2019 LS Faculty Manual

Copyright © 2019 Loyola Schools, Ateneo de Manila University
The 2019 Loyola Schools Faculty Manual is published by the Office of the Vice President for the
Loyola Schools.
Cover Design: Zachary Pangan
2 Ateneo de Manila University - Loyola Schools

Table of Contents
Definition of Terms 5
Loyola Schools Faculty Manual 10
PART I
About the Faculty Manual 11
Sec I: Introduction 11
Sec II: Coverage 11
Sec III: Review and Update 11
PART II
Faculty Members 12
Sec I: Faculty Status 12
Sec II: Hiring and Ranking of New Faculty Members 17
Sec III: Requirements, Criteria, and Procedures for Permanency 22
Sec IV: Faculty Rank and Procedures for Promotion 25
Sec V: Unranked Faculty Members 29
Sec VI: Annual Faculty Performance Evaluation 31
Sec VII: Retirement of Faculty Members 34
Sec VIII: Resignation and Termination 34
PART III
Teaching, Research and/or Creative Work,
Service to the Community and/or the University 35
Sec I: Teaching Duties and Responsibilities 35
Sec II: Research and/or Creative Work 44
Sec III: Service to the Community and/or the University 46
PART IV
Expectations and Norms 50
Sec I: Faculty Code of Conduct and Professional Ethics 50
Sec II: Code of Research Ethics 56
Sec III: Disciplinary Process and Sanctions 60
2019 Faculty Manual 3

PART V
Benefits and Other Programs 64
Sec I. Leaves 64
Sec II. Grants and Awards for Further Studies or Research 73
Sec III. Loans, Savings, Monetary Benefits, and Mutual Assistance Programs 94
Sec IV. Awards and Recognition 103
Sec V. Faculty Formation 106
Sec VI. On-campus Facilities and Services Available for Faculty Use 111
Appendices 120
APPENDIX 1
Hiring: Central Administration Process 121
APPENDIX 2
Hiring: Department/Program Process 123
APPENDIX 3
Ranking: Loyola Schools Process 125
APPENDIX 4
Supplemental Table of Infractions 126

Definition of Terms
Adjunct Professor An Affiliate Faculty member may have the honorific academic title
of “Affiliate Professor” or “Affiliate Lecturer.” These titles are
conferred on individuals from another institution who are also
affiliated with the Loyola Schools
Advisory mark Midterm letter grade given to all first year, transfer, and
probationary students
Academic term Refers to either an intersession or a semester during an academic

year
Academic year Covers the intersession, the first semester, and the second
semester (from June to May)
ADAA Associate Dean for Academic Affairs
ADCC Associate Dean for the Core Curriculum
ADGP Associate Dean for Graduate Programs
ADRCW Associate Dean for Research and Creative Work
AFAR Annual Faculty Activity Report
AISIS Ateneo Integrated Student Information System
ARMU Ateneo Risk Management Unit
AUP Ateneo University Press
CEAP Catholic Educational Association of the Philippines
CFRPA-LS Committee on Faculty Rank and Permanent Appointments of the

Loyola Schools
CHED Commission on Higher Education
Class syllabus Document that serves as a guide to a course; usually includes the
description and other specifics of a course
Contractual faculty Faculty member with no permanent appointment in the Loyola

Schools
Full-time faculty Faculty member with a faculty load of six (6) units in an intersession
if hired for the intersession only; twelve (12) units in a semester if
hired for the semester only; or total of thirty (30) units if hired for
an academic year
Part-time faculty Faculty member with a faculty load of three to six (3-6) units in an
intersession if hired for the intersession only; no more than ten and
a half (10.5) units in a semester if hired for the semester only; or a

maximum of twenty-seven (27) units if hired throughout an
academic year
Professor of Practice The honorific academic title “Professor of Practice” is given to

professionals (either practicing or retired) who demonstrate
superior mastery in the practice of their disciplines and are
acknowledged experts and leaders in their fields.
Department Chair Head of a Department in the Loyola Schools
Dean Head of a School in the Loyola Schools. The five (5) schools in the
Loyola Schools are: School of Education and Learning Design,
School of Humanities, John Gokongwei School of Management,
School of Science and Engineering, School of Social Sciences.
DOLE Department of Labor and Employment
EAPI East Asian Pastoral Institute
Faculty evaluation Annual evaluation of regular and contractual full-time faculty

members of the Loyola Schools
Faculty load Total units assigned to a faculty member in an intersession, in a

semester, or in an academic year
Faculty rank Refers to the academic rank of a faculty member in the Loyola
Schools; faculty ranks are Instructor, Assistant Professor, Associate
Professor, and Professor
Final grade Refers to the letter grade given at the end of the intersession or
semester; letter grades correspond to a quality point value
Full benefits Refers to both government-mandated and university-provided

benefits for faculty members in the Loyola Schools
Initial hiring Initial employment of a faculty member in the Loyola Schools,

whether full-time or part-time
Intersession Refers to the academic term during the months of June and July
IPR Intellectual Property Rights
IPS Individual Program of Study
ISEW Ignatian Spirituality in Education Workshop
Job offer letter Formal offer to an applicant selected for employment with details
on the salary and benefits, initial rank, etc.
Lecturer Academic title of part-time faculty members in the Loyola Schools
Letter grade Grade of a student indicating the level of performance in a class

requirement (e.g., essay, term paper, etc.) or for a course

Letter of Intent Application of a contractual full-time faculty member to be
considered for permanency status
Loyola Schools Higher education unit of Ateneo de Manila University which

includes the School of Education and Learning Design, School of
Humanities, John Gokongwei School of Management, School of
Science and Engineering, School of Social Sciences and other
administrative offices
LSOHS Loyola Schools Office of Health Services
LST Loyola School of Theology
Mandatory benefits Refers to the government-mandated benefits
MO Manila Observatory
OFS Office of Facilities and Sustainability
OHRMOD Office of Human Resource Management and Organization

Development
OMI Office of Mission and Identity
OMIS Office of Management Information Systems
OSS Office for Student Services
Permanent appointment Refers to a faculty member with a regular status in the Loyola
Schools; a faculty member with a permanent appointment occupies
a salaried item
Pre-permanency Initial review process a contractual full-time faculty member goes

through for regular status or permanent appointment in the Loyola
Schools
President Head of Ateneo de Manila University
Probationary period Refers to three (3) consecutive or uninterrupted academic years of

full-time faculty load in the Loyola Schools
Professor Emeritus Academic title given by the President of the University to a retired
regular faculty member with the rank of Professor, who has served
at least thirty (30) years at the Ateneo de Manila University, and
who is currently employed as a rehired faculty member

Program Director 1 Head of a Program of Study or an academic Program Office that
runs a program of study in the Loyola Schools
Promotion The advancement from a lower academic rank to a higher academic

rank
Quality Point Index (QPI) Refers to the quality of a student's general academic performance
for an academic term
RCW Faculty Research and Creative Work Faculty
Regular faculty Faculty member with a permanent appointment in the Loyola

Schools who carries a full-time faculty load of thirty (30) units in an
academic year
Regular load Total of thirty (30) units in an academic year which is allocated as
follows: six (6) units in the intersession and twelve (12) units each in
the first and second semesters
Resignation The voluntary termination of employment in the Loyola Schools
Retired faculty Regular faculty member who retires at the age of sixty (60)
Retirement date Starts after the last day of the academic year in which a faculty
member turn sixty (60) or the actual 60th birthday if it falls during
the intersession
RL Rizal Library
Semester Refers to an academic term; the first semester is from August to

December and the second semester is from January to May
Teaching load Refers to the teaching assignment expressed in units for an

academic term
TFI Teacher Formation Institute
TIL Third Intersession Leave
Termination Removal of a regular faculty member for causes recognized by law

and/or Ateneo de Manila University and only with due process
1
'Program' is a term used in two senses:
A. ‘Program’ as (as) a set of courses in a discipline or field (i.e., Program of Study) leading to student’s Major degree (e.g.
BS Chemistry) or (b) a set of courses in a discipline or field (i.e., Minor Program) required of a student to finish a
Minor (e.g. Minor in Filipino Literature) .
B. ‘Program’ as the academic office that runs the Program of Study for a Major (e.g. Development Studies Program that
offers an AB in Development Studies) or that for a Minor (e.g. Korean Studies Program that offers a Minor in Korean
Studies.). Academic/administrative in nature, these offices function like departments but are operationally different.
In general, programs of this kind are formed because they have a small cohort of students, a limited number of
faculty items, and can serve as incubators of academic programs. Outside of these conditions, programs are also
created in response to peculiar institutional needs (e.g. the Theology and Ministry Program in the School of
Humanities; their students earn an Ecclesiastical degree from the Loyola School of Theology and a Civil degree from
the Loyola Schools).

Unit Equivalent to one hour's lecture or recitation per week in a
semester or in an intersession
Unranked faculty Faculty member with no academic rank in the Loyola Schools but
who are referred to as Assistant Instructor, Lecturer, Affiliate
Professor, Professor of Practice, and Visiting Faculty
URC University Research Council
UREC University Research Ethics Committee
UREO University Research Ethics Office
Visiting Faculty Refers to the designation of a faculty member with a visiting

appointment in the Loyola Schools
VPLS Vice President for the Loyola Schools; Head of the Loyola Schools

Loyola Schools
Faculty Manual
2019 Edition

PART I
About the Faculty Manual
Sec I: Introduction
This Faculty Manual2 contains information on matters pertaining to the faculty members of the
Loyola Schools of Ateneo de Manila University. It is used in conjunction with the statutes of
Ateneo de Manila University; the By-Laws, the Administrative Manual, the Bulletin of
Information, the Magna Carta of Undergraduate Student Rights, the Magna Carta of Graduate
Student Rights, the Undergraduate Student Handbook, and the Graduate Student Handbook of the
Loyola Schools; as well as the faculty-related policies, such as the University Employee Code of
Discipline and the University Code of Conduct and Ethics of the Office of Human Resource
Management and Organization Development (OHRMOD).
This Faculty Manual serves as a general reference for the faculty members. Specific guidelines as
well as new policies, revisions to policies, and other information are communicated to the faculty
members through notices or memoranda. Faculty members consult their Department Chair/
Program Director, their Dean, the Vice President for the Loyola Schools, other offices in the
Loyola Schools, or their senior colleagues for clarification on matters in this Faculty Manual.
The Faculty Manual is available online on the Loyola Schools website. Hard copies of the Faculty
Manual are also available at all offices in the Loyola Schools.
Sec II: Coverage
The Faculty Manual applies to Jesuit, non-Jesuit religious, clergy, and lay faculty members of the
Loyola Schools. The waiver of any condition in the Faculty Manual is the sole discretion of the
Loyola Schools.
If any condition in the Faculty Manual or its application is deemed invalid, the remaining items or
their application, in whole or in part, shall not be affected.
Sec III: Review and Update
The Faculty Manual undergoes a review process and revision every five (5) years or whenever a
review is deemed necessary.
2
Approved by the School Council on 27 May 2019; the Faculty Code of Conduct and Professional Ethics was approved by
the School Council on 11 December 2019.

PART II
Faculty Members
Sec I: Faculty Status
1. Regular Faculty Members
“Regular faculty” is a faculty member with permanent appointment in the Loyola Schools.
1.1. Regular faculty members get the full-time faculty load of thirty (30) units in an
academic year. The faculty load of thirty (30) units is allocated as six (6) units in the
intersession and twelve (12) units during each semester. Other permissible faculty load
arrangements depend on the needs of the Department/Program/School/Unit and
are subject to the approval of the Dean and/or the Vice President for the Loyola
Schools (VPLS).
Regular faculty members are expected to attend to their teaching duties, work on
their research or creative projects, and perform other non-teaching or non-research
duties such as administrative work as well as community and/or university service.
1.2. Regular faculty members receive a monthly salary and enjoy full benefits from the
Loyola Schools.
2. Contractual Faculty Members
“Contractual faculty” refers to faculty members with no permanent appointment in the

Loyola Schools. Contractual faculty may be categorized as full-time or part-time depending
on their teaching load.
The Department/Program may appoint contractual faculty members depending on the need
of the Department/Program.
2.1. Contractual full-time
2.1.1. Contractual full-time faculty members may be hired for an intersession, or for
a semester, or for an academic year.
2.1.1.1. If hired for an intersession, contractual full-time faculty members

may carry a faculty load of up to six (6) units.
2.1.1.2. If hired for a semester, contractual full-time faculty members may

carry a faculty load of no less than twelve (12) units.
2.1.1.3. If hired for an academic year, contractual full-time faculty members

are required to carry a faculty load of thirty (30) units.
2.1.2. The employment of contractual full-time faculty members is limited to the

terms of their appointment. Each appointment is a separate contract. The
appointment is signed by the contractual full-time faculty member, the Dean,
and the VPLS on behalf of the President of the University.

Contractual full-time faculty members cannot receive employment contracts
for more than four (4) consecutive semesters unless they are being considered
for permanent appointment in the Loyola Schools.
2.1.3. Contractual full-time faculty members receive a monthly salary and

mandatory benefits from the Loyola Schools.
2.1.4. Contractual full-time faculty members should not be teaching full-time in any
other higher education institution.
2.1.5. Contractual full-time faculty members should have no other remunerative

occupation elsewhere requiring regular hours of work, except when permitted
by the VPLS.
2.2. Contractual part-time
2.2.1. Contractual part-time faculty members may be hired for an intersession or for
a semester depending on the need of the Department/Program/School.
Contractual part-time faculty members may not be given a faculty load that is
equal to or more than the minimum required faculty load of regular faculty
members or contractual full-time faculty members in any semester or school
year. However, contractual part-time faculty members may be hired in the
intersession for a faculty load of no more than six (6) units.
2.2.1.1. If hired for a semester, contractual part-time faculty members may

carry a faculty load of no more than ten and a half (10.5) units.
2.2.1.2. If hired for the intersession and subsequently for two (2) semesters,
contractual part-time faculty members may carry a total faculty load
of no more than twenty-seven (27) units for the academic year.
2.2.2. The employment of contractual part-time faculty members is limited to the

terms of their appointment. Each appointment is a separate contract. The
appointment is signed by the contractual part-time faculty member, the Dean,
and the VPLS on behalf of the President of the University.
2.2.3. Contractual part-time faculty members receive a monthly salary based on the
number of units of their teaching load and their hourly rate.
3. Retired Regular Faculty Members
The normal retirement age of regular faculty members is sixty (60). Retirement starts after
the last day of the academic year in which the regular faculty member reaches the age of
sixty (60) or the actual 60th birthday if it falls in the Intersession.
3.1. Regular faculty members who reach the age of sixty (60) during the Intersession
Regular faculty members who reach the age of sixty (60) in June or in July may be
rehired for the Intersession. In this case, retiring regular faculty members may get a
full-time faculty load of six (6) units in the Intersession. The appointment is valid for
the Intersession.

3.2. Rehiring retired regular faculty members ages sixty to sixty-five (60-65)
3.2.1. Retired regular faculty members ages sixty to sixty-five (60-65) may be rehired
on a full-time or part-time basis in an academic year depending on the needs
of the Department/Program/School/Unit.
Retired regular faculty members ages sixty to sixty-five (60-65) who are
rehired on a full-time basis may receive a faculty load of thirty (30) units in an
academic year. The appointment for the rehiring of retired regular faculty
members is valid up to one (1) academic year but may be renewed.
Retired regular faculty members ages sixty to sixty-five (60-65) who are
rehired on a part-time basis receive a faculty load of no more than six (6) units
if hired for an intersession or a faculty load of no more than ten and a half
(10.5) units if hired for a semester. The guidelines for hiring contractual
part-time faculty members apply.
3.2.2. The decision to rehire a retired regular faculty member is based on

exceptional circumstances determined through a consultative process in the
relevant Department/Program/School. The Department/Program submits its
recommendations to the Dean for endorsement to the VPLS.
The rehiring of a retired regular faculty member aged sixty to sixty-five

(60-65) is subject to the approval of the President of the University.
3.2.3. Retired regular faculty members, ages sixty to sixty-five (60-65), who are
rehired, receive a monthly salary equivalent to the approved faculty load and
enjoy benefits based on the existing policies and guidelines of the Loyola
Schools.
3.3. Rehiring retired regular faculty at the age of sixty-six (66) and beyond
3.3.1. Retired regular faculty members at age sixty-six (66) and beyond may be
rehired but can only get a maximum faculty load of fifteen (15) units in an
academic year. The appointment for the rehiring of retired regular faculty
members is valid up to one (1) academic year but may be renewed.
3.3.2. The decision to rehire a retired regular faculty member at age sixty-six (66)
and beyond is determined through a consultative process in the relevant
Department/Program. The Department/Program submits its
recommendations to the Dean for endorsement to the VPLS.
The rehiring of a retired regular faculty member at age sixty-six (66) and
beyond is subject to the approval of the President of the University and the
Board of Trustees of Ateneo de Manila University.
3.3.3. Retired regular faculty members who are rehired at age sixty-six (66) and
beyond receive a monthly salary equivalent to the approved faculty load and
enjoy benefits based on the existing policies and guidelines of the Loyola
Schools, the University, and labor rules and regulations prescribed by law.

4. Professor Emeritus
“Professor Emeritus” is an honorific academic title conferred by the President of the

University on a distinguished retired regular faculty member who holds the rank of
Professor, with at least thirty (30) years of service to Ateneo de Manila University, and is
currently employed as a rehired faculty member. A Professor Emeritus earns the nomination
of colleagues on the basis of his/her notable academic record, professionalism, and
university service.
4.1. Professors Emeriti may continue to render service such as teaching, researching,
mentoring, counseling, etc. They maintain a work place in their Departments/
Programs. They also hold a place of honor at Loyola Schools and Ateneo de Manila
University functions.
4.2. Professors Emeriti who are below sixty-five (65) years old may get a faculty load of
thirty (30) units in an academic year, subject to the approval of the President of the
University.
Professors Emeriti who are sixty-six (66) years old and beyond may get a maximum
faculty load of fifteen (15) units in an academic year, subject to the approval of the
President of the University and the Board of Trustees of Ateneo de Manila University.
4.3. Professors Emeriti who continue to render service receive a monthly salary and
benefits from the Loyola Schools based on their faculty load.
5. Other Faculty Members
There are other faculty members in the Loyola Schools whose faculty status does not fit the
above categories: Affiliate Professor, Professor of Practice, and Visiting Faculty.
5.1. Affiliate Faculty
An Affiliate Faculty member may have the honorific academic title of “Affiliate
Professor” or “Affiliate Lecturer.” These titles are conferred on individuals from
another institution who are also affiliated with the Loyola Schools. They are presumed
to be experts who have made significant and sustained contributions to teaching,
research, or creative work; hence, they bring an important contribution to the Loyola
Schools. While the designation “Affiliate Professor” does not need to be accompanied
with a teaching load, the designation “Affiliate Lecturer” is always accompanied with a
teaching or mentoring or academic advising load.
Conferring the title of “Affiliate Professor” or “Affiliate Lecturer” on an individual is

subject to the nomination of the Department/Program, the endorsement of the Dean
and the VPLS, the review of the Committee on Faculty Rank and Permanent
Appointments (CFRPA-LS), and the approval of the President of the University. The
appointment of an Affiliate Professor or Affiliate Lecturer is valid for up to one (1) year
but may be renewed following the same procedures as the nomination process.
An Affiliate Faculty member may continue to be titled “Affiliate Professor” or “Affiliate

Lecturer” even if he/she has already returned to his/her home institution as long as
academic engagement with the Loyola Schools continues even from a distance (e.g.
research and publications).

Affiliate Professors and Affiliate Lecturers receive compensation if they carry a faculty
load.
5.2. Professor of Practice
The honorific academic title “Professor of Practice” is given to professionals (either

practicing or retired) who demonstrate superior mastery in the practice of their
disciplines and are acknowledged experts and leaders in their fields — e.g. business,
applied science, technology, media, and culture and the arts. Their extensive
experience, many accomplishments, and ongoing participation in industry and/or
government/non-government entities enable greater synergy between academic life
and the private and public sectors in their fields of practice. Their association with
Ateneo de Manila is considered an asset to the university.
Professors of Practice are not required to teach but official interaction and
agreed-upon forms of mentorship beyond classroom instruction are expected of
them. They enrich the quality of academic life in the Loyola Schools by acting as
consultants or resource persons; serving as liaison between the University and
Industry or government/non-government entities in finding research opportunities
for the faculty that may benefit the greater society; contributing to the University’s
instructional programs through co-advising students, helping departments develop
innovative programs, providing curricular feedback, and mentoring faculty members.
Conferring the title of “Professor of Practice” on an individual is subject to the

nomination of the Department/Program, the endorsement of the Dean and the VPLS,
the review of the Committee on Faculty Rank and Permanent Appointments
(CFRPA-LS), and the approval of the President of the University. The Professor of
Practice is a full time appointment that is valid for up to one (1) year but may be
renewed another year following the same procedures as the nomination process.
The Professor of Practice receives compensation commensurate to his/her stature

and his/her work load in the Loyola Schools.
5.3. Visiting Faculty
“Visiting Faculty” is a designation for someone who is a Visiting Professor, Visiting

Researcher, Visiting Fellow, Visiting Lecturer, Visiting Creative Writer, Visiting Artist,
Visiting Research Associate, or other similar designations in the Loyola Schools. The
affiliation of a “Visiting Faculty” is temporary and only for a specific period.
The designation of “Visiting Faculty” is subject to the nomination of the Department/

Program, the endorsement of the Dean, and approval of the VPLS. Renewing the
appointment of a “Visiting Faculty” follows the same procedure as the nomination
process.
Visiting faculty members receive compensation if they carry a faculty load.

Sec II: Hiring and Ranking of New Faculty Members
1. Hiring and Ranking of New Contractual Full-time Faculty Members
Hiring: There are two processes involved in hiring a new contractual full-time faculty
member: (a) the process that concerns the Central Administration; and (b) the process that
concerns the Department/Program. Appendices 1 to 2 illustrate the flow of the hiring
processes applicable to new full-time faculty members.
Ranking: Only regular and contractual full-time faculty members receive academic ranks.
The initial rank of a new contractual full-time faculty member is tentative until it is approved
by the President of the University. Appendix 3 illustrates the flow of the ranking process
applicable to new full-time faculty members.
1.1. Hiring new contractual full-time faculty members: Central Administration
1.1.1. The Department Chair/Program Director requests a salary valuation from the
Office of Human Resource Management and Organization Development
(OHRMOD) for a prospective contractual full-time faculty member. The Salary
Valuation Form must be endorsed by the VPLS.
1.1.2. The VPLS receives the salary valuation result from OHRMOD and forwards it
to the concerned Department/Program. The Department Chair/Program
Director may request a re-evaluation if necessary.
1.1.3. The Department Chair/Program Director discusses the salary valuation with
the prospective new faculty member.
1.1.4. The Department Chair/Program Director forwards results of the discussion

on the salary valuation to the Dean who endorses these results to the VPLS.
1.1.5. The VPLS prepares a job offer letter on behalf of the President of the
University and forwards it to the Department Chair/Program Director.
1.1.6. The Department Chair/Program Director presents the job offer letter to the
prospective new faculty member. If the job offer is accepted, the Department
Chair/Program Director and the new contractual full-time faculty member
sign the job offer letter. The job offer letter is then forwarded to the Dean for
signature.
The signed job offer letter serves as the initial appointment of the new
contractual full-time faculty member.
The initial rank indicated in the job offer letter is tentative until reviewed by
the CFRPA-LS and approved by the President of the University.
1.2. Hiring new contractual full-time faculty members: Department/Program
The hiring of new contractual full-time faculty members is dependent on the needs of
the Department/Program. The Department Chair/Program Director may convene a
hiring committee, which reviews, evaluates, and acts on applications of prospective
faculty members.

1.2.1. The applicant undergoes an interview with the Department/Program and
does a teaching demonstration or seminar related to his/her research.
1.2.2. The Department Chair/Program Director obtains an Advance Approval for

Employment Form from the Dean.
1.2.3. The prospective contractual full-time faculty member prepares the required
documents for hiring and submits these to the Department/Program. The
new faculty member shall not be asked to start his/her employment without
completing all the required documents for hiring. The required documents
are:
● Application and Bio-data Form
● Full Curriculum Vitae
● Original copy of Transcript of Records if applicable (with the date of

conferment of the academic degree)
● Authenticated copy of the Diploma
● NSO photocopy of Birth Certificate and/or Marriage Contract. NSO

photocopy of the Birth Certificates of dependents, if applicable
● Proof of SSS Number (copy of SSS E-1 or E-4 Form) or copy of SSS ID
● Philhealth Member Registration Form and proof of Philhealth

Identification Number (PIN)
● Pag-IBIG/HDMF Online Form and proof of Pag-IBIG Membership

Identification (MID) Number
● For applicants with Tax Identification Number (TIN), proof of TIN; for
applicants without TIN, BIR Application Form 1902
● Email account application form
● Direct credit to payroll form
● NBI Clearance
● Medical Clearance on fitness for work
● Psychological Clearance on fitness for work
● Accomplished Non-Disclosure Agreement and Terms of Agreement

(Processing of Personal Data) Forms.
1.2.4. The Department Chair/Program Director forwards the application and

required documents for hiring to the Dean.
1.2.5. The Dean reviews and endorses the application and required documents for
hiring to the VPLS.
1.2.6. The VPLS reviews the application and forwards the required documents for
hiring to the OHRMOD.

1.2.7. The VPLS issues the job offer letter on behalf of the President of the University
and forwards it to the Department Chair/Program Director.
1.2.8. The Department Chair/Program Director presents the job offer letter to the
prospective new faculty member. If the job offer is accepted, the Department
Chair/Program Director and the new contractual full-time faculty member
sign the job offer letter. The job offer letter is then forwarded to the Dean for
signature.
The signed job offer letter serves as the initial appointment of the new
contractual full-time faculty member.
The initial rank indicated in the job offer letter is tentative until reviewed by
the CFRPA-LS and approved by the President of the University.
1.3. Hiring/rehiring of contractual full-time faculty members in the Intersession
1.3.1. Hiring/rehiring of contractual full-time faculty in the Intersession may be

allowed only if the faculty member has a workload in the Intersession.
They may not be hired in the Intersession with the intent of rendering a 30
(thirty)-unit workload for the school year starting the first semester, such
as a 15-15 (fifteen-fifteen) unit workload distribution. A 15-15
(fifteen-fifteen) unit workload distribution starting in the first semester
may be assigned only to regular or permanent full-time faculty members.
1.3.2. If a contractual full-time faculty member is assigned a teaching load in the

Intersession but the class/classes are dissolved by the department at the
time of actual registration, the contract of the faculty member in the
Intersession will be cancelled accordingly.
1.3.3. Contractual full-time faculty members who are placed on tenure track by
their home departments but may not be engaged in the Intersession due
to no load (and/or other reasons) will not compromise their probation
period of three (3) years leading to permanency provided that they are
engaged for six (6) consecutive semesters (in accordance with CHED’s
Manual of Regulations for Private Higher Education (MORPHE), Article
XXIV Personnel Standards and Transactions, Section 117 (Probationary
Period).
1.4. Ranking new contractual full-time faculty members
1.4.1. The Department Chair/Program Director recommends the initial rank of a

new contractual full-time faculty member and forwards the recommendation
to the Dean.
1.4.2. The Dean reviews the recommended initial rank of the new contractual
full-time faculty member, and then endorses the recommendation to the
VPLS.
1.4.3. The VPLS reviews and endorses the recommendation on the initial rank of the
new contractual full-time faculty member to the CFRPA-LS.
1.4.4. The CFRPA-LS submits its recommendation on the initial rank of the new
contractual full-time faculty member to the President of the University.

1.4.5. The President of the University makes the final decision on the rank of the
new contractual full-time faculty member based on the recommendation of
the CFRPA-LS.
2. Hiring and Ranking of New Contractual Part-time Faculty Members
Hiring: The Salary Valuation Form is not required for hiring a new contractual part-time
faculty member. Appendix 2 illustrates the flow of the hiring process applicable to new
part-time faculty members.
Ranking: Contractual part-time faculty members do not receive academic ranks.
2.1. Hiring new contractual part-time faculty members: Department/Program
The hiring of new contractual part-time faculty members is dependent on the needs
of the Department/Program. The Department Chair/Program Director may convene
a hiring committee, which reviews, evaluates, and acts on applications of prospective
faculty members.
2.1.1. The applicant undergoes an interview with the Department/Program and

does a teaching demonstration or seminar related to his/her research.
2.1.2. The Department Chair/Program Director obtains an Advance Approval for

Employment Form from the Dean.
2.1.3. The new contractual part-time faculty member prepares the required
documents for hiring and submits them to the Department/Program. The new
faculty member shall not be asked to start his/her employment without
completing all the required documents for hiring. The required documents
are:
● Application and Bio-data Form
● Full Curriculum Vitae
● Original copy of Transcript of Records if applicable (with the date of

conferment of the academic degree)
● Authenticated copy of the Diploma
● NSO photocopy of Birth Certificate and/or Marriage Contract. NSO

photocopy of the Birth Certificates of dependents, if applicable
● Proof of SSS Number (copy of SSS E-1 or E-4 Form) or copy of SSS ID
● Philhealth Member Registration Form and proof of Philhealth

Identification Number (PIN)
● Pag-IBIG/HDMF Online Form and proof of Pag-IBIG Membership

Identification (MID) Number
● For applicants with Tax Identification Number (TIN), proof of TIN; for
applicants without TIN, BIR Application Form 1902
● Email account application form

● Direct credit to payroll form
● NBI Clearance
● Medical Clearance on fitness for work
● Psychological Clearance on fitness for work
● Accomplished Non-Disclosure Agreement and Terms of Agreement

(Processing of Personal Data) Forms.
2.1.4. The Department Chair/Program Director forwards the application and

required documents for hiring to the Dean.
2.1.5. The Dean reviews and endorses the application and required documents for
hiring to the VPLS.
2.1.6. The VPLS reviews the application and forwards the required documents for
hiring to the OHRMOD.
2.1.7. The VPLS issues an appointment on behalf of the President of the University
and forwards it to the Department Chair/Program Director.
2.1.8. The new part-time faculty member signs the appointment. The Dean signs the
appointment.
2.2. Ranking new contractual part-time faculty members
2.2.1. Part-time faculty members do not receive academic ranks. Their academic
title in the Loyola Schools is “Lecturer”.
2.2.2. Lecturers whose academic degree or an accepted equivalent qualification

would otherwise meet the requirement for a particular faculty rank may be
nominated by the Department Chair/Program Director for the designation of
“Lecturer with faculty rank of Assistant Professor”, “Lecturer with faculty rank
of Associate Professor” or “Lecturer with faculty rank of Professor”, whichever
one is most appropriate. The nominations are subject to the review of the
CFPRA-LS and the approval of the President of the University.
3. Appointment of Other Faculty Members
3.1. Affiliate Professor and Professor of Practice
Following are the procedures for appointing an Affiliate Professor or Professor of

Practice:
3.1.1. The Department Chair/Program Director nominates someone for the

honorific academic title of “Affiliate Professor” or “Professor of Practice” by
writing to the Dean.
3.1.2. The Department Chair/Program Director submits documents on the

qualifications and accomplishments of the nominee (i.e., a comprehensive
curriculum vitae) to the Dean.

3.1.3. The Dean reviews and endorses the nomination to the VPLS, who in turn
reviews and endorses the nomination to the CFRPA-LS for confirmation of the
nomination, and then to the President of the University for approval.
3.1.4. An Adjunct Professor or Professor of Practice with a part-time faculty load is

required to submit an application and the documents for hiring to the
Department/Program. The procedures for hiring a part-time faculty member
apply.
3.2. Visiting Faculty
The procedures for appointing a visiting faculty member are:
3.2.1. The Department Chair/Program Director nominates someone to be a visiting

faculty by writing to the Dean. The Department Chair/Program Director
determines the designation of the nominee as: Visiting Professor, Visiting
Researcher, Visiting Fellow, Visiting Lecturer, Visiting Creative Writer, Visiting
Artist, Visiting Research Associate, or other similar designation in the Loyola
Schools.
The Department Chair/Program Director submits documents on the

qualifications and accomplishments of the nominee to the Dean.
3.2.2. The Dean reviews and endorses the nomination to the VPLS, who in turn
approves the nomination.
Sec III: Requirements, Criteria, and Procedures for Permanency
The Loyola Schools grants regular faculty status or permanent appointment to contractual
full-time faculty members who have proven their competence in and commitment to the areas of
teaching, research and/or creative work, as well as service to the community and/or the
university. Only faculty members who meet the minimum degree requirement may be
considered for permanency. Only faculty members who are being considered for permanency
may be given full-time faculty load for more than two (2) consecutive academic years.
The decisions regarding permanency follow the timeframe and process established by the
CFRPA-LS and subject to the approval of the President of the University.
1. Minimum Requirements and Criteria for Permanency
1.1. Following are the minimum requirements for one to receive regular faculty status or
permanent appointment in the Loyola Schools:
1.1.1. Passing the pre-permanency evaluation by the Department/Program during

the second academic year of consecutive appointment as a contractual
full-time faculty member of the Loyola Schools
1.1.2. Satisfactory performance in the probationary period of three (3) consecutive

academic years, or six (6) consecutive semesters (in accordance with the
CHED Manual of Regulations for Private Higher Education) of contractual
full-time appointment in the Loyola Schools. These three (3) years or six (6)
semesters (for those without a faculty load in the intersession) serve as the

basis for evaluation of the contractual full-time faculty member for
permanency
1.1.3. Possession of at least a master’s degree in the discipline or in an allied field, or

an accepted equivalent qualification
1.1.4. Completion of the following Teacher Formation Programs of the Loyola

Schools:
● Orientation for New Faculty
● Teacher Formation Institute main workshop and follow-up sessions
● Brewing the Ignatian Spirit (one [1] session)
● Ignatian Spirituality in Education Workshop
1.2. Following are the criteria for permanency:
1.2.1. Fulfillment of the duties and responsibilities of a full-time faculty member;
1.2.2. High level of teaching competence and knowledge of the discipline;
1.2.3. Ethical and responsible conduct with students and colleagues;
1.2.4. Involvement in the work, activities, community celebrations, and events of the
Department/Program, the School, the Loyola Schools, or the Ateneo de
Manila University; and
1.2.5. Commitment and capacity to progress to at least the rank of Assistant

Professor according to the norms described in this Faculty Manual
2. Procedures for Permanency
The procedures for permanency come in two (2) stages: (a) pre-permanency evaluation; and
(b) formal permanency evaluation. Only contractual full-time faculty members who pass both
pre-permanency and formal permanency evaluations can receive regular faculty status or
permanent appointment in the Loyola Schools.
The procedures for permanency follow the timeframe and process established by the
CFRPA-LS. Pre-permanency and permanency evaluations are strictly confidential.
2.1. Pre-permanency Evaluation
The contractual full-time faculty member undergoes pre-permanency evaluation

during his/her second academic year of contractual appointment. The procedures are
as follows:
2.1.1. The Department Chair/Program Director appoints three (3) senior regular
faculty members to conduct the pre-permanency evaluation.
2.1.2. The Department Chair/Program Director informs the contractual full-time

faculty member of the result of the pre-permanency evaluation.
If the result of the pre-permanency evaluation is not favorable, the

Department Chair/Program Director gives a written notice of the

non-renewal of the appointment to the contractual full-time faculty member
at least two (2) months or sixty (60) days before the expiration of the second
year of the appointment. The written notice includes the reason(s) for the
non-renewal of the appointment. The Department Chair/Program Director
sends a copy of the decision to the Dean.
Within one (1) week of receipt of the written notice, the contractual full-time
faculty member may file a written request for reconsideration with the Dean.
The Dean’s re-evaluation of the non-renewal of the appointment is to be
completed within 1 week after receipt of the request for review.
A contractual full-time faculty member who does not receive a favorable

pre-permanency evaluation remains a faculty member until the expiration of
the current appointment (the second year contract). After the expiration of
this contract, this faculty member cannot be rehired in the Loyola Schools as a
full-time faculty member for at least one (1) semester in the succeeding
academic year.
2.2. Permanency Evaluation
2.2.1. If the result of the pre-permanency evaluation is favorable, the following steps
apply:
2.2.1.1. The Department Chair/Program Director informs the contractual

full-time faculty member that he/she is eligible for permanency
evaluation and directs him/her to write a Letter of Intent,
requesting that he/she be made regular faculty or be considered for
permanent appointment in the Loyola Schools starting in the next
academic year.
2.2.1.2. The contractual full-time faculty member writes a Letter of Intent.
If there is no Letter of Intent, the appointment of the contractual

full-time faculty member will be allowed to expire by the end of the
third year and he/she will not be renewed for another academic
year. He/she cannot be rehired in the Loyola Schools in the
succeeding academic year, whether on a part-time or a full-time
faculty status. This condition does not prevent such faculty member
from applying for a contractual appointment in the Loyola Schools
after one (1) academic year.
Similarly, if the contractual full-time faculty member will not receive

regular faculty status or permanent appointment after the third year
of appointment, he/she cannot be rehired in the Loyola Schools in
the succeeding academic year, whether on a part-time or a full-time
faculty status. This condition does not prevent such faculty member
from applying for a contractual part-time appointment in the Loyola
Schools after one (1) academic year.
2.2.1.3. The Department Chair/Program Director submits to the Dean a

recommendation regarding the application for permanency.

The Dean requests the Department Chair/Program Director to
submit the names of three (3) senior regular faculty members who
will evaluate and review the application for permanency. The Dean
may further consult other regular faculty members of the
Department/Program or other regular faculty members in the
Loyola Schools regarding the application for permanency.
2.2.1.4. The Dean submits to the VPLS a recommendation regarding the

application together with all pertinent supporting documents.
2.2.1.5. The VPLS reviews, makes a recommendation, and endorses all

documents to the CFRPA-LS.
2.2.1.6. The CFRPA-LS reviews and submits a recommendation to the

President of the University.
2.2.1.7. The President of the University makes the final decision regarding
the application for permanency and informs the faculty member of
the result.
2.2.2. If the result of the permanency evaluation is not favorable, the contractual
full-time faculty member must be informed by the President through a written
notice at least sixty (60) days before the expiration of the third year of
appointment.
2.2.3. If a contractual full-time faculty member does not receive regular faculty
status or permanent appointment in the Loyola Schools, then he/she remains
a faculty member until the expiration of the third year appointment. After the
expiration of the third year contract, he/she cannot be rehired in the Loyola
Schools in the succeeding academic year, even on a part-time status. This
condition does not prevent such faculty member from applying as part-time
faculty to the Loyola Schools after one (1) academic year.
3. Academic Freedom where Granting Permanency is concerned
Because of the formative role of a teacher, the Loyola Schools may decide not to grant
regular faculty status or permanent appointment to a contractual full-time faculty member
who expresses fundamental differences with the core values of the Ateneo de Manila
University as these are stated in the University Mission Statement and Aims of the Loyola
Schools. In such instances, the Loyola Schools exercises its academic freedom in the choice
of its faculty members.
Sec IV: Faculty Rank and Procedures for Promotion
Regular and contractual full-time faculty members in the Loyola Schools are appointed to the
academic ranks of Instructor, Assistant Professor, Associate Professor, or Professor.
1. Norms for Promotion in Faculty Rank
1.1. Instructor
Promotion to the rank of Instructor requires the following:

1.1.1. Possession of a master’s degree in the discipline or an allied field, or an
accepted equivalent qualification;
1.1.2. Evidence of teaching ability; and
1.1.3. Commitment and capacity to progress to at least the rank of Assistant

Professor according to the norms of teaching, research and/or creative work,
and service to the community and/or the university
1.2. Assistant Professor
Promotion to the rank of Assistant Professor requires the following:
1.2.1. The possession of a doctorate degree for an Assistant Professor (with PhD)
unless the initial appointment is in the rank of Assistant Professor (with MA)
under the exceptions below;
1.2.2. Minimum of three (3) academic years in the rank of Instructor prior to one’s
applying for the rank of Assistant Professor (with MA), i.e., the faculty member
may only apply for the rank of Assistant Professor (with MA), after serving
three (3) academic years in the rank of Instructor;
1.2.3. Evidence of competence in the field of teaching and those qualities of

character, personality, and proficiency expected of a teacher;
1.2.4. Evidence of research and/or creative work; and
1.2.5. Evidence of service to the community and/or the university
1.3. Associate Professor
Promotion to the rank of Associate Professor requires the following:
1.3.1. A PhD or equivalent research doctorate qualification (e.g., DSc, EdD, etc.) in
the discipline or an allied field;
1.3.2. Minimum of three (3) academic years in the rank of Assistant Professor (with
PhD) prior to one’s applying for the rank of Associate Professor, i.e., the faculty
member may only apply for the rank of Associate Professor after serving three
(3) academic years in the rank of Assistant Professor (with PhD);
1.3.3. Evidence of continuing development of competence in the discipline and

those qualities of character, personality, and proficiency expected of a
teacher;
1.3.4. Evidence of potential as mentor of junior faculty members in the Department/

Program;
1.3.5. Evidence of research and/or creative work and of recognition by peers in the
discipline or an allied field; and,
1.3.6. Evidence of service to the community and/or the university.

1.4. Professor
Promotion to the rank of Professor requires the following:
1.4.1. Evidence of distinguished fulfillment of the requirements of the previous

ranks;
1.4.2. Minimum of five (5) academic years in the rank of Associate Professor prior to
one’s applying for the rank of Professor, i.e., the faculty member may only
apply for the rank of Professor after serving five (5) academic years in the rank
of Associate Professor; and,
1.4.3. Evidence of outstanding qualities in teaching, research and/or creative work,

and service to the community and/or the university that merits recognition
by peers in the discipline or allied field.
2. Exceptions to the Norms
There are exceptions to the norms for promotion in faculty rank as defined by the CFRPA-LS.
2.1. Exceptions to the requirement of a PhD or equivalent research doctorate qualification

(e.g., DSc, EdD, etc.) in the discipline or allied field
2.1.1. The practical impossibility of one’s obtaining a doctorate degree. In this case,
the circumstances must be evidenced by definite and sound reasons. The
presented reasons of the faculty member are going to be investigated by the
evaluators and reviewed by the CFRPA-LS.
2.1.2. Exceptional contribution to the educational program of the Loyola Schools, its
administration, or service to the community and/or the university.
2.2. Exceptions to the requirement of competence in the field of teaching:
2.2.1. Temporary assignment of the faculty member as a full-time research faculty

member, as approved by the Department Chair/Program Director and the
Dean.
2.2.2. Temporary assignment of the faculty member as a full-time administrator

either in the Loyola Schools or in another unit of the Ateneo de Manila
University, as approved by the Department Chair/Program Director and the
Dean.
2.3. Exceptions to the requirement of research and/or creative work:
2.3.1. Advancement to the rank of Assistant Professor or to the rank of Associate

Professor:
2.3.1.1. Definite and valid reasons for not engaging in research and/or
creative work. The reasons must be supported by evidence, which are
subject to the investigation by the evaluators and review of the
CFRPA-LS.
2.3.1.2. Evidence of high-level of competence in teaching and in the

performance of University responsibilities.

2.3.1.3. Evidence of sustained scholarly interest and engagement in the
discipline
2.3.1.4. Minimum of five (5) academic years in the rank of Instructor for
promotion to the rank of Assistant Professor (with MA); minimum of
five (5) academic years in the rank of Assistant Professor (with PhD)
for promotion to the rank of Associate Professor.
2.3.2. Advancement to the rank of Professor:
2.3.2.1. Definite evidence of distinguished performance in teaching and

advising of students, as well as mentoring of junior faculty members
in their research and/or creative work.
2.3.2.2. Definite recognition by peers as a master in one’s discipline.
2.4. Other exceptions to the norms for promotion
Other exceptions to the norms for promotion in faculty ranks may be identified by the
CFRPA-LS and are to be communicated to the faculty members of the Loyola Schools.
3. Application for Promotion in Faculty Rank
3.1. In September of each academic year, the VPLS announces the period for application
for promotion in faculty rank.
3.2. Eligible faculty members submit to the VPLS the Application for Promotion Form along
with the supporting documents in the areas of teaching, research and/or creative
work, and service to the community and/or the University.
The submitted application form and the supporting documents are available to the
evaluators for review.
3.3. The Dean, Department Chair/Program Director, and at least three (3) senior regular
faculty members (two [2] of whom may be suggested by the applicant) serve as the
main evaluators of the application for promotion in faculty rank.
Evaluations are made on the specified form. The procedures follow the process and
timeframe set by the CFRPA-LS. Evaluations are strictly confidential. The files of the
CFRPA-LS are kept in the VPLS.
3.4. Recommendations for promotion in faculty rank are considered only within the
announced application and evaluation periods.
3.5. The CFRPA-LS submits its recommendations to the President of the University in
writing.
The reasons for or against the promotion to the higher faculty rank are stated in the
recommendation letter of the CFRPA-LS that is submitted to the President of the
University, who reviews the reasons and makes the final decision on the application
for promotion.
3.6. The President of the University informs the applicant faculty member in person on the
outcome of the application for promotion in faculty rank.

3.7. If the application for promotion in faculty rank is not approved, the faculty member
may file an appeal with the President of the University. He/She may submit additional
supporting documents for consideration. The President of the University may request
the CFRPA-LS to revisit the faculty member’s application for promotion in faculty
rank. The CFRPA-LS may submit a new recommendation or affirm its earlier
recommendation.
3.8. The promotions in faculty rank take effect at the start of the following academic year.
4. Nomination for the Academic Title of Professor Emeritus
4.1. A regular faculty member’s elevation to the academic title “Professor Emeritus” is
initiated strictly by nomination. Self-nomination is not allowed.
Following are the considerations:
4.1.1. Any regular faculty member of the Loyola Schools, the Department Chair/
Program Director, or the Dean may nominate retiring or retired faculty
members for the academic title “Professor Emeritus”.
4.1.2. The curriculum vitae obtained from the Annual Faculty Activity Report (AFAR)
of the retiring or retired Professor, along with the recommendations of the
Department Chair/Program Director and of the Dean, is submitted by the
Dean to the VPLS.
At least two (2) evaluators appointed by the Dean (one [1] of whom is from a
Department/Program outside of the nominee’s) submit their
recommendations to the VPLS through the Office of the Dean.
4.1.3. The VPLS evaluates the nomination, makes a recommendation, and forwards
all supporting documents to the CFRPA-LS.
4.1.4. The CFRPA-LS reviews the nomination, the recommendations, and the
supporting documents, and makes a recommendation to the Board of Trustees
of the Ateneo de Manila University through the President of the University.
The CFRPA-LS uses the norms of teaching, research and/or creative work, and
service to the community and/or the University in reviewing the nomination
for the academic title of “Professors Emeritus”.
4.1.5. If the Board of Trustees of Ateneo de Manila University decides to award the
title, the faculty title “Professor Emeritus” is conferred by the President of the
University on the retiring or retired Professor.
Sec V: Unranked Faculty Members
Unranked faculty members in the Loyola Schools are Assistant Instructors, Lecturers, Adjunct
Professor, and Visiting Professor.
1. Norms for Assistant Instructor
1.1. Assistant Instructors are contractual full-time faculty members who do not qualify as
Instructor because of their lack of a master’s degree in the discipline or an allied field,

or an accepted equivalent qualification. They are appointed by the President of the
University on the recommendation of the VPLS, the Dean, and the Department Chair/
Program Director on account of their commendable teaching ability, their capacity for
acquiring the appropriate higher academic degree qualification, and good potential
for research and scholarly work.
1.2. Assistant Instructors who provide evidence of their having completed at least twelve
(12) units towards a master’s degree may qualify for an upgrade in pay level from Pay
Level I to Pay Level II. The upgrade in pay level takes effect at the start of the
academic term closest to their submission to the VPLS of an official certification,
endorsed by the Department Chair/Program Director.
1.3. Assistant Instructors who do not meet the eligibility requirements for the rank of
Instructor after three (3) academic years are not renewed as contractual full-time
faculty members in the Loyola Schools. Their appointment will be allowed to expire by
the end of the third year contract and, thereafter, he/she cannot be rehired in the
Loyola Schools in the succeeding academic year, whether on a part-time or a full-time
faculty status. This condition does not prevent such faculty member from applying for
a contractual appointment in the Loyola Schools after one (1) academic year.
1.4. When the Department/Program considers faculty members for permanency in the
Loyola Schools, Assistant Instructors who meet the eligibility requirement for the rank
of Instructor but are still contractual full-time faculty members because of the lack of
a regular salaried item are given priority over Assistant Instructors who do not meet
the eligibility requirements for the rank of Instructor.
2. Norms for Lecturer
“Lecturer” is the academic title given to part-time faculty members in the Loyola Schools.
2.1. Lecturers whose academic degree or an accepted equivalent qualification would

otherwise meet the requirement for a particular faculty rank may be nominated by the
Department Chair/Program Director for the designation of “Lecturer with faculty
rank of Assistant Professor”, “Lecturer with faculty rank of Associate Professor” or
“Lecturer with faculty rank of Professor”, whichever one is most appropriate. The
nominations are subject to the review of the CFPRA-LS and the approval of the
President of the University.
2.2. Lecturers who were previously full-time faculty members in the Loyola Schools and
who were conferred an academic rank by the President of the University may use the
designation of “Lecturer with faculty rank of Assistant Professor”, “Lecturer with
faculty rank of Associate Professor” or “Lecturer with faculty rank of Professor,”
whichever one is most appropriate.
3. Norms for Other Faculty Members
3.1. The conferment of the academic title of “Affiliate Professor” or “Affiliate Lecturer” is
subject to the nomination of the Department/Program, the endorsement of the Dean
and VPLS, the review of the CFRPA-LS, and the approval of the President of the
University. The appointment of an Affiliate Professor or Affiliate Lecturer is valid up to
one (1) year but may be renewed. Renewing the appointment of an Affiliate Professor
or Affiliate Lecturer is subject to the same process.

3.2. The conferment of the academic title of “Professor of Practice” is subject to the
nomination of the Department/Program, the endorsement of the Dean and VPLS, the
review of the CFRPA-LS, and the approval of the President of the University. The
appointment of a Professor of Practice is valid up to one (1) year but may be renewed.
Renewing the appointment of a Professor of Practice is subject to the same process.
3.3. The conferment of the academic title of “Visiting Faculty” is subject to the nomination
of the Department/Program, the endorsement of the Dean, and the approval of the
VPLS. Renewing the appointment of a Visiting Faculty is subject to the same process.
Sec VI: Annual Faculty Performance Evaluation
Faculty members are evaluated in the areas of teaching, research and/or creative work, and
service to the community and/or the University. The annual performance evaluation process
begins at the start of the academic year.
1. Period of Faculty Performance Evaluation
Regular and contractual full-time faculty members undergo performance evaluation every
academic year.
Faculty members with the rank of Professor or Associate Professor may opt not to be
evaluated in an even-numbered calendar year.
2. Procedures for the Faculty Performance Evaluation
2.1. Evaluation of regular and contractual full-time faculty members:
2.1.1. The Department Chair/Program Director, an evaluator chosen by the regular

or contractual full-time faculty member, and another evaluator chosen by the
Dean conduct the faculty performance evaluation. If possible, the evaluators
are in the same rank as or of higher rank than the faculty member being
evaluated.
The Dean may ask Associate Deans to be evaluators.
2.1.2. The standard forms for the faculty performance evaluation are distributed to
the evaluators. The evaluators are to consider the following items in their
evaluation:
2.1.2.1. Annual Faculty Activity Report (AFAR)
Regular and contractual full-time faculty members accomplish and

submit the AFAR online and send the pertinent supporting
documents to the Dean. They identify the relative weight of each
performance area (teaching, research and/or creative work, and
service to the community and/or the University) within the ranges
allowed for their faculty rank.
The AFAR is submitted within the prescribed deadline. Delay in its

submission affects the disbursement of the merit increase for the
academic year.

2.1.2.2. Classroom observation
The evaluators are strongly urged to observe the class of the faculty
member being evaluated. Other valid methods of evaluating teaching
performance may be used and should be indicated in the evaluation.
2.1.2.3. Student evaluation
Feedback from students is an important source of information for a

comprehensive and fair assessment of a faculty member’s
performance.
Student evaluations are conducted in the intersession and in each

semester using the standard student evaluation form. The results of
the student evaluations are made available to the evaluators.
2.1.3. The evaluators complete the faculty evaluation forms and justify their ratings.
The evaluators are expected to return the completed faculty evaluation forms
to the Dean in a sealed envelope marked “Confidential” on or before a
specified date.
2.1.4. The Dean reviews the results of the faculty evaluation and discusses them
with the Department Chair/Program Director. Based on this consultation, the
Dean submits his/her recommendations to the VPLS for approval.
2.1.5. The final evaluation rating of the regular or the contractual full-time faculty
member constitutes the basis for the merit increase that the OHRMOD will
implement in September. Faculty members who fail to submit their AFAR or
fail to have themselves evaluated disqualify themselves from the annual merit
increase. Professors and Associate Professors who opted not to be evaluated
in an even-numbered calendar year receive a merit increase based on their
faculty evaluations from the previous academic year.
2.1.6. The VPLS reviews and decides on the evaluation ratings, which are then
forwarded to OHRMOD for implementation of merit increase.
The Department Chair/Program Director is expected to discuss the faculty

evaluation results with the concerned faculty members.
A regular or contractual full-time faculty member may request to discuss or

review his/her evaluation with the Dean.
2.1.7. The performance evaluation of Research and Creative Work (RCW) Faculty is
based largely on their research and/or creative work.
2.1.8. The outcomes of the faculty evaluation are confidential.
2.2. Evaluation of Associate Professors and Professors on Sabbatical Leave:
2.2.1. The evaluation of Associate Professors and Professors on Sabbatical Leave

follows procedures similar to those for the evaluation of regular and
contractual full-time faculty members, in general.

Professors and Associate Professors who opted not to be evaluated in an
even-numbered calendar year receive a merit increase based on their faculty
evaluations from the previous academic year.
2.2.2. Associate Professors and Professors on Sabbatical Leave are expected to

accomplish the AFAR indicating the period of Sabbatical Leave.
2.2.3. Associate Professors and Professors on Sabbatical Leave submit to their

Department Chairs/Program Directors two reports: Mid-year Sabbatical Leave
Report and Year-end Sabbatical Leave Report. These reports outline their
activities during the period and are submitted together with pertinent
supporting documents.
2.2.4. The Dean requests the Department Chair/Program Director and an evaluator
with faculty rank of Associate Professor or Professor to write a qualitative
evaluation of the faculty member based on the Sabbatical Leave Reports.
to the Dean in a sealed envelope marked “Confidential” on or before a date
specified.
2.3. Evaluation procedures for Department Chairs/Program Directors:
2.3.1. The evaluation of Department Chairs/Program Directors follows similar

procedures as those of regular and contractual full-time faculty members, in
general. Department Chairs/Program Directors identify the weight of each
performance area within the range allowed for the administrators. In addition,
they are expected to accomplish an Annual Administrator’s Activity Report to
the Dean.
2.3.2. Department Chair/Program Director are evaluated by two (2) regular faculty
members in the Loyola Schools. One evaluator is chosen by the Department
Chair/Program Director and another chosen by the Dean.
The Dean may also ask Associate Deans to do the evaluations.
2.3.3. Evaluators assess the performance of the Department Chair/Program

Director. The evaluations are indicated under the category of service to the
community and/or the University.
to the Dean in a sealed envelope marked “Confidential” on or before a date
specified.
2.3.5. The Dean provides feedback to the Department Chair/Program Director on

the outcome of the evaluation and evaluation rating.
A Department Chair/Program Director may ask the VPLS to review the

evaluation.

Sec VII: Retirement of Faculty Members
1. Retirement of Non-Jesuit Faculty Members
1.1. The normal retirement age of regular faculty members is sixty (60). Retirement starts
after the last day of the academic year in which the regular faculty member reaches
the age of sixty (60) or the actual 60th birthday if it falls in the intersession.
1.2. Regular faculty members who opt to retire earlier than the normal retirement date
receive retirement benefits according to the vesting percentage as specified in the
Retirement Plan of the Ateneo de Manila University
2. Retirement of Jesuit Faculty Members
Jesuits do not have mandatory retirement but are identified as retired at age sixty (60).
2.1. Jesuits, ages sixty to sixty-five (60-65), may be rehired by the Loyola Schools and may
be given a faculty load of up to thirty (30) units in an academic year. The decision to
rehire Jesuits, ages sixty-five (60-65), is subject to the approval of the President of the
University.
2.2. Jesuits who are sixty-six (66) or older may be rehired by the Loyola Schools but may
receive a faculty load of no more than fifteen (15) units in an academic year. The
decision to rehire Jesuits at age sixty-six (66) and beyond is subject to the approval of
the President of the University and the Board of Trustees.
Sec VIII: Resignation and Termination
1. Resignation
1.1. A faculty member may tender his/her resignation from the Loyola Schools. The
resignation ends his/her appointment in the Loyola Schools.
1.2. A faculty member who wishes to tender his/her resignation from the Loyola Schools
must submit a thirty (30)-day prior written notice to the Department Chair/Program
Director. His/Her resignation is subject to the acceptance of the Department Chair/
Program Director and the Dean.
2. Suspension or Termination of Employment
A regular faculty member may be suspended or removed from the faculty roster of the
Loyola Schools for causes authorized by law and/or by Ateneo de Manila University and only
after due process. The CHED’s Manual of Regulations for Private Higher Education, the
DOLE’s Department Order No. 147 s.2015, and the Ateneo de Manila University’s Employee
Code of Discipline enumerate the causes authorized by law for the suspension or termination
of employment and describe the procedure to comply with the requirement of due process.

PART III
Teaching, Research and/or Creative Work,
Service to the Community and/or the University
Sec I: Teaching Duties and Responsibilities
1. Teaching and Class Load
1.1. The number of students in a particular class is determined by the nature of the
course, the limitations on flexibility resulting from the nature of some courses, and
the CHED guidelines on class size.
1.2. For the computation of faculty load, one (1) hour in a semester or an intersession is
computed as one (1) unit for a regular class size. Exceptions to this norm are outlined
below.
1.3. The regular class size is twelve to forty (12-40) students. The Department Chair/
Program Director has the prerogative to assign a class that is smaller or larger than
the regular class size subject to the approval by the Dean.
1.4. Multiple sections taught by the same faculty member at the same time slot and in the
same venue are to be counted as one (1) class.
1.5. Classes with fewer than twelve (12) students are to be avoided.
Undergraduate classes that are composed of one to five (1-5) students and graduate
classes that are composed of one to three (1-3) students are taught as strictly tutorial
classes.
Undergraduate classes with six to eleven (6-11) students and graduate classes with
four to eleven (4-11) students are also considered as tutorial classes; however, a waiver
of this requirement may be requested by the Department Chair/Program Director
from the Dean to consider these as regular classes based on substantial reasons that
cover exceptional circumstances.
The compensation for a tutorial class is computed on a per-student basis.
1.6. Undergraduate classes with forty (40) or more students are normally taught by
Associate Professors or Professors. The intention behind large classes is to provide
more students with the opportunity to be taught by senior faculty members who have
been acclaimed for their depth of knowledge, expert teaching, and wisdom in the
Loyola Schools. If a Department/Program seeks to offer a large class taught by
someone other than an Associate Professor or a Professor, the Department Chair/
Program Director must request for a waiver of the requirement from the Dean.
1.7. Magisterial undergraduate classes with eighty to one hundred and twenty (80-120)
students are normally taught by Associate Professors or Professors who are assisted
by at least one (1) junior faculty member or teaching assistant. The intention behind
large classes is to provide more students with the opportunity to be taught by senior
faculty members who have been acclaimed for their depth of knowledge, expert
teaching, and wisdom in the Loyola Schools. At the same time, magisterial

undergraduate classes allow for the senior faculty members to mentor junior faculty
members or teaching assistants.
1.8. The equivalent teaching loads of classes that are larger than the regular class size are
adjusted accordingly, in accordance with the Loyola Schools guidelines for class size.
1.9. Because of the nature of some laboratory courses with respect to class size and the
degree of supervision required during the laboratory period, the faculty load for such
courses is credited according to a table of computation drawn up by the Dean in
consultation with the Department Chairs/Programs Directors of the Departments/
Programs concerned.
2. Teaching Assignment, Schedule, and Registration
2.1. Teaching assignments and teaching hours are scheduled by the Registrar in
consultation with the Department Chair/Program Director.
2.2. The day, time, and location of a class may not be changed without the approval of the
Registrar. Requests for such approval must be filed with and endorsed by the
Department Chair/Program Director.
2.3. Full-time faculty members are expected to be free for any time slot in the regular
class schedules in the Loyola Schools. Teaching assignments at the Loyola Schools
should be given priority over their other professional commitments.
2.4. Registration is handled by the Registrar and the Office of Management Information
Systems (OMIS), assisted by the Offices of Associate Deans, the Schools, and the
Departments/Programs.
First year students' blocks and schedules are handled by the Registrar.
Sophomore blocks and schedules are handled by the Associate Dean for Academic
Affairs (ADAA).
2.5. Each student in the Loyola Schools has an Individual Program of Study (IPS) on the
Ateneo Integrated Student Information System (AISIS). The default IPS is the official
curriculum of the student’s concentration.
Departments/Programs use the information/advisement summary available on AISIS

to determine their course offerings and the number of sections for each course.
Each IPS is approved by the Department Chair/Program Director. Any change must be
updated in the IPS on AISIS, especially in cases of failure or shifting. Failure to update
the IPS may result in a lack or an excess of sections and/or teachers. In effect,
students may experience delays and/or disruptions in their program/plan of study.
2.6. Academic advisement for each intersession or each semester is done in the previous
semester. Advisement should be completed before the days scheduled for Online
Enlistment of courses.
Department Chairs/Program Directors should use the advisement period to interview

and advise students with regard to their academic program. Such is important for
third and fourth year students and other students with irregular loads, as well as
graduate students.

2.7. Students are considered officially enrolled in the Loyola Schools only after they have
completed the registration process:
● They have enlisted in their required courses;
● They have paid the assessed fees; and
● They have had their IDs validated at the Office for Student Services (OSS)
Students should complete the registration process within the prescribed registration
period.
Students who are not officially enrolled in the Loyola Schools should not be allowed to
participate in the classes (e.g., join groups, submit papers, take examinations) nor
should they be given grades or endorsements at the end of the semester. The Loyola
Schools will not recognize grades given by teachers to students who are not officially
enrolled.
Students who are unable to complete their registration because of special

circumstances should be instructed to go to the Registrar immediately so that they
can execute any document necessary for them to be added to the official class list
subject to the requirements of the Registrar.
2.8. The official class list for each course is reflected on the AISIS.
2.9. The Bulletin of Information is the official publication of academic offerings and
requirements in the Loyola Schools. Faculty members are expected to be acquainted
with its contents in order to properly advise and assist students. Reference copies of
the Bulletin of Information are available in each Department/Program and at the
Loyola Schools website.
3. Faculty Punctuality, Attendance, and Make-up Class
3.1. Punctuality and regular attendance are expected of all faculty members.
3.2. If a faculty member is not in class at the prescribed time and has not informed
students of an anticipated delay in his/her arrival, the students observe the required
waiting time: ten (10) minutes for classes that are one (1)-hour long, fifteen (15)
minutes for classes that are one hour and a half (1.5) hours long, and thirty (30)
minutes for classes that are at least three (3) hours long. After the prescribed waiting
time, the class may consider itself dismissed. But the students are to wait for the
faculty member if they were informed beforehand of an anticipated delay in arrival.
3.3. If a faculty member is unable to come to class because of illness, an emergency, or

other reason, he/she should notify the Department Chair/Program Director or, in the
absence of the Department Chair/Program Director, the ADAA or the Associate Dean
for Graduate Programs (ADGP) about the absence. In this case, the faculty member
may send a substitute or give an assignment for the class to do in his/her absence.
3.4. Make-up class is held outside the regular class schedule in order to make up for the
missed class because of the absence of the faculty member or because of class
suspension.

3.4.1. Students are not required to attend a make-up class; they are, however,
responsible for the class matters discussed and the work given during the
make-up class. In-person make-up class must be held on campus.
3.4.2. The schedule of the make-up class is arranged by the faculty member with the
agreement of the students. An in-person make-up class or a virtual make-up
class should not be scheduled outside of regular school hours nor on a Sunday
or on a holiday.
4. Class Syllabus
4.1. Faculty members are expected to upload their class syllabi on AISIS before the start of
each term.
4.2. The class syllabus should include the following information:
● Course description
● Learning outcomes
● Course outline
● Required readings
● Suggested readings
● Course requirements
● Grading system
● Classroom policies
● Consultation hours.
5. Classroom Procedures
5.1. Bells
Two successive bells with a ten (10)-minute interval indicate the end of the previous
class and the beginning of the next class, respectively. Faculty members and students
are expected to be in their classrooms before the second bell.
At the end of the class session, the faculty member is requested to see to it that the
classroom is in order for the next class. The room should have been vacated and ready
for the next class before the sound of the second bell.
5.2. Prayer
Faculty members are encouraged to begin each class with a prayer, in keeping with
the aims and purposes of the Ateneo de Manila University as a Catholic University.
5.3. Class Beadle
Faculty members must assign a student as class beadle for each class. The class beadle
is to report the absence or the tardiness of a faculty member as well as to report
major changes in the course requirements and course grading system to the ADAA for

undergraduate classes or to the ADGDP for graduate classes. The revisions to the
syllabus after the start of an academic term requires the agreement of the students
and the approval of the Department Chair/Program Director.
The faculty member may ask the class beadle to perform additional duties, such as:
● Assisting in keeping attendance records
● Assisting in erasing boards and switching off projectors, lights, and fans at the
end of class
● Assisting in disseminating information from the faculty member to the class
● Assisting in collecting class materials
5.4. Student Attendance
5.4.1. Students are expected to attend all scheduled classes. Faculty members are
expected to check and monitor attendance of their students. Any absence
from class is the responsibility of the student.
5.4.2. Except in laboratory classes, the maximum number of allowable hours that a
student may be absent from a class in a semester must not exceed three (3)
times the number of units of the course. For a three (3)-unit class, a student
may not exceed nine (9) absences in an hour-long class or six (6) absences in
an hour and a half (1.5) long class.
The maximum number of allowable absences in science laboratory classes is

three (3) laboratory sessions. The maximum number of allowable absences in
psychology laboratory classes is two (2) laboratory sessions.
5.4.3. There is no distinction between excused and unexcused absences.
At the discretion of the faculty member, tardiness may be recorded as an

absence or half-absence as long as this policy is clearly articulated in the
syllabus that the students receive.
5.4.4. Students with absences more than the maximum allowable number receive a
grade of W.
Class hours lost due to late registration are considered as absences.
5.4.5. Except in laboratory courses, students who were on the Dean’s List in the
previous semester are allowed unlimited absences unless the faculty member
specifies otherwise in the class syllabus. These students are not excused from
taking examinations.
6. Assessment, Proctoring Examinations, and Grading
6.1. Class requirements
6.1.1. A major requirement is a requirement that constitutes twenty percent (20%)

or more of the final grade. A minor requirement is a requirement that
constitutes less than twenty percent (20%) of the final grade. Apart from
examinations and other major requirements, faculty members are encouraged

to continually assess the performance of the students throughout the
semester through minor requirements such as quizzes.
6.1.2. At the beginning of each semester, faculty members are expected to inform
their students about how class performance shall be evaluated.
6.1.3. Students must be informed no less than one (1) week in advance for long
examinations and no less than two (2) weeks in advance for midterms and/or
final examinations.
6.1.4. Students must be informed of other major requirements such as papers and
projects within the first three (3) weeks of the semester.
6.1.5. Absences cannot be used as a basis for giving students a lower grade. If
students exceed the maximum number of allowable absences, they are given a
grade of W.
6.1.6. Upon the presentation of relevant documents, students have the right to do
make-up work in the event that they cannot accomplish major requirements
because of a grave reason or because they are representing the Loyola Schools
or Ateneo de Manila University in an official capacity (e.g., cultural
performances, athletic competitions, debates, etc.).
6.1.7. Faculty members are expected to return written requirements promptly so

that students may be informed of their progress. Students have a right to have
enough information about their class standing before the final examination.
6.1.8. Final examinations are given on scheduled dates at the end of the semester.
The final examinations schedule is issued by the Registrar after consultation
with the Deans and the VPLS. Special final examinations outside the scheduled
dates may be requested by students or faculty members, and are subject to the
approval of the Department Chair/Program Director, the Registrar, and the
Dean.
6.2. Proctoring examinations
Faculty members are expected to proctor their examinations. Proctoring an

examination is a serious responsibility and should not be assigned to non-faculty
members.
6.3. Grading system for undergraduate students
The undergraduate student and the Dean are entitled to information on the student’s
performance in the course. Faculty members must be able to justify the grades they
give to their students. At the beginning of every semester, undergraduate students
have the right to know how they will be graded in the course.
The academic performance of students is expressed by the marks they receive in the
subjects enrolled. These marks, their respective meanings, and corresponding quality
point values, are as follows:

Letter Grade Interpretation
Fulfillment of the requirements set for the subject to a high degree of academic
A performance as shown by both an intelligent grasp and superior critical
appreciation of the course content. Quality Point Value: 4.0
Fulfillment of the requirements set for the subject to a degree above satisfactory
B performance as shown by both an intelligent grasp and rudimentary critical
appreciation of the course content. Quality Point Value: 3.0
Satisfactory fulfillment of the requirements set for the subject as shown by a
C
fairly intelligent grasp of the course content. Quality Point Value: 2.0
Passing fulfillment of the minimum requirements for the subject. Quality Point
D
Value: 1.0
Failure: Non-fulfillment of minimum requirements for the subject. Quality Point
F
Value: 0.0
W Withdrawal from a subject without permission; Quality Point Value: 0.0
The grades of B+ (Quality Point Value: 3.5) and C+ (Quality Point Value: 2.5) are given in
those inevitable borderline cases which, in the professor’s estimation, do not merit the
higher grade and at the same time definitely deserve better than the lower grade or
mark.
The following supplementary marks may appear on a student’s report. They are not
included in the computation of the Quality Point Index (QPI).

INC Incomplete (temporary grade)
NE No final examination (temporary grade)
WP Withdrawal from a subject with permission; no Quality Point Value
AUD Audit; no Quality Point Value
Satisfactory performance in a remedial, non-academic, or non-required subject;
S
No Quality Point Value
Unsatisfactory performance in a remedial, non-academic, or non-required
U
subject; no Quality Point Value
6.4. Quality Point Index for undergraduate students
The Quality Point Index (QPI) is a measure of a student’s overall academic

performance in an academic term. As such, the student’s promotion, graduation, or
separation from the Loyola Schools is determined by whether or not the QPI
requirement for a given academic year is satisfied.
The QPI for an academic term or the academic year is computed as follows:
● Multiplying the quality point value of the letter grade by the number of units of
credits in the course for all courses taken in an academic term or the academic
year.
● Adding the products and dividing the result by the total number of units taken in
an academic term or the academic year.

● The QPI does not include the grades obtained in basic and bridging courses, PE,
and NSTP.
The promotion, graduation, or separation of undergraduate students from the Loyola

Schools is determined by whether or not the QPI requirement for a given academic
year is satisfied.
Advisory grades for courses taken during an academic term are given to all first year,
transfer, and probationary students during the tenth week of instruction. These
grades represent the instructor’s evaluation of the students’ performance for the
period. Faculty members may use these grades as they wish when they determine the
student’s final mark. Advisory grades do not appear in the transcript of records.
6.5. Grading system for graduate students
The graduate student and the Dean are entitled to information on a student’s
performance in the course. Faculty members must be able to justify their grades. At
the beginning of every semester, graduate students have the right to know how they
will be graded in the course.
Final grades for graduate students are designated by letters and use a grading system
that is different from the undergraduate grading system:

A Excellent performance; Quality Point Value: 4.00
A- Very good performance; Quality Point Value: 3.67
B+ Good performance; Quality Point Value: 3.33
B Satisfactory performance; Quality Point Value: 3.00
C Unsatisfactory performance; Quality Point Value: 2.00
F Failure due to academic deficiency; Quality Point Value: 0.00
W Number of allowable absences for a course exceeded
Incomplete grade given at the discretion of the instructor, owing to the student’s
INC
failure to submit course requirements
Withdrawal from class with permission of the Department Chair/Program
WP
Director, the ADGP, and the Registrar
6.6. Retention policy for graduate students
For graduate students, no grade below B will be accepted for credit. Graduate
students who obtained two (2) F grades, three (3) C grades, or a combination of two (2)
C grades and one (1) F grade are automatically dropped from the Graduate School.
No conditional examinations are given to graduate students.
7. Submission of Grades
Faculty members are expected to submit final grades following the prescribed deadlines.
Failure to comply with the deadlines for grades unreasonably prejudices the student’s right
to the prompt release of grades, imposes on the student undue inconvenience in registering

for the following semester, and adds substantially to the workload of the various offices in
the Loyola Schools.
8. Change of Grade Procedures
Once a faculty member has submitted the grading sheet for recording, or the Department
Chair/Program Director has submitted the online grading sheet, the mark is final.
A faculty member who requests a change or rectification of a grade after it has been
submitted for recording must submit the request, along with the reason for changing the
grade, to the Committee on Standards, which will then deliberate on the case.
9. Archiving Examinations
Because of the occasional but important need to re-check student performance, and in
accordance with CHED regulations, faculty members should submit the final examination
papers to their Department/Program, which will keep them on file for one (1) year. In
addition, faculty members are expected to retain their class records (showing grades and
information on the attendance of students) for at least one (1) year.
10. Student Consultations
10.1. Faculty members are expected to engage in student consultations outside of regular
classroom time. Faculty members should provide ample opportunity and set
consultation hours for in-person student consultations.
10.2. In-person student consultations should be done on campus, in rooms designated for
consultation, and should not be scheduled outside of regular school hours nor on a
Sunday or on a holiday.
10.3. Regular and contractual full-time faculty members are expected to set a minimum of
one (1) hour a week in the intersession and a minimum of four (4) hours a week during
the semester for student consultation hours.
10.4. Part-time faculty members are encouraged to set an ample amount of time for
student consultation (approximately one [1] hour a week for every three [3] units
taught). They are expected to inform their students on how student consultation
hours can be scheduled with them.
10.5. Faculty members may require students to consult with them.
11. Academic Integrity and Academic Rights of Students
Faculty members are expected to protect the academic integrity and to respect the academic
rights of students.
11.1. Faculty members are expected to proctor their examinations. Proctoring an

examination is a serious responsibility and should not be assigned to non-faculty
members.
11.2. Faculty members are expected to be familiar with the Loyola Schools Code of Academic
Integrity, the Code of Conduct in the Loyola Schools Undergraduate and Graduate
Student Handbooks, the Magna Carta of Undergraduate Student Rights, the Magna
Carta of Graduate Student Rights, the Loyola Schools General and Academic
Regulations, and the Loyola Schools Academic Procedures.

If a faculty member is certain that a student has been dishonest in the course of a
written examination, he/she must take the student’s paper, dismiss the student from
the room, and report the matter in writing to the OSS for appropriate action. Cases of
dishonesty in other requirements should similarly be reported to the OSS. The
minimum penalty for cheating of any kind is a failure in the requirement in which the
instance of cheating was committed. Further disciplinary action may be sought
through the Discipline Committee of the Loyola Schools.
12. Teaching and Community Involvement
Faculty members are encouraged to participate in the work of making their students socially
aware and socially involved through the content of their classes as well as by establishing,
when possible, service-learning activities.
12.1. The term “service-learning” refers to “a credit-bearing educational experience in

which students participate in an organized service activity that meets” the needs of a
community or social/cultural development institution and “reflect on the service
activity in such a way as to gain further understanding of course content, a broader
appreciation of the discipline, and an enhanced sense of civic responsibility” (See
Bringle & Hatcher [1996], “Implementing Service Learning in Higher Education,”
Journal of Higher Education, vol. 67, no. 2, pp. 221-239).
12.2. Faculty members who need assistance in exploring possibilities and establishing
service learning in courses are encouraged to consult the Coordinator for Faculty
Social Involvement and the Office for Social Concern and Involvement (OSCI).
12.3. The Ateneo Social Civic Engagement for National Development Award (ASCEND Award)
is given every year per School for undergraduate and graduate student projects that
have the most social impact. Faculty members are encouraged to submit nominations
for this award toward the end of each school year.
Sec II: Research and/or Creative Work
1. Research and Creative Work
1.1. Faculty members are expected to engage in research and/or creative work not only
for them to contribute to and apply knowledge but also to reinforce and vitalize
teaching.
1.2. Faculty members are encouraged to align their research and/or creative work with
the research agenda of their Department/Program, School, Loyola Schools, and
Ateneo de Manila University.
1.3. Research and/or creative work may be defined as the deliberative and orderly pursuit
of truth in all its forms. It aims at opening new paths of intellectual exploration and
pursuing scholarly investigation using the appropriate methodologies of one’s
discipline. It encompasses the following activities: the discovery of new knowledge
and original insights that expand human understanding; the application of existing
knowledge to address social and practical issues; the development of new and better
means of facilitating the teaching, learning, or understanding of what is already
known; and the creative work, including artistic creation or expression.

1.4. The output of research includes published books, journal articles, research reports,
public lectures, scholarly translations, etc.
The output of creative work includes literary publications, artistic productions, new
products or programs, etc.
Textbook-writing and publishing may also be an important form of scholarship if the

work is a product of research and/or creative work and makes a novel contribution to
the discipline in terms of content and/or methodology.
2. Structures for Research and Creative Work
There are structures in the Loyola Schools that support research and/or creative work.
2.1. The ADRCW promotes research and creative work, linkages pertaining to research
and creative work, and coordinates with relevant University offices and external
bodies on the research and creative work of faculty members and other research
initiatives in the Loyola Schools.
2.2. Each School in the Loyola Schools has a Research Coordinator who is designated by
the Dean and/or the ADRCW to promote research and/or creative work in the School.
The Research Coordinator also assists the ADRCW in crafting and reviewing policies
and guidelines pertaining to publication and creative output awards and other related
initiatives.
2.3. The Committee on Scholarly Work reviews and develops policies and guidelines
pertaining to research and/or creative work and grants. It screens and recommends
recipients for the Loyola Schools Scholarly Work Publications Awards, monitors RCW
Faculty, and does other functions as the School Council may deem important for the
Loyola Schools.
2.4. The Loyola Schools is a member of the University Research Ethics Committee (UREC),
a Committee under the President of the University. The UREC conducts ethics review
of and approves research protocols involving human participants for compliance with
national and international standards.
The Loyola Schools panel consists of representatives from the five Schools, who are
nominated by the Deans and appointed by the President of the University.
The University Research Ethics Office (UREO) receives applications for ethics
clearance, and coordinates with the UREC for review and approval of these
applications.
2.5. Faculty members may make use of facilities, apparatus, or equipment in the Loyola
Schools for research and/or creative work, subject to the approval of the property
custodian. They should coordinate the use of facilities, apparatus, or equipment so
that their research and/or creative work do not interfere with instruction.
Faculty members are informed accordingly when an apparatus or equipment cannot

be used without supervision by the property custodian or his/her representative. The
property custodian or representative may arrange to provide a suitable operator. A
reasonable fee may be charged for his/her service.

2.6. Faculty members have full and free disposal of their books, articles, and other
publications.
If the research/creative work was funded by the University Research Council (URC),
then the faculty member may not sell any part of the research without coming to an
official understanding with the URC regarding the equitable sharing of royalties or any
other satisfactory arrangement.
2.7. Regular and contractual full-time faculty members can apply for RCW load of up to
twenty-four (24) units per academic year for two (2) academic years. RCW Faculty
members continue to participate in Department/Program, School, Loyola Schools, or
Ateneo de Manila University work, activities, community celebrations, and events.
(See also Part V, Section II, No. 5: Loyola Schools RCW Faculty Track Grants)
2.8. Current regular/contractual or incoming contractual faculty members who received

their doctoral degrees within the past five (5) years can apply for an Early Career
Publication Support of up to twenty-four (24) units for an academic year. Upon the
successful completion of the first year of the grant, the recipient may apply for an
extension of up to one (1) academic year, but with a different set of output whose
quantity may vary depending on the length of the extension. Faculty members who
receive an Early Career Publication Support participate in Department/Program,
School, Loyola Schools, or Ateneo de Manila University work, activities, community
celebrations, and events. (See also Part V, Section II, No. 6:: Loyola Schools Early
Career Publication Support)
Sec III: Service to the Community and/or the University
1. University Service
1.1. Faculty members are expected to attend Department/Program meetings and assist in
Department/Program administrative matters when asked to do so.
1.2. Faculty members are expected to serve on Department/Program, School, Loyola

Schools, or Ateneo de Manila University committees and boards. They are expected to
participate in academic planning and assist in the administration of the Department/
Program, School, Loyola Schools, and Ateneo de Manila University. They are further
encouraged to provide professional or volunteer assistance to the other units of
2. Student Formation
2.1. Following the principle of cura personalis, faculty members are expected to
demonstrate personal care for the holistic formation of their students.
2.2. Faculty members are expected to assist in student formation by acting as moderators
for student organizations, coaches of student teams, and/or mentors of individual
students.
2.3. Faculty members are expected to be familiar with the Code of Conduct for students.
Any faculty member may directly file a formal written complaint at the OSS against a
student.

3. Outreach and External Community Involvement
3.1. Faculty members are encouraged to help carry out external community service
aligned with Ateneo de Manila University’s vision and mission.
3.2. Faculty members are encouraged to be members and/or leaders of professional

organizations.
3.3. Ateneo de Manila University considers external teaching assignments a form of

community service. Such engagements enhance the competence of the faculty
member and enhance the reputation of the faculty member and the name of the
Ateneo de Manila University. Measures should be taken, however, that the teacher’s
performance at the Ateneo de Manila University remains at the expected levels of
excellence and efficiency. Therefore, the following guidelines and procedures should
be followed.
3.3.1. Regular and contractual full-time faculty members who wish to take an
external teaching assignment are still expected to maintain a regular faculty
load of thirty (30) units per academic year.
3.3.2. Overload teaching assignments at the Ateneo de Manila University should be

given priority by the faculty over external commitments.
3.3.3. The normal allowable external teaching load is three (3) units per semester or
intersession.
3.3.4. Requests that one be allowed to take external teaching assignments are
coursed through the Dean, with the endorsement of the Department Chair/
Program Director. The final approval comes from the VPLS.
A form for such purpose can be obtained from the Dean’s Office. The form
must be submitted to the Department Chair/Program Director no later than
three (3) months before the start of the intersession or semester in which the
external teaching will take place. Explicit written permission of the VPLS is
required for each term and every course.
3.4. Faculty members may and are encouraged to engage in extramural professional or
voluntary services which are proper to their academic and university position and
which benefit them, students, community, and/or the Ateneo de Manila University.
Such activities may include but are not limited to consultancies, teacher training and
other continuing education activities, conducting lectures or workshops for external
audiences, political or civic involvement, and membership in political or civic
organizations.
The guidelines and procedures for regular and contractual full-time faculty members
are:
3.4.1. For consultancies and services that do not exceed a total of eight (8) hours a
week, the regular or contractual full-time faculty member should inform the
Department Chair/Program Director before he/she enters into any
commitment or contract.
3.4.2. For consultancies and services that exceed a total of eight (8) hours a week,
the regular or contractual full-time faculty member must obtain the

endorsement of the Department Chair/Program Director and the permission
of the Dean in writing before he/she enters into any commitment or contract.
3.5. Faculty members who need assistance in identifying opportunities for social
involvement are encouraged to consult the Coordinator for Faculty Social
Involvement.
3.6. Full-time faculty members must keep the following items in mind with respect to
external employment:
3.6.1. They are expected to withdraw from their external employment if the Loyola
Schools or the Ateneo de Manila University so requests.
3.6.2. The time devoted to external employment must not interfere with their
normal work hours and duties at the Ateneo de Manila University.
3.6.3. They are expected to avoid real or perceived conflicts of interest between the
Ateneo de Manila University and their external employer.
3.6.4. External employment in a company or institution that directly competes with

the Ateneo de Manila University may be allowed but only with the
endorsement of the Department Chair/Program Director and the approval of
the Dean, the VPLS, and the OHRMOD.
3.6.5. Any involvement, employment, or engagement in any private tutorial services

or review school is strictly prohibited.
3.6.6. Their external involvement, employment, or engagement must not reflect

unfavorably on the Ateneo de Manila University.
4. Faculty Social Involvement Program
The Faculty Social Involvement Program is designed so that the skills and competencies of
faculty members can be used to help marginalized communities and contribute to nation
building. In doing so, the energies of various departments and programs are harnessed, the
instruction and research components of faculty members are enriched, and the impact on
communities is greatly felt.
4.1. The Faculty Social Involvement Program includes, but is not limited to, the following:
4.1.1. Implementation of service learning programs, which is defined as “a

credit-bearing educational experience in which students participate in an
organized service activity that meets identified needs of a social development
entity or cultural institution and reflect on the service activity in such a way to
gain further understanding of course content, a broader appreciation of the
discipline and an enhanced sense of civic responsibility” (Bringle & Hatcher,
op. cit., pp. 221-239).
4.1.2. Advocacy and social awareness, including the development of programs that
allow faculty members to participate in promoting national and sectoral-based
issues and in the dissemination of voters’ education programs.
4.2. The Loyola Schools encourages participation in areas of service learning programs
and advocacy and social awareness. Structures and mechanisms to support faculty

involvement in these areas will be prioritized, including teaching loads and financial
support, as well as training and workshops for service learning and for deepening of
understanding of social issues.
4.3. The LS Coordinator for Faculty Social Involvement, under the over-all supervision of
the VPLS, oversees the Loyola Schools Faculty Social Involvement Program with the
support of the School-level Faculty Social Involvement Coordinators and the LS
Committee on Social Involvement.

PART IV
Expectations and Norms
Sec I: Faculty Code of Conduct and Professional Ethics
The Faculty Code of Conduct and Professional Ethics is a set of shared principles and
commitments that recognize the duties of faculty members and their responsibilities and
obligations toward others, the University as an institution, and the University’s resources.
As scholars, mentors, formators, and educators, faculty members have a unique role and
responsibility in carrying out the mission and embodying the values of the University. As such,
the Faculty Code of Conduct and Professional Ethics is meant to provide a basis for all faculty
members to reflect on their behavior and performance in light of their roles and responsibilities.
1. General Expectations
1.1. Faculty members are expected to respect the University as an institution, particularly
by adhering to its vision, mission, and goals.
1.2. Faculty members are expected to conduct themselves in a manner reflecting high
moral values and befitting the role and position of a faculty member in a Filipino,
Catholic, and Jesuit University.
1.3. Faculty members must have respect for human dignity as fundamental in all their
dealings within or outside Ateneo de Manila University.
1.4. Faculty members are expected to conduct their affairs and perform their duties with
dignity, propriety, and professionalism.
1.5. Faculty members must be honest and trustworthy in all their actions and relationships
for and in behalf of Ateneo de Manila University.
1.6. Situations where personal interests conflict or appear to conflict with the interests of
Ateneo de Manila University or any of its stakeholders must be avoided.
1.7. Decisions and actions must be proper, in terms of both one’s own sense of integrity
and the scrutiny of others.
1.8. Decisions and actions must conform to all applicable laws, rules and regulations, and
University policies.
1.9. Communications must be honest, accurate, professional, and ethical.
1.10. Confidentiality must be maintained where appropriate.
1.11. Ethical conduct must be recognized and valued by faculty members.
1.12. Faculty members are expected to commit to undertaking the responsibilities proper
to their position.
1.12.1. Regular and contractual full-time faculty members are expected to express
their full-time commitment to the Loyola Schools through their availability for

student consultation, committee and/or administrative work and engagement
in class preparation, punctual and regular class attendance, and research and/
or creative work, as well as their participation in Department/Program,
School, Loyola Schools, or Ateneo de Manila University work, activities,
community celebrations, and events.
1.12.2. Regular and contractual full-time faculty members on official leave are not
expected to attend meetings, assist registration, help with preparation of
courses, or undertake other tasks for the Department/Program, School,
Loyola Schools, or Ateneo de Manila University.
2. Respect for Persons
Respect for persons refers to upholding the dignity and rights of everyone in consonance
with the rule of law, the teachings of the Gospels, and the Ignatian principles of conscience,
competence, compassion, and commitment.
Faculty responsibilities that come with respect for persons are:
2.1. Treat students, colleagues, University community, partners, and external stakeholders
with dignity and respect at all times.
2.2. Ensure inclusion, diversity, and equality (i.e., elimination of discrimination based on
sexual orientation, gender identity or expression, ethnicity, race, color, religion, age,
ability, political beliefs, civil status, language, social class, and other forms of
discrimination).
2.3. Observe zero tolerance for sexual harassment, sexist language, sexist behavior,
discriminatory/inappropriate behavior on the basis of sexual orientation, gender
identity, or expression.
2.4. Observe the use of responsible language and actions in and out of the classroom.
2.5. Respect the rights to privacy and reputation of individuals and of the institution.
2.6. Accord respect to all faculty members regardless of academic rank and status.
2.7. Comply with the gender policy of the Loyola Schools, policies on anti-sexual
harassment, policies on sexual relations and inappropriate behavior with students,
and other related issuances.
3. Integrity
Integrity refers to honesty and fairness in the performance of one’s academic duties and
interaction with others, including with the University community, research communities,
and various stakeholders.
Faculty responsibilities that come with integrity are:
3.1. Integrity in academic endeavors (e.g., teaching/learning, research, and outreach)
3.2. Consistency in observing intellectual honesty
3.3. Honesty in publication and presentation

3.4. Honesty in documentation, which includes prevention of the falsification, altering, or
tampering of University records and documents, or documents required to be
submitted to the University
3.5. Honesty in individual and institutional representation
3.6. Honesty and accountability in financial transactions involving University funds
3.7. Objectivity and impartiality in preventing conflict-of-interest situations as defined in

this Code and in the University Code of Conduct and Ethics
3.8. Transparency and avoidance of unauthorized solicitation and/or acceptance of

money, goods, and/or services, and research funds from any external
person/organization transacting business with the University
4. Stewardship
Stewardship refers to the responsible and trustworthy use of the University’s resources, and
respecting the personal property of other members of the community.
Faculty responsibilities that come with stewardship are:
4.1. Uphold the name of Ateneo de Manila University and use its visual identity device,
consisting of its seal and logotype or any of its parts, with care and propriety.
4.1.1. No member of the faculty may use the name of Ateneo de Manila University
and/or its visual identity device, or any of its parts, for personal activities and
transactions, such as personal opinions, press releases, certificates,
endorsements concerning business undertakings, commercial products, and
scientific or practical inventions.
4.1.2. Personal statements must not be identified as coming from or as official

statements of Ateneo de Manila University.
4.2. Exercise due diligence and care in handling and using property and resources
belonging to the University and those that belong to members of the University
community.
4.3. Maintain a sustainable campus.
4.4. Use University resources (e.g., electricity, water, office supplies, equipment, etc.)
judiciously.
4.5. Use University property for official or authorized purposes only.
5. Respect for Health, Safety, and Security
It is the duty of all faculty members to promote and observe health, safety, and security
precautions to ensure the well-being of the University community.
The following are faculty responsibilities that come with respect to health, safety, and
security:
5.1. Avoid behavior that may cause any harm, hazard, accident, injury, or incident that
would compromise the well-being of any member of the University community.

5.2. Promote environmental and public health.
5.3. Maintain a safe and secure working and learning environment.
5.4. Observe safety and security rules and regulations of the Loyola Schools and the
University.
6. Academic Freedom
The By-Laws of the Loyola Schools guarantees the academic freedom of its faculty members:
Insofar as it is a community of Scholars whose commitments are chiefly to instruction and

research, which can be accomplished with the highest excellence only in the atmosphere of free
inquiry and discussion, the Ateneo de Manila University holds that its very dynamism is
derived in large measure from the belief in the principle of academic freedom. (Art. VIII, Sec. C)
6.1. Among the rights that flow from academic freedom are the following:
6.1.1. The right to fulfill academic duties in or out of the classroom, especially in the
determination of what must be taught in the courses, free from any form of
restraint, coercion, or limitations other than those allowed by existing laws;
6.1.2. The right to engage in research within the limitations of academic functions;
and
6.1.3. The right to appeal to a panel composed of colleagues from the academic
community, should one be charged with the abuse of academic freedom or
should one feel that academic freedom is suppressed
6.2. Faculty responsibilities that come with academic freedom are:
6.2.1. Intellectual honesty, which is the obligation to teach the truth, within the
limits established by the existing laws and jurisprudence and in a manner
which represents the purposes and aims of Ateneo de Manila University as a
Church-related institution, committed to upholding Christian faith and
morality;
6.2.2. Submission of ideas that concern academic issues for consideration by their
peers; and
6.2.3. Intellectual openness to and respect for divergent views.
7. Confidentiality
7.1. Faculty members may be privy to sensitive or confidential data or information. In such
instances, the information should not be shown, lent, or divulged to anyone without
the expressed written consent or approval of the appropriate approving authority.
7.2. Faculty members are expected to hold and protect personal data under strict
confidentiality, unless otherwise allowed by law and the rules and regulations of the
University.
7.3. Confidentiality obligations continue even after a faculty member leaves the University.

8. Conflict of Interest
8.1. Conflict of interest occurs when, in the course of dealings for Ateneo de Manila
University, a faculty member is in a position to influence a decision that results in
private or personal gain or gain for his/her family/relatives/friends, or for the
company that he/she is associated with/deals with. It also occurs when the
University’s property, funds, positions, or power is used for personal gain.
8.2. Situations involving conflict of interest include one’s giving and receiving gifts of
material value, having an interest in companies that deal with the University, using
confidential information inappropriately or sharing the same without consent, using
one’s influence to purchase personal goods from university accredited suppliers or
other clients at below regular rates, and being the recipient of credit from students,
parents, suppliers, or persons doing business with the University.
8.3. Accepting gifts from those doing business or seeking to do business with the
University, or from parents or students, may raise concerns about the objectivity of
the faculty member.
8.3.1. In general, faculty members should not accept gifts from students, parents,
suppliers, or persons doing business with the University except when the gifts
are worth less than five hundred Philippine pesos (PHP 500).
8.3.2. Faculty members with questions regarding the propriety of accepting a gift
must bring the matter up with the Department Chair/Program Director or the
Dean.
8.4. Faculty members must avoid any situation where personal interests may conflict or
appear to conflict with the interests of the University, and relationships that may
diminish their impartiality. Specifically, but not limiting this rule to the following
instances:
8.4.1. Faculty members that review, supervise, countercheck, audit, and/or control
the work of other faculty members or other colleagues in Ateneo de Manila
University are expected to conduct their work with objectivity.
8.4.2. Faculty members assigned to units that revise, supervise, countercheck,

and/or audit other units of Ateneo de Manila University are expected to
conduct their work with objectivity.
8.4.3. Faculty members who are related up to the second degree of consanguinity
should not participate in a formal evaluation process of each other’s
performance, nor be part of a body that makes decisions on budget allocation
for projects and use of resources, appointments, hiring, etc. that concern the
other.
8.4.4. Faculty members must not use their relationship with parents, alumni,
students, or other persons who have dealings with Ateneo de Manila
University for their private or personal gain; neither should they enter into a
relationship that may impair the effectiveness of Ateneo de Manila University
in working with students.
8.5. Faculty members are expected to be familiar with the guidelines on conflicts of
interest. If doubt exists as to whether there is a conflict of interest, the faculty

member must discuss this matter with or seek the guidance of the Department Chair/
Program Director, the Dean, the VPLS, and/or the OHRMOD. Possible conflicts of
interest are to be reported to the Department Chair/Program Director, the Dean, the
VPLS, and/or the OHRMOD for review and disciplinary action, if warranted.
8.6. Matters of doubt regarding ethical conduct of faculty members are resolved by the
Department Chair/Program Director, Dean, and/or VPLS depending on the
appropriate disciplining authority as provided in the University Employee Code of
Discipline.
8.7. Matters of doubt regarding the ethical conduct of administrators reporting directly to
the President are resolved by the President.
8.8. The ethical responsibilities of all faculty members include seeing to the protection
and welfare of the students. The actions of faculty members that possibly endanger
the health and wellbeing of the students must be reported to the Department Chair/
Program Director, the Dean, the VPLS, and/or the OHRMOD.
9. Professionalism
9.1. Faculty members are expected to handle relationships with co-faculty members,
employees, students, parents, and other stakeholders of Ateneo de Manila University
on a professional level.
9.2. Faculty members must avoid interactions or activities with students that may
undermine or compromise the integrity and professionalism of the faculty-student
relationship.
9.3. Faculty members must honor commitments, fulfill responsibilities/obligations, and

comply with the expectations of full-time and part-time faculty members.
9.4. Faculty members must comply with the rules and protocols on maintaining the
academic standards of the Loyola Schools, including but not limited to holding the
prescribed number of classes, conducting examinations as scheduled, and committing
to and observing deadlines.
9.5. Faculty members must respect and abide by the rules and protocols on student
registration. They shall require course outputs only from and give grades only to
students who are officially enrolled in the Loyola Schools.
9.6. Faculty members shall observe ethical and professional behavior in all forms of
communication, including but not limited to social media and online platforms.
9.7. Faculty members are expected to dress simply, appropriately, and decently in the
classroom, in the offices, and at all in-campus and off-campus official functions or
events; and whenever they are representing the Loyola Schools or Ateneo de Manila
University. The Loyola Schools or Ateneo de Manila University may stipulate more
appropriate modes of attire in particular circumstances.

Sec II: Code of Research Ethics
In doing research, faculty members are expected to fulfill the responsibilities and follow
guidelines outlined for researchers in the Loyola Schools that safeguard and promote the
principles of integrity and honesty, justice and fairness, safety and beneficence, and respect for
human rights and dignity.
1. Competence in the conduct of research
Faculty members are expected to:
1.1. Conduct all research activities in accordance with the accepted standards of their
discipline;
1.2. Refrain from accepting or undertaking research assignments requiring competencies

that they do not have, unless collaborating with or being supervised by a more
knowledgeable scholar; and
1.3. Avoid claiming or implying a degree of research competency that they do not possess
in proposals, job applications, resumes, or in the ordinary conduct of affairs.
2. Accuracy of research data and reports
2.1. Ensure the accuracy of all data that they and their collaborators have gathered and/or
used in their research;
2.2. Ensure that only the correct data, information, and research results shall be reported
in journals, conferences, and reports to clients in case of commissioned research;
2.3. Take reasonable steps to rectify significant errors that they or others have found in
their published data, via the issuance of erratum, retraction, or correction of the data;
2.4. Avoid misleading statements or declarations and vague assertions that could be
subject to misinterpretation. If such misinterpretation is brought to their attention, it
is their obligation to immediately issue a clarification or rectification; and
2.5. Avoid making claims that are not warranted by the results of their research inquiry.
3. Acknowledgment of sources of data/information or contribution to the research
3.1. Not plagiarize; that is, to present portions of another’s report or data as their own,
even if the other work or data source is cited occasionally;
3.2. Cite clearly all sources of information and data that they use which are not the results
of their own research;
3.3. Give proper acknowledgment and credit to resource/funding sources of their

research; and
3.4. Grant and limit authorship to those who made a significant contribution to the
research endeavor.

4. Openness and responsibility in the conduct and presentation of research
4.1. Keep detailed and complete records of their research undertaking;
4.2. Be transparent in the use and disbursement of resources for their research;
4.3. Declare promptly any conflict of interest in their engagement in research and
presentation of research results;
4.4. Ensure that their research results are accessible to the public once the research is
concluded or as soon as is reasonable; and
4.5. Respect the confidentiality of sources by not using or releasing data and information
revealed to them in confidence.
5. Safeguarding the integrity of the profession
All faculty members are expected to report violations of any of the principles and rules found
here (or in supplementary guidelines) to the office or committee that has been duly
mandated to evaluate and act on possible violations of the Code of Ethics in Research of
6. Extension of due regard and collegiality to fellow researchers
6.1. Render unto their peers, colleagues, students, and research participants the respect
that they deserve;
6.2. Provide assistance to other researchers, especially if faculty members are uniquely
qualified to do so because of their expertise;
6.3. Respect the confidentiality and proprietary rights of peers, colleagues, and students
whose material they review for publication, presentation, or funding by a grant; and
6.4. Take diligent care of equipment, material resources, and results.
7. Credit of contribution of others, resources, and materials utilized in research
7.1. Grant authorship in accordance with the significance of collaborators’ contribution in

the research;
7.2. Appropriately attribute and credit to others their accomplishments and research
results, which faculty members may have utilized;
7.3. Acknowledge the material contribution of others in their research undertaking; and
7.4. Utilize, distribute, or share material resources and equipment in accordance with the
conditions set by their source or benefactor.

8. Recognition of Intellectual Property Rights
8.1. Discuss among stakeholders (i.e., the author or inventor, Ateneo de Manila University,
the funding source, or benefactor) the fair distribution of legal ownership of the
research and/or its products; and
8.2. Distribute fairly the legal ownership of the research and/or its products among the
stakeholders.
9. Responsible dissemination of scientific knowledge to the public
9.1. Call the attention of the public and the authorities to any hazard they observe that
threatens human and environmental safety;
9.2. Inform the community of scientific knowledge pertaining to human practices,

attitudes, events, and other phenomena that present unequivocal and significant risk
or benefit to human welfare; and
9.3. Avoid making misleading or exaggerated statements, or publicizing equivocal research

findings as fact.
10. Safe and responsible conduct of research
10.1. Observe safety practices in all their research activities;
10.2. Avoid deliberate violation or circumvention of regulations governing research;
10.3. Refrain from causing harm, stress, or pain to any animal in any experiment that does
not contribute any substantial benefit to human society that has not been discovered.
For experiments on animals which cannot be avoided, it is their duty to treat them
humanely, minimize the pain, and undertake curative measures thereafter;
10.4. Ensure that laboratory wastes are properly disposed or treated, and their research
activities do not result in environmental degradation; and
10.5. Point out to clients the potential dangers or threats to their interest.
11. Promotion of the interests of the community
Faculty members are expected, to the extent that is applicable or possible, to:
11.1. Conduct research that serves the needs and promotes the best interests of the
community or persons who will be affected by the research; and
11.2. Seek the involvement of the community in the determination of their best interests
and how to address them in the research.

12. Equal and respectful treatment of research participants and consumers
12.1. Respect cultural, individual, and role differences among research participants and
consumers, including those based on age, sex, gender identity, sexual orientation,
nationality, ethnicity, disability, language, or socio-economic status; and
12.2. Eliminate from their research practices and reports any bias that is based on the
aforementioned factors.
13. Humane and respectful treatment of human participants in research
13.1. Desist from subjecting persons to any experiment or research procedure that is
known beforehand to cause harm, stress, or pain with no overwhelming benefit;
13.2. Take immediate and appropriate steps to alleviate any physical or psychological harm
that may have been inflicted on a participant because of their research procedure;
13.3. Use deception only when justified by the study’s significant prospective scientific,
educational, or applied value and where effective non-deceptive alternative procedure
is not feasible. In these cases, the participant should be informed of the true nature of
the study as soon as is feasible and is permitted to withdraw his/her data; and
13.4. Provide participants with the opportunity to obtain information about the design,
procedure, results, and conclusions of the research.
14. Guarding confidentiality and autonomy rights of research participants
14.1. Protect their participants’ right to privacy and confidentiality;
14.2. Ensure that informed consent is obtained from all human participants of their
experiments or studies; that is, participants are free to decide on their involvement
only after they have been provided with information that is relevant to that decision;
14.3. Maintain the autonomy of participants, especially students and subordinates, by

refraining from offering inducements that may serve to coerce them into
participating;
14.4. Safeguard the rights and welfare of persons and communities whose status and
vulnerabilities may impair autonomous decision-making; and
14.5. Respect the participants’ right to withdraw from the study at any time for any reason
with no threat of negative repercussions from such withdrawal.

Sec III: Disciplinary Process and Sanctions
1. Applicability of the University Employee Code of Discipline
1.1. The University Employee Code of Discipline applies to all faculty members.
1.2. Part VII, Infractions and Imposable Disciplinary Actions, of the University Employee
Code of Discipline, applies to faculty members to the extent that the infractions are
relevant to the expectations, duties, and responsibilities of faculty members of the
Loyola Schools.
2. Due Process
2.1. The Loyola Schools recognizes that each faculty member has the right to due process.
Disciplinary procedures are intended to ensure that complaints are heard and
resolved fairly and justly, and to ensure that the rights of all the parties involved are
respected through the process.
2.2. Any member of the University community may file a reasonable and evidence-based
complaint or grievance against any member of the Loyola Schools faculty who is
perceived to have transgressed policies, rules, or regulations of the Loyola Schools
and/or the University.
2.3. A faculty member who is the subject of a complaint is entitled to be informed in

writing of the complaint against him/her, to be heard and to explain his/her side, and
to be informed in writing of the decision on the complaint.
2.4. Complaints must be initially addressed to the Department Chairperson/Program

Head, without prejudice to elevating the complaint to the next higher level of
administrative supervision or to the Vice President for the Loyola Schools in
accordance with the procedures indicated in Part IV, Section III, No. 5 of this Manual
and the relevant provisions of the University Employee Code of Discipline.
3. Infractions
3.1. Disciplinary actions are instituted to correct unsatisfactory performance and/or

improper behavior or faculty members; improve work operations, relations, and
morale of the members of the University community; administer the commensurate
sanction; and deter the commission of another infraction.
3.2. The infractions and their corresponding sanctions are indicated in the Table of
Infractions of the University Employee Code of Discipline and in the Supplemental
Table of Infractions of this Faculty Manual (Appendix 4), which are not meant to be
exhaustive. The University reserves its right to impose disciplinary sanctions for other
actions or omissions that may be in violation of the Labor Code of the Philippines,
other relevant laws and regulations, and University/LS-issued circulars, memoranda,
directives, and the like.
3.3. Infractions are classified according to their gravity and their corresponding sanctions.
3.3.1. Minor Infractions are acts or omissions that lack evidence of malice or
premeditation, and pose little or no serious injury, harm, or negative
implications on the University or its members.

3.3.2. Moderate Infractions are acts or omissions that involve a certain level of
injury, harm, or negative implications on the University or its members
although not serious enough to warrant serious sanctions such as suspension
of more than fifteen (15) days or termination.
3.3.3. Major Infractions are acts or omissions that are against the core principles of
the University, are criminal in nature, have evidence of malice or
premeditation, or pose serious injury, harm, or negative implications for the
University or its members.
3.4. The sanctions indicated for each infraction are the usual disciplinary sanctions
imposed; however, depending on attendant mitigating and aggravating circumstances,
the University reserves its right to exercise its discretion in imposing a lower or
higher sanction.
4. Types of Disciplinary Sanctions
4.1. Disciplinary sanctions come in the form of written reprimand, suspension, or

termination.
4.2. A written reprimand is a formal memorandum that indicates the concerned faculty’s
minor infraction. It includes a notice that subsequent infractions may result in a
higher sanction.
4.3. Suspension is the temporary prohibition of a faculty member from reporting to work.
It also prohibits the concerned faculty from entering the University campus and/or
attending a University function without prior approval from the Vice President for the
Loyola Schools and the OHRMOD Director. The duration of the suspension is
dependent on the gravity of the infraction.
4.4. Termination refers to the removal of a faculty member from employment with the
University for a just cause.
4.5. Written reprimand, suspension, or termination may be accompanied with other

corrective measures, as may be appropriate, such as but not limited to written or
verbal apology, formation sessions, counseling, mentoring or supervision, community
service, and temporary suspension of privileges.
4.6. The gravity of the sanction depends on the nature of the infraction, as follows:
Nature of Infraction Maximum Sanction

Minor infraction Written reprimand
Moderate infraction Suspension
Major infraction Termination
4.7. Disciplinary sanctions may increase in severity for successive infractions pertaining to
different violations, repeated infractions of the same nature, and/or aggravating
circumstances. The totality of a faculty member’s record is considered in meting out
the appropriate sanction for each infraction committed.

5. Procedures
5.1. Applicable Procedures
Conduct that results in sexual harassment is subject to the procedures of the

Committee on Decorum and Investigation of Ateneo de Manila University. Conduct
that results in all other types of infractions is subject to the procedures provided in
the University Employee Code of Discipline as may be supplemented by this Manual,
unless otherwise provided in subsequent issuances of the University/Loyola Schools.
5.2. Minor Infractions
5.2.1. The Loyola Schools recognizes that informal warnings or mediation are usually
sufficient to resolve problems or correct behavior that are in the nature of
minor infractions. In such a situation, the immediate supervisor, e.g., the
Department Chair, the Dean (if the Chair is the subject of the complaint), or
the Vice President for the Loyola Schools (if the Dean is the subject of the
complaint), may resort to an initial pre-disciplinary process involving
mediation as may be appropriate. As a corrective action, mediation is
preliminary to the formal disciplinary process during which the immediate
supervisor, availing of mechanisms and resources at the department, program,
or school level, responds to a complaint mainly through settlement by
discussion.
5.2.2. Whether or not mediation is resorted to, if based on the information gathered
the faculty member is found to have committed a minor infraction, the
immediate supervisor shall issue a verbal warning for a first infraction; and a
written warning for a second infraction. In case of a third infraction, the
immediate supervisor shall recommend to the Vice President of the Loyola
Schools that a written reprimand be given subject to the formal disciplinary
process stated in the University Employee Code of Discipline.
5.2.3. Both the verbal and written warnings should be documented, and both the
faculty member concerned and his/her immediate supervisor must sign the
documentation. The warnings should include the following:
5.2.3.1. The faculty member is informed of his/her unacceptable

performance and/or improper behavior, and the necessary
corrective action;
5.2.3.2. The faculty member is required to improve performance and/or

correct behavior;
5.2.3.3. The faculty member is given a reasonable and specific time frame
within which he/she shall improve his/her performance and/or
correct his/her behavior; and
5.2.3.4. The faculty member is advised that his/her performance and/or

behavior is considered serious enough to commence the use of the
disciplinary action process.

5.3. Moderate and Major infractions
Moderate and major infractions shall be investigated by a University Disciplinary

Action Committee following the formal disciplinary processes in the University
Employee Code of Discipline.
5.4. Appeals
The appeals process shall likewise be governed by the University Employee Code of
Discipline.

PART V
Benefits and Other Programs
Section I. Leaves
In addition to ordinary vacation leaves, regular and contractual full-time faculty members on at
least a twelve (12)-month contract are entitled to various leaves of absence. In the Loyola
Schools, a leave is defined as an employee’s authorized absence from work or employment with
or without pay for a stated period of time, without severing his/her employment relationship
with the unit.
1. Leaves Without Pay
1.1. Leaves without pay are available only to regular faculty members.
1.2. Faculty members who wish to take a leave without pay must have a serious reason for
requesting the leave. Except in the case of leaves without pay undertaken for the
purpose of pursuing formal graduate studies, the maximum length of the leave is one
(1) year. Requests for extension are subject to the endorsement of the Department
Chair/Program Director and the approval of the Dean and the VPLS.
1.2.1. When the reason for undertaking a leave without pay is to pursue further
studies in his/her field, such a leave is called a study leave. If the faculty
member is undertaking the leave for the purpose of pursuing formal degree
studies, the study leave is not to exceed three (3) years for a master’s degree or
five (5) years for a doctoral degree. The faculty member is to submit progress
reports to the Department Chair/Program Director and the Dean at the end of
each academic year until the degree has been obtained.
1.2.2. Special leaves may be granted for a specified time period, normally not to
exceed one (1) year. If the faculty member does not return at the end of the
specified time, he/she shall be considered resigned unless he/she has
obtained an extension of the leave endorsed by the Department Chair/
Program Director and approved by the Dean and the VPLS.
1.3. All applications for leave of absence should be endorsed by the Department Chair/
Program Director and the Dean to the VPLS for final approval.
1.4. The period of the leave without pay, even when the leave is a study leave, is not
counted in the computation for length of university service. In this context, continuity
of service means that when calculating the faculty member’s total years of university
service, the accumulated years of service preceding the leave are added to the years of
service following the return from leave.
2. Leave of Absence with Pay or Time-off with Pay
2.1. The leave of absence with pay is available only to regular faculty members. Such leave
is undertaken when the faculty member has been invited to attend an event or activity
that has direct relation to, or bearing upon, the faculty member’s teaching in the

Loyola Schools, following the approval of the Department Chair/Program Director,
the Dean, and the VPLS.
2.2. The leave of absence with pay should ordinarily not exceed one (1) month in any given
academic year, except when the leave is a study leave. Study leaves are normally
without pay, except in cases where a faculty member has been given a grant that
requires a parallel institutional contribution.
2.3. Requests for such leaves should be in writing and should include photocopies of the
official invitation to participate in the event/activity, the specific program of the
event, and other pertinent details.
2.4. When the leave of absence with pay extends beyond one (1) month, such as in the case
of a study leave, then the leave is not counted in the computation for length of
University service. In this context, continuity of service means that when calculating
the faculty member’s total years of University service, the accumulated years of
service preceding the leave are added to the years of service following the return from
leave.
3. Leaves with Pay
3.1. Third Intersession Leave (TIL)
After teaching for three (3) consecutive academic years (i.e., equivalent to six [6]
semesters and two [2] intersessions, or seven [7] semesters), with a minimum total
full-time faculty load of eighty-four (84) units (combined teaching, research,
administrative, and others), excluding the overload for those in Departments/
Programs that do not offer classes in the intersession, regular faculty members are
given the third intersession off with pay to help them renew, recharge, and prepare
for further teaching assignments. The scheduling of TILs may be adjusted within the
Department/Program, but no more than one-third of the members of any
Department/Program should be on TIL in any given intersession term.
3.1.1. Contractual full-time faculty members may apply for a TIL and be granted
eligibility, provided that the faculty member has met the required minimum
period of three (3) consecutive academic years, or six (6) consecutive
semesters, and has earned permanency in the Loyola Schools.
3.1.2. Faculty members are expected to take their TILs as scheduled.
3.1.2.1. The Dean sends a letter to faculty members who are eligible for TIL
in January of each academic year.
3.1.2.2. The deferment of the TIL to the following year will only be allowed in
view of Department/Program needs.
A faculty member who is eligible to take a TIL but who wishes to

defer the leave for one (1) year should submit a written request to
the Department Chair/Program Director and the Dean. If the Dean
approves the request, the Dean endorses the request to the VPLS
who gives the final approval. Deferring the TIL is not to be
understood as forfeiture of the same. Eligibility for succeeding TIL
begins in the semester following the intersession in which the leave
would normally have been taken.

A contractual full-time faculty member whose application for
permanency is still pending confirmation of approval by the
President of the University by the start of the intersession when the
leave should have normally been taken must defer availment of the
TIL to the intersession of the following academic year.
3.1.2.3. A faculty member who, for a valid reason, does not avail
himself/herself of a TIL one (1) year after s/he becomes eligible for
it, may request for its cash equivalent, subject to the endorsement of
the Department Chair/Program Director and the Dean and the final
approval of the VPLS. The faculty member has to justify why the
leave was not taken. The cash equivalent of the leave shall be
computed on the basis of the faculty member’s composite pay for
that intersession term during which he/she became eligible for the
leave. Conversion into cash equivalent will not be allowed if the
faculty member has not taken a break from teaching for five (5)
years.
3.1.2.4. The TIL is equivalent to six (6) units or the full-time load in the
intersession. Faculty members who do not avail themselves of the
scheduled TIL are expected to fulfill the required full-time work load
during the academic year of their TIL (i.e., six [6] units in the
intersession and twelve [12] units in each semester or fifteen [15]
units in each semester, for a total of thirty [30] units for the
academic year).
3.1.3. The period during which the TIL is taken is counted in the computation for
length of university service.
3.2. Maternity Leave
Female faculty members with at least three (3) monthly SSS contributions in the
twelve (12)-month period immediately preceding the semester of childbirth,
miscarriage, or emergency termination of pregnancy are entitled to government
mandated maternity leave with pay, subject to SSS regulations and the following rules:
3.2.1. The length of paid leave given to a qualified faculty member is one hundred
and five (105) days for live childbirth, regardless of the mode of delivery, and
an additional fifteen (15) days paid leave if the female worker qualifies as a solo
parent under Republic Act No. 8972, or the "Solo Parents' Welfare Act of 2000";
or sixty (60) days paid leave for miscarriage and emergency termination of
pregnancy.
3.2.2. Qualified faculty members shall receive full pay which consists of (i) SSS
maternity benefit computed based on their average daily salary credit, and (ii)
salary differential to be paid by the University, if any.
3.2.3. Qualified faculty members have an option to extend their leave for an
additional thirty (30) days without pay in case of live childbirth. Due notice to
OHRMOD, the Dean, and the Department Chair must be in writing and must
be given at least forty-five (45) days before the end of the faculty member's
maternity leave. However, no prior notice shall be necessary in the event of a
medical emergency but subsequent notice shall be given to the employer.

3.2.4. The period of extended maternity leave without pay shall not be considered as
a gap in University service.
3.2.5. Enjoyment of maternity leave cannot be deferred but should be availed of by

the employee either before or after the actual period of delivery in a
continuous and uninterrupted manner. The maternity leave can be credited as
combinations of prenatal and postnatal leave as long as it does not exceed one
hundred and five (105) days or sixty (60) days, as the case may be, and in no
case shall postnatal care be less than sixty (60) days.
3.2.6. Maternity leave shall be granted to a qualified faculty member in every

instance of pregnancy, miscarriage, or emergency termination of pregnancy
regardless of frequency.
3.2.7. Maternity leave with full pay shall be granted even if the childbirth,
miscarriage, or emergency termination of pregnancy occurs not more than
fifteen (15) calendar days after the termination of a qualified faculty member’s
service, as her right thereto has already accrued. Such period is not applicable
when the employment of the faculty member has been terminated without
just cause, in which case the University will pay her the full amount equivalent
to her salary for one hundred five (105) days for childbirth and sixty (60) days
for miscarriage or emergency termination of pregnancy based on her full pay,
in addition to the other applicable daily cash maternity benefits that she
should have received had her employment not been illegally terminated.
3.2.8. The maternity leave benefits shall be enjoyed by a qualified faculty member
even if she has a pending administrative case.
3.2.9. A qualified faculty member entitled to maternity leave benefits may, at her
option, allocate up to seven (7) days of said benefits to the child's father,
whether or not the father of the child is married to the faculty member. The
allocated benefit granted to the child's father is over and above that which is
provided under Part V, Section III, No. 3 of this Manual.
3.2.10. The faculty member is to notify the Total Rewards Section of the OHRMOD
and submit the following no more than sixty (60) days from the date of
conception:
● SSS Maternity Notification Form;
● Ultrasound picture and test report;
● The employee’s SSS digitized ID card or the acknowledgment receipt stub

of the application for SSS ID card or two (2) valid ID cards with pictures;
and
● Prior to going on maternity leave, no less than four (4) weeks before the
expected date of delivery, the faculty member shall accomplish and
submit the Leave Application Form. The application must be approved by
the Department Chair/Program Director and the Dean. The form should
be accompanied by a physician’s certificate, indicating the expected date
of delivery.

3.2.11. Upon return to work, the female employee must sign the accomplished SSS
Maternity Reimbursement Form and submit:
● For normal delivery:
○ certified true copy of the duly registered birth certificate
● For caesarean-section delivery:
○ certified true copy of the duly registered birth certificate; and
○ original copy of operative record
● For stillbirth:
○ original copy of the duly registered fetal death certificate;
○ original copy of the medical certificate of the attending physician

(with his/her license number, printed name and signature); and
○ Complete Obstetrical History accomplished by the attending

OB-Gynecologist
● For miscarriage or medically necessary abortion:
○ original copy of the medical certificate issued by the attending

physician (with his/her license number, printed name and
signature);
○ original copy of the D&C (Dilation and Curettage) report for

incomplete abortion;
○ original copy of the histopath report for complete abortion; and
○ Complete Obstetrical History accomplished by the attending

OB-Gynecologist.
3.2.12. In case of separation from employment prior to the release of maternity

benefits, a certification from the employer with the effective date of
separation must be submitted.
3.2.13. Ateneo de Manila University grants a maternity benefit to married female

employees which amounts to the difference between the SSS maternity leave
benefit and the maternity leave pay. This is composed of the employee’s
composite pay and allowances (but excluding additional compensation) which
shall be released through the regular payroll.
3.2.14. For the fifth and succeeding deliveries or miscarriages, Ateneo de Manila
University grants a maternity benefit to married female employees which
amounts to the employee’s composite pay and allowances (but excluding
additional compensation) which shall be released through the regular payroll.
3.2.15. For part-time female faculty members or unmarried female faculty members,
the maternity benefit shall be the SSS maternity leave benefit alone.

3.2.16. Ateneo de Manila University advances the amount of SSS maternity benefits of
the faculty member and is reimbursed by the SSS.
3.2.17. The payment of daily maternity benefits shall be a bar to the recovery of SSS
sickness benefits for the same childbirth or miscarriage or emergency
termination of pregnancy.
3.2.18. The refund of the tax withheld covering the amount of the SSS maternity
benefit will be processed for reversal and credited through payroll as soon as
the SSS reimburses Ateneo de Manila University.
3.3. Paternity Leave
Paternity leaves are available to each married male faculty member whose legitimate
spouse gives birth, undergoes a medically necessary abortion, or suffers from a
miscarriage, or for pre-natal and post-natal needs of his legitimate spouse. The
paternity leave applies only to the first four (4) deliveries of the legitimate spouse with
whom he is cohabiting.
3.3.1. The paternity leave is a leave of seven (7) working days with pay.
3.3.2. The faculty member notifies the OHRMOD of the pregnancy by accomplishing
the Paternity Notification Form and submitting the required supporting
documents (a certified true copy of the duly registered marriage contract, the
ultrasound report which shows the expected date of delivery), not later than
one (1) month prior to going on paternity leave.
3.3.3. A faculty member may avail himself of paternity leave within a reasonable
period before, during, or after delivery, or the medically necessary abortion or
miscarriage, provided that the total number of days does not exceed seven (7)
working days for each instance, and is availed of no later than sixty (60) days
after the date of the said delivery, medically necessary abortion, or
miscarriage.
3.3.4. The faculty member shall accomplish the Leave Application Form in triplicate
(with an additional fourth copy if he is requesting for advance pay), have it
signed by the Department Chair/Program Director, the Dean, and the VPLS
and then submit it to the OHRMOD.
3.3.5. A faculty member who has availed himself of the Paternity Leave shall submit
the additional required documents within thirty (30) days of the event, as
follows:
● For normal/caesarean-section delivery: certified true copy of the duly

registered birth certificate
● For stillbirth: original copy of the duly registered fetal death certificate
● For miscarriage or medically necessary abortion: original copy of the D&C

(Dilation and Curettage) report for incomplete abortion.
3.3.6. The paternity leave is not convertible to cash.

3.4. Parental Leave for Solo Parents
In compliance with Republic Act No. 8972: The Solo Parents’ Welfare Act of 2000
parental leaves are available to regular and contractual full-time faculty members in
the Loyola Schools who are “Solo Parents” as defined in RA No. 8972 and who have
complied with the requirements set forth therein.
3.4.1. The number of allowable days of parental leave: After one (1) fiscal year of
continuous service (inclusive of approved leaves with pay), a regular or
contractual full-time faculty member accumulates seven (7) working days of
parental leave credits for the succeeding fiscal year. The leave credits are
neither convertible to cash nor cumulative.
3.4.2. Parental leaves may be taken, subject to the prior approval of the Department
Chair/Program Director and the Dean and upon presentation of the Solo
Parent Identification Card, for the following reasons:
● When a child falls ill
● When a solo parent needs to attend to Parent-Teacher Association

meetings in the child’s school
● For a child’s enrollment and school-related purposes
● Other similar circumstances necessary in the performance of parental

duties and responsibilities, where the physical presence of the solo
parent is required
3.4.3. To avail himself/herself of earned parental leave credits, a qualified faculty

member must submit a Leave Application Form for approval by the
Department Chair/Program Director, the Dean, and the VPLS. The approved
form is forwarded to the OHRMOD.
3.4.4. On days when work is suspended by reason of inclement weather, severe

flooding, traffic congestion, or other reasons decided by the Ateneo de Manila
University and/or the government, an employee who is already on prior
parental leave for that day will still be on parental leave for the whole day.
3.4.5. If Ateneo de Manila University or the (local or national) government declares a

special holiday or special day, and an employee is on parental leave that day,
one day shall be credited back to the employee’s parental leave credits. It shall
be the Department/Program’s responsibility to ensure that the smooth
operation of the Department/Program is not hampered by the parental leave
of faculty members.
3.4.6. While every effort shall be made to allow employees to schedule their parental
leave availment according to their needs, Ateneo de Manila University shall
have exclusive right to approve or disapprove and/or reschedule the same
subject to the exigencies of the service.
3.5. Sick Leave
The sick leave policy of Ateneo de Manila University provides time off with pay for
full-time faculty members in case of personal illness or injury.

3.5.1. The period of the sick leave with pay (which is non-cumulative and
non-convertible) is up to two (2) calendar weeks. In case of prolonged illness,
the Dean may extend the sick leave to one (1) month. Requests for extension of
the sick leave beyond the one (1)-month period must be referred to the
Department Chair/Program Director, the Dean, and the VPLS.
3.5.2. To activate the sick leave benefit, the faculty member should inform the Dean
through the Department Chair/Program Director. Ateneo de Manila
University requires a medical certificate for a sick leave application for at least
three (3) consecutive calendar days.
3.5.3. If a full-time faculty member is sick beyond the allowable days of sick leave
with pay, the employee may continue to receive an allowance under the SSS
Sickness Benefit, subject to the guidelines of SSS. The faculty member availing
himself/herself of the SSS Sickness Benefit must submit to OHRMOD an
accomplished SSS Sickness Notification Form (SSS Form CLD-9N), his/her SSS
ID or the SSS Form E-6 (acknowledgment stub), and two valid IDs with recent
photographs.
3.5.3.1. For hospital confinement, the claim for benefit must be filed within
one (1) year from the last day of confinement from the hospital.
3.5.3.2. For home confinement, the claim for reimbursement by the

employer must be filed within five (5) days from the start of illness.
Failure to file the claim within the prescribed period will result in
denial of the claim.
3.5.4. The payment of the daily sickness allowance is advanced by the employer and
paid to the faculty member by way of a check. The SSS then reimburses the
employer of the amount legally advanced upon receipt of satisfactory proof of
such payment.
3.6. Personal Leave
3.6.1. A full-time faculty member may request, on a case-to-case basis, a personal

leave with pay for any of the following reasons:
● Serious illness, accident or death of a member of the immediate family

(e.g., parent, spouse, child, brother or sister) or a special family relation
● The wife’s delivery or miscarriage provided the paternity leave has been
exhausted
● Occasion in which the faculty member’s presence is required elsewhere

by law
● Other reasons which Ateneo de Manila University may consider

justifiable.
3.6.2. The period of personal leaves with pay are not counted as part of university
service.

3.7. Sabbatical Leave
After every six (6) years of full-time University service and at least one hundred and
eighty (180) units of teaching/administrative load (inclusive of TIL), regular faculty
members with the rank of Associate Professor and Professor are eligible to apply for a
sabbatical leave. The period of service required for sabbatical leave is determined from
the time a faculty member begins his/her first year of service as a ranked faculty
member of the Loyola Schools and provided that at least three (3) years shall have
been spent in the rank of Associate Professor or Professor in the Loyola Schools.
3.7.1. The sabbatical leave is normally from June 1 to May 31 and lasts for one (1)
academic year. The TIL can be deferred to the following intersession if it
overlaps with the sabbatical leave. If for a valid reason he/she does not avail
himself/herself of the deferred TIL one (1) year after he/she becomes eligible
for it, he/she may request for its cash equivalent, subject to the endorsement
of the Dean. The cash equivalent of the TIL shall be computed on the basis of
the faculty member's composite pay for that intersession term when he/she
became eligible for the leave.
3.7.2. As a general rule, sabbatical leave may not be deferred. But a sabbatical leave
may be deferred or split in the case of Department/Program/Loyola Schools
needs or because of specific requirements of the sabbatical program proposed
by the faculty. A sabbatical leave may be deferred or split for a maximum of
two (2) years unless constrained by the VPLS. In the cases of deferred
sabbatical or split leaves, the counting of years of university service and
number of units for purposes of determining the succeeding leaves shall be
based on the original schedule of the sabbatical leave.
3.7.3. The sabbatical leave is contingent upon the availability of funds, and priority
will be given to faculty members who have never taken a sabbatical leave.
3.7.4. Retired faculty members are not eligible for sabbatical leave.
3.7.5. Retired Jesuit faculty members may apply for special leave of absence from
their respective Departments/Programs. In this case, the special leave of
absence is without pay.
3.7.6. A sabbatical leave may be granted for following activities:
● Research
● Writing
● Projects
● Professional growth such as enrolling in a non-degree course for the

purpose of learning developments in the faculty member’s field
● Other work subject to the approval of the Dean and the VPLS
3.7.7. The VPLS sends a letter to Associate Professors and Professors who are
eligible for Sabbatical Leave in October of each academic year.

Eligible faculty members who wish to apply for sabbatical leave are expected
to submit the Application for Sabbatical Leave provided by the Faculty
Development Committee, together with their proposed program. The form
must be endorsed by the Department Chair/Program Director and the Dean
before presentation to the President of the University, through the VPLS and
the Faculty Development Committee.
3.7.8. The faculty member should submit a mid-year report and a full written report
of the work done by the end of the sabbatical leave. The report may be in the
form of a copy of the research work, writing, project report, syllabi, or others.
The required reports are to be submitted to the Faculty Development
Committee through the Dean and will be used as the basis for the faculty
member’s annual faculty performance evaluation.
3.7.9. Limitations:
3.7.9.1. As a general rule, faculty members on sabbatical leave are not

permitted to teach in other schools during the sabbatical leave. In
exceptional cases, the faculty member may be permitted to teach on
a limited basis, provided the request is included in the Application for
Sabbatical Leave and has the explicit approval of the Dean and the
VPLS.
3.7.9.2. Since the sabbatical leave is with pay, faculty members on sabbatical
leave are expected not to engage in, or commit themselves, to other
types of professional employment which will take time from their
sabbatical program. In exceptional cases, the faculty member may be
permitted to engage in other types of professional employment on a
limited basis, provided the request is included in the Application for
Sabbatical Leave and has the explicit approval of the Dean and the
VPLS.
3.7.9.3. If there is any violation of the provisions of the limitations, the

sabbatical leave is withdrawn and the faculty member will be
considered on leave without pay for the applicable period.
Section II. Grants and Awards for Further Studies or Research
1. Study Grants
1.1. Faculty Development Grants
Several grants are available from the Faculty Development Program of the Loyola
Schools, which arose out of the need to provide mechanisms for faculty development
through advanced studies and research. The objective of the program is to provide
opportunities for qualified faculty members to take up formal studies in the Ateneo de
Manila University or in some other approved institution. Additional information on all
programs and application forms may be obtained from the VPLS.
1.1.1. The following grants are available to faculty members who are willing to
commit themselves to serving the Loyola Schools in accordance with the

terms of the particular grant awarded. These grants are usually awarded to
full-time faculty members with at least one (1) academic year of full-time
teaching at the Loyola Schools, and with the endorsement of the Department/
Program. Because the objective of the Faculty Development Program is to
assure the Loyola Schools of qualified and competent faculty members, each
of the grants carries a corresponding service condition, specified in the terms
of the contract.
1.1.1.1. Grant for Local Master’s Degree
This grant provides: (i) tuition and fees; (ii) book and transportation
allowance (subject to availability of funds); (iii) reduced teaching load
equivalent to a total of fifteen (15) units with full pay to prepare for
comprehensive examinations and/or thesis writing; and (iv) thesis
production assistance.
The grant requires two (2) years of full-time return service after
completion of the degree.
1.1.1.2. Grants for Local Doctoral Degree
This grant provides: (i) tuition and fees; (ii) book and transportation
allowance (subject to availability of funds); (iii) reduced teaching load
equivalent to a total of twenty-four (24) units with full pay to prepare
for comprehensive examinations, dissertation writing, defense, and
revision; and (iv) dissertation production assistance.
The grant requires three (3) full years of full-time service after
completion of the degree.
In addition, faculty members may apply for an Expanded Faculty

Development Study Grant, covering: a reduction of load equivalent to
twelve (12) units in the first year of the faculty member’s doctoral
study on top of (i) and (ii) above and the twenty-four (24)-unit study
load during the dissertation phase (for a total of thirty-six [36] units).
Faculty members who avail themselves of this Expanded Faculty
Development Study Grant are required to do four (4) years of
full-time return service after completing their degrees.
1.1.1.3. Local Fellowships for Doctoral Degree
These fellowships are provided in certain Departments/Programs

that receive funding from government or other funding agencies.
The funding agencies provide for tuition as well as a monthly
allowance for the duration of the fellowship with full reduction of
load. Since the allowance or stipend is usually less than the faculty
salary, Ateneo de Manila University usually continues to pay the
regular salary of the faculty fellow and applies the fellowship stipend
to the payment of a faculty substitute while the fellow is on leave.
Apart from this, they also provide for: (i) book and transportation
allowance provided by funding agencies; and (ii) dissertation
production assistance provided by funding agencies.

The grant requires one (1) year of full-time return service for every
year of fellowship.
1.1.1.4. Assistance for Studies Abroad
Limited financial assistance may be given for studies abroad,

dependent upon the conditions of the grant and the availability of
funds.
Subject to the recommendation of the Faculty Development

Committee and the availability of funds, the assistance for studies
abroad may provide for any of the following: (i) airfare on a limited
basis (given in special exchange programs entered into by the Ateneo
de Manila University or when funds are available; the Faculty
Development Committee decides upon the amount of the grant); (ii)
application processing; (iii) initial pocket money or clothing
allowance (when funds are available); or (iv) loans for any of the
above categories.
The period of required return service is prorated in accordance with

the total amount of the grant and the salary of the grantee. The
minimum period is one (1) year of full-time return service.
1.1.1.5. Fellowships Abroad
Assistance and/or sponsorship for fellowships abroad are available

on a limited basis. These grants provide for the following: (i)
assistance/sponsorship from Ateneo de Manila University in
obtaining funding; and (ii) possible additional funding.
If a faculty member wishes to avail himself/herself of grants given by

funding/sponsoring institutions through the Ateneo de Manila
University, he/she should have at least one (1) year of full-time
service to the Ateneo de Manila University. The Faculty Development
Committee determines additional required periods of service
depending on the amount of the additional funding from the Ateneo
de Manila University. The relevant conditions for computing the
return service apply in this case.
1.1.1.6. Other Grants
There are opportunities open for full-time regular faculty members

who wish to attend short courses/seminars/workshops for
specialized training in their fields. These grants are contingent on
the availability of funds and possibly carry a corresponding return
service.
1.1.2. The Faculty Development Program is administered by the VPLS, with the
assistance of the Coordinator for Faculty Development and the Faculty
Development Committee. The following process is followed:
1.1.2.1. In March and in October of each academic year, the Coordinator for
Faculty Development begins to coordinate all applications of faculty
members who wish to avail themselves of a grant for the ensuing

school year. All new applications for renewal or continuing grants
must be submitted by March 31 (for intersession and first semester)
and October 31 (for second semester) and must be in conformity
with the grants and guidelines of the program.
1.1.2.2. Both the applicant and the Department Chair/Program Director are
informed of the deliberations as soon as possible after the review by
the Faculty Development Committee.
1.1.2.3. The grantee is asked to sign an agreement stating the conditions of

the award for each semester.
1.1.3. If a faculty member withdraws from the program after using only part of the
grant funding assistance, the modification of his/her required period of
service to Ateneo de Manila University will be determined according to the
formula for prorating partially-used grants.
1.1.4. If a faculty member is granted benefits in addition to those normally specified

for a particular grant, additional periods of service to the Loyola Schools will
be determined according to the formula for prorating grants. The grantee is
asked to sign an agreement stating the conditions of the granted benefits.
1.2. Tuition Fee Discounts
1.2.1. Full-time faculty members who are studying at the Loyola Schools, but do not
avail themselves of the Faculty Development Grants, may enjoy a fifty percent
(50%) discount on tuition fees.
1.2.2. Part-time faculty members who are studying at the Loyola Schools may enjoy
a twenty-five percent (25%) discount on tuition fees.
2. University-Funded Research Grants
These grants, which are financed from earnings of endowments, consist of research funds
given to deserving faculty members for specific projects.
2.1. University Research Council (URC) Grants
2.1.1. Applications for this grant are open to all ranked full-time faculty members of
the Loyola Schools, with the following conditions: URC awardees will only be
granted such awards if the research project sustains mentorship, if funds are
available after other applications have been approved, and on the condition
that the application is not for work already funded by the Professorial Chair
Award Endowments. Recipients of these Research Grants are not disqualified
from receiving subsequent grants.
Part-time faculty members may collaborate with full-time faculty members

and staff of the Ateneo de Manila University in a URC grant. Contractual
full-time faculty members and non-permanent professionals may also
collaborate with full-time faculty members in a URC grant provided that the
period of the project does not exceed their appointment period.
2.1.2. In general, the research grant is awarded for work that contributes to the
maintenance and development of high quality education. The Departments/

Programs’ research agenda, particularly those agenda geared towards greater
national impact and visibility, will also be used as a basis in assessing grant
proposals.
2.1.3. The amount and length of time of the grant varies, depending on the nature of
the approved proposal for which the grant is given.
2.1.4. The grants may be used to support research expenses, to cover stipends for
the research assistants, and/or to cover the cost of reducing the proponents’
classroom teaching load.
2.1.5. Following are the procedure for screening proposals and awarding the grants:
2.1.5.1. Each academic year, the President of the University makes available
the total amounts that can support research grants for that year. The
ADRCW invites applications for the research grants.
2.1.5.2. Proposals for URC grants must be done in writing using the
prepared application form. It should include:
● a description of the project
● the expected contribution of the project to the mission of the

Ateneo de Manila University;
● the list of participants in the project
● stages, procedure, and timetable of the project
● breakdown of projected expenses
2.1.5.3. The proposals are forwarded to the URC which assesses the
proposals on the bases of their intrinsic merits and the qualifications
of the proponents. The grant may not be used for projects
contributing to the proponent’s thesis or dissertation.
2.1.5.4. The URC prepares and submits its recommendations to the

President.
2.1.6. In accepting research grants, the recipient accepts the obligations of:
2.1.6.1. Completing the research work that s/he proposed, on the basis of
which the Research Grant was given;
2.1.6.2. Completing the work by the designated deadline;
2.1.6.3. Submitting a report and/or a copy of the completed work to the

URC for evaluation; and
2.1.6.4. Submitting a copy of the report and/or the completed research

work to the President of the University.
2.1.7. All funds are automatically terminated at the end of the period specified when
the grant was given. If the research project is not completed by then, it is the
responsibility of the project director to apply for an extension of the project.

Whether or not the project is finished, the recipient of the grant must submit
a report to the URC one (1) year after the grant was awarded/disbursed.
2.1.8. Research projects supported by URC Grants become the joint property of the
faculty member and Ateneo de Manila University. Faculty members are
encouraged to publish their research results in reputable journals; however,
books, monographs, and similar publications should not be published without
the consent of the URC.
3. Loyola Schools Scholarly Work Faculty Grants
These grants are financed from the Loyola Schools research funds and are given subject to
availability of funds.
3.1. Loyola Schools Scholarly Work Faculty Grants are open to regular and contractual
full-time faculty members of the Loyola Schools.
3.2. In general, a research grant is awarded based on the overall scholarly merit of a
project proposal as well as the following specific features:
3.2.1. Publishable output, preferably in a refereed scholarly journal
3.2.2. Contribution to the research agenda of the School or to the Department/

Program
3.2.3. Significance in its own discipline
3.2.4. Promotion of collaborative and interdisciplinary scholarly work
3.2.5. Relevance and impact in the Philippines
3.3. The amount and length of time of the grant varies, depending on the nature of the
approved proposal for which the grant is given.
3.4. The amount can be used for the cost of reducing the proponent’s teaching load;
salaries of research assistants; expenses for supplies, materials, or technical
equipment (in the latter case, justification would have to be provided). The grants may
not be used for faculty honoraria, stipend, or similar compensation.
3.5. Following are the procedures for screening proposals and awarding grants:
3.5.1. Each academic year, the VPLS through the ADRCW invites applications for the
research grants.
3.5.2. Proposals must be done in writing using the prepared application form. It
should include:
● the expected contribution of the project to the mission of the Ateneo de

Manila University
● the list of participants in the project
● the project’s stages, procedure, and timetable

● a breakdown of projected expenses
3.5.3. The proposals are forwarded to the URC which assesses the proposals on the
bases of their intrinsic merits and the qualifications of the proponents. The
grant may not be used for projects contributing to the proponent’s thesis or
dissertation.
3.5.4. The URC prepares and submits its recommendations to the Loyola Schools
Grants Committee composed of the President of the University, VPLS, and the
Deans.
3.6. In accepting research grants, the recipient accepts the obligations of:
3.6.1. Completing the research work that he/she proposed, on the basis of which
the Research Grant was given
3.6.2. Completing the work by the designated deadline
3.6.3. Submitting a report and/or a copy of the completed work to the ADRCW for
evaluation
3.7. All funds are automatically terminated at the end of the period specified when the
grant was given. If the research project is not completed by then, it is the
responsibility of the project director to apply for an extension of the project. Whether
or not the project is finished, the recipient of the grant must submit a report to the
VPLS one year after the grant was awarded/disbursed. The Loyola Schools Committee
on Scholarly Work is in charge of monitoring the research reports.
3.8. Research projects supported by the Loyola Schools Scholarly Work Faculty Grants
become the joint property of the faculty member and Ateneo de Manila University.
Faculty members are encouraged to publish their research results in reputable
journals; however, books, monographs, and similar publications should not be
published without the consent of the URC.
4. Loyola Schools RCW Assistance via Research Assistant Grants
The grants are financed from the Loyola Schools research funds and are given to faculty
applicants on a competitive basis.
4.1. Applications for this grant are open to all full-time faculty members of the Loyola
Schools with a minimum rank of Assistant Professor with PhD or equivalent research
doctorate qualification (e.g., DSc, EdD, etc.), with approved internal- or
external-funded projects. The faculty member must also have a good RCW track
record and does not currently have a Research Assistant (RA) for his/her current
project.
4.2. The grant aims to provide the faculty member with additional support in the conduct
of his/her scholarly work. It also serves as an opportunity for junior researchers to
undergo training in a specific area of research and/or creative work in fulfillment of
their academic requirements.
4.3. The grant comes in the form of financial aid to the RA (i.e. tuition and fees discount)
and a monthly stipend as specified in the guidelines. However, if the principal

investigator has funds from an external funding agency, he/she is expected to pay
Loyola Schools for the RA’s monthly salary.
4.4. Applicants for the RA position must be enrolled in a graduate program in the Loyola
Schools and are not recipients of other forms of financial assistance (e.g. scholarships
from CHED, DOST, and others). By the end of the engagement period, he/she may be
recommended for termination or renewal by the principal investigator.
4.5. The following is the procedure for the screening of proposals and the awarding of
grants:
4.5.1. Each year, the VPLS invites applications through the ADRCW.
4.5.2. Applications must be done by the principal investigator in writing using the
prepared on-line application form. It should include:
● the project’s contribution to the Ateneo de Manila University’s mission
● Terms of Reference or job description of the RA
● the appointment period and/or timetable of activities
● endorsement by the Department Chair/Program Director and the Dean
4.5.3. The applications are submitted to the ADRCW which forwards these to the
Loyola Schools Committee on Scholarly Work for evaluation and approval.
4.5.4. The ADRCW endorses the list of approved applications to the VPLS who
informs the awardees.
5. Loyola Schools RCW Faculty Track Grants
The RCW Faculty Track Grant provides support for the scholarly work of faculty members to
increase the research and/or creative work output of the university, thereby contributing to
Ateneo de Manila University’s mission of providing intellectual leadership in higher education
in the Philippines.
5.1. Minimum eligibility for this grant is the rank of Assistant Professor with PhD or
equivalent research doctorate qualification (e.g., DSc, EdD, etc.) have a full time
appointment, and have a solid track record in research and publications, particularly
articles published in journals indexed by Scopus.
5.2. A recipient of an RCW Faculty Track Grant gets a yearly research or creative work load
of twenty-four (24) units and a teaching/admin load of six (6) units for a minimum
appointment of one (1) year with a maximum appointment of two (2) years. For faculty
members with no administrative load, the six (6) units shall be devoted to teaching.
Faculty members with an administrative load of six (6) units are not expected to be
assigned any teaching loads. In case the administrative position is equivalent to three
(3) units per year only, the remaining three (3) units shall be devoted to teaching. The
appointment as RCW Faculty is renewable, contingent upon the successful fulfilment
of the expected output. He/She is required to have sourced an internal or external
funding for his/her research.

5.3. A recipient of an RCW Faculty Track Grant is expected to do community and/or
university service (e.g. membership in standing committees, etc.), and outreach.
5.4. A recipient of an RCW Faculty Track Grant is expected to submit the following:
● At least two to three (2-3) manuscripts submitted to Scopus-indexed publications

per year or equivalent; the RCW Faculty is expected to be the sole or lead author
of two of these annual submissions
● At least one (1) funding proposal per year or equivalent
● Progress Report following the prescribed format at the end of the first year
● Terminal Report following the prescribed format at the end of the engagement
period
● Professorial Lecture at the end of the grant
5.5. Following are the procedures for screening applications and awarding of grants:
5.5.1. The application period for the RCW faculty track grant is announced by the
VPLS each school year.
5.5.2. Applications for RCW faculty must be submitted in writing to the ADRCW
using the prescribed application form. The application should include:
● a cover letter
● program proposal with a minimum timeframe of two (2) years
● a copy of the approved funding and/or MOA (for internally- or

externally-funded projects)
5.5.3. Retired faculty members with a post-retirement appointment in the Loyola

Schools may apply as RCW faculty on a yearly basis, in accordance with
guidelines from the VPLS and the URC.
5.5.4. The ADRCW forwards the applications to the URC for evaluation and final
decision to be approved by the President of the University.
5.5.5. The ADRCW submits the list of approved applications to the VPLS who
6. Loyola Schools Early Career Publication Support
The Early Career Publication Support Grant aims to support faculty members to publish
research out of the doctoral dissertation or postdoctoral research.
6.1. The minimum eligibility requirement is a PhD or equivalent research doctorate

qualification (e.g., DSc, EdD, etc.) obtained within the past five (5) years at the time of
application.
6.2. A recipient of an Early Career Publication Support gets a research or creative work
load of twenty-four (24) units and a teaching load of six (6) units. For faculty members
with no administrative load, the six (6) units shall be devoted to teaching. Faculty

members with an administrative load of six (6) units are not expected to be assigned
any teaching loads. In case the administrative position is equivalent to three (3) units
per year only, the remaining three (3) units shall be devoted to teaching. The grant is
available initially for one (1) academic year. Upon the successful completion of the first
year of the grant, the recipient may apply for an extension of up to one (1) academic
year, but with a different set of output whose quantity may vary depending on the
length of the extension.
6.3. A recipient of an Early Career Publication Support is expected to do community

and/or university service (e.g. membership in standing committees, etc.), and
outreach. He/She is expected not to do the following: (a) hold an administrative
position during the tenure of the award; (b) apply for other forms of research load; or
(c) accept teaching positions or other commitments outside the university that may
interfere with the fulfillment of the objectives of the award.
6.4. For research work, the minimum output expected from a recipient of an Early Career
Publication Support consists of any one of the following sets:
● two (2) journal article manuscripts submitted to peer-reviewed indexed journals
● one (1) journal article manuscript submitted to a peer-reviewed indexed journal

and one (1) book-length manuscript submitted to a reputable academic publisher
For creative work, the minimum output expected from a recipient of an Early Career
Publication Support consists of any one of the following sets:
● two (2) literary works submitted to peer-reviewed indexed journals
● two (2) book-length literary works submitted to reputable publishers
● one (1) literary work submitted to a peer-reviewed indexed journal and one (1)
book-length literary work submitted to a reputable publisher
● one (1) literary work or research article submitted to a peer-reviewed indexed

journal and one (1) work in the performing, visual, or screen arts that is submitted
for production, exhibition, or screening at an international venue
● one (1) book-length literary work submitted to a reputable publisher and one (1)
work in the performing, visual, or screen arts that is submitted for production,
exhibition, or screening at an international venue.
6.5. Following are the procedures for screening applications and awarding of grants:
6.5.1. The application period for the Early Career Publication Support is announced
by the VPLS each school year.
6.5.2. Applications must be submitted in writing to the ADRCW using the prescribed
application form. The application should include:
● a cover letter
● a program proposal
6.5.3. The OADRCW forwards the applications to the URC for evaluation and final
decision to be approved by the President of the University.

6.5.4. The ADCRW submits the list of approved applications to the VPLS who
7. Instructional Materials Grants
The grant aims to support faculty members in writing instructional materials for their
classes.
7.1. Instructional Materials Development Grant
7.1.1. The grant aims to increase the scholarly work output of Ateneo de Manila
University, thereby contributing to its mission of providing intellectual
leadership in higher education in the Philippines. These competitive grants are
financed from the Loyola Schools research funds.
7.1.2. All full-time faculty members of the Loyola Schools are eligible to apply.
7.1.3. The grant may not be used for projects contributing to the proponent’s thesis
or dissertation.
7.1.4. A maximum of forty thousand Philippine pesos (PHP 40,000) can be awarded
for each grant. The amount can be used for salaries of research assistants and
operational expenses (e.g., supplies and materials, transportation,
photocopying). The grant does not cover honoraria or tokens for panelists,
expenses related to the completed research work (e.g. printing/publication
costs), overhead, food and beverage, equipment, nor venture capital.
7.1.5. For book projects, the Ateneo de Manila University, through its research and
publication arm, shall have the “right of first refusal” for the publication of the
book.
7.1.6. The proponent can apply for the Instructional Materials Development Grant
and the Scholarly Work Faculty Grant sequentially (i.e. in succeeding years), if
the project involves an instructional/applied component, as well as a research
component (e.g., the development of a material, followed by a pilot and
evaluation of the material).
7.1.7. The proposals are reviewed in terms of:
7.1.7.1. Significance in enhancing course instruction in the Loyola Schools
7.1.7.2. Contribution to the School’s or Department/Program’s curriculum/

course development priorities or to the advancement of Ateneo de
Manila University’s goals and thrusts
7.1.7.3. Application or manifestation of student-centered learning principles
7.1.7.4. Innovation or novelty
7.1.7.5. Extent of use and application
7.1.8. The award is contingent on the progress of the proponent’s projects that have
been previously funded by Ateneo de Manila University (i.e. whether they have
been completed, published, etc.).

7.1.9. Following are the procedures for screening applications and the awarding of
grants:
7.1.9.1. The application for the Instructional Materials Development Grants is

announced by the VPLS each school year.
7.1.9.2. Applications must be submitted in writing to the ADCRW using the

prescribed application form. It should include:
● a detailed project proposal
● expected output
● justification for the project (how it fits into the department/

program or School scholarly work agenda, or Ateneo de Manila
University’s goals and thrusts)
● timetable
● a budget proposal
Textbook projects that have substantial novelty and that will entail
considerable research and theoretical work may be considered for
the Loyola Schools Scholarly Work Faculty Grant. Proposals for other
types of textbooks and instructional materials are eligible for the
Loyola Schools Instructional Materials Development Grant.
7.1.9.3. For proposals for Textbook Projects, the following components must
be highlighted in addition to the above:
● the conceptual/theoretical framework describing the particular

themes, thrusts, or approaches that the textbook will imbibe, in
the theoretical as well as the pedagogical sense (i.e. teaching/
learning strategies)
● a comparison of the proposed textbook with other available

textbooks in the field, highlighting the novelty of the proposed
textbook
● the targeted audience and the textbook’s potential for use
● the research component of the textbook project
● an annotated Table of Contents, with an essential description of

the contents and organization of each chapter
7.1.9.4. The proponent submits the proposal packet to the Department

Chair/Program Director and the Dean, who in turn, writes
comments on the application form. The complete application packet
is forwarded to the ADCRW.
7.1.9.5. The ADCRW forwards the applications to the Loyola Schools

Scholarly Work Committee for a pre-screening evaluation. Their
pre-screening evaluation and the proposals are then forwarded to
the URC for final evaluation and recommendation.

7.1.9.6. The URC makes the final recommendations and if necessary, may
further send the proposal to an external reviewer. While the URC
evaluation hinges mainly on the scholarly merits of the proposal, the
other inputs such as the pre-screening evaluation, comments from
the Department Chair/Program Director and the Dean, and how the
project fits in the proponent’s development goals and the
Department/Program/School thrusts or agenda, will also be taken
into consideration. To assist the URC in the review process, it may
request the proponent(s) to provide answers to clarification
questions, either in writing or by a ten (10)-minute presentation to
the URC.
7.1.9.7. The ADCRW submits the list of approved applications to the VPLS
and informs the awardees.
7.2. Textbook Developing and Writing Deload
7.2.1. The grant is intended as an incentive for faculty members to develop

textbooks.
7.2.2. Full-time faculty members may apply only once per academic year:
7.2.2.1. If approved, the grant is applicable to the academic year of actual

textbook development and/or writing (even if production of the
manuscript is delayed or deferred to the succeeding year), as
coordinated with the Department Chair/Program Director
concerned.
7.2.2.2. Succeeding application is allowed only after the culmination of the

previous writing project (i.e. submission of the printed copy).
7.2.2.3. Co-authorship with faculty members from another unit of the

Ateneo de Manila University unit (i.e., Basic Education, Ateneo
Professional Schools) is allowed (with the grant applicable to the
Loyola Schools faculty member only).
7.2.3. Proposals need not be limited to textbooks for the use of faculty members and
students of the Loyola Schools. Applications for a wider audience is
encouraged, whether at the basic education levels, or for the use of other
educational institutions, public or private. Priority will be given to applications
for CHED-GE and senior high school textbooks given the development of the
national K-12 program.
7.2.4. Application is reserved for textbook projects without external funding.
7.2.5. Acceptable publications, whether single-authored or co-authored, are:
● New textbook
● Revision of an existing textbook
● Textbook series
● Supplementary books: Workbook, Teacher’s Manual, etc.

● Digital book
7.2.6. Deloading will be based on a table of load equivalents given the proposed text,
and determined by the Vice President’s Council.
7.2.7. This deload will only be granted to Faculty who agree to submit their
manuscripts to the Ateneo de Manila University Press (AUP) for publication.
7.2.8. Additional incentives for approved proposals from the AUP are:
● a one-time development fee determined by the AUP to cover expense

during the development and writing stages
● a fifteen percent (15%) royalty on book sales
7.2.9. The call for applications and screening proceeds as follows:
7.2.9.1. The VPLS announces a call for applications in the first semester of
the school year. The table of load equivalents for each type of
textbook/instructional material is also disseminated.
7.2.9.2. Faculty applicants for the Textbook Developing and Writing Deload
are required to accomplish the prescribed application form and
submit the same to their Department Chair/Program Director for
endorsement to the Dean.
7.2.9.3. The Textbook Screening Committee (TSC) of a School is convened by

the Dean.
The TSC is a discipline-based, ad hoc committee that is responsible

for screening applications. Each TSC determines its own set of
guidelines.
A TSC is composed of the Director of the AUP and faculty members

appointed by the Dean in consultation with the Dean’s Council, as
follows:
● a faculty member of the School whose discipline or area of

specialization covers the proposed content of the textbook;
he/she will serve as the Committee Chair
● one or two (1-2) senior faculty members from any of the five
Schools who has/have a track record of published textbooks
ideally in the discipline/area of specialization of the proposed
textbook
● a current or former member of the Loyola Schools Curriculum

Committee
● a faculty member from the Ateneo de Manila Grade School if the

proposed textbook is intended for the elementary level; or a
faculty member from the Ateneo de Manila Junior High School or
the Ateneo de Manila Senior High School if the proposed
textbook is intended for the secondary level secondary level; or a

faculty member from a unit of the Ateneo Professional Schools if
the proposed textbook is intended for the professional level.
The TSC undertakes the screening process in the second semester.

The TSC submits its recommendations for the final approval of the
Dean and the VPLS.
The approved applications are announced by the Dean by the end of

the second semester.
8. Interdisciplinary Course Financial Assistance Grants
8.1. A team of at least two (2) faculty members coming from different Departments/
Programs may apply for financial assistance in developing a new interdisciplinary
course. Financial Assistance may be in one or more of the following forms, and may
differ among the different members of the team:
8.1.1. Course development support:
● units for course development
● allowance/Honorarium for course development
● meeting allowance
● materials (e.g. books, journal articles)
8.1.2. Course implementation support:
● units for teaching the course
● honorarium for resource persons
● materials (e.g., books, journal articles)
● training of junior faculty who will sustain the interdisciplinary course
8.2. The team is expected to produce a comprehensive syllabus of the course and a course
“demo” to run for one and a half (1.5) hours, to be presented at faculty forums, Faculty
Day, TFI, or other similar venues.
9. Externally-Funded Research Grants
Any member of the faculty or the administration may initiate negotiations for research
funding from sources outside Ateneo de Manila University. These grants may be made to
Ateneo de Manila University or to the individual members of the faculty.
9.1. Grants to the University
9.1.1. These include:
● Grants resulting from negotiations with external sources initiated by an

administrator in the name of the Ateneo de Manila University or of a
particular Department/Program

● Grants resulting from negotiations with external sources initiated by a
Department/Program
● Grants resulting from negotiations with external sources initiated by an

individual faculty member but for which a funding agency prefers to
enter into an agreement with the institution
● Projects commissioned by external agencies
9.1.2. The following are the requirements for such an arrangement:
9.1.2.1. A formal proposal containing a detailed plan of the project, staffing

patterns, and equipment costs should be prepared. The proposal
should be endorsed by the Department Chair/Program Director and
the Dean.
9.1.2.2. In the case of the research grants which provide for the salaries of
the principal investigator and/or various assistants for which the
faculty member is accordingly given a non-teaching load, the funds
so allocated are to be recovered by Ateneo de Manila University and
applied to these salaries. Some research projects may be considered
part of the outside consultancies allowed to faculty members and in
these cases the grants may allow additional compensation for the
faculty members.
9.1.2.3. All formal contracts involving Ateneo de Manila University are signed
by the President of the University or his designated representative.
9.1.2.4. An appropriate overhead charge payable to Ateneo de Manila

University should be included in the project budget.
9.2. Grants to Individual Faculty Members
9.2.1. These are grant arrangements between external agencies and individual
faculty members and do not directly involve Ateneo de Manila University.
These projects are generally done in addition to full-time teaching and are
considered part of the consultancy of the faculty member.
9.2.2. Ateneo de Manila University becomes involved when the faculty member
desires a reduction of load (“deloading”) or when its facilities are used for the
project (office space, electricity, machines, telephones, etc.). In such cases, the
Department Chair/Program Director and the Dean have to evaluate the
academic value of the project. If the project is approved, then a portion of the
faculty member’s salary may be charged to the project and an appropriate
overhead charge payable to Ateneo de Manila University should be included in
the project budget.
9.3. Equipment and Other Property Acquisitions
9.3.1. A property acquired by gift, contract, grant for research, teaching, or other
activities becomes the property of the Ateneo de Manila University unless
expressly restricted by the donor, contractor, or grantor, when accepted by

9.3.2. In cases where the equipment is acquired in the name of Ateneo de Manila
University and belongs to the institution by legal right, the equipment itself is
the property of Ateneo de Manila University and is not the property of the
principal investigator or of anyone else concerned with the grant.
Consequently, the full disposition of such equipment lies with Ateneo de
Manila University and the university administration can authorize its
disposition in any fashion. Normally, the equipment will be retained in the
Department/Program and used by the investigators who have the grant or
contract under which the equipment is acquired.
9.3.3. If an investigator moves to another university, it may be possible for him/her

to take with him/her some of the specialized equipment which is particularly
relevant to his/her work and which has not become part of the permanent
standard equipment of Ateneo de Manila University or Department/Program.
But, in some cases, since the legal title of the property belongs to the
University, specific action on the part of the university administration through
the URC is necessary. An inventory of equipment must be submitted, together
with the recommendations of the Department Chair/Program Director and
the Dean, indicating approval of the transfer of this equipment.
10. Conference Assistance Scheme
10.1. The Conference Assistance Scheme aims to assist faculty members present their
research in local, regional, and international conferences. All grants are subject to the
availability of funds.
10.2. All recipients of grants and loans are expected to follow the Guidelines for Recipients
of Grants and submit a Conference Report together with the receipts/invoices.
10.3. The following different types of subsidies, grants and loans are available:
10.3.1. Conference and Journal Publication Assistance Subsidies
10.3.1.1. All full-time faculty members of the Loyola Schools can apply for
conference subsidies. The applications must be endorsed by the
Department Chair/Program Director and the Dean. The maximum
number of grants and amount per grant will depend on the faculty
member’s publications based on the last two (2) AFAR periods,
following specific guidelines.
Many reputable and high impact journals and publishing houses have
started charging fees for publication. In this context, the conference
subsidy may be converted into a journal publication subsidy.
The table below shows the two options within the ambit of the
guidelines:

0 1*1 1+2 2+
Number of 1 2 3 3
subsidies
Conference subsidy
Philippines PhP 15,000 PhP 15,000 PhP 17,000 PhP 20,000
Rest of SEA US$ 400 US$ 400 US$ 500 US$ 600
Rest of Asia US$ 500 US$ 500 US$ 600 US$ 800
Rest of World US$ 650 US$ 650 US$ 750 US$ 1,000
Publication subsidy
International US$ 500 US$ 600 US$ 700 US$ 1,000
Journal
10.3.1.2. Part-time faculty members can apply to a limited number of

conference and journal publication subsidies. Recipients should
fulfill the following requirements:
● the part-time faculty member is currently teaching and
● has taught at least twelve (12) units in the past two (2) years,
excluding the present semester
Note that the subsidy is a competitive grant and will be decided on

and endorsed by the Office of the Associate Dean for Research and
Creative Work to the VPLS for approval. The criteria for the grant are
similar to those of the criteria for conference and journal publication
subsidies for full-time faculty.
10.3.2. Special Conference Grants
10.3.2.1. Grants of a maximum of $1,500 each will be released per semester to

assist full-time faculty who will be presenting major papers in
international conferences outside the Philippines. The grant is
competitive and will be deliberated upon by a committee of the
Office of the Associate Dean for Research and Creative Work. This
fund can only be used for the following expenses:
Coverage Description
Conference fees Based on “early bird” rates
Transportation Based on average commercial rates
Board/Lodging Based on modest hotel rates
Travel Allowance Local travel and meals not covered by conference
Max amount US$ 1,500
10.3.2.2. The recipients of these grants will be evaluated based on the

following criteria:
10.3.2.2.1. The Special Conference Grant is granted only to readers

of papers in significant or major conferences, i.e. those
attended by established scholars in the field of interest

and/or those with themes and topics relevant to the
Department/Program’s priority research fields. Priority
is given based on the importance of the conference to
the priority areas of research of the Department/
Program and the importance of the paper in the
conference (e.g. if it will be read in plenary sessions or in
a panel where the paper could contribute new
perspectives or methodology, etc.).
10.3.2.2.2. The audience must be one to whom the Department/

Program and School wish to make themselves known
because of the presence of important experts and key
persons in their field. Hence, the faculty member must
be willing to establish contacts and networks, especially
in the research area of interest.
10.3.2.2.3. Because the grants are limited, priority is given to the

Department/Program/School that has not yet been
awarded a similar grant.
10.3.2.2.4. All things being equal, priority will be given to regular

faculty members.
10.3.2.2.5. Faculty members who receive other grants for the

conference are not eligible for this grant.
10.3.2.3. Grant applicants submit the Conference Assistance Form to apply for
this grant. Applications must be submitted to the Office of the
Associate Dean for Research and Creative Work by the 28th of
February, the 15th of May, the 31st of August, or the 30th of
November of the school year within which the conference is
scheduled. Applications may be made to reimburse the expenses of a
past conference already attended, but the said conference must have
been attended within the same school year.
10.3.3. CHED Higher Education Development Program Travel Grants
10.3.3.1. The CHED Higher Education Development Program (HEDP) extends

financial assistance to enable local researchers to participate in
international conferences/seminars/workshops/for upon
endorsement of the higher education institution.
10.3.3.2. Only three (3) grants are given per institution; thus, the
endorsement of the application is treated like the Special Conference
Grants. Applications for this fund pass through the screening of the
VPLS with the Faculty Development Committee using the same
criteria and application guidelines for Special Conference Grants.
Applications for the CHED HEDP Travel Grants must be submitted at
least two (2) months prior to travel.

10.3.4. Conference Loans
10.3.4.1. Conference loans are available to regular and contractual full-time

faculty members.
10.3.4.2. A conference Loan has a maximum amount of US$ 1,000 and can be
used for the following expenses:
Coverage Description Max Amt

Conference fees Based on “early bird” rates as is
Transportation Based on lowest commercial rates $1,000
Board/Lodging Based on modest hotel rates $200
Travel Allowance Local travel and meals not covered by $200
conference
Max amount $1,000
10.3.4.3. To apply for a conference loan, regular and contractual full-time

faculty members submit to the Office of the Associate Dean for
Research and Creative Work a Conference Assistance Form with the
appropriate endorsements supporting documents, including the
abstract of the paper and its acceptance to the conference.
11. Sponsorship of Lectures, In-Service Training, etc.
11.1. The Faculty Development Program may sponsor lecture series, in-service training,
etc., for the total development of the faculty members.
11.2. Such requests from Departments/Programs may be submitted in writing to the

Faculty Development Coordinator.
12. Loyola Schools Internationalization Grants
12.1. The grants are awarded to Departments/Programs, Schools, research centers,

student formation offices, and individual faculty members to cover expenses incurred
in relation to internationalization initiatives. Each approved grant has a cap of one
hundred and fifty thousand Philippine pesos (PHP 150,000).
12.2. In screening grant requests, the LS Committee for Internationalization will prioritize
requests that are aligned with one or more of the following areas and strategic
thrusts:
12.2.1. Internationalization of the academic programs in the Loyola Schools:
● Initiatives towards the operationalization of collaborative degree

programs (e.g., sandwich programs, dual degree programs, 4+1 programs,
cotutelle programs)
● Initiatives towards the internationalization of the curriculum (e.g.

benchmarking and accreditation, development of programs with a
study-abroad component including lab-abroad or internship-abroad
opportunities, developing alternative modes of delivery such as distance

programs, developing or revising course content to explicitly reflect a
more comparative and international lens)
12.2.2. Strengthening of research through international initiatives that directly lead

to more research output per faculty member (e.g., international research
collaborations, hosting of international conferences)
12.2.3. Strengthening of international linkages in the following ways:
● Initiatives that institutionalize relationships with strategic partners and

establish a stronger international presence
● Initiatives that activate and build on our linkages
● Initiatives that lead to greater inbound and outbound student mobility

(faculty-led activities involving student participation) or inbound and
outbound faculty mobility
12.2.4. Supporting the initiatives of the University Research Council
12.3. The types of grants for which support can be given include:
● Hosting international conferences, seminars and workshops
● Hosting short-term visits (maximum of three weeks) of international faculty
● Hosting or participating in international collaborative projects
● Attending meetings with existing or potential foreign partner universities
12.4. The grant can cover:
● Economy airfare
● Accommodation of plenary speaker(s), international faculty or grantee(s)
● Ground transportation
● Food for participants/international faculty or grantee(s)
12.5. The grant cannot be used to cover the following:
● Honoraria or compensation
● Visa processing fees
● Travel and medical insurance
● Conference kits
12.6. Application
12.6.1. Eligibility
12.6.1.1. Grant applications are made by Schools through the Dean, by

Departments/Programs through the Department Chair/Program
Director, or by full-time faculty members.

12.6.1.2. Part-time faculty members may be involved in the
internationalization initiatives if they work with full-time faculty
members. Interdisciplinary and formation-related initiatives should
have a lead department or school.
12.6.2. Criteria for Approval
Initiatives should be aligned with one of the priority areas for the academic
year and have concrete, measurable outputs (e.g. public lecture, collaborative
publication, etc.). Priority will be given to initiatives that lead to or strengthen
institutionalized linkages with partner institutions.
12.7. The Loyola Schools Coordinator for Internationalization, together with the
Internationalization Committee oversees the program, processes applications and
makes recommendations to the VPLS.
Section III. Loans, Savings, Monetary Benefits, and

Mutual Assistance Programs
1. Overview
1.1. Ateneo de Manila University provides both university benefits as well as Social
Security coverage for all full-time faculty members.
1.2. The extent of Social Security coverage and contributions are determined by Philippine
law and described on the SSS website. The law requires that deductions from earnings
be made regularly from the paycheck and that Ateneo de Manila University, as
employer, contributes corresponding amounts. These contributions are remitted
monthly to SSS.
1.3. All SSS Members earning four thousand Philippine pesos (PHP 4,000) and above per
month are mandatorily covered by the Pag-IBIG Fund. Faculty members earning less
than four thousand Philippine pesos (PHP 4,000) a month may voluntarily join the
Pag-IBIG Fund as well. A monthly contribution to the Pag-IBIG Fund is automatically
deducted monthly from the faculty member’s paycheck, and is matched by Ateneo de
Manila University.
1.4. Membership in the PhilHealth Program is, by law, compulsory and automatic for all
employees. Under the Universal Healthcare Act of 2019, contribution of the employed
sector to the PhilHealth fund is still shared between the employer and employee
(further information may be obtained from www.philhealth.gov.ph).
2. Sickness- and Health-Related Benefits
2.1. SSS Sickness Benefit
The SSS sickness benefit is in the form of the allowance/compensation to faculty

members when they are sick and unable to work beyond the allowable number of days
of sick leave with pay, but for a period less than one hundred and twenty (120) days
per calendar year for two (2) successive years.

2.1.1. The faculty member availing himself/herself of the SSS Sickness Benefit must
submit to the OHRMOD an accomplished SSS Sickness Notification Form (SSS
Form CLD-9N), his/her SSS ID or the SSS Form E-6 (acknowledgment stub),
and two (2) valid IDs with recent photographs.
2.1.1.1. For hospital confinement, the claim for benefit must be filed within
one (1) year from the last day of confinement from the hospital.
2.1.1.2. For home confinement, the claim for reimbursement by the

employer must be filed within five (5) days from the start of illness.
Failure to file the claim within the prescribed period will result in
denial of the claim.
2.1.2. The payment of the daily sickness allowance is advanced by the employer and
paid to the faculty member by way of a check. The SSS then reimburses the
employer of the amount legally advanced upon receipt of satisfactory proof of
such payment.
2.2. PhilHealth Program
2.2.1. Faculty members are entitled to Philhealth benefits for themselves and their
eligible dependents if they have paid six (6) months contributions preceding
the three (3) months qualifying contributions within the twelve (12)-month
period prior to the first day of confinement (refer to www.philhealth.gov.ph).
2.2.2. PhilHealth Claim Forms are available at the OHRMOD.
2.2.2.1. Faculty members should file their PhilHealth Claim Form 1 (CF1) with
the hospital’s PhilHealth Office prior to discharge from the hospital.
A copy of the Member’s Data Record (MDR) must be attached to the
claim form.
2.2.2.2. PhilHealth benefits are paid by PhilHealth directly to the hospital,

medical practitioner, or private drugstore, based on claims filed and
received through the hospital’s PhilHealth Office. Hence, the amount
of PhilHealth benefits may be determined and subtracted from the
hospital bill.
2.3. Ateneo de Manila Health Care Plan
Ateneo de Manila University arranges a group health care agreement with a health care
provider for all full-time faculty members. The plan focuses on health maintenance and
illness prevention, and provides certain out-patient and in-patient health care services,
including emergency care, through its nationwide network of clinics and physicians,
specialists, and hospitals.
Ateneo de Manila University pays the full cost of coverage for the full-time faculty
member who is engaged for at least one (1) full semester, and a portion of the premium
payments for dependents if the faculty member elects dependent coverage as well.
Please refer to the handouts of the health care provider for full information.

2.4. Sickness Aid Plan
Permanent full‐time professionals may opt to participate in the Sickness Aid Plan
(SAP), a voluntary plan organized to provide financial assistance to plan members if
they get sick or hospitalized for a dreaded disease. The plan is open to all full‐time
permanent/regular employees of the University.
2.4.1. The plan aims to extend financial sickness aid to the plan member in the event
that the said plan member suffers from a dreaded disease limited to:
2.4.1.1. Cancer/Malignancies
2.4.1.2. Neurological diseases and neurosurgical conditions affecting the

brain, spinal cord and peripheral nerves (e.g., brain tumor, stroke,
hypertensive bleeding and aneurysms)
2.4.1.3. Renal diseases requiring dialysis, intensive treatment and/or a

transplant
2.4.1.4. Liver cirrhosis: liver damage due to viral infection, autoimmune

tumors, parasitic infections and others but excluding liver damage
due to alcohol/substance abuse and excluding all complications
arising from such abuse
2.4.1.5. Cardiovascular diseases affecting the heart and blood vessels (e.g.,
myocardial infarction, valvular heart disease but excluding
hypertension)
2.4.1.6. Blood dyscrasias affecting the blood/plasma elements (e.g., anemia,

leukemia)
2.4.1.7. Accidental injuries (e.g., vehicular, fire, occupational but excluding

self‐inflicted injuries and all complications arising from self‐inflicted
injuries)
2.4.1.8. ICU confinement cases excluding the Acquired Immune Deficiency

Syndrome and/or the Human Immunodeficiency Virus and
excluding all complications arising for either AIDS or HIV
2.4.2. Permanent full‐time professionals who opt to become members of the SAP
contribute an initial membership fee of two hundred Philippine pesos (PHP
200) and donate, through salary deduction, an additional one hundred
Philippine pesos (PHP 200) each time sickness aid is disbursed to a member
who gets sick of a dreaded disease as defined above.
2.4.3. The following are eligible to receive SAP donations from other members:
2.4.3.1. Regular/permanent full‐time employees who have voluntarily joined

the plan and who are actively contributing to the SAP fund;
2.4.3.2. University employees who become regular plan members upon

regularization/permanency are entitled to sickness aid benefit
immediately on the same day they join and remit their initial
contribution of two hundred Philippine pesos (PHP 200).

2.4.3.3. University employees who are qualified to join the plan before its
organization or after regularization/permanency but opt not to do
so may join the plan at any time thereafter. However, they must be
active members (i.e., actively contributing) for six (6) months before
they can be entitled to the sickness aid benefit under the plan.
2.4.3.4. Extended Plan Members: retirees who retire at age sixty (60; normal
retirement) and who have been contributing/members in good
standing for less than five (5) years but opt to continue being
members after retirement through a designated regular/permanent
full‐time co‐employee from whom the member’s sickness aid
contributions can be deducted; and
2.4.3.5. Retirees who retire at age sixty (60; normal retirement) and who
have been contributing/members in good standing for five (5) years
or more. These retirees will no longer be required to continue
replenishing disbursements after retirement but will receive
assistance from plan members should they get sick of a dreaded
disease as defined above.
2.4.4. SAP donations amounting to one hundred Philippine pesos (Php 100) per
member are disbursed for the purpose of covering expenses related to
hospitalization, treatment and other medical needs of a plan member for a
dreaded disease as defined above, only when the University Health Care
benefits have been exhausted. If a plan member, extended plan member, or
retiree dies without incurring any medical expenses or if the University’s
health care benefit is sufficient, no sickness aid will be disbursed.
2.4.5. To avail of SAP donations, the plan member, extended plan member or retiree
must file all the requisite documents including the SAP Financial Assistance
Claim Form (available from the OHRMOD).
2.4.6. More details regarding the Sickness Aid Plan are available from the OHRMOD.
3. Maternity and Family Benefits
3.1. SSS Maternity Benefit
The SSS maternity benefit is in the form of the allowance/compensation paid to a

full-time female faculty member when she takes her maternity leave.
The SSS maternity benefits are integrated with those of the Ateneo de Manila
University’s. Ateneo de Manila University advances the amount of SSS maternity
benefits of the faculty member and is reimbursed by the SSS.
3.2. University Maternity Benefit
The University Maternity Benefit is in the form of the allowance/compensation paid

to the married female faculty member when she takes her maternity leave, in excess
of the amounts reimbursed by the SSS.

4. Disability and Death Benefits
4.1. SSS Disability Benefit
This is a cash benefit paid to an SSS member who becomes permanently disabled,
either partially or totally, and who has at least one (1) monthly contribution paid to the
SSS prior to the semester of contingency. The SSS adopts the WHO definition of
disability, which is any “restriction or lack (resulting from impairment) of ability to
perform an activity in the manner within the range considered normal for a human
being.”
4.2. SSS Death Benefit
This is a cash benefit paid to the beneficiaries of a deceased SSS member.
4.2.1. A funeral grant is given to whoever pays the burial expenses of the deceased
member or pensioner.
4.2.2. Death benefit and funeral grant applications are filed directly with the nearest
SSS branch or representative office.
4.3. Catholic Educational Association of the Philippines (CEAP) Death Benefit
4.3.1. The amount of the CEAP Death Benefit of each member will equal one (1)
year’s salary but shall not exceed one hundred and fifty thousand Philippine
pesos (PHP 150,000).
4.3.2. In case of the death of a full-time faculty member who is a CEAP member,
Ateneo de Manila University helps process the CEAP death benefits.
4.4. University Death Benefit
Ateneo de Manila University will pay the employee's beneficiary, regardless of vesting
percentage, an amount equivalent to one (1) month gross pay for every year of service.
They are applicable only during the time of employment prior to retirement.
4.5. Group Life Insurance Coverage
Ateneo de Manila University arranges for voluntary group life insurance coverage
through an insurance company for full-time faculty members who are engaged for at
least one (1) full semester. The OHRMOD may be approached for more details.
5. Retirement Benefits
5.1. SSS Retirement Benefit
Faculty members who are SSS members are entitled to SSS retirement benefits.
Members who are sixty (60) years old and unemployed, or who are sixty-five (65) years
old, whether employed or not, may receive this benefit.
Retirement benefit applications are filed directly with the nearest SSS branch or
representative office.

5.2. University Retirement Plan
5.2.1. The normal retirement age of regular faculty members is sixty (60).
Specifically, retirement starts after the last day of the academic year in which
the regular faculty member reaches the age of sixty (60) or the actual 60th
birthday if it falls in the intersession.
5.2.2. A faculty or academic member may retire at an earlier age with full retirement
benefits. This shall be on the last day of the semester after he/she has
rendered twenty (20) years of actual service, or if the last day of the 20th year
of service falls on the intersession, on the actual date thereof.
5.2.3. Voluntary separation benefits may be availed of after at least five (5) years of
continuous service. The normal benefit is computed based on one (1) month
gross pay for every year of service and in accordance with the following
schedule:
Less than 5 years 0% normal benefit
5 - less than 10 25% normal benefit
10 less than 15 50% normal benefit
15 - less than 20 75% normal benefit
20 or more 100% normal benefit
5.3. CEAP Retirement Plan
Voluntary contributions to CEAP and the interest generated are not included in the
computation of the benefits under the University Retirement Plan.
5.3.1. Membership in the plan is automatic for all full-time faculty members of the
Ateneo de Manila University, if they have completed six (6) months of
continuous service. Upon eligibility for membership, the faculty member is
asked to fill out the pertinent forms which supply all the necessary initial data
for administration of the Plan.
5.3.2. Ateneo de Manila University contributes monthly to the Fund on behalf of the
faculty members on the basis of current services, i.e., an amount equivalent to
three point twenty-five percent (3.25%) of the member’s current monthly
gross pay.
5.3.3. Faculty members are not required to make contributions to the CEAP
Retirement Plan, but they are given the option to voluntarily contribute an
amount equal to one, two, three, or four percent (1, 2, 3, or 4 %) of their
current gross pay.
5.3.4. Faculty members who opt to contribute to the Fund should fill out a form,
which serves as a continuing authority for Ateneo de Manila University to
deduct every month the indicated percentage of the gross pay as their
voluntary contribution and to remit this to the Trustees of the Plan.

6. Educational Financial Aid for Children of Faculty Members
6.1. University Educational Program3
6.1.1. Full-time faculty members who have served Ateneo de Manila University
continuously for at least one (1) school year may apply for financial aid for
their children who have been admitted to the Ateneo de Manila Grade School,
the Ateneo de Manila Junior High School, the Ateneo de Manila Senior High
School, or the Loyola Schools. The educational financial aid grant amounts to
sixty-five percent (65%) of the tuition fee for the school unit of Ateneo de
Manila University where the child of the faculty member is admitted for
enrollment. If both parents are full-time employees of the Ateneo de Manila
University with at least one (1) year of continuous service, then the
educational financial aid grant amounts to one hundred percent (100%) of the
tuition fee. At the faculty member’s request, the balance of the tuition and
other fees may be considered a no-interest loan account that is payable
through payroll deductions.
6.1.2. Part-time faculty members who have served Ateneo de Manila University for
more than ten (10) years, who hold at least a master’s degree or its equivalent,
and who have a total teaching load of at least six (6) units for two (2)
consecutive academic terms, including the current academic term, may apply
for financial aid for their children who have been admitted to the Ateneo de
Manila Grade School, the Ateneo de Manila Junior High School, the Ateneo de
Manila Senior High School, or the Loyola Schools. The child of the part-time
faculty member is a granted educational financial aid grant amounts to fifty
(50%) of the tuition fee for the school unit of Ateneo de Manila University
where the faculty member’s child is admitted for enrollment.
7. University Housing Loan
7.1. Regular faculty members may apply for the purchase of house and lot units at the
Ateneo de Manila Faculty Housing Project in Nangka, Marikina, subject to certain
conditions, if lots/units are still available. Those with approved applications are given
assistance in applying for home loans to one of the two local banks with which Ateneo
de Manila University has existing tie-ups. Ateneo de Manila University also grants a
one hundred and fifty thousand Philippine pesos (PHP 150,000) interest-free loan
payable after ten (10) years to further help employees with the equity requirement for
the house and lot unit in Nangka.
7.2. University Housing Loan requests are processed by the Vice President for Finance and
Treasurer. The application must be endorsed by the Department Chair/Program
Director, Dean, and VPLS, for approval of the Vice President for Finance and
Treasurer.
8. University Emergency Loans and Emergency Medical Loans
8.1. Ateneo de Manila University may grant loans to a regular faculty member in urgent
financial distress, provided that the faculty member has rendered at least three (3)
years of continuous service.
3
The program is currently limited to cover only the legitimate children of faculty members. See OHRMOD
document M-009-080-002.

8.2. For financial needs arising from unforeseen events such as a death in the family, the
maximum amount of the Emergency Loan is fifteen thousand Philippine pesos (PHP
15,000), payable in one (1) year, payable through salary deduction.
8.3. For financial needs arising from medical emergencies, the maximum amount of the
Emergency Medical Loan is thirty thousand Philippine pesos (PhP30,000), and the
maximum term is three (3) years, payable through salary deduction. This type of loan
may be granted to cover payment of hospitalization expenses or medical treatment,
where such expenses are not covered or reimbursed by the Ateneo de Manila Health
Care Plan. In case the patient is an employee’s dependent, no medical loan will be
granted unless the employee has covered the eligible dependents under the group
health insurance plan. Medical loans for the self and covered dependents bear no
interest.
8.4. All university loan requests, except for the University Housing Loan, are processed by
the OHRMOD. Merits of loan requests must be established to the satisfaction of the
OHRMOD. Particularly for personal and emergency loans, the faculty member is asked
to check alternate sources of funds, such as the SSS Salary loan. Full particulars may
be obtained from the OHRMOD.
9. All-Purpose Loans and Other Loans
9.1. Faculty members may apply for loans from the following government agencies, subject
to their guidelines:
● SSS Salary Loan
● Pag-IBIG Multi-purpose Loan
9.2. University-arranged Loan Facilities
Salary loans may be arranged by Ateneo de Manila University with certain banks.
Payments are through payroll deduction. Interest rates are subject to current
commercial values.
9.3. Computer Loan
9.3.1. A one-time computer loan is available through the OHRMOD to regular faculty
members with at least three (3) years of continuous service.
9.3.2. The loan is interest free and payable through salary deduction for a maximum
of two (2) years.
9.3.3. The maximum loan amount is eighty (80%) of the unit cost, but cannot
exceed forty thousand Philippine pesos (PHP 40,000).
10. Savings and Cooperatives
Pag-IBIG Provident Savings: Full or partial withdrawal of Pag-IBIG savings is subject to the
conditions of Pag-IBIG.

11. Employee-Initiated Mutual Assistance Program
11.1. Sickness Aid Plan
Regular and contractual full-time faculty members in the Loyola Schools may opt to
participate in the Sickness Aid Plan (SAP), a voluntary plan organized to provide
financial assistance to plan members if they get sick or hospitalized for a dreaded
disease.
11.1.1. The plan aims to extend financial sickness aid to the plan member in the event
that the said plan member suffers from a dreaded disease limited to:
11.1.1.1. Cancer/Malignancies
11.1.1.2. Neurological diseases and neurosurgical conditions affecting the

brain, spinal cord and peripheral nerves (e.g., brain tumor, stroke,
hypertensive bleeding and aneurysms)
11.1.1.3. Renal diseases requiring dialysis, intensive treatment and/or a

transplant
11.1.1.4. Liver cirrhosis: liver damage due to viral infection, autoimmune

tumors, parasitic infections and others, but excluding liver damage
due to alcohol/substance abuse and excluding all complications
arising from such abuse
11.1.1.5. Cardiovascular diseases affecting the heart and blood vessels (e.g.,
myocardial infarction, valvular heart disease, but excluding
hypertension)
11.1.1.6. Blood dyscrasias affecting the blood/plasma elements (e.g., anemia,

leukemia)
11.1.1.7. Accidental injuries (e.g., vehicular, fire, occupational but excluding

self-inflicted injuries and all complications arising from self-inflicted
injuries)
11.1.1.8. ICU confinement cases excluding the Acquired Immune Deficiency

Syndrome and/or the Human Immunodeficiency Virus and
excluding all complications arising from either AIDS or HIV
11.1.2. Regular and contractual full-time faculty members who opt to become
members of the SAP contribute an initial membership fee of two hundred
Philippine pesos (PHP 200) and donate, through salary deduction, an
additional one hundred Philippine pesos (PHP 100) each time sickness aid is
disbursed to a member who gets sick of a dreaded disease as defined above.
11.1.3. The following are eligible to receive SAP donations from other members:
11.1.3.1. Regular and contractual full-time employees who have voluntarily

joined the plan and who are actively contributing to the SAP fund
11.1.3.2. Ateneo de Manila University employees who become regular plan

members upon regularization/permanency are entitled to sickness

aid benefit immediately on the same day they join and remit their
initial contribution of two hundred Philippine pesos (PHP 200).
11.1.3.3. Ateneo de Manila University employees who are qualified to join the
plan before its organization or after regularization/permanency but
opt not to do so may join the plan at any time thereafter. However,
they must be active members (i.e., actively contributing) for six (6)
months before they can be entitled to the sickness aid benefit under
the plan.
11.1.3.4. Extended Plan Members: retirees who retire at age sixty (60; normal
retirement) and who have been contributing/members in good
standing for less than five (5) years but opt to continue being
members after retirement through a designated full-time
co-employee from whom a member’s sickness aid contributions can
be deducted.
11.1.3.5. Retirees who retire at age sixty (60; normal retirement) and who
have been contributing/members in good standing for five (5) years
or more. These retirees will no longer be required to continue
replenishing disbursements after retirement but will receive
assistance from plan members should they get sick of a dreaded
disease as defined above.
11.1.4. SAP donations amounting to one hundred Philippine pesos (PHP 100) per
member are disbursed for the purpose of covering expenses related to
hospitalization, treatment and other medical needs of a plan member for a
dreaded disease as defined above, only when the University Health Care
benefits have been exhausted. If a plan member, extended plan member, or
retiree dies without incurring any medical expenses or if Ateneo de Manila
University’s health care benefit is sufficient, no sickness aid will be disbursed.
11.1.5. To avail himself/herself of SAP donations, the plan member, extended plan
member or retiree must file all the requisite documents including the SAP
Financial Assistance Claim Form.
11.1.6. More details regarding the Sickness Aid Plan are available from the OHRMOD.
Section IV. Awards and Recognition
1. Professorial Chair Awards
1.1. A Professorial Chair Award is financed from earnings of endowments. It consists of a

financial award to a deserving faculty member. This grant is generally given to regular
faculty members with the rank of Professor Emeritus and Professor. If funds are
available, the grant is given also to regular faculty members with the rank of Associate
Professors.
1.2. A Professorial Chair award is given only for one (1) year, without prejudice to deserving
faculty members being nominated and receiving awards year after year.

1.3. Professors who are on sabbatical leave are not automatically excluded from qualifying
for an award.
1.4. The following is the procedure for the screening and awarding of the Professorial
Chair:
1.4.1. Each year, faculty members with the rank of Professor Emeritus and Professor
are nominated for the Professorial Chair Awards. When funds are available,
Associate Professors may also be nominated. The President of the University
initiates the process by requesting for the list of recipients of Professorial
Chairs from the VPLS.
1.4.2. The VPLS submits the nominations list to the President of the University who
convenes the Board of Trustees Committee on Professorial Chairs and Faculty
Awards to review the list for the Board’s approval.
1.4.3. The President of the University forwards the approved Professorial Chair
Awards to the ADCRW for distribution to the recipients.
1.4.4. The ADCRW prepares a summary of the performance and scholarly

achievements of the awardees in a compendium report to be transmitted to
the Office for University Development and the donors of the Professorial Chair
Endowment.
2. Loyola Schools Scholarly Work Publications Awards
2.1. The Loyola Schools Scholarly Work Publications Awards are cash awards given annually
to full-time faculty members who have published scholarly work of high quality, and
with strong extensive impact, based on critical peer reviews.
2.2. Loyola Schools Scholarly Work Publications Awards Guidelines defines scholarly work
as: “the discovery of new knowledge and original insights that expand human
understanding; the application of existing knowledge to address social and practical
problems; the development of new and better means for facilitating the learning or
understanding of what is already known; and the creative work that includes artistic
creation or expression”.
2.3. Guidelines, award values, and submission procedures are outlined in Loyola Schools
Scholarly Work Publications Awards Guidelines.
3. Loyola Schools Outstanding Scholarly Work Awards
3.1. The Loyola Schools Outstanding Scholarly Work Award is a special recognition given to
outstanding work that contributes significantly to the discipline, is novel or
innovative, and/or meets high standards of excellence. The award is given to the most
outstanding scholarly work in the Humanities, Science and Engineering, Social
Sciences, Management, and Education and Learning Design
3.2. Nominations for the award may be made by the author, a colleague, or the pertinent
School Dean. The outstanding scholarly work for each area (Humanities, Science and
Engineering, Social Sciences, Management, and Education and Learning Design) is
chosen by a panel of judges formed by the Dean of each School.
3.3. The author or co-authors of the award are given a plaque and a cash prize.

3.4. Guidelines, award values, and submission procedure are outlined in Loyola Schools
Outstanding Scholarly Work Awards Guidelines.
4. Loyola Schools Award for Scholarly Work with Most Social Impact
4.1. The Loyola Schools Award for Scholarly Work with Most Social Impact recognizes
scholarly work that has made a distinct difference in addressing socio-civic and
national development concerns.
4.2. Textbooks, applied research, creative works, and publications written for various
audiences are eligible, if they meet the above qualifications. There is no particular
timeframe for the conduct or publication of the scholarly work; however, the work can
only be granted the award once. Nominated works that do not receive the award in a
given year may be resubmitted, with new evidence on impact.
4.3. Submission and evaluation procedure for this award are outlined in the Loyola Schools
Award for Scholarly Work with Most Social Impact Guidelines.
5. Loyola Schools Award for Outstanding Scholarly Work in Sustainability
5.1. The Loyola Schools Award for Outstanding Scholarly Work on Sustainability is given to
the most outstanding multi- or interdisciplinary scholarly work on sustainability that
has been published and/or implemented within the last five (5) years. This scholarly
work can be about new knowledge or methodologies that affect the way we
understand sustainability and disaster risk; multi-disciplinary solutions to sustainable
development problems or disaster risk management; or effective information,
education, and communication strategies that change habits and lifestyles.
5.2. The work can be granted only once but nominated works that do not receive the
award may still be considered in the subsequent years as long as the work was
published or implemented not more than five (5) years earlier.
5.3. The ADRCW convenes the Committee on the Award for Outstanding Scholarly Work
in Sustainability.
5.4. The Committee on the Award for Outstanding Scholarly Work in Sustainability
evaluates the submissions and presents a ranked shortlist for consideration by the
VPLS and the Deans of the Loyola Schools, who then make the final decision.
5.5. Submission and evaluation procedure for this award are outlined in the Loyola Schools
Award for Outstanding Scholarly Work in Sustainability.
6. Service Recognition
6.1. Ateneo de Manila University recognizes the services rendered by its faculty members
and other employees by honoring them at the annual University Service Awards
ceremonies, a university-wide special event at the Loyola Heights campus near the
end of each calendar year.
6.2. A service pin is awarded after completion of five (5) years of actual service. A service
plaque is awarded after completion of ten (10) years of actual service and every five (5)
years thereafter up to twenty (20) years. Awardees who have completed twenty-five
(25) years of service are each given a service plaque and a cash award. A certificate is
awarded after thirty (30) years of service and every five (5) years thereafter. In

addition, special awardees are honored a day after the main awarding ceremonies at a
presidential luncheon at which previous special awardees are among the guests of
honor.
6.3. Actual service is defined as the period of time in which teaching/administrative

service is undertaken.
6.3.1. Sabbatical leaves, TILs, maternity leaves, and short-term leaves with pay
having a maximum duration of one (1) month are counted in the computation
for the period of actual service.
6.3.2. Periods of reduced teaching loads resulting from Faculty Development

Program grants, administrative, or special assignments, are counted in the
computation for the period of actual service.
6.3.3. Study leaves with or without pay, including Faculty Development Program and
scholarship grants that require no teaching loads, are not counted in the
computation for the period of actual university service.
7. Retirement Luncheon/Dinner
Each year, the Loyola Schools holds a retirement luncheon/dinner to acknowledge and thank
all retiring faculty members.
Section V. Faculty Formation
1. Channels of Communication
There are different venues in which faculty members may air their concerns.
1.1. Faculty Day. At the start of each semester, one (1) school day is set aside for the
gathering of the faculty and administrators. In addition to providing an occasion for
introducing new faculty members to the Loyola Schools community, it offers a venue
for discussion, dialogue, and planning for the new school year.
1.2. The School Forum, as an assembly of faculty members and administrators, discusses
policy issues, academic concerns, student affairs, and other concerns affecting the
entire Loyola Schools unit.
1.3. Department/Program meetings allow the discussion of issues and concerns

pertaining to the Department/Program and its members.
1.4. Personal concerns may be brought to the attention of the Department Chair/
Program Director. If it is not resolved at this level, it may be elevated to the Dean. If it
is still not resolved at the level of the Dean, it may be elevated to the level of the VPLS.
In exceptional cases, it may be brought up to the level of the President of the
University.
2. Faculty Formation Team
The Faculty Formation Team includes the Coordinators for Faculty Development, Faculty
Social Involvement, Internationalization, Leadership Development, TFI, and Faculty Spiritual
Formation, and Faculty Social Involvement; the Associate Dean for the Core Curriculum; the

Associate Dean for Research and Creative Work; the School Forum Chair; the Residence Hall
Director; the Director of the Office of Campus Ministry; the Office and Guidance and
Counseling; LS Human Resources Support; and four other full-time faculty members (one
from each School of the Loyola Schools). The Faculty Formation Team assists the VPLS in
developing and improving policies and programs related to faculty formation which includes
teaching, research, outreach, and administration.
3. Professional Development
3.1. Teacher Formation Institute (TFI)
The TFI was initiated to provide faculty members with a practical orientation to and
seminars and skills training on the Loyola Schools systems and the Ignatian way of
teaching, research, and service. It consists of a one (1)-day TFI Orientation and the
Main TFI Workshop, which runs for at least two (2) days. The TFI is held between the
intersession and the first semester and is followed by a series of TFI follow-up
sessions held monthly throughout the school year. Activities such as workshops and
seminars organized by other offices for faculty may be considered as follow-up
sessions.
3.1.1. The TFI Orientation is designed to (re)introduce new (those who are starting
their teaching in the current school year) and returning (after at least two [2]
years of absence) faculty members to the Loyola Schools administration
structure, academic affairs and processes, human resource concerns, student
discipline matters, etc. All new and returning full-time and part-time faculty
members are required to attend this Orientation. Those who fail to do so must
provide an explanation to the VPLS through a formal letter.
3.1.2. The Main TFI Workshop consists of talks and at least one (1) workshop and
covers a wide array of topics, typically including Ignatian spirituality in the
context of teaching, profiles of the Ateneo de Manila teacher and student,
communication tips for teachers, pedagogical methods, etc. All contractual
full-time and part-time faculty members are required to go through the Main
TFI Workshop. New and returning full-time faculty members are expected to
attend the Main Workshop immediately following the first Orientation.
3.1.3. A faculty member is counted as having completed the TFI after he/she
completed and attended the:
3.1.3.1. Orientation for New Faculty
3.1.3.2. Teacher Formation Institute main workshop and follow-up sessions
3.1.3.3. Brewing the Ignatian Spirit session
3.1.3.4. Ignatian Spirituality in Education Workshop
The sessions must be within the same school year as the TFI that they
attended. A faculty member is allowed one (1) half-day absence from the Main
TFI Workshop. To make up for the absence, the faculty member must attend
two (2) more TFI follow-up sessions in addition to the normal two (2) TFI
follow-sessions (making a total of four [4] follow-up sessions). A longer period
of absence will be considered a forfeiture of participation at the Main TFI

Workshop. The faculty member will then be required to take the Main TFI
Workshop the following school year.
3.1.4. The Coordinator for TFI confirms faculty members’ completion of the TFI by
way of a confirmation notice addressed to the Dean by the end of the school
year.
3.2. Leadership Development Program
3.2.1. The Loyola Schools Leadership Development Program was created in

recognition that leaders play a critical role in attaining the vision and mission
in what has become a growingly complex environment and institution. The
program also considers the unique nature of academic institutions where
faculty members (who are not necessarily hired for their management
capability) are asked to take leadership positions, such as Department Chair/
Program Director, Associate Dean, Dean, or VPLS. In addition, the fluidity in
leadership assignments requires constant preparation of individuals capable to
take on leadership roles.
3.2.2. The Loyola Schools Leadership Framework and Curriculum are the bases for
the programs implemented to enhance the capabilities of leaders.
Development activities are based on the identified needs of leaders as well as
the strategic directions of the Loyola Schools and Ateneo de Manila University.
Figure 1. Loyola Schools Leadership Framework

Figure 2. Loyola Schools Leadership Curriculum
3.2.3. Leadership Development Programs include the following:
3.2.3.1. Competency-based Leadership Workshops: primarily in-house

leadership development workshops designed to address
competencies for improvement based on the Loyola Schools
Leadership Framework and Curriculum; may also include sending
leaders to external institutions for more specific development needs.
3.2.3.2. Leadership Circles: conversations with exemplar leaders to listen to

best practices and creative approaches to various challenges of the
position; participants are current and future leaders.
3.2.3.3. People Management Series: orients current and future leaders on

the relevant administrative and people management policies and
procedure; provides an avenue for leaders to give inputs to the
creation or enhancement of policies and processes that may address
people management challenges and issues.
3.2.3.4. Advanced Leadership Program: designed to prepare leaders for more

challenging positions in the Ateneo de Manila University by
mentoring them in specific skills and exposing them to the actual
work of higher-level administrators. The program does not preempt
or subvert the current processes of selecting administrators in the
Loyola Schools, but hopes to strengthen and to expand the pool of
leaders who have administrative and people skills and have good
understanding of Departments/Programs and Schools other than
their own, among others.
4. Spiritual Development
4.1. Ignatian Spirituality in Education Workshop (ISEW)
The ISEW is an annual workshop conducted by the Office of Mission and Identity
(OMI) for faculty members of the Ateneo de Manila Grade School, the Ateneo de

Manila Junior High School, the Ateneo de Manila Senior High School, and the Loyola
Schools. The ISEW serves to introduce to faculty members the life and spirituality of
St. Ignatius of Loyola, the mission of the Society of Jesus, and how these are the roots
and the context of Ateneo education. The faculty members are able to reflect on their
teaching vocation in the University.
4.2. Conversations on the Ministry of Teaching
Faculty members from different disciplines and Departments/Programs are given

time to participate in the Conversations on the Ministry of Teaching. This activity is a
holistic approach to growth and development, providing the faculty and
administrators with an opportunity to live together off-campus to examine their
vocations as educators together in the light of Ignatian spirituality, the university
mission statement, and the needs of the country.
4.3. Retreats and Recollections
At least once a year, faculty members are given the opportunity to participate in a
live-in retreat or spiritual renewal. Throughout the year, recollections and retreats in
daily life are also made available to faculty members.
4.4. Sacraments
Daily masses are celebrated at the College Chapel for the Loyola Schools community.
The sacrament of reconciliation is also regularly made available to all members of the
community.
5. Community Development
5.1. Rest and Recreation
Every year, the VPLS offers the faculty members an opportunity to enjoy a few days of
rest and recreation.
5.2. Ignatian Festival
Annually, Ateneo de Manila University celebrates the Feast of St. Ignatius of Loyola
through the Ignatian Festival, a month-long engagement that gathers members of the
university-wide community to deepen our mission and identity as well as affirm our
roots.
5.3. Annual Christmas Party
The university administration tenders a Christmas dinner-celebration for the Loyola

Schools Community before the Christmas break.
5.4. Graduation Reception
On each evening of the Commencement Exercises, the faculty members, together

with the special guests, are invited by the VPLS to a dinner.
6. Others
The Loyola Schools also organizes other deepening activities for faculty formation like
Spirituality in Education Round Table Discussions, Socio-Political Situationers, Intellectual

Autobiographies, and Crossroads Workshops for Retirees. There are also School-based
workshops on faculty development.
Section VI. On-campus Facilities and Services Available for Faculty Use
1. Collections
1.1. University Library
1.1.1. The Ateneo de Manila University has separate libraries for the Loyola Schools,
the Ateneo Professional Schools, the Ateneo de Manila Grade School, the
Ateneo de Manila Junior High School, and the Ateneo de Manila Senior High
School. Other specialized libraries on the main campus may be found at the
East Asian Pastoral Institute (EAPI), the Loyola School of Theology (LST), and
the Manila Observatory (MO).
1.1.2. The Rizal Library (RL), which serves the Loyola Schools, is the largest of the
Ateneo de Manila University’s libraries. Its print collection, composed of more
than 350,000 volumes of books and journals, are housed at the RL-First Pacific
Hall and the RL-Special Collections Building. Matteo Ricci Hall and the Global
Classroom at CTC 101 are part of the Rizal Library. Online databases, along
with other useful information, may be accessed on or off campus via its
website.
1.1.3. Rizal Library Faculty Privileges. Faculty members of the Loyola Schools enjoy
the following privileges:
1.1.3.1. Borrowing. Full-time faculty members may borrow twenty (20)

books at a time, for four (4) months, from the Circulation Section.
Part-time faculty members may borrow ten (10) books at a time, for
one (1) month. Faculty members must present their faculty IDs to
enter the library, to borrow books, and to secure library clearance.
Each faculty member is responsible for library materials charged to
his or her account. Books borrowed must be returned, and any
outstanding fees paid, at the end of each semester or intersession to
avoid suspension of borrowing privileges.
1.1.3.2. Reserve. Faculty members may place personal or library materials (or
photocopies thereof) at the Reserve Section to ensure that students
have equal access to books, newspaper clippings, journal articles,
etc., that are required for their classes. Items may be scanned and
made available via E-reserve upon request. Faculty members must
provide their students with a username and password, so that they
can access the materials on E-reserve. The list of materials in the
Reserve Section is available online and may be viewed or searched
using the online catalog. Unless notified otherwise, materials are
removed from the Reserve Section at the end of each semester or
intersession. Personal copies of materials are returned to faculty
members through their respective Departments/Programs, and
library-owned materials are returned to their proper location.

1.1.3.3. Online databases to which the library subscribes may be accessed
directly if faculty members are on campus. Off-campus access to
most of these databases may be obtained by logging in with one’s
Ateneo de Manila email username and password.
1.1.3.4. Faculty members who need books, articles, or documents that are
not available through the library’s print or online collections may
obtain the required materials for free by using the following services:
1.1.3.4.1. Document Delivery, where journal articles are supplied by

partner libraries in print or pdf format, and e-mailed to
those who need them. Requests may be submitted online.
1.1.3.4.2. Interlibrary Loan, which gives faculty members access to

books and other research materials not found in the Rizal
Library, but are available in other libraries. Requests must
be made in person through the Circulation Section.
1.1.3.4.3. The Loan-a-Librarian service (i.e., one-on-one research

appointments with reference librarians) seeks to address
the needs of library users, including orientations on
available resources and services. Appointments may be
booked online.
1.1.3.4.4. Faculty accounts for Turnitin may be requested online.
1.1.3.4.5. Library tours, database training sessions for students, and

assistance with the compilation of bibliographies and
relevant sources may be conducted or rendered by
Reference librarians upon request.
1.1.3.4.6. Faculty members can visit the Reference Desk at the first
floor of the New Rizal Library or email requests.
1.1.3.5. Faculty Assistance to the Library. Faculty members are encouraged

to assist the Rizal Library in the following ways:
1.1.3.5.1. Regularly evaluate the holdings of the library, and

recommend books and other materials for purchase to
strengthen the library collection.
1.1.3.5.2. Check library resources before assigning library work to

students, and inform librarians about the materials
needed for their courses (including specific books or
pages), so that the materials may be prepared on time.
1.1.3.5.3. Encourage students to seek assistance from librarians and

staff.
1.1.3.6. Rizal Library Buildings. The collections of the Rizal Library are
housed in the following buildings:
1.1.3.6.1. Rizal Library - First Pacific Hall has five floors. On the first
floor, faculty members may ask questions at Reference

and Information Services, borrow books at the Circulation
Counter, leave materials at the Reserve Collection, and do
research at the Graduate-Faculty Study Area. On the
second floor, bound copies, as well as the latest issues, of
scholarly journals and popular magazines may be perused
at the Foreign Serials Section, while DVDs, board games,
and other multimedia resources may be borrowed at the
Multimedia Resources Center, where rooms of varying
sizes may also be reserved for film viewing and other
activities requiring audio-visual equipment.
1.1.3.6.2. The Circulation Section is located on the third and fourth

floors. Books with call numbers A to J are on the third
floor, while those with call numbers from K to Z — as well
as fiction, oversized books, and the Window on Korea
collection — are on the fourth floor. The Information
Commons on the third and fourth floors is where patrons
can use computers for free and have documents printed
for a fee. The fifth floor Study Hall, like Matteo Ricci Hall,
provides space for students to study together and discuss
their assignments, as well as a venue for book- and
library-related special events. Also located on this floor
are the Acquisitions Section, which handles the
purchasing of books for the library, accepting donations,
and arranging exchanges; and the Cataloging Section,
which organizes the library resources before they are sent
to the service areas.
1.1.3.6.3. The Rizal Library - Special Collections Building houses the

Filipiniana Section, the Microforms and Digital Resources
Center, Special Collections, and Photoduplication Section,
which preserves library materials by microfilming and/or
digitizing them.
The Filipiniana Section has over 39,000 volumes of books

published in and about the Philippines, a periodical
collection of about 2,000 titles, 51 of which are on current
subscription, and a theses collection with 3,300 titles in
over 20 fields. Religious files, annual reports, maps, and
vertical file materials on Philippine-related issues are also
part of this collection. The Computerized Index to
Philippine Periodical Articles (CIPPA), which covers
articles published from 1988 to the present, may be used
to search the newer publications in the periodical
collection. CIPPA is available online through the library’s
website.
The Microforms and Digital Resources Center maintains

and services more than 4,700 microfiches, more than
1,500 DVDs, and more than 18,500 microfilm rolls,
including rare Filipiniana materials, newspapers and
magazines, theses and dissertations of Ateneo de Manila

students, selected theses and dissertations from other
institutions, and other materials.
The Special Collections house, organize, and provide

access to rare books, journals, manuscripts, and
memorabilia, some dating from the sixteenth to
nineteenth centuries. The Special Collections represent
diverse research interests on Philippine Studies and are
stored in the following sections:
The American Historical Collection consists of more than

13,000 books, almost 19,000 photographs, and other
materials related to the American experience in the
Philippines, and the relationship between the two
countries. With the possible exception of the holdings of
the U.S. Library of Congress, the American Historical
Collection is the largest, most diverse, and most complete
collection of materials of its kind in the world.
The Pardo de Tavera Library and Special Collections is a

prime resource for researchers in Philippine history and
its people. The section was established to manage and
maintain the different collections of national significance
acquired over the years through donations. It houses the
Philippine Epics and Ballads Archive
(http://epics.ateneo.edu/epics), which is a multimedia
collection of oral tradition and culture derived from 43
years of Nicole Revel’s (the donor) anthropological
research in Palawan. The collection represents about
1,500GB of information, digitized and preserved on
CD-ROMs, DVD-ROMs, and hard disks.
The Ateneo Library of Women's Writings collects writings

by and about Filipino women in all areas, for the purpose
of promoting their circulation among contemporary
readers, as well as preserving these for posterity.
All the materials in these sections are for room use only.
Specific rules governing access and use of materials from
these sections apply.
1.2. University Archives
The University Archives is the repository of historical and official records of the
Ateneo de Manila University. Important records of Ateneo de Manila University are
stored and preserved here, along with publications of Ateneo de Manila University,
faculty members and students; personal papers of the faculty, administrators, and
alumni; and non-textual materials such as building plans, photos, and memorabilia.
1.2.1. All administrative officers of Ateneo de Manila University, including faculty

members whose performance of administrative duties puts them in possession
of records pertaining to their official duties, are expected to assist in the
preservation of these materials by observing the following policies:

1.2.1.1. The records of the official activities of Ateneo de Manila University
officers and offices are the property of the Ateneo de Manila
University.
1.2.1.2. Such property is not to be destroyed without the approval of the

Department/Program where the papers accumulate, and the
Director of the University Archives.
1.2.1.3. The officer-in-charge of each administrative office determines when

the records cease to have administrative value. Thereupon, the
Director of the University Archives will appraise the value of the
records and arrange for their systematic transfer to the University
Archives if such records have permanent value.
1.2.1.4. Faculty publications and other such records of accomplishments are

significant contributions to Ateneo de Manila University’s
intellectual heritage and, therefore, are a recognized part of archive
materials. In particular with those not funded with research grants,
faculty members are requested to provide the Archives with a copy
of their books, pamphlets, lectures and speeches, and/or
experimental texts, authored or written by them.
1.3. Ateneo Art Gallery
The Ateneo Art Gallery, located in Areté, is widely recognized as the first museum of
Philippine modern art — established in 1960 through Fernando Zóbel’s gift to the
Ateneo de Manila of his collection of works by key Filipino post war artists and
international fine prints. Through the years, other philanthropists and artists followed
Zobel’s initiative, filling in the gaps so that the collection now surveys every Philippine
art movement in the post war era: from neo-realism and abstract expressionism, to
today’s postmodern hybrid tendencies.
1.3.1. The Ateneo Art Gallery hosts innovative exhibitions and public programs
highlighting works from its permanent collection as well as works from other
collections for special shows. Admission is free for the Ateneo community. It is
also open to the public, free of charge to individual visitors. There is a
minimum fee for groups larger than twenty (20).
1.3.2. A lecture series featuring artists, curators, scholars and art writers, ArtSpeak,
aims to increase awareness, knowledge and understanding of modern and
contemporary art.
1.3.3. Internships are available to interested students.
1.3.4. Books on art from the Rizal Library, as well as the Fr. Rene B. Javellana, S.J. and
Teodoro Locsin, Jr. Collections, are now housed in the Ateneo Art Gallery
office.
1.4. The Nicasio Cruz, S.J. Video Library at the Department of Communication
This video library has a collection of films that are available to faculty members for
class use. Loan requests may be submitted to the Department of Communication.

2. Publishing
2.1. Ateneo de Manila University Press (AUP)
The AUP aspires to transform the academic life of the university community by
publishing, in both print and digital editions, the books of the best and the brightest
across Ateneo de Manila University's disciplines and various programs. The AUP crafts
and publishes these researches and works into quality academic/scholarly, literary as
well as non-literary titles, and cutting-edge textbooks.
2.2. Newsletters and the Ateneo de Manila and Loyola Schools Websites
Newsletters are circulated within the campus to update the community on

developments in the Loyola Schools. Information is also circulated via the Blueboard
email bulletin board service, the Ateneo de Manila and Loyola Schools websites, and
social media outlets. The Loyola Schools has its own Loyola Schools Bulletin that is
issued once a semester.
3. Audio-Visual Services
3.1. The audio-visual services of the Loyola Schools are administered by the Office of
Facilities and Sustainability (OFS). The following audio-visual facilities are available:
3.1.1. Audio-visual rooms and rooms with audio-visual equipment are located in the
various buildings of the Loyola Schools complex. These rooms vary in size and
the nature of accommodation.
3.1.2. All classrooms are equipped with LCD/DLP projectors. Overhead projectors
are available for use in classrooms upon request.
3.1.3. Roving audio-visual equipment such as LCD projectors, OHP’s, DVD players
and audio equipment, are available for use in venues that are not equipped
with such amenities.
3.2. Reservation of audio-visual facilities is coursed through the OFS.
3.2.1. The audio-visual rooms may only be reserved for activities and classes of the
Loyola Schools where audio-visual equipment other than the public address
system would be of major necessity.
3.2.2. Faculty members reserving the rooms are responsible for the proper use and
securing and returning of equipment made available by the AV Services
Section of the OFS.
4. Eugenio Lopez Jr. Center for Multimedia Communication
Eugenio Lopez Jr. Center for Multimedia Communication, lodged in the Department of
Communication, exposes faculty members to the issues and possibilities, processes and
workflows, of multimedia communication for the purposes of media education and training.
5. Creativity and Innovation
5.1. In the Loyola Schools, creativity and innovation in the arts and sciences are part of
community and scholarly life. In terms of artistic creativity, the 5 theaters on campus
(Rizal Mini Theater, Fine Arts Theater in Gonzaga Hall, the Black Box theater in the Old

Com building, the Doreen Black Box theater in Areté, and Hyundai Hall in Areté)
accommodate performances of Tanghalang Ateneo, Blue Repertory, ENTABLADO,
Ateneo Musicians Pool, Company of Ateneo Dancers, Blue Symphony and other
groups in the community. Faculty members are among the prime movers of artistic
creativity in the Loyola Schools.
5.2. In the sciences, the Loyola Schools has the Ateneo Innovation Center (lodged in SOSE)
which spearheads science research and projects that address problems in society
such as those related to water, climate change, and sustainability. In addition, the
Ateneo AmberLab (lodged in DISCS) engages in block chain research that addresses
concerns related to health governance and management. Both endeavors are
participated in by LS faculty members.
5.3. Creativity and innovation are also represented by Areté. Architecturally, Areté as a
building, in itself, metaphorizes art. More importantly, it is a hub for the formation of
“persons-for-others who possess breadth of vision, depth of competence, love of
learning, and sparks of creative energy.” Other than the Art Gallery, Hyundai Hall,
Doreen Black Box theater, it houses the Fine Arts Department — with spaces also for
works on design and creative writing. In Areté, too, are sandboxes that host
interdisciplinary research projects headed by LS faculty members and aiming to
address wicked problems. Areté is a prime seat for “stimulating creative, adaptive, and
multi-dimensional thinking, thereby generating new ideas, products, and services that
aim to drive a global economy.”
6. Loyola Schools Bookstore
6.1. The Loyola Schools Bookstore carries textbooks, faculty publications, office supplies,
gift items, Ateneo de Manila University merchandise, and other items. Faculty
members who would like the Loyola Schools Bookstore to carry textbooks they shall
be requiring in their classes are asked to coordinate with the Loyola Schools
Bookstore staff and give them ample time to coordinate their requests with the
suppliers. Special/custom-made product requests can be coursed through the Loyola
Schools Bookstore.
6.2. The Loyola Schools Bookstore is open to assisting student entrepreneurs by being an
additional venue for their merchandise, provided it suits the product mix of the store
and is relevant to the university community.
7. Photocopying Services
7.1. Photocopying services for faculty members and administrators are available at the
Duplicating Office.
7.1.1. Duplication of examinations, course syllabi, etc. may be arranged with the
staff. These are done on a first in-first out basis.
7.1.2. All other job orders should be charged to specific Departments/Programs and
offices. Notes and course materials for reproduction are to be submitted at
least one (1) week ahead of time. Rush requests are strongly discouraged.
7.1.3. Reproduction of final examinations is to be done strictly in the presence of

Department/Program Secretaries. As such, it is necessary for secretaries to
schedule the time slots ahead of time.

7.1.4. For personal requests, a statement of account will be issued to the requesting
party and it should be settled with the cashier before the copies are obtained.
7.2. Reproduction services are also available at the Rizal Library, the Loyola Schools
Bookstore, and at other strategic locations around the campus.
8. Faculty Work Areas
Faculty rooms are available for the use of faculty members in all faculty buildings. They are
appointed with faculty offices, cubicles/desks, computers, telephones, and other equipment.
9. Laboratories
Science and computer laboratories are located in various buildings across the campus.
10. Health Services
The Loyola Schools provides medical outpatient services and relevant health programs that
promote fitness and health, through the Loyola Schools Office of Health Services (LSOHS)
clinic located on the first floor of the Social Sciences Building. The clinic is staffed by medical
doctors and registered/professional nurses.
The LSOHS coordinates referrals for tertiary care in close coordination with trained
paramedics under the Ateneo Risk Management Unit (ARMU) for ambulance transport
services.
Nursing mothers may use the lactation room at the LSOHS in the 1st floor of the Social
Sciences Building.
Additional health services are available at the Health Development Institute at the Center for
Community Services Building in the Social Development Complex. The Health Development
Institute is accredited with the Ateneo de Manila Health Care Plan. It provides general
medicine, subspecialty, and integrative medicine services.
11. Loyola Schools Childcare Place
Faculty members with babies and young children between the ages one to ten (1-10) may use
the LS Childcare Place for daycare services. Children two (2) years old and below must be
accompanied by an authorized adult, (e.g., nanny, parent, relative). The facility is free for all
Loyola Schools employees. An hourly fee is charged to employees from other units of Ateneo
de Manila University who wish to avail themselves of daycare services. Faculty members may
bring up to two (2) children for daycare services.
The LS Childcare Place is open from 7:30 am to 5:30 pm Mondays to Fridays. It provides a
nurse from 9:00 am to 3:00 pm; there is a daycare teacher in the morning and in the
afternoon.
12. Sports Facilities
Faculty members may arrange to use the various sports facilities of the Loyola Schools: the
College Covered Courts, College Swimming Pool, Table Tennis Area, Lawn Tennis Courts,
Martial Arts Center, Dance Area, Weights and Fitness Gym, Blue Eagle Gym, Martial Arts
Room, and the Multi-purpose Room.
Faculty members are also given discounted rates at the Moro Lorenzo Sports Complex near
the Ateneo de Manila Junior High School and the Ateneo de Manila Senior High School.

13. Chapel and Church
Faculty members may use the Immaculate Conception Chapel or the adjoining Adoration
Room for prayer. The Church of the Gesu may be used for larger religious assemblies.
14. Faculty Lounges
Faculty and staff lounges which may be used for eating are available in the College cafeteria
at the ground floor of Gonzaga Hall, and other Loyola Schools buildings such as Faura Hall,
Dela Costa Hall, and Leong Hall.
15. Parking Lots
A number of parking slots have been reserved for faculty at the SEC-Gonzaga Carpark,
Bellarmine Carpark, Central Carpark, and in areas near Leong Hall, the JG-SOM Building, the
Rizal Library, and the Old Communication Arts Building.
Parking stickers/passes are made available through the Campus Security and Mobility Office
at the start of each school year. Vehicles with officially numbered stickers prominently
displayed on the windshield may park in duly assigned parking spaces and move freely in the
campus.

Appendices

APPENDIX 1
Hiring: Central Administration Process
Department/Program
Requests for a salary valuation from the Office of Human Resource Management and Organization
Development (OHRMOD) for a prospective contractual full-time faculty member
Head of LS HR Services/HR Coordinator for Faculty and Administrators (OVPLS)
Endorses the salary valuation request for evaluation of OHRMOD
OHRMOD
Prepares the salary valuation of the faculty applicant
HR Coordinator for Faculty and Administrators
Receives the salary valuation result from OHRMOD and forwards it to the concerned Department/
Program. The Department Chair/Program Director may request a re-valuation if necessary
Department/Program
● Discusses the result of the salary valuation with the prospective new faculty member
● Forwards the result of the discussion on the salary valuation to the Dean
Dean
Endorses the result of the salary valuation to the Head of LS HR Services
Head of LS HR Services
Endorses the result of the salary valuation to the VPLS
Vice President for the Loyola Schools (VPLS)
Approves the initial hiring salary of the faculty applicant

● Prepares a job offer letter of the faculty applicant for signature of the VPLS
● Forwards it to the Department Chair/Program Director
Department/Program and Applicant
● Presents the job offer letter to the prospective new faculty member. If the job offer is accepted, the
Department Chair/Program Director and the new contractual full-time faculty member sign the job
offer letter
● The signed job offer letter serves as the initial appointment contract of the new contractual full-time
faculty member
● The initial rank indicated in the job offer letter is tentative until reviewed by the CFRPA-LS and
approved by the President of the University
Dean
Endorses the job offer by signing the letter
HR Services Section for Faculty and Administrators (OVPLS)
Submits the signed job letter to OHRMOD for implementation

APPENDIX 2
Hiring: Department/Program Process
Applicant
Undergoes an interview with the Department/Program and does a teaching demonstration or seminar
related to his/her research
Department/Program
Obtains an Advance Approval for Employment Form from the Dean
Applicant
Prepares the required documents for hiring and submits them to the Department/Program.
Department/Program
● Makes a checklist of submitted requirements; and checks the completeness of hiring documents
● Forwards the application and required documents for hiring to the Assistant to the Dean
Assistant to the Dean
Reviews for the completeness of hiring documents for the endorsement of the Dean
Dean
● Endorses appointment by signing the papers

● Submit to OVPLS complete hiring documents
● Reviews for completeness of documents

● Forward the documents to the Head of LS HR Services for endorsement

Head of LS HR Services
● Reviews documents for approval of the VPLS

● Assigns item and employment status
Vice President for the Loyola Schools
Approves faculty appointment by signing the paper
● Photocopies completed appointment papers for the OVPLS file

● Sends complete hiring documents to OHRMOD for implementation
President of the University
Approves the consolidated list of faculty members who are hired on a full-time or part-time basis per
semester

APPENDIX 3
Ranking: Loyola Schools Process
Department/Program
Recommends the initial rank of a new contractual full-time faculty member and forwards the
recommendation to the Dean.
Dean
Reviews the recommended initial rank of the new contractual full-time faculty member, and then
endorses the recommendation to the VPLS.
Vice President for the Loyola Schools
Reviews and endorses the recommendation on the initial rank of the new contractual full-time faculty
member to the CFRPA-LS.
Committee on Faculty Rank and Permanent Appointments – Loyola Schools
Recommends the initial rank of the new contractual full-time faculty member to the President of the
University.
President of the University
Decides on the rank of the new contractual full-time faculty member.

APPENDIX 4
Supplemental Table of Infractions
1. Respect for Persons
NUMBER OF INFRACTIONS
INFRACTION GRAVITY
1st 2nd 3rd 4th 5th
1.1. Engaging in a Major Susp TOE

pattern of 16-30
conduct that days or
vexes or TOE
compromises the
physical and/or
psychological
wellbeing of a
person, as with
acts of
harassment,
stalking,
coercion,
goading, ridicule,
or discrimination
of any kind
1.2. Any act by word Major Susp TOE

or deed that 16-30
degrades or days or
debases the TOE
dignity of a
person
1.3. Invasion of Major Susp TOE

privacy, such as 16-30
but not limited days or
to unauthorized TOE
use of recording
equipment or
access to
facilities,
especially when
the same is likely
to cause distress

2. Integrity and Research Ethics
INFRACTION GRAVITY
1st 2nd 3rd 4th 5th
2.1. Dishonesty in individual Major Susp TOE

and institutional 16-30
representation days or
TOE
2.2. Taking credit for Major Susp TOE

someone else’s work 16-30
and ideas, stealing days or
others’ results or TOE
methods, copying the
writing of others
without
acknowledgment or
otherwise taking credit
falsely
2.3. Taking or releasing the Major Susp TOE

data of others which 16-30
were given in the days or
expectation of TOE
confidentiality, e.g.,
appropriating ideas
from submitted grant
or contract proposals,
or manuscripts for
publication when one is
a reviewer for granting
agencies or journals
2.4. Dishonesty in reporting Major Susp TOE

results, such as but not 16-30
limited to fabrication of days or
data, improper TOE
recording of data,
negligence in collecting
or analyzing data, and
selective reporting or
omission of conflicting
data
2.5. Knowingly presenting Major Susp TOE

material or publishing 16-30
articles that will days or
mislead listeners or TOE
readers, e.g.,
misrepresenting data
(particularly its
originality)

INFRACTION GRAVITY
1st 2nd 3rd 4th 5th
2.7. Citing unpublished Major Susp TOE

papers without 16-30
permission or including days or
inadequate footnote or TOE
endnote attributions so
that readers cannot tell
who produced which
data
2.8. Publishing the same Major Susp TOE

material more than 16-30
once without days or
identification of prior TOE
publication
2.9. Serving as a co-author Major Susp TOE

of a research paper or 16-30
article without days or
reviewing the material TOE
to be published, or
without sufficient
contribution to merit
authorship
2.10. Misappropriation or Major Susp TOE

malversation of 16-30
research funds days or
TOE
2.11. Non-remittance of or Major Susp TOE

withholding of research 16-30
funds belonging or days or
entrusted to the TOE
university
2.12. Committing any form of Major Susp TOE

misrepresentation 16-30
days or
TOE

3. Professionalism
INFRACTION GRAVITY
1st 2nd 3rd 4th 5th
3.1. Engaging in conduct or activities Major Susp TOE Major

with student/s that undermine 16-30
or compromise the integrity and days or
professionalism of the TOE
faculty-student relationship
3.2. Refusal or failure to comply Moderate Susp Susp Susp TOE

with the rules and protocols on 1-7 8-15 16-30
maintaining the academic days days days
standards of the Loyola Schools
without any valid reason
3.3. Refusal or failure to abide by or Moderate Susp Susp Susp TOE

comply with the rules and 1-7 8-15 16-30
protocols on student days days days
registration
3.4. Failure to observe ethical and Moderate Susp Susp Susp TOE
professional behavior in all 1-7 8-15 16-30
forms of communication, days days days
including but not limited to
social media and online
platforms
3.5. Refusal or failure to perform the Moderate Susp Susp Susp TOE
responsibility/responsibilities as 1-7 8-15 16-30
a faculty member without any days days days
valid reason


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Copyright © 2019 Loyola Schools, Ateneo de Manila University

Cover Design: Zachary Pangan

2 Ateneo de Manila University - Loyola Schools

Loyola Schools Faculty Manual 10

Sec II: Coverage 11

Sec III: Review and Update 11

Sec I: Faculty Status 12

Sec II: Hiring and Ranking of New Faculty Members 17

Sec III: Requirements, Criteria, and Procedures for Permanency 22

Sec IV: Faculty Rank and Procedures for Promotion 25

Sec V: Unranked Faculty Members 29

Sec VI: Annual Faculty Performance Evaluation 31

Sec VII: Retirement of Faculty Members 34

Sec VIII: Resignation and Termination 34

Sec I: Teaching Duties and Responsibilities 35

Sec II: Research and/or Creative Work 44

Sec III: Service to the Community and/or the University 46

Sec I: Faculty Code of Conduct and Professional Ethics 50

Sec II: Code of Research Ethics 56

Sec III: Disciplinary Process and Sanctions 60

2019 Faculty Manual 3

Sec II. Grants and Awards for Further Studies or Research 73

Sec IV. Awards and Recognition 103

Sec V. Faculty Formation 106

4 Ateneo de Manila University - Loyola Schools

Academic term Refers to either an intersession or a semester during an academic

ADAA Associate Dean for Academic Affairs

ADCC Associate Dean for the Core Curriculum

ADGP Associate Dean for Graduate Programs

ADRCW Associate Dean for Research and Creative Work

AFAR Annual Faculty Activity Report

AISIS Ateneo Integrated Student Information System

ARMU Ateneo Risk Management Unit

AUP Ateneo University Press

CEAP Catholic Educational Association of the Philippines

CFRPA-LS Committee on Faculty Rank and Permanent Appointments of the

CHED Commission on Higher Education

Contractual faculty Faculty member with no permanent appointment in the Loyola

2019 Faculty Manual 5

Professor of Practice The honorific academic title “Professor of Practice” is given to

Department Chair Head of a Department in the Loyola Schools

DOLE Department of Labor and Employment

EAPI East Asian Pastoral Institute

Faculty evaluation Annual evaluation of regular and contractual full-time faculty

Faculty load Total units assigned to a faculty member in an intersession, in a

Full benefits Refers to both government-mandated and university-provided

Initial hiring Initial employment of a faculty member in the Loyola Schools,

IPR Intellectual Property Rights

IPS Individual Program of Study

ISEW Ignatian Spirituality in Education Workshop

Lecturer Academic title of part-time faculty members in the Loyola Schools

Letter grade Grade of a student indicating the level of performance in a class

6 Ateneo de Manila University - Loyola Schools

Loyola Schools Higher education unit of Ateneo de Manila University which

LSOHS Loyola Schools Office of Health Services

LST Loyola School of Theology

Mandatory benefits Refers to the government-mandated benefits

OFS Office of Facilities and Sustainability

OHRMOD Office of Human Resource Management and Organization

OMI Office of Mission and Identity

OMIS Office of Management Information Systems

OSS Office for Student Services

Pre-permanency Initial review process a contractual full-time faculty member goes

President Head of Ateneo de Manila University