The Basic Safety Training which is the practical component of the Basic Safety Course is accredited by the Maritime Training Council. PNTC visualizes that in the near future, it would eventually steer the flagship into the ocean of maritime and business education. With this conscious foresight, upheld by the admirable commitment of its stakeholders, it would not take long, given this much-driven status-quo, and this vision would be realized. In 2017, PNTC acquired and retrofitted the M/V Aman Sinaya. Equipped with the dedicated training vessel and the world-class facilities of the Maritime Training Center, PNTC became the Maritime Higher Education Institution with the most comprehensive maritime training capability in the Philippines. The M/V Aman Sinaya is a step above and beyond regulatory compliance. More importantly, it is a testament to PNTC’s mission to produce graduates whose level of competence meets the needs of the global maritime industry.

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MOTTO

“VIRTUS ET QUALITAS” (Virtue and Quality)

SHIELD

HYMN

“ONWARD PNTC”

Onward PNTC, With pride and loyalty!

A guiding beacon, shining star for all the world to see.

Raise the mast into the sky

with masterful winds we sail. Onward life, our battle cry:

Let virtue and quality prevail

Leaders, we, cross the world Excel in all we do.

Let honors be our aim, Our mission to pursue.

Through storms of life, Our heads held high,

a great new age we bring. The future anchored in our hands

Arm in arm we sing

Onward PNTC With pride and loyalty

A guiding beacon, shining star For all the world to see

A guiding beacon, shining star

Onward PNTC!

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QUALITY POLICY

We, at PNTC Colleges, are committed to provide consistent quality services to our customers compliant with relevant requirements. We ensure that our services exceed both industry

standards and client specifications.

We are likewise committed, not only to continual improvement in order to realize the provisions of Quality Education, and Quality Training and Assessment Services.

ACCREDITATION/RECOGNITION

The Commission on Higher Education (CHED) has given accreditation to PNTC Colleges on the following programs: 1. PNTC Colleges - Dasmariñas City, Cavite Campus

• Bachelor of Science in Marine Transportation • Bachelor of Science in Marine Engineering • Bridging Program for graduates of Bachelor of Science in Mechanical Engineering and

Bachelor of Science in Electrical Engineering to Bachelor of Science in Marine Engineering

• Bachelor of Science in Customs Administration • Bachelor of Science in Business Administration majors in: • Marketing Management • Operations Management • Bachelor of Science in Accountancy • Bachelor of Science in Accounting Technology

2. PNTC Colleges - Manila Campus • Bachelor of Science in Customs Administration

ISO 9001: 2015

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TABLE OF ORGANIZATION

Corporate Structure

BOARD OF

DIRECTORS

PRESIDENTResponsible for setting the direction of the

company consistent with the institution’s mission

and vision.

EXECUTIVE VICE PRESIDENTIn charge for expanding the company’s operational

performance and attaining its goals.

VICE PRESIDENT FOR ACADEMIC AFFAIRS Directly responsible to the President for the efficient and effective management of the

academic affairs of the college.

VICE PRESIDENT FOR MARITIME TRAINING Overall administrator of the Maritime Training Center and shall oversee the operations

of the center and ensure its compliance with international and local accrediting

institutions.

VICE PRESIDENT FOR FINANCE Takes charge of the business and finance transactions of the college and is responsible

for financial management accounting, taxes and other related areas of internal accounting

control.

VICE PRESIDENT FOR ASSETS MANAGEMENT Administers on the over-all physical constructions in the company, the maintenance of

buildings and grounds, security and janitorial services, purchasing, property and inventory,

reservation, improvements of buildings and other administrative support services.

VICE PRESIDENT FOR BUSINESS DEVELOPMENT &

INSTITUTIONAL ADVANCEMENT Identifies, builds, and maintains key business relationships for the company, its

shareholders and its customers.

HUMAN RESOURCE DEVELOPMENT & MANAGEMENT DIRECTORDevelops and administers policies and programs for the over-all development of the

workforce and ensures the maintenance of a healthy working environment that is

conducive to the professional growth and advancement of productive and highly motivated

employees.

QUALITY ASSURANCE MANAGERCreates an environment conducive to continuous quality improvement and implements

systems to nurture quality excellence.

Academic Affairs Department

VICE PRESIDENT for

ACADEMIC AFFAIRS

College of MARITIME EDUCATION

College of BUSINESS MANAGEMENT EDUCATION/

GENERAL EDUCATION

SENIOR HIGH SCHOOL

OFFICE of the REGISTRAR

OFFICE for STUDENT DEVELOPMENT &

EMPOWERMENT

OFFICE of the GUIDANCE COUNSELOR

SHIPBOARD TRAINING OFFICE

LIBRARY

RESEARCH AND DEVELOPMENT OFFICE

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EXECUTIVE MANAGEMENT

President As the Chief Executive Officer imbibed with the power of general supervision and control of the operations of the Company, the President is responsible for setting its strategic direction and ensuring its execution be consistent with the Organization’s Mission and Vision.

Executive Vice President As the Chief Operating Officer, the Executive Vice President (EVP) exercises operational and administrative oversight over the Company’s institutional controls, procedures and systems in order to ensure the Organization’s sustainable growth, financial strength and operational efficiency. As the most senior vice president, reporting only to the President, the EVP oversees the business and support operations of the Company, as well as acts as the Organization’s Quality Management Representative.

Vice President for Academic Affairs As the administrative head of the Academic Affairs Department, the Vice President for

Academic Affairs is responsible for the efficient and effective administration of the operations of the organization as a private higher education institution, including its Academic Programs,

towards the realization of its goals and objectives.

Vice President for Maritime Training & Assessment As the administrative head and over-all administrator of the Maritime Training and Assessment Center (MTAC), the Vice President for Maritime Training and Assessment oversees the entire operations of the MTAC and ensures its compliance with the regulations of MARINA and other

regulatory agencies, as well as the standards set by international and domestic accrediting institutions.

Vice President for Finance As the Chief Financial Officer, the Vice President for Finance takes charge of the business and finance transactions of the College, and is responsible for financial management accounting,

taxes and other related areas of internal accounting control.

Vice President for Business Development & Institutional Advancement The Vice President for Business and Institutional Development identifies, builds, and maintains key business relationships for the company, its shareholders, and its customers. The key areas

of responsibility include Marketing and Communications, Alumni and Client Relations, and Advancement Services.

Vice President for Assets Management The Vice President for Asset Management administers on the over-all physical constructions in

the company, the maintenance of buildings and grounds, security and janitorial services, purchasing, property and inventory, reservation, improvements of buildings and other

administrative support services.

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CORPORATE SUPPORT OFFICERS

Quality Assurance Manager

As the Deputy Quality Management Representative (QMR), he/she provides technical and administrative support to the QMR, as well as to the Top Management, on implementing a Quality Management System (QMS) with performance, monitoring and measurement requirements that conforms to world-class standards and best practices applicable throughout the Organization.

Director for Human Resource Development & Management

As the Chief Human Resources Development, Management and Employee Relations Officer, the Director for Human Resource Development and Management ensures the continuous development and effective implementation of programs, policies and procedures concerning the various aspects of human resource administration in the entire organization. As the Chief Labor Relations Officer, the Director also represents the organization in all administrative and legal processes involving employee-employer relations

ICT Manager The ICT Manager ensures the functionality of various ICT technologies by integrating people, places, processes and strategies in order to achieve the vision of the company. The ICT Manager sets policies and guidelines on the deployment, implementation, operation, maintenance, development and expansion of the company’s ICT infrastructure, data centers, hardware, software applications, networks and websites.

COURSE PROGRAM ADMINISTRATORS

Dean of the College of Maritime Education The Dean provides academic leadership in all matters affecting the general policies of the entire School and overall administrative supervision in all the activities in the Course Programs of the College of Maritime Education.

Course Program Department Head

Under the direct supervision of the Dean, the Department Heads exercise administrative supervision of their Maritime Course Program (Marine Transportation or Marine Engineering). They lead, manage and develop their specific Program to achieve the highest possible academic standards of excellence in all of its activities.

.

Shipboard Training Officer The Shipboard Training Officer shall be responsible for the management of the activities and other requirements of cadets or students under the Maritime Education Program that are undergoing or is about to undergo any of the seagoing service categories approved by CHED.

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ACADEMIC AND NON-ACADEMIC SUPPORT OFFICERS

Director for Student Development and Empowerment

As the head of the Office of Student Development and Empowerment, he/she develops and

implements non-academic plans and programs on personality development and character

formation through discipline and leadership. The Director for Student Development and

Empowerment also oversees the Institution’s support programs, extension services and

organizational activities for students, as well as implementation of campus rules on security and

behaviour.

Director for Research & Development The Director for Research & Development formulates and implements the Academic Research

Program of the entire Institution.

Registrar The Registrar is responsible for the integrity and confidentiality of the student’s school records of students and the Institution's principal liaison with the Commission on Higher Education (CHED).

Chief Librarian

As the administrative head of the support operations of the Institution’s academic Library, the Chief Librarian is responsible for the acquisition, distribution, organization and management of the Institution’s library resources, electronically or in print, and ensures that the library provisions meets the needs of all its users.

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Article I

THE FACULTY

A. CODE OF ETHICS

Preamble

Members of the PNTC Colleges Faculty are dignified professionals characterized by their excellent reputation, high moral values, and technical and professional competence in the practice of their noble profession, and shall strictly adhere, observe, and practice this set of ethical and moral principles, standards, and values.

THE TEACHER AND THE PROFESSION

As teachers, PNTC Faculty Members shall uphold the highest possible standards of quality education, and make the best preparations for the career of teaching. As teachers, PNTC Faculty Members shall, at all times, be imbued with the spirit of professional loyalty, mutual confidence, and faith in one another, self sacrifice for the common good, and full cooperation with colleagues. When the best interest of learners, the school, or the profession is at stake in any controversy, teachers shall support one another.

THE TEACHER AND STUDENTS

As teachers, PNTC Faculty Members recognize the interest and welfare of learners. They have the right and duty to determine the academic marks and the promotion of learners in the subject or grades he handles, provided that such determination shall be in accordance with generally accepted procedures of evaluation and measurement. In case of any complaint, Faculty Members concerned shall immediately take appropriate actions, observing due process.

THE TEACHER AS A PERSON

PNTC Faculty Members shall place premium upon self-discipline as the primary principle of personal behavior in all relationships with others and in all situations. PNTC Faculty Members shall maintain at all time a dignified personality which could serve as a model worthy of emulation by learners, peers and all other.

B. FACULTY CLASSIFICATION

1. Regular (Permanent) Full-Time Faculty Members: A Faculty Member that (1) is a

holder of the qualifications prescribed in Article I, C below, teaching mainly in his major

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field; (2) have served the College for at least six (6) consecutive semesters of

satisfactory service; (3) has no other remunerative occupation elsewhere requiring

regular hours of work, except when permitted by the College; (4) is not teaching full-time

in any other education institution; and (5) is paid on a regular monthly basis.

A Regular Full-Time Faculty Member teaching General Education Courses may be given

teaching assignments not exceeding 24 units per semester.

A Regular Full-Time Faculty Member teaching Professional Courses in the College of

Maritime Education may be given teaching assignments not exceeding 30 contact hours

per week. However, a Faculty Member with a documented very satisfactory teaching

performance may be allowed to handle additional six (6) hours per week.

A Regular Full-Time Faculty Member who requests a teaching load equivalent to a part-

time load shall be considered resigned and will forfeit his/her regular/permanent status

and shall be covered by a term-contract employment.

2. Probationary Full-Time Faculty Members: A non-tenured Faculty Member who has all

the qualifications prescribed in Article I, C below, is subject to the conditions of a Full-

Time Regular Faculty Member, except the completion of six (6) consecutive semesters

of satisfactory service, and is paid by the hour based on rendered teaching assignments.

A Probationary Full-Time Faculty Member may be given the same amount of teaching

assignments as a Regular Full-Time Faculty Member and may only attain

Regular/Permanent Status upon re-hiring or re-appointment immediately after rendering

six (6) consecutive semesters of satisfactory service.

3. Part-Time Faculty Members: Is a Faculty Member who is either of the following: (1) do

not possess the minimum qualifications prescribed in Article I, C below, (2) has

remunerative occupation elsewhere requiring regular hours of work, or (3) those

engaged on a Full-Time or Part-Time basis on another Institution. They are hired for a

particular period of time and may be given a maximum load of eighteen (18) units.

Part-Time Faculty Members cannot avail of the status and privileges of a probationary

employment and cannot acquire regular permanent status, and hence, may be

terminated when a qualified Faculty Member becomes available.

Except when permitted by the College, all Faculty or academic personnel who are in the

same time holding positions in the government, whether appointive or elective, shall also

be considered Part-time.

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C. FACULTY QUALIFICATIONS

1. GENERAL EDUCATION COURSES

1.1 Faculty Members teaching General Education Courses shall be holders of

appropriate Master’s Degree in his/her field of specialization. However, in specific

fields where there is dearth of holders of Master’s Degree, a holder of professional

license requiring at least a Bachelor’s Degree may be allowed to teach in a part

time basis only.

1.2 Faculty Members teaching Physical Education Courses shall be holders of a

Bachelor’s Degree in Physical Education or Bachelor’s Degree in Education with

Major or Minor in Physical Education, or any other Bachelor’s Degree with

Certificate in Physical Education.

2. PROFESSIONAL COURSES

2.1 Faculty Members teaching Professional Courses shall be holders of relevant

academic degree, experiences and credentials as follows:

Minimum Professional Qualifications Academic Qualifications

Level Seagoing Experience Degree Trainings

*OIC-NW 12 months as OIC-NW on seagoing ship over

500 GT

BS Marine

Transportation IMO 6.09

**OIC-EW

12 months as OIC-EW on seagoing ship

powered by main propulsion machinery of 750

kW propulsion power or more

BS Marine

Engineering IMO 6.09

* Third Officer or Second Officer

** Fourth Engineer or Third Engineer

Boatswain/Fitter/Able Seafarer (deck or engine) with at least three (3) years

seagoing experience may be allowed to conduct skills laboratory classes under

supervision of a lead instructor.

2.2 Allied Faculty Members teaching Courses in Allied Fields must possess the

following:

a. Appropriate Bachelor’s Degree in such Allied Fields;

b. Valid Certificate of Registration and/or PRC license of his/her profession; and

c. Certificate of Completion of the “Training Course for Instructors” (IMO Model

Course 6.09)

ALLIED FIELDS

BS MARINE TRANSPORTATION BS MARINE ENGINEERING

Marine Engineering Marine Transportation Mechanical Engineering Mechanical Engineering Electrical Engineering Electrical Engineering Chemical Engineering Chemical Engineering

Naval Architecture Electronics Engineering Law Industrial Engineering

Meteorology Instrumentation and Control Engineering Medicine Naval Architecture Nursing Law

Medicine Nursing

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2.3 Faculty Members teaching Professional Courses involving the use of Simulators, in

addition to the requirements above, shall:

a. Be holders of a Certificate of Completion of the “Train the Simulator Trainer and

Assessor Course” (IMO Model Course 6.10), or an approved training course for

Simulator Instructors and Assessors by the Philippines’ STCW Administration;

b. Have gained practical operational experience on the particular type of simulators

being used. This requirement may be satisfied through a planned in-house

training of the College of Maritime Education or the transfer of technology training

by the simulator supplier

2.4 Faculty Members teaching Management Level Courses as per curriculum mapping

of the College of Maritime Education shall be assigned to Management Level

Officers.

D. DUTIES, FUNCTIONS & RESPONSIBILITIES

All Faculty Members are expected to fully appreciate the Vision and Mission of PNTC Colleges and strive for its full realization. To attain this, they must perform specific duties and carry out responsibilities involving instruction, research, professional development and community service.

1. INSTRUCTIONAL RESPONSIBILITIES

1.1 Teach by imparting knowledge and skills with authority and direction towards the

development of the student’s analytical thinking and research capabilities. 1.2 Ensure one’s teaching load assignment is in accordance to the College’s Policies. 1.3 Strictly follow the schedule and room assignments indicated in the teaching load. 1.4 Use the prescribed Course Syllabus and Instructor’s Guide. 1.5 Discuss the Course Syllabus and orient the students regarding class policies,

grading system, course and academic requirements. 1.6 Attend classes punctually and regularly. 1.7 Observe strictly the schedule for starting and dismissing classes. 1.8 Admit in class only students who are duly registered. 1.9 Check the pre-requisites of the subject(s) enrolled by the student and report non-

compliance to the Dean and Registrar. 1.10 Follow Policies and Standards for Tests and Periodic Examinations. 1.11 Check students’ attendance regularly and report to the Guidance Counsellor those

that have already exceeded the allowable absences. 1.12 Provide effective feedback mechanism by returning corrected test papers, quizzes,

term papers and other requirements. 1.13 Encode the students’ grades and submit grading sheets promptly. 1.14 Use strictly approved textbooks/instructional materials. 1.15 Attend College/Department meetings for important announcement and reminders.

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2. INSTITUTIONAL RESPONSIBILITIES

2.1 Observe all Rules and Regulations of the College, such as wearing of ID, dress

code and others. 2.2 Attend meetings called from time to time to discuss academic programs for

academic consultation and explanation of policies, rules and regulations affecting the duties and functions of Faculty Members.

2.3 Help maintain cleanliness of the classroom and laboratory. 2.4 Enforce rules and regulations governing students’ conduct and discipline. 2.5 Exercise supervisory authority over the student’s conduct and discipline during

official academic functions within and outside the campus. 2.6 Perform academic counselling/advising of students. 2.7 Participate in various committees in updating the curricula and implementing

curricular and co-curricular activities. 2.8 Submit documents and complete records on file as may be required by the Human

Resource Office. 2.9 Administer College-wide examinations as scheduled. 2.10 Cooperate in ensuring the safety and security of the Institution’s employees and

property. 2.11 Attend general assemblies, orientations, commencement exercises, Ring Hop, and

other major activities in the College.

3. PROFESSIONAL RESPONSIBILITIES

3.1 Be abreast with the latest developments in the general area of education particularly to one’s specialization.

3.2 Pursue and finish graduate or post graduate studies. 3.3 Renew professional license regularly (if applicable). 3.4 Undertake academic research projects. 3.5 Seek membership in professional organizations and establish industrial linkages 3.6 Participate in seminars, workshops, training programs, conferences, conventions,

symposia, etc. 3.7 Promote the exchange of ideas and information among fellow Faculty members. 3.8 Adhere strictly to professional ethics. 3.9 Refrain from engaging in any occupations or activity that interferes with one’s

efficient and effective performance as a Faculty Member.

4. COMMUNITY SERVICE

4.1 Participate actively in the Community Extension projects and activities of the OSDE. 4.2 Extend service to the Community in one’s area of specialization as resource

speakers in training programs or as consultants in development projects.

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Article II

TERMS & CONDITIONS OF EMPLOYMENT

A. CONTRACT OF EMPLOYMENT

Appointments of a Faculty Member shall be evidenced by an employment contract duly signed by the appointee and the HRDM Director. The contract stipulates the rank, rate and length of the agreement and other conditions that may apply.

B. RECRUITMENT & HIRING

1. The Dean, after approval from the VPAA, fills up academic positions of Faculty members

by using the Manpower Requisition Form. 2. The applicant undergoes preliminary assessment in the screening procedure

2.1. Mental Ability Test 2.2. Manchester Personality Exam 2.3. Interview 2.4. Teaching Demonstration

3. Applicant submits pre-employment documents to HRDM. 4. HRDM determines Faculty Ranking and Salary Rate of applicant. 5. Applicant is presented with Contract of Employment and Appointment Letter for signing.

C. CONDITIONS OF EMPLOYMENT

1. In the course of the Faculty member’s stay in the College, he/she might have access to, knowledge of, or possession of confidential information. Thus, the Faculty Member expressly agrees to keep confidential any information provided by the College during their stay and forever after. In case of breach of this obligation with respect to confidential information, the College reserves the right to bring action to enforce its terms.

Similarly, all documents of any kind, whether electronically or in print, relating to the College shall be the sole and exclusive property of the College, and as such, must be turned over upon the end of the Faculty member’s employment.

2. All Faculty Members are hired based on their credentials and supporting documents in compliance to the qualification requirements of CHED and other regulatory agencies. It is the obligation of every Faculty Member to update their academic credentials and professional licenses, and submit their supporting documents to the HRDM Office. Hence, employment of all Faculty Members shall be subject to temporary suspension until they have fully complied with the qualification requirements of the College, CHED and other regulatory agencies.

3. In support of the College’s objective of providing quality education, Part-Time Faculty members unconditionally agrees to maintain a total teaching load in the College to immediately terminate the employment contract anytime before its expiration when a qualified Faculty Member becomes available.

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4. In cases of force majeur or a fortuitous event, the College may declare the cancellation of classes. Despite the non-holding of classes, Faculty Members will still be credited for the teaching hours missed for said cancellation. By way of equity, the concerned Faculty Member shall be required to conduct make-up classes. Otherwise, the teaching hours credited for the class cancellation shall be deducted to the hourly wage of the Faculty Member.

5. Full-Time Faculty Members must not engage while employed in the College in any undertaking or activity whether for profit or not that would: 5.1. Deprive the College of business, 5.2. Benefit any of its competitors to the prejudice of the College, or would result in an

unauthorized disclosure of confidential business information, or 5.3. Be in conflict with the interest of the College in any terms of time commitment,

financial interest or research integrity. D. CLEARANCE

All Faculty Members are required to undergo clearance at the end of each Semester. The Faculty Member must accomplish a Clearance Form that he/she will personally route to all Departments and Offices. The written clearance is a certification from the Departments and Offices that he is already cleared from all accounts and obligations. Presentation of the clearance is a condition before the College processes the last salary of the Faculty Member for that particular Semester.

E. RETENTION All Part-Time and Full-Time Probationary Faculty Members are required to at least have a score equivalent to “Satisfactory” in their over-all Performance Evaluation in order to be retained and renewed for another contract. Moreover, they must have at least a score equivalent to “Satisfactory” in the Student’s Rating of their Performance Evaluation and that they not been imposed of any Disciplinary Action involving a serious offense.

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Article III

PROMOTION & RANKING

A. FACULTY RANKS

1. General Education

CATEGORY FACULTY RANK

FULL TIME PART TIME

Instructor

Instructor 1 Lecturer 1



Assistant Professor

Assistant Professor 1 Assistant Professor Lecturer 1






Associate Professor

Associate Professor 1 Associate Professor Lecturer 1





Professor

Professor 1 Professor Lecturer 1



2. Maritime Education (including Allied Courses)

CATEGORY FACULTY RANK

MARINE TRANSPORTATION MARINE ENGINEERING

OIC - Level

Third Officer 1 Fourth Engineer 1





Second Officer 1 Third Engineer 1





Management - Level

Chief Mate 1 Second Engineer 1





Master Mariner 1 Chief Engineer 1





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B. CRITERIA FOR PROMOTION & RANKING

1. Academic & Professional Work Experience

1.1. Educational Qualifications & Board Examinations 1.2. Work & Professional Experience 1.3. Professional Development 1.4. Participation in College Activities 1.5. Academic/Professional Achievement Awards

2. Performance Evaluation Rating 2.1 Student’s Evaluation 2.2 Dean’s Evaluation

3. No Disciplinary Cases within the Evaluation Period

C. SALARY RATES

Salary Rates of Faculty Members depend on their Faculty Ranks. Faculty Ranks are determined by the preceding criteria and verified documents submitted by the concerned Faculty Member to the HRDM. The Salary Rates Matrix from the HRDM may be viewed only upon approval by the Head of HRDM of the written request by a requisitioning Faculty Member.

D. FACULTY PERFORMANCE EVALUATION

1. Schedule of Evaluation

1st Semester 2nd Semester

September February

2. Breakdown of Evaluation Score Results

Student’s Evaluation Dean’s Evaluation

60% 40%

3. Performance Areas Evaluated by the Students

3.1. Classroom Performance (80%)

a. Communicates ideas effectively b. Covers the official course syllabus c. Comes to class prepared d. Gives the students the required hour contact time due them e. Presents subject matter and handles class session in an organized manner f. Provides an interesting and stimulating class atmosphere g. Treats every students with respect h. Sensitive to students' needs and sentiments

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i. Inspires students in their studies j. Informs the students on their class performance k. Serves as a good role model of a person to students in the in the following

aspects

3.2. Delivery of Organization’s Mission and Vision (20%) a. Emphasizes the importance of doing scholarly work that will have a practical

in the improvement of the quality of life b. Instills social responsibility

4. Performance Areas Evaluated by the Dean 4.1. Teaching Skills (80%)

a. Knowledge/Mastery of the course/topic b. Organization in the delivery of the lessons/topics c. Teaching method and strategy used d. Selecting appropriate visual aids e. Rapport and use of effective ice breaker f. Effective use questions and answer technique g. Management of participant’s behavior h. Ability to facilitate discussion and espouse group participation i. Ability to make smooth transition and clear summaries j. Debriefing skills

4.2. Personal Qualities (20%)

a. Appearance b. Use of appropriate language and audible voice c. Platform Manner d. Teaching Personality

5. Negative Feedback from Students

Students may also give a narrative comment/feedback on the Faculty Member’s performance. Negative comments/feedbacks are discussed with the concerned Faculty Member by the Dean and the HRDM Officer. The Faculty Member is given an opportunity to explain his side on the negative comment/feedback and corrective actions or measures are agreed upon.

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Article IV

SEPARATION FROM THE COLLEGE

A. Expiration of Contract

Employment Contracts of Part-Time and Full-Time Probationary Faculty Members are renewed on a per Semester basis. A written notice of non-renewal shall be given by the HRDM Office to the Full-Time Probationary Faculty Member at least 30 days prior to the start of the Academic Year or 15 days prior to the start of the Second Semester. For Part-Time Faculty Members, the same shall also be applied but their Employment Contract per Semester may be rescinded when a qualified Faculty Member is hired prior to the midterm examinations period as indicated in the Academic Calendar of the College.

B. Resignation

5.1. Any Faculty member who intends to resign from the College whether contractual or permanent is required to give advance written notice to the VPAA through their Dean, at least 30 days prior to the effective date of his/her resignation.

5.2. The Faculty Member must accomplish a Clearance Form that he/she will personally route to all Departments and Offices. The written clearance is a certification from the Departments and Offices that he is already cleared from all accounts and obligations. Presentation of the clearance is a condition before the College processes the last pay of the Faculty Member.

C. Retirement

A Faculty Members may retire from his employment from the College after the end of the Semester when he/she has reached at least 60 years of age and has at least served the College for at least five (5) years, or has reached the compulsory age of 65 years.

D. Termination

1.1. A Faculty member may be dismissed or terminated from employment by the College under any of the grounds provided under the Labor Code of the Philippines, Manual of Regulations for Private Schools and Revised Manual of Regulations for Private Schools for Basic Education, as well as rules and regulations promulgated by the College.

1.2. Aside from causes under existing laws and regulations, the College may terminate the Faculty Member’s employment in any of the following causes: 1.2.1. Breach of any of the terms and conditions provided for in the employment

contract; 1.2.2. Physical incapacity to perform any of assigned duties and responsibilities; 1.2.3. Inefficient performance of duties and responsibilities; 1.2.4. Commission of any act or omission causing or tending to cause loss or

damage to the College’s properties or business reputation; or 1.2.5. Violation of any provision of the laws of the Philippines.

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Article V

BENEFITS AND RECOGNITION AWARDS

A. LEAVE PRIVILEGES

1.1. Paid Leaves 1.1.1. Faculty Members are entitled to Paid Leave Benefits granted by the

Institution and by Government Regulations. Only Institutional Leave Benefits may be allowed to be used for half (0.5) of its corresponding credit.

1.1.2. Availment of Paid Leave Benefits are subject to the accomplishment and approval of the applicable forms and submission of the pertinent documents required by the HRDM and other Regulatory Agencies.

1.2. Sick Leave

1.2.1. All Regular Full-Time Faculty Members are entitled to seven (7) Sick

Leave (SL) Credits. SL Credits are renewed every year upon their date of regularization.

1.2.2. Availment of SL Credits for three (3) consecutive days of absences must be supported by a Medical Clearance Certificate from a licensed physician or medical practitioner.

1.2.3. A Faculty Member who contracts an illness or suffers injury, directly or

indirectly, due to alcoholic excess, use of narcotics or stimulants, injury incurred in bars, gambling houses, disreputable resorts, or sexually transmitted disease shall not be allowed to avail SL Credits.

1.3. Vacation Leave

1.3.1. All Faculty Members who have rendered at least one (1) year of

continuous service are entitled to seven (7) Vacation Leave (VL) Credits.

1.3.2. VL Credits are renewed on the anniversary of the Faculty Member’s first day of employment.

1.3.3. Only unused VL Credits for the year may be converted to its cash

equivalent.

1.4. Bereavement Leave

1.4.1. All Regular Full-Time Faculty Members are entitled to three (3) days of Bereavement Leave (BL) Credits in case of death of an immediate family member.

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1.4.2. To avail the BL benefit, the deceased immediate family member of the Faculty Member must be his/her legitimate spouse, children (whether legitimate or illegitimate), parents, or sibling (whether half or full blood).

1.4.3. Availment of BL Credits may only be approved upon submission of official

documents evidencing the family member’s death and relation to the Faculty member.

1.5. Calamity Leave

1.5.1. All Regular Full-Time Faculty Members are entitled to three (3) days of

Calamity Leave (CL) Credits in any of the following cases: a. Natural Calamities (i.e. earthquake, typhoon, inundation, etc.) posting

an immediate danger to the person or property of the Faculty Member.

b. Serious and life-threatening illness or injury of an immediate family member as applied to BL.

1.5.2. Availment of CL Credits may only be approved upon submission of official

documents evidencing the natural calamity (e.g. Barangay Certificate) or the family member’s illness or injury (e.g. Medical Certificate).

1.6. Maternity leave (RA 1161, as amended by RA 8282)

1.6.1. All female Faculty Members, whether married or not, are entitled to a

Maternity Leave (ML) of 60 days for normal delivery or miscarriage, and 78 days in case of Caesarean section delivery.

1.6.2. To avail the ML Benefit, the female Faculty Member must be an SSS member, employed at the time of her delivery or miscarriage, have given the required notification to the SSS through the HRDM, and have paid at least three (3) monthly contributions to the SSS within the 12-month period before the date of the delivery or miscarriage.

1.6.3. The female Faculty Member must inform the HRDM as soon as she has

received knowledge of her pregnancy and expected date of delivery.

1.6.4. The female Faculty Member may avail this benefit only for four (4) deliveries, including miscarriage and unintentional abortion.

1.7. Paternity Leave

1.7.1. All married male Faculty Members are entitled to a Paternity Leave (PL)

of 7 days.

1.7.2. To avail the PL Benefit, the male married Faculty Member must be an employee at the time of the delivery of his child, is cohabiting with his spouse at the time she gave birth or suffers miscarriage, and has applied

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for PL within a reasonable period from the expected date of delivery by his pregnant spouse.

1.7.3. The married male Faculty Member may avail this benefit only for four (4) deliveries of his wife, including miscarriage and unintentional abortion.

B. RETIREMENT PAY

1.1. Faculty Members upon reaching the age of 65 years old, or at least 60 years old

and have served the College for at least five (5) years are eligible for retirement pay.

1.2. Retirement Pay of eligible Faculty Members shall be equivalent to one-half (1/2) month salary for every year of service with a fraction of at least six (6) months considered a one (1) whole year.

C. MEDICAL BENEFIT

All Regular Faculty members are entitled to a medical benefit of Two Thousand Philippine Pesos (PhP 2,000) from the date of their regularization and every year thereafter.

D. SERVICE AWARD 1.1. Service Awards are given to Full-Time Regular Faculty Members to recognize

and honour their years of service to the Institution beginning on the fifth year and every five (5) years thereafter.

1.2. To be eligible, the Regular Faculty Member must have at least received a “very satisfactory” rating in their Performance Evaluation and has not been imposed of any Disciplinary Action within the applicable 5-year service period.

1.3. Faculty Service Awardees shall be given a certificate of recognition and

monetary reward.

E. FACULTY DEVELOPMENT PROGRAM 1.1. PMMA Master’s in Maritime Education and Training Program

1.1.1. The Institution has entered into a Memorandum of Agreement with Philippine Merchant Marine Academy (PMMA) Graduate School to provide post graduate education through its Master’s in Maritime Education and Training (MMET) program.

1.1.2. Faculty Members in the College of Maritime Education are eligible to avail of the financial assistance in the PMMA MMET program under the follow conditions:

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Status CME FACULTY MEMBER

Regular – Full Time 100%

of tuition fee

Probationary – Full Time 75%

of tuition fee

Part - Time 50%

of tuition fee

1.1.3. Faculty Members who have completed their PMMA MMET Degree are immediately eligible to promotion and re-ranking in accordance to exiting policies.

1.2. Educational Assistance for Graduate Studies 1.2.1. All Faculty Members who have at least received a rating of “Outstanding”

or its equivalent for at least six (6) consecutive Semesters with no record of any disciplinary action are eligible for financial assistance on the tuition of the Graduate Degree they are pursuing.

1.2.2. Extent of financial assistance extended to eligible Faculty Members on their pursued Graduate Degrees are the following:

Tenure Extent of Financial Assistance

6 consecutive Semesters 30% of the tuition fee or PhP 5,000,

whichever is lower

10 consecutive Semesters 50% of the tuition fee or PhP 7,500,

whichever is lower

More than 10 consecutive Semesters

75% of the tuition fee or PhP 10,000, whichever is lower

1.2.3. Faculty Members who have completed their Graduate Degrees are

immediately eligible to promotion and re-ranking in accordance to existing policies

1.3. IMO Model Courses and other Maritime Training Courses

1.3.1. Faculty Members who have rendered at least four (4) Semesters of

service and received no less than the equivalent of “Above Satisfactory” are eligible to avail the financial assistance to undergo IMO Model Courses 6.09, 3.12, and/or 6.10, as well as other Maritime Training Courses under the PNTC Maritime Training Center (MTC).

1.3.2. Faculty Members who availed the financial assistance under this program shall be required to render two (2) years consecutive service for every IMO Model Course and six (6) months for every Maritime Training Course under the PNTC MTC.

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Article VI

CODE OF CONDUCT

A. GENERAL RULES

1.1. Discipline is of fundamental importance to the welfare of the College and in achieving efficiency and effectiveness in its operations. Hence, all Faculty members are expected to conduct themselves in a manner compatible with their respective positions and are enjoined at all times to promote and safeguard the interest of the Institution.

1.2. The College strictly adheres to the standards of due process. Faculty Members shall be given notice of the allegations and possible offenses committed, and opportunity to be heard or communicate one’s side.

1.3. While the Code defines the offenses as well as the corresponding disciplinary measures, its overall objective is to prevent the infraction rather than the administration of the disciplinary measures.

1.4. The provisions of the Employee’s Code of Conduct and Sections 121 and 122 of the Manual of Regulations for Private Higher Education (Appendix A) shall apply in a suppletory character and whenever practicable and convenient.

1.5. The College may add, delete, amend and/or revise any of the rules and regulations provided for in the Code of Conduct for Faculty Members. Such new and/or revised rules and regulations adopted by the College shall be properly circulated and communicated to all Faculty Members before implementation.

B. OFFENSES AND PENALTIES

Without prejudice to the provisions of the Labor Code or related laws and regulations, any

Faculty Member who commits any of the following non-exclusive offenses may be

disciplined in accordance with the table set forth hereunder after investigation and

establishment of guilt according to proper procedures.

Legend: 1 – Reprimand

2 – Written Warning

3 – Suspension (the duration of which shall depend on the gravity

of the offense)

4 – Termination for Cause

OFFENSE OCCURRENCE AND

PENALTY

A. CRIMINAL OFFENSES 1st 2nd 3rd 4th

1. Final conviction by a court of law of a crime involving moral turpitude. 4

2. Commission of a crime against the employer or any immediate member of his family or his duly authorized representative.

4

3. Qualified theft. 4

4. Sexual harassment (See Appendix B) 4

5. Violation of Drug Free Workplace Policy (See Appendix C)

6*. Such other similar or analogous situation. 4

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B. ILLEGAL ACTIVITIES WITHIN THE CAMPUS 1st 2nd 3rd 4th

1. Illegal possession of prohibited drugs or deadly weapon on campus. 4

2. Inflicting physical injury on a Faculty, administrative personnel, or students within the College.

4

3. Entering the school premises under the influence of drugs or intoxicating beverages.

4

4. Promoting or participating in gambling within the campus. 4


C. FRAUDULENT ACTS 1st 2nd 3rd 4th

1. For full-time Faculty, teaching in other schools without permission.

4

2. Fraud or willful breach by the faculty of the trust given to him by his superior or duly authorized representative.

4

3. Accepting teaching and/or other tasks in other institutions, with or without remuneration, during teaching hour/s at PNTC.

4

4. Plagiarism 4

5. Violation of the intellectual property rights. 4


D. INDISCRIMINATE CHANGE OF STUDENT’S GRADES 1st 2nd 3rd 4th

1. Influencing other faculty members to change the grades of a student by reason of personal relationship, unduly using authority of one’s position.

4

2. Giving a passing grade / changing a student’s grade in consideration of some remuneration or favor.

4

3. Allowing students to cheat during examinations. 4


E. TAMPERING OF DOCUMENTS 1st 2nd 3rd 4th

1. Deliberately making false entries on DTR/logbook. 4

2. Tampering with official or Faculty grading records. 4

3. Forgery/falsification of school forms and documents. 4


F. MISCONDUCT 1st 2nd 3rd 4th

1. Giving remarks that embarrass teachers, students, or employees. 2 3 3 4

3. Gossiping, rumor-mongering, character assassination, making malicious, obscene, or libelous statements about the person of any member of the academic community.

3 3 4

3. Giving false statements or testimonies. 4

4. Gross insubordination or discourtesy to superiors. 4

5. Grave public scandal. 4

6. Having relationship with a student. 4

7. Such other similar or analogous situation. 4

G. MISUSE OF THE COLLEGE NAME 1st 2nd 3rd 4th

1. Misuse of College name, property or equipment for personal or commercial purposes.

3 4

1. Unauthorized representation which may cause damage to the College.

2 2

2. Unauthorized solicitation or selling of advertisements, books or 3 4

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other items to students.

3. Discrediting of College’s name in public. 3 4

4. Contracting personal loans or debts from students and/or parents. 3 4

*5. Such other similar or analogous situation. 2 2 3 4

H. NON-OBSERVANCE OF SCHOOL POLICIES 1st 2nd 3rd 4th

1. Not wearing of ID upon entering and within the campus. 1 1 2 2

2. Non-observance of the proper dress code. 1 1 2 2

3. Smoking inside the campus. 1 1 2 3

4*. Such other similar or analogous situation. 1 1 2 3

I. FAILURE TO COMPLY WITH REQUIREMENTS 1st 2nd 3rd 4th

1. Failure to distribute class cards/grades on time. 2 2 3 4

2. Unjustifiable failure to submit grades and other required documents according to deadlines.

2 2 3 4

3. Refusal to conduct make-up class. 2 2 3 4


J. ABSENCES AND TARDINESS 1st 2nd 3rd 4th

1. Tardiness and/or early dismissal of classes without justifiable reason. 1 2 3 4

2. Tardiness in proctoring examinations (may involve the subject teacher of the proctor). Absence in proctoring examinations (may involve the subject teacher of the proctor).

1 2 3 4

3. Deliberate absence in class while faculty is on campus. 1 2 3 4

4. Non-compliance with residence hours. 1 2 2 3

5. Unjustifiable absence in institutional, collegiate or departmental activities.

1 2 2 3

6. Non-observance of consultation hours. 1 2 2 3

7. Failure to sign-in and/ or sign-out in the attendance logbook. 1 2 2 3

8. Absence for at least a week without previous notice or arrangement with approval of the chair and/or dean except during emergencies.

2 2 3 4

9. Absence without authorized leave 3 4


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Article VII

ADMINISTRATIVE POLICIES

A. TEACHING LOAD DISTRIBUTION

1. Factors to Consider In Load Distribution

1.1. Academic Qualification, employment status, work experience and performance are

the primary criteria to be considered in the distribution of loads. 1.2. Post Graduate Degrees have to be aligned with the subjects to be taught. Top

priority will be given to those with PhD and MA degrees in the areas or subjects taught.

1.3. Regular Faculty Members are given priority in load distribution over Full-Time Probationary Faculty Members.

2. Load Distribution

2.1. The teaching load that is given to the Faculty Member should be within their line of

specialization. 2.2. The 24-unit load of Full-Time Faculty Members should be spread from Monday

through Saturday. 2.3. Faculty Members who are writing their thesis/dissertation or doing their approved

research may be given a single preparation and a convenient schedule of classes. 2.4. No Faculty Member may be given a schedule of lecture classes that runs for four (4)

straight hours in a day. No Faculty Member should also be given more than six (6) hours of teaching per day.

2.5. Seniority and the results of the Faculty Member’s total performance evaluation shall be heavily considered in the distribution of teaching load especially to Part-Time Faculty Members

B. POLICY ON OUTSIDE TEACHING

1. A full-time Faculty Member who has an intention to teach outside PNTC Colleges must

first secure the approval of the President through the VPAA as endorsed by the Dean;

2. A full-time Faculty Member may carry an outside teaching load of not more than 15 units

per semester, copy of the schedule of classes shall be submitted to the Office of the

VPAA;

3. The permit to teach is good for one semester only but may be renewed upon

endorsement by the Dean.

C. SUBSTITUTION

1. For absence/s due to sickness or emergency situation, the Faculty Member should

personally notify the Department Head and/or College Dean about the absence at least

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one (1) hour before his/her first class. He should also inform the head/dean of the

activities/lessons for the day.

2. The Dean or Department Head should have a list of Faculty Members available for

substitution.

3. He/She will then assign a Faculty substitute who will come from the pool of Faculty

teaching the same subject.

4. He must see to it that classes will not be left unattended.

5. In the event of no substitute, the Department Head/Dean must attend to the class.

6. Full-time Faculty will be prioritized as substitute teachers. Substitute teachers will not

merely serve as class overseers but teachers who deliver lectures and facilitate the

class activity assigned for the day.

D. ON CONDUCTING ADVANCE AND MAKE UP CLASS

1. Approval of the Dean must be secured before the conduct of advance or make-up class.

2. All advance classes and make-up classes undertaken without prior approval are automatically considered disapproved and therefore will have implications on the absences percentage computation and, correspondingly, on the pay of the Faculty Member concerned.

3. The number of hour/s should be equal to the actual number of hour/s missed/replaced;

prior approval of the Dean must be secured before the conduct of make-up class.

4. The schedule of a make-up or advance classes should not be in conflict with the schedules of other classes of affected students. Thus, prior to setting the schedule, the students must be consulted; if the make-up class is scheduled to compensate for an absence or leave incurred, the details pertaining to the absence of leave and the equivalent make-up class should be filed in one leave form for proper processing and monitoring.

5. Make-up class schedule should be submitted at the Human Resource Department at least two (2) days prior to the conduct of make-up class.

6. The holding of makeup class/es during examination week will not be compensated.

7. The conduct of make-up/advance classes is limited to a maximum of 2 times in a

semester.

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E. DRESS CODE FOR FACULTY MEMBERS

All Faculty Members are expected to dress in a professional manner. Clothing should be

neat, clean, and appropriate for class appearances at all times.

Except those required to wear a specific uniform by their College, Faculty Members must

wear at the very least smart casual clothing such as, but not limited to, the following:

a. Male personnel - short or long sleeves polo or barong, sports shirt with collar with the appropriate pants and closed leather footwear

b. Female personnel - short or long sleeves upper clothing with the appropriate skirt or pants and closed foot wear

The following are deemed inappropriate for:

Males Females

a. Rubber shoes b. Shoes without socks or Sandals with

socks (Slippers are allowed only with the necessary medical advise/prescription)

c. Walking Short, except when the official activity calls for it

d. Earrings and other similar accessories as those worn in the nose, eyebrow and tongue

e. Hat or cap

a. Rubber shoes b. Blouses/shirts with low or plunging

necklines c. Blouses cut very low at the back d. Hanging shirts or blouses which

expose the abdominal area e. Sheer/see-through blouses or

dresses without slips f. Tube blouses and spaghetti dresses g. Miniskirts (mid-though length) h. Slippers or flip-flops (Slippers are

allowed only with the necessary medical advise/prescription)

i. Leggings, pedal pushers, Capri pants, walking shorts

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APPENDIX A SECTIONS 121 & 122 OF THE MANUAL OF REGULATIONS FOR PRIVATE HIGHER

EDUCATION

Section 121. Causes of Terminating Employment. In addition to the just causes enumerated

in the Labor Code, the employment of personnel in a higher education institution, may be terminated for any of the causes as follows:

1) grave misconduct, such as, but not limited to, giving of grades to a student in a subject not based solely on scholastic performance; failure to maintain confidentiality of school records; contracting loans from students or parents; use of cruel punishment, insubordination;

2) gross inefficiency and incompetence in the performance of duties such as, but not limited to failure to cope with the reasonable standard of efficiency and competence of the institution; habitual absences and tardiness from classes, and willful neglect of employment or assignment;

3) tampering or falsification of, or negligence in keeping school or student records including unreasonable delay in the submission of student grades;

4) conviction of a crime, or an attempt on, or a criminal act against the life of any school official, personnel, or student, or upon the property or interest of the institution;

5) being notoriously undesirable; 6) disgraceful or immoral act inside or outside the school campus, or in the case of

institutions established by a religious order or foreign mission board, conduct contrary to the teaching of that religious sector operating the institution;

7) the sale of tickets or the collection of any contributions in any form or for any purpose or project whatsoever, whether voluntary or otherwise, from students and school personnel;

8) voluntary or request for de-loading of teaching units to less than the required minimum teaching assignment for full-time academic personnel as fixed by the school;

9) in the event of phasing out, closure or cessation of the higher education program or course or the institution itself; and

10) other causes analogous of the foregoing as may be provided for in the policies and regulations of the Commission or of the institution, or in a collective bargaining agreement.

A higher education institution may provide for additional grounds for termination in accordance with its institutional policies, rules and regulations. Section 22. Suspension. Suspension of any personnel of a higher education institution may

be preventive or punitive.

A personnel charged for an offense may be placed under preventive suspension pending

investigation, when his/her continued presence poses a serious and eminent threat to other

persons, the students or personnel and to the institution, and its property. In no case shall

preventive suspension exceed a period of thirty (30) days.

A personnel of the institution found guilty of commission of an offense may be imposed the

penalty of suspension for a period the attending circumstances may warrant.

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APPENDIX B

SEXUAL HARASSMENT POLICIES AND PROCEDURES

Pursuant to the provisions of Section 4, Republic Act No. 7877, An Act Declaring Sexual Harassment Unlawful in the Employment, Education or

Training Environment and For Other Purposes, the following policies and procedure are hereby issued by PNTC Colleges to prevent sexual

harassment and to provide the procedure for the resolution, settlement and/or disposition of sexual harassment cases.

I. COMPANY POLICY AGAINST SEXUAL HARASSMENT

PNTC Colleges (the company) believes that employees, students and trainees alike should be afforded the opportunity to work and learn in an environment free of sexual harassment. Sexual harassment is a form of misconduct that undermines the relationship in the academic community. No employee, apprentice, student or trainee, either male or female, should be subjected verbally or physically to unsolicited and unwelcome sexual overtures or conduct. Sexual harassment refers to behavior that is not welcome, that is personally offensive, debilitates morale and, therefore, interferes with work and learning effectiveness. Such behavior may be in the form of unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually oriented conduct which is offensive or objectionable to the recipient, including, but not limited to: epithets, derogatory or suggestive comments, slurs or gestures and offensive posters, cartoons, pictures, or drawings. The company will not tolerate or condone any behavior that amounts to sexual harassment. Any officer, employee, professor or instructor found to have committed sexual harassment shall be subjected to disciplinary action including but not limited to expulsion or termination as the case may be, without prejudice to criminal prosecution. A. DEFINITION OF SEXUAL HARASSMENT

The company has adopted, and its policy is based on, the definition of sexual harassment set forth in Section 3 of R.A. 7877. It provides that sexual harassment is committed by an employer, employee, manager, supervisor, agent of the employer, teacher, instructor, professor, coach, trainor, or any other person who, having authority, influence or moral ascendancy over another in a work or training or education environment, demands, requests or otherwise requires any sexual favor from the other, regardless of whether the demand, request or requirement for submission is accepted by the object of said Act. Section 1. WHO ARE COVERED BY THIS POLICY This policy applies to all persons working for the company, particularly:

School Administrators- the school head or the chief operating officers of the school or in general, those who are duly appointed and occupying a position of responsibility involved in both policy-formulation and implementation;

Teaching Staff- those who are actually engaged in the teaching services; Academic Non-Teaching Personnel- any employee possessing certain prescribed academic

functions directly supportive of teaching, such as librarians, guidance counselor, researchers, research assistants, and the like;

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Non-Academic Personnel- any employee who does not fall under the definition and coverage of teaching staff, administrators and academic non-teaching personnel.

Section 2. WHEN SEXUAL HARASSMENT IS COMMITTED a. In the school as a work-related environment, sexual harassment is committed when:

1. The sexual favor is made as a condition in the hiring or in the employment, re-employment, or continued employment of said individual, or

2. The sexual favor is made as a condition in granting favorable compensation, terms of conditions, promotions, or privileges; or

3. The refusal to grant the sexual favor results in limiting, segregating or classifying the employee which in any way would discriminate, deprive or diminish employment opportunities or otherwise adversely affect said employee;

4. The above acts would impair the employees’ rights or privileges under existing labor laws; or

5. The above acts would result in an intimidating, hostile, or offensive environment for the employee.

b. In the school as a learning environment, sexual harassment is committed:

1. Against one who is under the care, custody or supervision of the offender; 2. Against one whose education, training, apprenticeship or tutorship is entrusted to the

offender; 3. When the sexual favor is made a condition to the giving of a passing grade, or the

granting of honors and scholarships, or the payment of a stipend, allowance or other benefits, privileges, or consideration; or

4. When the sexual advances result in an intimidating, hostile or offensive environment for the student, trainee or apprentice.

Section 3. WHERE SEXUAL HARASSMENT MAY BE COMMITTED

Sexual harassment may be committed in any work or training environment. It may include, but

are not limited to the following:

1. in or outside of PNTC school premises; 2. at school or work-related social functions; 3. in the course of school or work assignments outside of PNTC; 4. at school or work-related conferences, studies or training sessions; or 5. during educational tour or work related travels.

PNTC Colleges shall be considered both as an educational, training and work environment.

Section 4. FORMS OF SEXUAL HARASSMENT

Sexual harassment may be committed in any of the following forms:

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1. Unwanted physical advance or verbal approach that is sexual in nature; 2. Unwelcome or improper gestures of affection; 3. Request or demand for sexual favors including but not limited to going out on dates, outings,

or the like for the same purpose; 4. Displaying, storing, or transmitting sexually explicit photographs or other materials; 5. Deliberately creating an overall intimidating, offensive or hostile environment for the

employee/student/trainee/apprentice; 6. Any other act or conduct of a sexual nature or for purposes of sexual gratification which is

generally annoying, disgusting or offensive to the victim. Section 5. OTHER PERSONS LIABLE

Any person who directs or induces another to commit any act of sexual harassment as herein defined, or who cooperates in the commission thereof by another without which it would not have been committed, shall also be held liable. B. WHAT IS NOT SEXUAL HARASSMENT

Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It

refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and

that, therefore, interferes with learning and work effectiveness.

II. PROCEDURES ON SEXUAL HARASSMENT CASES

A. COMPLAINT PROCEDURE

Section 1. GENERAL PROCEDURE Any officer, employee, student, trainee or apprentice who experiences or witnesses any act of sexual harassment, shall report the same immediately to any other member of PNTC’s management or ownership, as specified herein. All allegations of sexual harassment will be quickly investigated. To the extent possible, the identity of the complainant shall remain confidential and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, all parties will be informed of the outcome of the investigation. a. For employees/apprentices

If an employee/apprentice believes that he or she has been subject to sexual harassment or any unwanted sexual attention by anyone (e.g., a coworker, supervisor, trainor, etc.), he or she should:

1. File a formal complaint by completing an Incident Report form; and 2. Immediately bring the matter to the attention of his or her immediate Supervisor

- If the Supervisor is the one involved in the harassing activity, the case must be reported to the HRDD Supervisor, HRDD Vice President, Executive Vice President or any other superior officer of the company.

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b. For students/trainees

If a student/trainee believes that he or she is the target of sexual harassment or the focus of inappropriate behavior, he or she should:

1. Report such incidents to his or her parents and school authorities, and 2. Bring the matter to the attention of the dean, a guidance counselor, a teacher, or any

other administrator of PNTC. Report may be made verbally or in writing. Section 2. DEALING WITH A COMPLAINT

1. Once a complaint is received, it will be kept strictly confidential. An investigation will be undertaken immediately and all necessary steps taken to resolve the problem. If appropriate, action taken may include conciliation.

2. Both the complainant and the alleged harasser will be interviewed, as will any individuals who may be able to provide relevant information. All information will be kept in confidence.

3. If the investigation reveals evidence to support the complaint of harassment, the harasser will be disciplined appropriately. The incident will be documented in the harasser's file. No documentation will be placed on the complainant's file when the complaint has been made in good faith, whether the complaint is upheld or not.

4. If the investigation fails to find evidence to support the complaint, there will be no documentation concerning the complaint placed in the file of the alleged harasser.

5. Regardless of the outcome of a harassment complaint made in good faith, the person lodging the complaint, as well as anyone providing information, will be protected from any form of retaliation by either co-workers or superiors. This includes dismissal, demotion, unwanted transfer, denial of opportunities within the company or harassment of an individual as a result of their having made a complaint or having provided evidence regarding the complaint.

Section 3. CONFIDENTIALITY

All inquiries, complaints and investigations are treated confidentially. Information is revealed

strictly on a need-to-know basis. However, the identity of the complainant usually is revealed to

the accused and witnesses. All individuals contacted in connection with a complaint will be

counseled that any information pertaining to the complaint shall be held in confidence.

Section 4. ADMINISTRATIVE SANCTIONS

Administrative sanctions may include the following, depending upon the gravity of offense

committed by the harasser:

1. Reprimand 2. Suspension 3. Termination

Section 5. SANCTIONS NOT A BAR TO COURT ACTION OR OTHER ACTIONS

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Administrative sanctions shall not be a bar to prosecution in the proper courts. Any offense not falling hereunder may be referred to other school authorities for proper action.

III. THE ORGAINZATION’S RESPONSIBILITY

As an employer and educational institution, PNTC undertakes to provide its officers, employees,

apprentices, students, and trainees an education, work and training environment that is free of

sexual harassment by management personnel, by co-workers, by professors and instructors

and by others with whom said persons must interact in the course of their employment in PNTC.

Sexual harassment is specifically prohibited as unlawful and is a violation of PNTC's policy.

PNTC is responsible for preventing sexual harassment in the school premises, for taking

immediate corrective action to stop sexual harassment and for promptly investigating any

allegation of school or work-related sexual harassment.

It is the responsibility of the President, Vice President, or any person within this company who supervises one or more employees to take immediate and appropriate action to report or deal with incidents of harassment of any type, whether brought to their attention or personally observed. Under no circumstances should a legitimate complaint be dismissed or downplayed nor should the complainant be told to deal with it personally.

IV. MISCELLANEOUS PROVISIONS

Section 1. PREVENTIVE SUSPENSION OF ACCUSED

Any respondent may be placed immediately under preventive suspension without pay for a period not exceeding thirty (30) days Section 2. INCRIMINATING INNOCENT PERSONS Any member of the academic community, who shall, by perjury, incriminate or impute to an innocent person the commission of a sexual harassment act, shall be meted with the appropriate penalty.

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APPENDIX C

DRUG-FREE WORKPLACE POLICY AND PROGRAM

In compliance with Article V of Republic Act No. 9165, otherwise known as the Comprehensive Dangerous Drugs Act of 2002, and its Implementing Rules and Regulations and DOLE Department Order No. 53-03, series of 2003 (Guidelines for the Implementation of a Drug-Free Workplace Policies

and Programs for the Private Sector), PNTC Colleges (the company) hereby adopts the following policies and programs to achieve a drug-free workplace:

I. COMPANY POLICY ON DRUG-FREE WORKPLACE

PNTC Colleges explicitly prohibits: A. The use, possession, solicitation for, or sale of dangerous drugs on company premises

or while performing an assignment. B. Being impaired or under the influence of dangerous drugs away from the company, if

such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the company's reputation.

C. Possession, use, solicitation for, or sale of dangerous drugs away from the company

premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the company's reputation.

D. The presence of any detectable amount of dangerous drugs in the employee's system

while at work, while on the premises of the company, or while on company business. "Dangerous Drugs" include those listed in the Schedules annexed to the 1961 Single Convention on Narcotic Drugs, as amended by the 1972 Protocol, and in the Schedules annexed to the 1971 Single Convention on Psychotropic Substances as enumerated in the attached annex of R.A. 9165.

II. COMPANY PROGRAM ON DRUG-FREE WORKPLACE A. MANDATORY DRUG TEST

1. To ensure that only those qualified shall be screened and recruited to prevent the

detrimental effects (e.g. lower productivity; poor decision making; increased accidents; more compensation claims; and reduced team effort) which drug use and abuse may cause in the workplace, the conduct of mandatory drug test shall be required as part of one’s employment in the company.

2. The company shall designate duly accredited drug testing centers by the Department of Health (DOH), as its authorized drug testing laboratory.

3. The company may also conduct drug testing under any of the following circumstances:

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i. RANDOM TESTING: Officers/employees may be selected at random for drug testing at any interval determined by the company.

ii. FOR-CAUSE TESTING: The company may ask an officer/employee to submit

to a drug test at any time it feels that the employee may be under the influence of drugs, including, but not limited to, the following circumstances: evidence of drugs on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs, negative performance patterns, or excessive and unexplained absenteeism or tardiness.

iii. POST-ACCIDENT TESTING: Any officer/employee involved in a “Near-Miss” incident or “Work Accident” under circumstances that suggest possible use or influence of drugs may be asked to submit to a drug test. As defined herein, “Near-Miss” means an incident arising from or in the course of work which could have led to injuries or fatalities of the workers and/or considerable damage to the employer had it not been curtailed. “Work Accident” refers to unplanned or unexpected occurrence that may or may not result in personal injury, property damage, work stoppage or interference or any combination thereof of which arises out of and in the course of employment.

4. All drug tests shall employ, among others, two (2) testing methods, the screening test which will determine the positive result as well as the type of the drug used and the confirmatory test which will confirm a positive screening test. Where the confirmatory test turns positive, the company’s Assessment Team shall evaluate the results and determine the level of care and administrative interventions that can be extended to the concerned employee. .

5. The company shall inform the officer/employee who was subjected to a drug test of the test-results whether positive or negative.

6. All costs of drug testing shall be borne by the company.

B. TREATMENT, REHABILITATION, AND REFERRAL 1. An officer/employee who, for the first time, is found positive of drug use, shall be referred

for treatment and/or rehabilitation in a DOH accredited center. For this purpose, the company shall provide a list of at least three (3) accredited facilities which an employee who was tested positive for drugs may choose from.

2. Following rehabilitation, the company’s Assessment Team, in consultation with the head of the rehabilitation center, shall evaluate the status of the drug dependent employee and recommend to the employer the resumption of the employee’s job if he/she poses no serious danger to his/her co-employees and/or the workplace.

3. All costs for the treatment and rehabilitation of the drug dependent employee shall be charged to his account. The period during which the employee is under treatment or rehabilitation shall be considered as authorized leaves.

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4. Repeated drug use even after ample opportunity for treatment and rehabilitation shall be dealt with the corresponding penalties under R.A. 9165 and is a ground for dismissal.

C. ADVOCACY, EDUCATION AND TRAINING 1. The company undertakes to increase the awareness and education of its officers and

employees on the adverse effects of dangerous drugs through continuous advocacy, education and training programs/activities to all its officers and employees.

2. All officers and employees are required to undergo an orientation/education program

before assumption of their respective duties. The program shall include the following topics:

i. Salient features of R.A. 9165; ii. Adverse effects of abuse and/or misuse of dangerous drugs on the person,

workplace, family and the community; iii. Preventive measures against drug abuse; and iv. Steps to take when intervention is needed, as well as available services for treatment

and rehabilitation.

3. To encourage all officers and employees to lead a healthy lifestyle while at work and at home, the company undertakes to conduct the following activities as often as possible: i. Lifestyle assessment programs on health nutrition, weight management, stress

management, alcohol abuse, smoking cessation, and other indicators of risk diseases;

ii. Health wellness screenings (e.g. blood pressure and heart rate, cholesterol test, blood glucose, etc.);

iii. Sports, recreational and fun-game activities; and iv. Other activities promoting health and wellness.

D. ROLES, RIGHTS AND RESPONSIBILITIES OF EMPLOYER AND EMPLOYEES

1. The company shall ensure that the workplace policies and programs on the prevention

and control of dangerous drugs, including drug testing, shall be disseminated to all officers and employees. The employer shall obtain a written acknowledgement from the employees that the policy has been read and understood by them. .

2. The company shall maintain the confidentiality of all information relating to drug tests or to the identification of drug users in the workplace; exceptions may be made only where required by law, in case of overriding public health and safety concerns; or where such exceptions have been authorized in writing by the person concerned.

3. All officers and employees shall enjoy the right to due process, absence of which will render the referral procedure ineffective.

E. CONSEQUENCES OF POLICY VIOLATIONS

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1. Any officer or employee who uses, possesses, distributes, sells or attempts to sell, tolerates, or transfers dangerous drugs or otherwise commits other unlawful acts as defined under Article II of RA 9165 and its Implementing Rules and Regulations shall be subject to the pertinent provisions of the said Act.

2. Any officer or employee found positive for use of dangerous drugs shall be dealt with administratively in accordance with the provisions of Article 282 of Book VI of the Labor Code and under RA 9165.

F. MONITORING AND EVALUATION

The implementation of these policies and programs shall be monitored and evaluated periodically by management to ensure a drug-free workplace. For this purpose, an Assessment Team shall be constituted in accordance with D.O. 53-03.

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