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Faculty Manual | AMA Education System
FACULTY MANUAL
2019
(Revised Edition)
#59 Panay Avenue, Quezon City
Tel. No. 373-3901
Website: http://www.amaes.edu.ph/
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Faculty Manual | AMA Education System
“I do not believe in resting on one's laurels. For me, man's struggles
for the attainment of something good for his fellowmen should
have only a beginning but never an ending”
AMABLE M. AGUILUZ SR.
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Faculty Manual | AMA Education System
MESSAGE FROM THE CHAIRMAN
Welcome to the AMA Education System
(AMAES)!
Our Institution has always been at the forefront
in ensuring the delivery of quality education to
our students. We are continually dedicated to
achieving our mission and vision as we adapt in
this
climate
of
rapid
technological
advancement.
The road to attain academic excellence is achieved by our
unyielding efforts to attract, maintain and continuously develop a
proficient pool of academic personnel.
We take pride in having you as part of the AMA family and
recognize you as a valuable partner in promoting the growth of the
AMA community of learners. Our shared goal towards educating
the youth is fueled by our commitment and responsibility to our
institution.
We hope that this Faculty Manual will be your compass and provide
guidance in performing your tasks. It also aims to empower and
encourage you to work with diligence, professionalism, and zeal.
AMABLE R. AGUILUZ V
Chairman
MESSAGE FROM THE VICE CHAIRMAN
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Faculty Manual | AMA Education System
Congratulations! You are now an official
member of the AMA Education System (AMAES).
We hope that this manual will be your reference
in identifying and connecting with our core
values and help you become a more effective
and dedicated member of the organization. As
we take you under our wings, we look forward
to establish a shared responsibility towards academic quality,
contribute to the success of our learners to become productive
members of society.
This manual is a testament of our institution’s commitment to
provide direction to each faculty for the successful performance of
his/her job. Furthermore, it will also make you realize how the
policies, privileges as well as the duties and responsibilities of AMA
faculty are aimed to foster an environment of innovation and
collaboration amongst educators.
Welcome and may you have a fruitful stay with AMAES!
AMABLE C. AGUILUZ IX
Vice Chairman
TABLE OF CONTENTS
I. THE AMA EDUCATION SYSTEM
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A. AMAES History
B. AMAES Timeline
C. AMAES Schools
D. Vision and Mission
E. Corporate Culture
F. Corporate Values
G. Quality Policy
H. Goals
I. AMA Hymn
J. AMAES Organizational Chart
K. International Partners and Affiliates
II. THE ACADEMIC AFFAIRS DEPARTMENT
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A. AMAES Academic Affairs Tri-Org Chart
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1. Academic Programs, Curriculum,
Instructional & Learning Materials Design &
Development and Community Extension
Department (APCILMDD and CED)
2. Academic Operations and Research
Department
3. Academic Compliance and Accreditation
Department
B. Job Descriptions
1. Vice President for Academic Affairs (VPAA)
2. Director
3. Manager
4. Dean
5. Program Head
6. College Faculty
7. Senior High School Coordinator
8. Senior High School Faculty
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9. Learning Area Coordinator
C. Faculty Classification
1. Employment Nature
1.1 Full-time faculty
1.2 Part-time faculty
2. Employment Status
2.1 Regular/Permanent
2.2 Probationary
2.3 Contractual
2.4 Temporary Casual
3. Employment Rank and Titles
3.1 College
3.2 Senior High School
III. ACADEMIC MATTERS AND POLICIES
A. Semestral and Trimestral Program
1. Academic Work
2. Academic Calendar
3. Class Record
4. Teaching Load or Faculty Loading
5. Master list of Enrolled Students
6. Student Attendance
7. Substitution
8. Make up Class
B. Examination and Grades
1. Guidelines on Grading System
1.1 Semestral Mode
1.2 Trimestral Mode
1.3 Grading Scheme
2. Grade Sheet
3. Schedule of Examination
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4. Crediting of Courses
5. Dropping of Courses
6. Procedures in Validating Exams
C. Guidelines on Research
D. Guidelines of Local Off-Campus School
Activities
E. AMAES NSTP Program
1. Reference
2. NSTP Program
3. Crediting of NSTP programs for transferee
students
4. NSTP Positions
3.1 NSTP Coordinator
3.2 NSTP Instructor
3.3 Grading System
F. Cultural Programs
G. Extension Services
1.
Community Engagement Officer
2.
Community Extension Coordinator
IV. HRD POLICIES AND PROCEDURES
A. Faculty Hiring Requirements and Procedures
1. Manpower Requisition Form (MRF)
2. Guidelines for Faculty Hiring, Ranking &
Promotion
3. Teaching Demo and Interview
4. Faculty Ranking
5. Faculty Renewal
6. Intent to Teach in the Next School Term
7. Renewal/ Non-renewal of Contracts
8. Pre-Employment Requirements
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a. Requirements for newly-hired
b. Requirements for renewal of faculty
i. Performance Appraisal System
for Teachers (PAST)
9. Change of Status
9. 1 Voluntary
9.1.1 From part-time to full time
9.1.2 From part-time to full time
9. 2 Based on performance
9.2.1 From full time to part-time
9. 3 Insufficient number of loads during
the next school term
10. Transfer of Work Assignment
11. Requirements/Procedures in preparing
summary list
11. 1 Faculty renewal summary checklist
11. 2 Faculty renewal/newly-hired
process flow
11. 3 Checklist for term of reference for
newly-hired acad
11. 4 Checklist for renewal of term of
reference for Academic Employees
12. Class hours
13. Consultation hours
14. Service during enrolment
15. Work hours during semestral/trimestral
break
16. Attendance, tardiness and absences
16.1 Faculty attendance
16.2 Faculty tardiness
16.3 Faculty absences/leaves
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16.4 Sanctions and penalties
16.5 Holidays
16.6 Suspension of work
16.7 Exception of those with Saturday
classes
17. Policy on Official Business
17. 1 OB Approving Authorities
17. 2 Acad OB
17. 3 Time of filing OB and TO
17. 4 OB Exceptions
17. 5 Violations
17. 6 Additional requirements
18. Travel Order Procedure
19. Policy for official travel abroad with funding
from the company or the opportunity to
travel gained through the company
20. Substitution Rate
21. Distribution of Loads and Plotting forms
22. Suspension of Holding of Classes
23. Make-up classes
24. Time Record and Payroll
25. Overloading for Teachers
26. Faculty Promotion
27. Faculty Regularization/Permanency
28. Working Attire
28. 1 No Uniform No Entry
28. 2 AMA ID Cards
28. 2. 1 No ID No Entry
28. 2. 2 Non-wearing of ID and Uniform
Accountabilities
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29. Employee Classification
29. 1. Academic
29. 2. Non-academic
30. Compensation
30. 1. Basic Pay Scale
30. 2. Pay Policies
31. Work Hours
31. 1. Work Schedule
31. 2. Break-time and meal periods
32. Regularization and Permanency
33. Promotion, Salary Adjustment, Merit
Increase and Transfer
33. 1. Promotion
33. 2. Merit Increase
33. 3. Salary Adjustment
34. Training and Development
35. Additional Policies
35. 1.Exclusive service and full-time
employment
35. 2. Relationships with superior and coemployees
35. 3. Use of Company Property
35. 4. Observance of Safety Measures
35. 5. Observance of Security Measures
35. 6. No Smoking Policy
35. 7. No Loitering Policy
35. 8. Sanitation and Cleanliness
35. 9. Use of company telephone
35. 10. Email Policy
35. 11. Bag Inspection
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V. FACULTY BENEFITS AND PRIVELEDGES
A. Statutory Benefits
1. Social Security System
1. 1. Sickness Benefit
1. 2. Maternity Benefit
1. 3. Disability Benefit
1. 4. Death Benefit
1. 5. Service Loans
2. PHILHEALTH
3. Employees’ Compensation Program (ECP)
4. PAG-IBIG Fund
4. 1. Provident Fund
4. 2. Provident Loan
4. 3. PAG-IBIG Housing Loan
B. Institutional Benefits
1. Leaves
1. 1. Accrual Basis
1. 2. Annual Vacation Leave
1. 3. Availment of leave credits of the
previous year
1. 4. Sick Leave
1. 5. Emergency Leave
1. 6. Bereavement Leave
1. 7. Maternity Leave
1. 8. Paternity Leave
1. 9. Solo Parent Act
1. 10. Sabbatical
2. Educational Benefits
3. Scholarship Grant
4. Research Grant
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5. Honorarium
5. 1. Faculty Writer
5. 2. Thesis Panelist
5. 3. Licenses and Industry Certification
Honorarium Requirements
6. Honorarium and deloading benefits for
other AMAES academic positions and select
part-time faculty
6. 1. Dean
6. 2. OIC Dean
6. 3. Program Head
6. 4. Learning Area Coordinator (LACs)
6. 5. Part-time CPA faculty members
6. 6. SHS Coordinator/Head Teacher
6. 7. Annualized SHS Faculty
6. 8. Special Lecturers
7. Financial Assistance
8. Child Allowance
9. Group Accident Insurance
10. Per Diem/Housing Allowance for Faculty
11. Clothing/Uniform Allowance
C. Institutional Incentives
1. Annual Health Incentive
2. Health Benefits to Officers/Staff
3. Longevity Service Incentive Award (for
AMAES)
VI. FACULTY CONDUCT AND DISCIPLINE
A. Code of Ethical and Professional Standards for
Professional Teachers
B. Restrictions, Conduct and Discipline
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C. List of Policy Violations
D. Disciplinary Actions
E. Financial transactions with students
F. Complaints regarding students
G. Faculty problems/complaints
VII. SEPARATION AND RETIREMENT
A. Resignation
B. Termination
C. Retirement
D. One-stop clearance of employees
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FOREWORD
The revision of the AMAES Faculty Manual from the 2004 edition
was brought about by the changes and developments of the
academic landscape which prompted the need to update policies,
guidelines and provisions while maintaining the same which are
still applicable.
This manual serves as a guide for each faculty member to be aware
of their duties and responsibilities for the excellent and effective
performance of their functions. Furthermore, this manual also aims
to provide information of stated benefits, rights and privileges of
all the academic employees of AMAES represented by its different
brands; AMA University(AMAU), AMA Computer Colleges
(AMACC), AMA Computer Learning Center (ACLC), AMA Business
Education International (ABE), Saint Augustine International School
(SAIS), Saint Augustine School of Nursing (SASN), AMA School of
Medicine (ASM), Delta Air, Sta. Veronica College (SVC), and
Southern Luzon College (SLC).
As AMAES strives to continuously provide world class and globallyrecognized IT Education, this manual serves as a compass for all
faculty and academic personnel to perform their functions with
utmost excellence to achieve the vision and mission of the
institution.
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Faculty Manual | AMA Education System
THE AMA EDUCATION SYSTEM
HISTORY
In 1978, Amable R. Aguiluz V (ARA) thought that he had a sure
thing. He got the exclusive franchise for the Philippines for
ComputerLand, a US-based (micro) computer retail network, which
became the largest in the world with over 2,000 stores. ARA was
franchisee #13 and franchisee #1 for international. ComputerLand
Philippines (CPI) opened its doors on January 1, 1979. Reality set
in however when ARA had some difficulty selling micro
computers (which was later called Personal Computers or PC). The
PC was not popular because of different factors: the price was high
and little software was available. ARA's sales team was selling it
like a mainframe where the software was customized, etc. After a
lot of strategy formulation, (before he gets bankrupt), ARA finally
decided to teach the market how to use the computer first before
selling them computers. Thus, the AMA Institute of Computer
Studies Inc. (AMAICS) was born and started its operations on
November 1980. ARA named the school after the initials of his late
father Amable M. Aguiluz Sr. (AMA) who has been his and the
institution's inspiration. The school was located on the 2nd floor of
David Building in Mandaluyong, Metro Manila. AMAICS initially
offered computer programming and other short-term computer
courses. ARA also anticipated that the copycats will soon sprout;
hence, he aimed for the mainstream. He was successful in securing
the permit to offer B.S. Computer Science (BSCS) in June 1981.
Accordingly, AMAICS became AMA Computer College (AMACC).
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ARA pioneered in advertising the school like other consumer brand
selling a pioneering course leading to BSCS. At that time advertising
schools were a no no. Only the announcement of schedule of
enrollment came out in the newspapers. ARA advertised heavily in
the newspapers. Finally, 13 students responded and enrolled on
June 1981. They were the pioneers. In one of the symposia in the
little school facility, ARA spoke and highlighted his speech by
saying:
"AMA will be the largest in Asia!" he saw that everybody laughed,
including his lovely wife Cielo.
Well, at that point we can say that the rest is history.
That 1 school is now 200 schools, with 8 overseas schools, the 13
students is now 150k students. AMA Computer College is now
AMA University. Indeed it has become the largest in Asia. AMA
International University Bahrain is also the largest private
University in the gulf region.
ARA has one and only one mission: to deliver quality and affordable
education for all.
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AMA Education System Timeline
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AMAES Timeline Account
In June 1981, the AMA Computer College (AMACC) was born with
the launching of the four-year degree program, Bachelor of Science
in Computer Science – the first to be offered in the country. The
student population of AMACC started from 13 in 1981 and rose
dramatically to 600 in 1983 and to 2000 in 1985. In response to the
growing need for computer education, AMACC established its first
campus in Makati in 1983 and its second campus in Project 8,
Quezon City in 1986 catering to more than 3,000 students.
In 1987, the AMA Computer Learning Center (ACLC) was
established offering short courses in computer programming and
two-year technical courses. At present, the number of ACLC
branches is continuously growing.
It was also in 1987 when the AMA Basic Education (now known as
Saint Augustine International School) was formed to offer
elementary, high school and eventually pre-school education.
In 1996, AMA spearheaded the establishment of the first
telecommunications school in the Philippines – the AMA
Telecommunications and Electronics Learning Center (AMATEL)
which was later known as AMA International Institute of
Technology (AIIT).
In the mid-1990s, when the use of technology in education is just
starting to be prevalent, AMAES introduced in-campus e-Learning
(CHED MORPHE defines this as “…the delivery of a learning,
training, education program by electronic means. It involves the use
of computer or electronic”), utilizing the Novell computer network
operating system. By 1998, AMAES took the lead again by
partnering with CISCO, the largest networking company in the
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world, to deliver Internet- based skills training on computer
networking. Two years later AMAES further enhanced its eLearning capability by forming two invaluable alliances, tapping
two of the leading global providers of e-learning content: Smart
force and Intralearn which allowed the creation of e-classes and
enhanced learning via the Internet.
In 1998, the AMA Business Education International (ABE)
International Business College was established to offer courses in
Hotel and Restaurant Management (HRM) as well as Business
Administration and other computer-related courses. At present,
ABE has several branches nationwide.
Also in 1998, seven (7) more AMACC branches were opened in
Santa Mesa, Fairview, Paranaque, Cavite, Batangas, Legazpi and
Bacolod.
In 1999, nine (9) additional AMACC campuses were opened in San
Juan, Lipa, Cabanatuan, Dagupan, Santiago, Laoag, Naga, Iloilo, and
General Santos.
In the year 2000, AMAES launched its most ambitious expansion
program opening fourteen (14) AMACC branches in Calamba,
Cotabato, Dumaguete, La Union, Las Piñas, Lucena, Malabon,
Malolos, Pampanga, Tacloban, Tarlac, Tuguegarao, and
Zamboanga.
Over the years, more AMACC branches were established, to
provide accessible, affordable and quality education to students
nationwide.
In the year 2002, due to the growing demand in other academic
fields, AMA Education System (AMAES) offered maritime
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education, medicine, nursing, care giving, and allied health. This
gave birth to the Norwegian Maritime Academy (NMA), the AMA
School of Medicine (ASM), and the Saint Augustine School of
Nursing (SASN). The distinct competitive advantage of these
newly-opened schools is that they offer IT-based courses.
On August 20, 2002, in recognition of its academic excellence and
integrity, AMA was granted a University Status by the Commission
on Higher Education (CHED). It was a very fitting recognition for the
efforts of the first ISO-certified computer school in the Philippines.
In the same year, founding Chairman Dr. Amable R. Aguiluz V was
installed as the first AMA University President.
The succeeding years for AMA marked several milestones as it
continued to respond to globalization and continued its efforts to
provide world class and quality education. International branches
were inevitably opened in other parts of the world including
California USA, Bahrain, Bangladesh, China, Hong Kong, Jeddah,
Oman and Indonesia.
In 2015, another significant milestone of AMA was the launching of
AMA Online Education (AMA OEd), the first full online education
program in the Philippines. It upholds the vision and mission of
AMA as it responds to the cultural shift to a digitized age, opening
its doors for anyone from the Philippines and abroad who are
willing to learn and advance their knowledge. AMA OEd endeavors
to stress the importance of educating the youth, as well as
employed individuals seeking degrees, and fostering of everyone’s
potential as a productive portion of today’s competitive society.
Today, AMAES boasts of more than 200 company-owned and
franchise branches located all over the Philippines and in other
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parts of the world. It has probably pronounced more than 150,000
professionals who are gainfully employed locally and overseas.
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THE AMA EDUCATION SYSTEM (AMAES) SCHOOLS
The AMA Education System (AMAES) is the umbrella organization
of all AMA academic institutions. It offers diverse areas of academic
programs under different brands-each with their own
specialization and strengths.
1. AMA University and Colleges
AMA University and Colleges
offer
computer-based
degree
programs
with
different
undergraduate courses, master’s and
doctorate degree in Business
Administration, Education, and Computing in select campuses. It
has global affiliations and strategic partnerships with world
leaders in Information and Communications Technology (ICT)
industry such as Microsoft which serves as one of its premier
technology partners that makes
graduates of AMAES and AMACC
assured of their employment
both locally and internationally.
2. AMA Computer Learning Center and AMA Computer
Learning Center College
AMA Computer Learning Center
(ACLC) and ACLC College offers
comprehensive ICT curricula with
two-year diploma courses that are globally recognized. ACLC
offers an extensive and wide range competency-based programs
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that are accredited and recognized by the Technical Education
and Skills Development Authority
(TESDA). Graduates are assured of
getting a high paying job after two
years of education.
3. AMA Business Education International
AMA Business Education International
(ABE) is the first in the Philippines to
provide internationally accredited
curricula in business and accountancy.
The business courses focus on ebusiness and the new technologies to make the students’
learning more relevant to the new global economy. ABE is
recognized by the Association Business Executives of the United
Kingdom. It offers local and international diploma which is also
supported by AMA’s world-class facilities and proven
experience in computer technology.
4. Saint Augustine International School
Saint
Augustine
International
School (SAIS) provides preschool,
elementary
and
secondary
education. The goals are anchored
on its commitment of developing today’s youth with the
knowledge, values and virtues to become responsible and Godfearing individuals. The learning environment at SAIS allows
students to discover and maximize their potentials and be
productive members of society. Its exclusive partnership with
the University of California-Berkeley through the Great
Explorations in Math and Science (GEMS) offers students the
premier experience of a fun and creative learning environment.
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5. Saint Augustine School of Nursing
Saint Augustine School of Nursing
(SASN) is Asia’s pioneer and largest
school for Practical Nurse, Nursing
Aide, Professional Caregiver and
Medical Transcriptionist. It is committed to making students
learn in a caring environment, reaching out to the communities
through medical missions and various outreach care programs.
Registered and recognized by TESDA under new training
regulations, Saint Augustine offers ladderized program (CHED
MORPHE defines this as “... all education and training
mechanisms that allow students’ and workers’ progression within
and between Technical Vocational Education and Training (TVET)
and Higher Education”) leading to Bachelor of Science in Nursing
while a person works locally or abroad. SASN has been awarded
as the most outstanding caregiver school in 2003 by the
Philippine National Caregiver Association.
6. AMA School of Medicine
AMA School of Medicine (ASM) offers
state-of-the-art educational and
research tools. The resources of ASM
prepare the students for the present
technology-driven
healthcare
practice. More importantly, it provides the students with the
necessary tools to adapt to the future of medical technology. The
curriculum utilizes innovative trends in medical education and is
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oriented, ensuring the attainment of the desired program
objectives and student outcomes.
7. Delta Air
Delta Air International Aviation
Academy, Inc. (DAIAA) was
pioneered in 2001 by a group of
pilots who has foreseen a growing need to have quality and
affordable aviation education. June 2011 was the dawn of new
management for DAIAA under the AMA Education System
(AMAES), through AMA Properties Management Inc. This was the
realization of a childhood dream of Dr. Amable R. Aguiluz V, the
Chairman of AMAES to provide formal aviation training at
reasonable cost. The school boasts of having graduates from the
Philippines, India, Pakistan and the United States nurtured by
competent senior pilots using state of the art technology that
ensures the highest standards in aviation education.
8. Sta. Veronica College
Sta. Veronica College (SVC) is located
in Bacnotan, La Union. The school
provides education for junior high
school to college level. Its senior high
school department offers strands under the Academic and
Technical-Vocational-Livelihood (TVL) tracks and short Tech-Voc
courses for individuals who want to enhance their technical skills
9.
Southern Luzon College
Southern Luzon College (SLC) in
Dasmariñas, Cavite offers DepEdrecognized basic education program
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from kindergarten to senior high school which includes academic
and Technical-Vocational-Livelihood (TVL) tracks. It also offers
undergraduate programs that are recognized by CHED.
9.
AMA Basic Education
AMA Basic Education offers Math
and Science oriented education using
the
world-acclaimed
Great
Explorations in Math and Science
(GEMS) teaching method made
famous by the UC Berkeley Lawrence Hall of Science. Its
instructional methodology is geared towards maximizing the
interest of young students through fun and intelligent activities
that would enhance their logical, analytical and creative thinking
skills through participative and interactive learning. While there
is deliberate emphasis on Math and Science, the school offers a
holistic and value-centered education that prepares the child for
this highly advanced and fast-changing world.
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Vision
AMA will be the leader and dominant provider of relevant globally
recognized information technology-based education and related
services in the global market.
Mission
AMA shall provide a holistic, relevant, quality and globally
recognized information technology-based education in all levels
and disciplines with the objective of producing professionals and
leaders responsive to the needs of science and the international
community cognizant of the welfare and benefits of its men and
women thereby realizing their potential as productive members of
the society for the honor and glory of God Almighty.
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CORPORATE CULTURE
AMAES is a member of the AMA Group of Companies -- a worldclass business conglomerate that is in the forefront of technological
advancement, providing information technology-based education
and related services.
It seeks to establish a strong and strategic presence in the global
market and focuses on total quality service and customer
satisfaction.
AMAES employees are committed individuals driven by the vision
and passion to provide quality efficient and excellent services.
Through family-oriented values, AMAES strives to take care of the
needs of all its employees and their families and through teambased and results-oriented organizational values. AMAES is
determined to provide a bright future for both its employees and
clients.
AMAES acknowledges that all its endeavors are guided by divine
providence and offers its success for the glory and honor of God
Almighty.
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CORPORATE VALUES
AMAES, in its continuous quest for academic excellence adheres on
following core values:
Pioneering spirit with risk-taking attitude
As the first IT school in the Philippines, the
institution prides itself in having innovative employees who
are never afraid to test boundaries and go beyond the
standards to achieve growth and success for personal and
societal advancement.
Responsible empowerment
The institution recognizes the significant impact of
individuals and groups in the organization. It fosters
empowerment of individuals coupled with accountability
and responsibility, creating an atmosphere to encourage
and motivate people, providing opportunities for growth
and development, and allowing a degree of autonomy in
performing their jobs that benefits the stakeholders, most
especially– its students.
Commitment to provide quality education and services
The institution continuously strives to maintain the
highest standard of education and services by voluntarily
submitting itself to local and international accreditations
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and certifications to ensure that the programs, services and
facilities are diverse, innovative and responsive to the
growing needs and demands of society.
Customer-focused
The success of the institution is attributed on the
emphasis it provides to the most important stakeholders –
the students. AMAES goes beyond meeting the
expectations of its customers by providing excellent service
and delivering superior results.
Honesty
One of the most important core values of an
organization is honesty. AMAES strongly upholds honesty
as the foundation of the trust and confidence amongst
employees, colleagues and students. Honesty is in fact, a
way of life in AMAES.
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Faculty Manual | AMA Education System
QUALITY POLICY
AMA Education System is committed to produce globally
competitive graduates in all levels and various disciplines by worldclass globally recognized information technology-based education
and related services through the competent and able leadership of
administrators and educators. People shall be empowered to
achieve quality objectives through an environment that promotes
factual approach to decision-making, process and system
approaches to continually improve performance by:
1.
Providing products and services that consistently meet or
exceed the needs and expectations of AMA stakeholders
and the capabilities of competitive offerings;
2.
Demonstrating quality leadership through an educational
environment that promotes empowerment, innovation and
ethical values, and enable our people to be fully involved in
achieving the AMAES objectives;
3.
Creating an internal environment that would assure the
availability of qualified and competent faculty members
and support staff, and provide opportunities for
organizational learning and personal development;
4.
Providing suitable and effective learning and working
environment that promotes motivation, satisfaction and
excellent performance of the people;
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Faculty Manual | AMA Education System
5.
Utilizing processes and systems approach to improve
performance, minimize waste, shorten cycle times, and
sustain cost effectiveness;
6.
Improving the quality management system, executing
world class effective and efficient standards, and refining
organizational performance results;
7.
Developing mutual trust and commitment to achieve
customer satisfaction and continuous improvement with
our internal and external suppliers and business partners;
and
8.
Conducting all AMAES related activities in a manner that
fulfills the corporate social responsibilities to God, society
and the environment.
It is the responsibility of every stakeholder to ensure that
quality is never compromised.
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Faculty Manual | AMA Education System
GOALS
AMAES shall seek to attain the following goals and objectives
through the exercise of the functions proper to an institution i.e.,
through academic and teaching excellence, research and social
concern and involvement in Information Technology - based
environment.

To develop its students a solid ground in their chosen field
of study giving emphasis on the importance of the general
education program and instill in them nationalism and
develop critical, independent and creative thinking;

To provide students the fullest academic exposure and
practical experiences that will hone their knowledge, skills
and competencies as well as develop proper values and
attitudes;

To ensure the timeliness of the courses to contemporary
needs and conditions; and

To develop a sense of professionalism and social
responsibility.
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Faculty Manual | AMA Education System
AMA HYMN
1st stanza:
You put us in mold
dear Alma Mater
you hold the future
in this race against time
through the years in your folds
we nurture our dreams
our promise to you
the toast is for you
Refrain:
Dear Alma Mater
you have given us arms
for the battles of life
and the conquest of our dreams
Oh, dear AMA
you have sharpened our minds
we will triumph by which
the toast is for you
2nd stanza:
The light up ahead
is victory foreseen
with noble desires
we behold its gleam
our motherland lays
her hopes on the youth
the future that we hold
is her hope that unfolds
(Repeat Refrain)
Important reminder: Faculty, employees and students are required to memorize
the AMA Hymn. No faculty and employee appointment shall be approved by the
Chairman without the appointee being able to memorize and sing the AMA
Hymn. Spot checks will be made.
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Faculty Manual | AMA Education System
AMAES ORGANIZATIONAL CHART
CHAIRMAN
LEGEND AND
EXPLANATION:
______ Direct
relationship and
supervision
_ _ _ _ Indirect
relation
(administratively)
Vice-Chairman
PRESIDENT
ALCO
MANCOM
HUMAN RESOURCES
ACCOUNTING
MARKETING
CORSEC
MARKETING MEDIA
QUALITY ASSURANCE
ACADEMIC
AFFAIRS
OFFICE OF THE
PRESIDENT
ADMINISTRATIVE
TREASURY
SDI
LEGAL
I.T.
SCHOOL
DIRECTOR
SALES AND
OPERATIONS
PRINCIPAL
(FOR BASIC
EDUCATION)
DEANS
36
PROGRAM
HEAD
SHS
COORDINATOR
COLLEGE
FACULTY
LEARNING AREA
COORDINATOR
NSTP
COORDINATOR
SHS FACULTY
Faculty Manual | AMA Education System
BASIC
EDUCATION
FACULTY
INTERNATIONAL PARTNERS AND AFFILIATES
AMA Education System takes pride in its international partnerships
and affiliations with global industry leaders. These partnerships
foster collaborative relationship and strengthen ties with reputable
organizations who are leaders in their respective fields of
specialization.
ACADEMIC PARTNERS
Microsoft
As the sole Premier Education
Partner of Microsoft, AMA is able
to provide its students the first
crack on the latest Microsoft software. By integrating
Microsoft into AMA's curricula, students are prepared to
take up the Microsoft Certification Programs such as the
Microsoft Office User Specialist (MOUS) and the Microsoft
Certified Professionals (MCP). As one of Microsoft’s
recognized testing centers, AMA will be able to generate up
to 10,000 Microsoft Certified Professionals annually, the
most that any institution can produce worldwide.
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Cisco Systems
Cisco Systems appointed AMA as its
regional academy for the Cisco
Networking Academy Program
(CNAP) in the Philippines. By passing
the CNAP, students earn the
prestigious Cisco Certified Networking Associate (CCNA)
and/or the CISCO Certified Networking Professional (CCNP).
These programs enable AMA students to gain knowledge in
building, designing and maintaining small to medium-sized
computer networks.
MYOB
The MYOB group, founded in 1991 is
a leading provider of business
management software for small and
medium-sized surprises around the
world. In the year 2001, AMA Education System formed
partnership with MYOB Malaysia to acquire the MYOB
Premier Version 5 (accounting software) and its upgrade for
its integration of the Accounting courses of AMAES. The
MYOB Premier 5 is currently implemented in all
AMACU/AMACC, ACLC, AIIT and ABE branches nationwide.
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Faculty Manual | AMA Education System
PEARSON VUE TESTING CENTER (PVTC)
Last May 2003, AMAES was
appointed as Authorized Pearson
Virtual University Enterprise
(VUE) Testing Center. This appointment allows the access
and use of the world’s most advanced, flexible test delivery
system to cater the industry certification need of
employees, faculty members and students. This means that
the examinees do not have to travel outside of the school
premises to be able to take the certification examination.
FESTO INC.
FESTO Inc. is a German company specializing in Control
Engineering
and
Automation
Technology that manufactures the
complete turn-key Mechatronics
Engineering Laboratory System for education and training
market. FESTO has appointed AMAES as the “Exclusive and
Only Premiere Education Training Partner in the Philippines.
The partnership aims to pioneer the offering of
Mechatronics Engineering in the Philippines as well as in
any AMA International Branch Operation. It covers
installation of complete Mechatronics Engineering
Laboratory, which is the first in the Philippines.
MICROSOFT GREAT PLAINS BUSINESS SOLUTIONS
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Faculty Manual | AMA Education System
AMA Education Systems has entered into an agreement
with MBS Great Plains to be their “Premier Education
Partner” in the Philippines. The
Microsoft Business Solutions
(MBS) has revolutionized the
AMA business process and introduced new opportunities in
business implementation that will cover the automation of
key business processes such as Financial Management,
Cash Flow, Asset Management and Inventory System.
KRYTERION
Another company which AMAES
is in partner with is Criterion. The
partnership aims to assist AMAES
in developing and delivering exams from skills tests and
simple online assessments to comprehensive high-stakes
worldwide certification programs. It combines easy test
delivery and proctor solutions through multiple conveyance
options in a centralized platform.
CompTIA
Computing Technology Industry
Association (CompTIA) is recognized
for its IT certification examinations and test preparation
courses, education for networking, philanthropy, advocacy,
and giving assistance to IT professionals and organizations
keep at pace with the latest technology and industry best
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Faculty Manual | AMA Education System
practices. The partnership of AMA with CompTIA is
instrumental in building certification examinations that are
performance-based and able to demonstrate working
knowledge and practical use of current software and
operating systems.
KOOBITS
KooBits develops digital tools and
platforms to help children learn better.
AMAES, in partnership with Koobits
targets to facilitate children’s knowledge by using
beautifully designed software and learning content. KooBits
software tools are motivating, intuitive and interactive. The
learning and content materials are age-appropriate,
relevant and aligned to the latest education curriculum and
syllabus. These co-developed by top educators and experts
in child development.
SAP
Another significant partnership of
AMAES is with the German
software company – Systems,
Applications, Products (SAP) which
is especially well-known for its Enterprise Resource
Planning (ERP) and data management programs. The use of
SAP software allows AMAES to successfully manage its
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Faculty Manual | AMA Education System
various databases and track customer and business
interactions.
HP
HP (Hewlett-Packard) is an international
company focused on information technology
(IT) providing hardware, software and related
business services and solutions. AMAES has
partnered with HP to allow the institution to include
software testing in the curriculum of its IT degrees. These
new courses are focused on improving the skill of students,
but more importantly improves the AMAES employability of
graduates.
AWS
Amazon Web Services (AWS) is a
subsidiary of Amazon which provides a
secure platform for cloud services. The
partnership of AMAES with AWS allows
the institution to have a well-designed
system in database storage and content delivery. This
allows the students to utilize materials and resources that
use sophisticated applications that enhance learning.
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Faculty Manual | AMA Education System
THE ACADEMIC AFFAIRS DEPARTMENT
AMA EDUCATION SYSTEM
Academic Affairs Tri-Org Chart
LEGEND AND EXPLANATION:
__________ Direct relationship and
supervision
CHAIRMAN
VICE CHAIRMAN
_ _ _ _ _ _ _ Indirect relation
(administratively)
PRESIDENT
CORPORATE SECRETARY
Academic Programs, Curriculum,
Instructional & Learning Materials
Design & Development and Community
Extension Department
(APCILMDD and CED)
VPAA for Academic
Operations and
Research
VPAA for Academic
Compliance and
Accreditation
Source: Corporate Secretary, July 27, 2018. Acad Tri-Org Chart.
Retrieved from
https://drive.google.com/file/d/0B4xMqMF63MiHV1doUkFyRGh2VkhsemR0aW1qdG94alN4b3Jj/vi
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Faculty Manual | AMA Education System
Academic Affairs
Academic Programs, Curriculum, Instructional & Learning
Materials Design & Development and Community
Extension Department (APCILMDD and CED)
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Faculty Manual | AMA Education System
Academic Affairs
Academic Operations and Research Department
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Faculty Manual | AMA Education System
Academic Affairs
Academic Compliance and Accreditation Department
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Faculty Manual | AMA Education System
B. Job Descriptions
Academic Core Positions
Position Title
Vice President for Academic Affairs (VPAA)
The VPAA is divided into three clusters
namely: Curriculum and Instructional
Materials Development and Management;
Academic Operations and Research; and
Academic Compliance, Training and
Development.
Job Summary
The VPAAs are responsible for all academic
matters pertaining to their identified
functions.
Qualification Requirements
Education:
Must be a holder of
Doctorate
degree
preferably in any of the
programs being offered.
Experience:
Academic
-Five-year experience in
the field of specialization.
Administrative/Managerial
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Faculty Manual | AMA Education System
Training:
Skills:
-Three-year
senior
managerial experience in
an academic setting.
Proven and meaningful
experience
in
and
commitment
to
participatory governance
such as public hearings,
consultations by the
regulatory bodies and
other constituent groups.
Excellent
strategic
planning skills, strong
fiscal management skills
(planning,
prioritizing,
allocating, and managing
financial
resources)
excellent leadership and
management
qualities,
excellent communication
skills, computer literate.
Duties and Responsibilities
1.
Directly reports to the Chairman on
relevant academic concerns especially
those related to academic policy
implementation;
2.
Responsible for the activities of their
respective clusters;
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Faculty Manual | AMA Education System
3.
4.
5.
49
Ensures quality and efficiency in the
implementation of academic policies
and standards;
Identifies critical areas or concerns in
their respective clusters particularly in
the implementation of the academic
policies and guidelines; and
Recommends corrective actions and
measures to improve the quality and
efficiency of operations in their cluster.
Faculty Manual | AMA Education System
Position Title
Director
Job Summary
Director/s is directly reporting to the VPAA
respective to his/her academic cluster.
Qualification Requirements
Education:
At least a Master’s degree
holder with 18 or more
doctorate degree units.
Experience:
Academic
- Five year experience in an
academic environment as
faculty member, Program
Head, Chairperson, Dean;
or
Administrative/Managerial
-Five year experience as
administrator and with
practical knowledge in
curriculum development, elearning,
research
management, or training.
Training:
50
With relevant
experience.
Faculty Manual | AMA Education System
training
Skills:
Strong interpersonal skills,
leadership
and
management
skills,
analytical
and
critical
thinking
skills,
strong
written and communication
skills, Competent
in
computer
operations
using MS Word, MS
Excel, and MS Power Point.
Duties and Responsibilities
1.
Works closely with the VPAA of his/her
respective cluster for the development,
improvement and implementation of
academic related policies;
2.
Recommends direction for managing
academic resources;
3.
Oversees all sub units in their respective
areas of responsibilities ensuring timely
and accurate submission of outputs;
4.
Submits periodic reports to VPAA and
recommends course of actions for
continuous quality improvement;
5.
Supervises and conducts periodic
performance evaluations of his/her direct
reports; and
6.
Performs other duties as may be assigned
by the VPAA.
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Faculty Manual | AMA Education System
POSITION TITLE
Position Title
Manager
Job Summary
The Manager/s is responsible for overseeing
the day to day operation of his/her unit.
Qualification Requirements
Education:
Baccalaureate
Degree
holder related to the
position applied for.
Experience:
Training:
52
Academic
-At least three year
experience in an academic
environment.
Administrative/Managerial
-At
least
five
year
experience
as
administrator and with
practical knowledge in
curriculum and learning
materials
development,
instruction,
research,
academic training and
development
and
community engagement.
Preferably with relevant
training.
Faculty Manual | AMA Education System
Skills:
Good written and oral
communication
skills,
interpersonal
skills,
analytical and problem
solving
skills,
time
management skills, and
Computer literate.
Duties and Responsibilities
1.
Assists
the
Director
in
the
development
and
revision
of
curricular materials, syllabus, and
evaluates and produce instructional
materials which may be able to aid
the students in their academic
endeavor;
2.
Monitors the proper implementation
of academic programs;
3.
Submits periodic reports to superior
for proper evaluation and action;
4.
Prepares and proposes budget for
his/her programs;
5.
Periodically
evaluates
the
performances of his/her subordinates;
and
6.
Performs other duties as may be
assigned by the Director and/or VPAA.
Position Title
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Faculty Manual | AMA Education System
Dean
Job Summary
The Dean directly reports to the VPAA. S/he
acts as the academic head of the college who
is responsible for ensuring that the program
educational objectives (PEOs) and student
outcomes (SOs) are attained and respond to
the demands of the industry. S/he ensures
that the assessment and evaluation of PEOs
and SOs are regularly conducted and are
appropriately aligned to the Outcomes-Based
Education (OBE) and Outcomes-BasedTeaching-Learning and Assessment Process.
Qualification Requirements
Education:
-At least Master’s Degree
holder in their respective
field.
-At least 18 PhD units or its
equivalent
from
highly
reputable University.
Experience:
54
Teaching
-At
least
five
year
experience, 3 years of which
as full time instructor or its
equivalent and has an
excellent experience in the
respective field.
Faculty Manual | AMA Education System
Administrative/Managerial
- minimum of 2
years
management
experience
either in academic or
professional institution.
Faculty and Rank Criteria
-Assistant Professor for COE
and CCS, SASN, ASM, NMA
-Associate Professor for CBA
and CAS for ABE.
Training:
With
relevant
experience.
training
Skills:
Excellent pedagogical skills,
management and leaderships
skills,
superior
communication
skills,
organized and detail oriented,
strong work ethic, and
computer skills.
Duties and Responsibilities
1.
Reports and coordinates with VPAA
academic- related concerns;
2.
Implements academic policies and rules
that affect academic operations;
3.
Exercises educational leadership and
responsibility in assigning academic load
to faculty members;
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Faculty Manual | AMA Education System
4.
5.
6.
7.
8.
9.
10.
11.
12.
56
Prepares course offerings, recommends
improvements on methodologies of
instruction, appropriate instructional
and
reference
materials,
and
recommends books to add to the library;
Recommends
the
appointment,
promotion, termination, and/or giving
disciplinary actions against faculty
members;
Coordinates and works closely with other
departments and officials of the
institution
for
academic-related
concerns;
Checks and implements the duly
approved curriculum;
Approves adding and dropping of
courses and shifting of students;
Interviews transferees for admission to
the Academic Institution;
Attends to student activities, complaints
and other concerns;
Approves faculty loads, reconciles total
program offerings against faculty load,
approves and
ensures
timely
submission of plotting forms with
effectivity dates;
Recommends to the VPAA the renewal/
non-renewal of faculty contract vis-à-vis
change in status, permanency, service
extension or termination; and
Faculty Manual | AMA Education System
13.
Performs other functions as may be
assigned by the VPAA.
Position Title
Program Head
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Faculty Manual | AMA Education System
Job Summary
The Program Head directly reports to the college Dean.
S/he takes the lead in the successful management of
the curriculum where s/he is designated program by
the faculty members.
Qualification Requirements
Education:
Master’s Degree holder in
their respective field.
Experience:
Teaching
-at least three year
experience.
Administrative/ Managerial
-relevant experience is an
advantage.
Training:
Relevant training
advantage.
Skills:
Excellent oral and written
communication
skills,
interpersonal
skills;
leadership
and
management skills,
and
computer proficient.
Duties and Responsibilities
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Faculty Manual | AMA Education System
is
an
1. Supervises, monitors and evaluates development
plans and related activities and services related to
program the advancement of the program;
2. Assists the Dean in the conduct of periodic
curriculum review, revision, and development with
the assistance of the faculty members in the
programs offered;
3. Assists in faculty loading and class scheduling;
4. Conducts faculty observation and evaluation;
5. Attends to students’ co-curricular and extracurricular activities and other
concerns
of
students in the absence of the Dean;
6. Monitors and ensures that CHED forms are
accomplished and submitted and forwarded to the
concerned agency;
7. Conducts test construction and validation; checks
and validates entries on the class record portal
(Functions++) as submitted by the faculty member
to ensure accuracy of grade sheets;
8. Monitors research progress and outputs of faculty;
9. Ensures successful conduct of academic research
and publication;
10. Initiates and monitors academic and extension
activities on technology innovation and
commercialization activities among faculty and
students;
11. Facilitates the initial screening process of
teacher
applicants
through teaching
demonstration;
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Faculty Manual | AMA Education System
12. Assists in monitoring faculty attendance in their
classes, meetings, trainings, and other academic
activities;
13. Disseminates information, new policies and
rules that affect the school operations;
14. Assists the Deans in related activities such as
investigation of students’ complaints; and
15. Performs related-tasks as may be assigned by the
Dean.
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Faculty Manual | AMA Education System
Position Title
College Faculty
Job Summary
The college faculty reports directly to the
Dean/Program Head. Responsible for
rendering quality education to students for
the attainment of the AMA Vision and
Mission.
S/he must impart excellent
education to AMAES students without
compromising quality. S/he is responsible in
defining and writing the appropriate Course
Intended Learning Outcome (CILOs) which are
constructively aligned to the actual teachinglearning and assessment process. S/he
prepares the Course Specifications, Syllabus
or Learning Plan and ensures the attainment
of the defined (CILOs) through regular class
lesson’s delivery, supervision duties,
laboratory hours and other pedagogical
activities which are relevant to the subject
matter after the successful completion of the
course.
Qualification Requirements
Education:
A Bachelor’s degree relevant
to the field/ course handled
and must finish a Master’s
degree within 3 years from
initial hiring.
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Faculty Manual | AMA Education System
Experience:
Teaching
At least 1-2 years teaching
experience.
Administrative/ Managerial
-relevant experience is an
advantage.
Training:
None required but must pass
teaching demonstration and
interview.
Skills:
Excellent Pedagogical skills,
proficient in oral and written
communication, computer
literate.
Duties and Responsibilities
1.
Reports and coordinates with the
Dean/Program Head for academicrelated concerns;
2.
Uses a comprehensive and updated
program and course specifications;
3.
Develops and submits an updated and
completed course specifications at the
end of each term;
4.
Imparts and shares knowledge to
students with highest expertise to
achieve the goal of maximizing
student’s potential growth process;
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Faculty Manual | AMA Education System
5.
6.
7.
8.
9.
10.
11.
63
Utilizes
teaching
methods
and
techniques considering factors such
as students level of difficulty, lesson
context, class hours and other related
factors;
Consistently
monitors
students’
progress in learning through the use
of evaluation tools such as quizzes,
recitations, classrooms participation,
term examinations and other appraisal
to facilitate the desired learning of
students;
Keeps precise and updated forms of
class standing ratings and promptly
submits periodically the same or upon
direction of the Dean/Program Head;
Attends to students’ problems and
concerns and coordinates with other
academic staff when problems beyond
his jurisdiction arise;
Maintains and implements harmonious
interpersonal relations with and
among students;
Always
serves the co-curricular/
extracurricular, and moral interest and
welfare of the student with intelligent
care;
Attends meetings, seminars, in service
trainings, conferences and symposium
in and out of the school as authorized
by management and keeps abreast
Faculty Manual | AMA Education System
12.
13.
14.
15.
16.
17.
64
with the latest trends in his field of
specialization;
Demonstrates professional competence
through research and higher studies;
Coordinates with and consults the
Dean/Program
Head
regarding
academic and administrative concerns;
Implements policies of the University as
stipulated in the Student Handbook;
Shares expertise and skills through
membership and involvement in
curricular and co-curricular committee;
Coordinates with other academic
personnel regarding matters such as
student withdrawals, remedial classes
, extra-curricular activities and the like;
and
Performs other duties as may be
assigned by the Dean/Program Head.
Faculty Manual | AMA Education System
Position Title
Senior High School Coordinator
Job Summary
The Senior High school Coordinator reports
directly to the Dean.
Qualification Requirements
Education: -A
Bachelor’s
degree
relevant to the field/
courses handled.
-Must be a LET passer
Experience: Teaching
At least 1-2 years teaching
experience.
Administrative/ Managerial
65
Training:
None required but must
pass teaching.
Relevant training is an
advantage.
Skills:
Strong
verbal
and
communication
skills,
analytical, problem-solving
and decision-making skills,
leadership and managerial
skills.
Faculty Manual | AMA Education System
Duties and Responsibilities
1.
Reports and coordinates with the Dean
for academic- related concerns;
2.
Oversees and ensures the proper
implementation of curriculum by the
faculty to meet the educational
objectives;
3.
Ensures the effective execution of the
teaching-learning process as specified
in the course syllabus
4.
Ensures the effective execution of the
teaching-learning process;
5.
Works closely with the Dean, colleagues
and other personnel of the institution
to make sure that compliance with
educational standards and school and
student performance is met; and
6.
Performs other tasks as may be
assigned by the Dean.
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Faculty Manual | AMA Education System
Position Title
Senior High School Faculty
Job Summary
The Senior High school faculty reports directly
to the SHS Coordinator. The Senior High School
Faculty is in charge of educating the students
and developing the appropriate knowledge,
skills and abilities to help them achieve their
fullest potential.
Qualification Requirements
Education:
-A Bachelor’s degree relevant to the
field/ courses handled.
-Must be a LET passer.
Additional requirements for TVL
teachers
- Technical Education and Skills
Development Authority (TESDA)
National Certificate (NC) of at least
one level higher than course to be
taught. (E.g. at least NC-III in SMAW
to teach SMAW-NC-II).
-Trainers Methodology Certificate
(TMC).
Experience:
67
Teaching
At least 1-2
experience.
years
Faculty Manual | AMA Education System
teaching
Administrative/ Managerial
Relevant experience is an advantage.
Training:
Skills:
None required
teaching demo.
but
must
pass
Relevant training is an advantage
Excellent Oral and Communication
Skills, Classroom Management Skills.
Duties and Responsibilities
1.
Reports and coordinates with the SHS
Coordinator for academic- related
concerns;
2.
Delivers F2F instruction;
3.
Learns OEd lessons and supplements
them for HOTS;
4.
Accomplishes the Unified Class Record
on a daily basis;
5.
Encodes, reviews, and approves grades
for posting;
6.
Encourages students to participate in
the online classes and monitors this;
7.
Imparts and shares knowledge to
students with highest expertise to
achieve the goal of maximizing
student’s potential growth process; and
8.
Performs other duties as may be
assigned by the Dean/ SHS Coordinator.
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Faculty Manual | AMA Education System
Learning Area Coordinator
Job Summary
The Learning Area Coordinator reports
directly to Deans/SHS Coordinators and
actively coordinates with the SHS
Coordinators and Materials Development
Officer. S/he is responsible in developing,
sustaining, and ensuring that the teaching and
learning activities, processes and materials
are at par with the quality standards of the
institution and DepEd.
Qualification Requirements
Education: A Bachelor’s degree relevant
to the field/ course handled
and must finish a Master’s
degree within 3 years from
initial hiring.
Experience: Teaching
At least 1-2 years teaching
experience.
Administrative/ Managerial
Training:
69
None required but must pass
teaching demo
Relevant training is an
advantage.
Faculty Manual | AMA Education System
Skills:
Strong
verbal
and
communication
skills,
analytical, problem-solving
and decision-making skills,
leadership and managerial
skills.
Duties and Responsibilities
1.
Reports and coordinates with the SHS
Coordinator;
2.
Maintains a collaborative work
relationship with academic personnel
within their learning area to check and
ensure that learning objectives,
outcomes and teaching teachinglearning activities are aligned with the
vision and mission of the institution;
3.
Develops the Learning Outcomes
Delivery Plan (LODP);
4.
Reviews teacher’s Learning Activity
Sheets (LAS);
5.
Approves and submits reviewed LAS to
Academic Affairs Department;
6.
Monitors the online activity of the
students and instructors;
7.
Coordinates with the instructors in their
respective subject areas on the online
platforms;
8.
Finalize LAS for their learning area by
coordinating with the teacher using the
online platform in advance;
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9.
10.
11.
12.
13.
Finalize lecture notes which are
consistent with the curriculum guide of
governing education agencies and the
learning outcomes delivery plan of AMA
Education System;
Works closely with the faculty within the
learning area to ensure proper
utilization of the learning materials;
Identify and recommend changes for
the continuous improvement of
learning materials;
Prepares, collects, reviews and finalizes
Learning Outcome Development Plan
and Learning Activity Sheets and
endorsed for Academic Affairs approval;
and
Performs other tasks as may be assigned
by the VPAA/SHS Coordinator.
C. Faculty Classification
The following are the academic personnel of AMAES. These
“include those who are formally engaged in actual teaching
or in research assignments, either on full-time or part time
basis” (CHED MORPHE, 2008).
AMAES Faculty is categorized based on the following:
employment nature, employment status, employment rank
and title.
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1. Employment Nature
1.1 Full-time Faculty
1.1.1 Given a twenty four (24) teaching
hours load per week;
1.1.2 Not allowed to hold any employment
with any other school;
1.1.3 Initially ranked upon appointment
based on the Faculty ranking policy;
and
1.1.4 Paid a monthly salary equivalent to
his/ her rank.
1.2 Part-time faculty
1.2.1 Given a maximum of twelve (12)
teaching hour load per week;
1.2.2 Initially ranked upon appointment
based on Faculty ranking policy;
1.2.3 Paid on a per hour basis; and
1.2.4 Required to submit a permit to teach
from their respective institution (if
the part-time faculty has a full-time
load with the institution).
2. Employment Status
All employees hired by the Company shall receive a
respective written appointment duly signed by the
appointing authority stating their job titles, duties and
responsibilities, salaries, employment status, and other
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terms and conditions of employment. The nature of
appointment in the Company can be as follows:
2.1 Regular/Permanent
An employee who has satisfactorily passed the
probationary period of employment and is placed
on the regular rolls of the company. All officers
including rank and file employees who are handling
confidential files are required to sign a nondisclosure agreement to protect the Company’s
interest. Newly hired employees should sign the
said agreement prior to the approval.
2.2 Probationary
An employee hired to occupy a permanent position
or regular position in the company for a specified
trial period to prove if s/he is qualified for the job.
The probationary period is 3 consecutive school
years for the faculty; three months for officers; and
six months for rank and file employees.
2.3 Contractual
An employee hired under the conditions of a
contract either to teach or work for the Company
and only for a limited period of time i.e., for faculty
whose nature of appointment are contractual in
nature, the contract is on term basis.
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2.4 Temporary/Casual
An employee hired only as temporary replacement
for a regular employee and whose period of
employment shall only be for the duration of the
employee’s leave of absence s/he is substituting for.
3. Employment Rank and Titles
Initial hiring of all faculty members of AMAES is always
on the first level of the rank which follows a seven-tier
hierarchy. Progression in academic rank and title
advancements depends the following:
 PAST evaluation;
 educational advancement; and
 scholarly and professional accomplishments.
The following are corresponding employment rank and
titles:
3.1 College
3.1.1 Assistant Instructor
3.1.2 Instructor
3.1.3 Assistant Professor
3.1.4 Associate Professor
3.1.5 Professor
3.2 Senior High School
3.2.1 Teacher
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ACADEMIC MATTERS AND POLICIES
A. Semestral and Trimestral Program
1. Academic Work
All faculty must be familiar with the academic work
required either in a semestral/trimestral program.
Students under the semestral/ trimestral program will
be required to conduct research works and reading
assignments on topics that do not require intensive
discussion. Faculty must utilize modules and audiovisual aids in order to facilitate topic discussion.
2. Academic Calendar
The academic calendar is prepared by the Academic
Affairs Department and duly approved by the Chairman.
It specifies the official start and end of classes every
trimester/semester. It also includes the examination
schedules. This calendar is based on CHED and TESDA
requirements and complies with all
governmentmandated and
other holidays recognized by the
company.
3. Class Record
AMAES Deans and Faculty utilize the online portal
Functions++ for all academic-related data and concerns
of students. Every faculty member shall prepare an
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official class record and ensure that all entries in the
class record are accurate and clear. It is mandatory
all Deans, SHS Coordinators and Faculty to surrender
the class record to the Dean at the very end of
each school term.
4. Teaching Load or Faculty Loading
Faculty loading is a very crucial task because a poorly
prepared schedule affects enrollment, the student’s
program of study, and the recruitment of faculty
members. The preparation of the schedules should be
carefully planned. The availability of rooms/
laboratories, program offerings for the current term,
and the projected increase/ decrease in enrollment
for the succeeding term must always be taken into
consideration. Related guidelines on faculty loading are
specified on HOCOR2018-462 (June 28, 2018)
Assignment of Faculty Members. This memorandum
states that “all Deans and SHS coordinators are
mandated to complete the faculty loading must be
100% completed during the 1st week of the start of
classes”
Additional guidelines on faculty loading are specified in
the ALCO Resolution 10-12-2003 which states that:
4.1 The Dean is given the responsibility of preparing
the course schedules and offerings;
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4.2 Program Heads / Senior High School Coordinators
are required to assist the Dean in the preparation
of the class schedules; and
4.3 Class schedules are reviewed by the local HRD
and approved by the School Director.
5. Master list of Enrolled Students
The following are the steps in securing the master list of
enrolled students:
a. The Dean should give the Faculty member, on the
first day of classes or right after the adding/
dropping period, a temporary list of the officially
enrolled students per program/ per schedule (after
the adding / dropping period);
b. The Faculty member should check attendance upon
receipt of the list vis-à-vis students’ presentation
of Certification of Registration (COR) and initial the
report to confirm list of enrolled students. It is the
responsibility of the faculty to report to the Dean
those students who are not found in the master
list. Necessary actions (which may involve
coordination
with
the
Registrar
and/or
checking/updating student’s records in the online
portal – Functions ++) shall be taken in order to
reconcile and confirm the enrolment of a student in
a particular course. Once confirmed, the Registrar
should submit an updated copy of the master list of
officially enrolled students per course/ per
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schedule. The master list is given to the Dean which
will be endorsed to the faculty;
c. At the end of the term, the Faculty member has
to ensure that only those officially enrolled students
per course/ per schedule are included in the grade
sheets. The list of officially enrolled students per
course/per schedule must be attached to the grade
sheets submitted. The status of each student should
be indicated and confirmed by the faculty. The
Master list of students serves as a counter-check of
the Accounting department for outstanding
receivables. Only those students with no
outstanding balances are given final grades;
d. A week before the distribution of the final grades,
the Accounting Department should give clearance
to students with no outstanding liabilities. Only
students with clearance from the Accounting
Department shall be given final grades by the faculty
member. Any faculty member who gives a final
grade to students without clearance will be
penalized accordingly.
6. Student Attendance
All faculty members are required to check and record
students’ attendance and implement the 20% Student
Attendance Policy as follows:
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6.1 A student who has incurred absences of more than
20% of the required number of class and laboratory
periods in a given time should not be given credit.
Therefore, all
students are required 80%
attendance in each class and are only allowed the
maximum number of absences;
6.2 A student who is late for fifteen (15) minutes
should be marked absent but maybe allowed to
attend the class. During the first day of class, the
faculty member should check all Certificate of
Registration (COR). Students without the official
registration form should not be allowed to attend
the class. In case the student lost his/ her
registration form, the student should be advised
to get a certification from the Office of the
Registrar; and
6.3 The Registrar shall issue a certification that
the student is officially enrolled in that class. Sitins are not allowed. Students who are suspected
to be under the influence of drugs or alcohol
should not be allowed to attend the class and
should be immediately reported to the Office of the
Student Affairs (OSA).
7. Substitution
All Dean/ SHS Coordinator are required to substitute in
the event the faculty member assigned is not available.
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8. Make up Class.
All Faculty members are required to conduct make up
class, due to suspension of classes because of natural
calamity. All make up class schedule must be submitted
to the Dean, School Director, SHS Coordinator and HR
Department and get at least 50 percent of total number
of student during the make-up class.
B. EXAMINATION AND GRADES
As per HOCOR2018-600 (August 13, 2018) (Grading
System), the following is the approved Grading system for
college.
1. Guidelines on the Grading System
1.1. Semestral Mode:
1.1.1. Course with lecture only:
Final Grade will be computed as follows:
Final Grade =
(Prelim Grade x 20%) +
(Midterm Grade x 20%) +
(Pre-final Grade x 20%) +
(Final Term Grade x 40%)
The following table shows the breakdown for each term and
the component percentage:
Component
Percentage
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Class Participation
(Seat/group work, recitation
and others)
Quizzes
Independent Learning
Major Examination
Final Grade
10%
30%
10%
50%
100%
1.1.2. Courses with Lecture and Laboratory
Lecture Grade will be computed as follows:
Lecture Grade = (Prelim Grade x 20%) +
(Midterm Grade x 20%) +
(Pre-final Grade x 20%) +
(Final Term Grade x 40%)
The following table shows the breakdown for each term and
the component percentage:
Component
Percentage
Class Participation
(Seat/group work, recitation 10%
and others)
Quizzes
30%
Independent Learning
10%
Major Examination
50%
Final Grade
100%
Laboratory Grade will be computed as follows:
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Lecture Grade =
(Prelim Grade x 20%) +
(Midterm Grade x 20%)
+
(Pre-final Grade x 20%)
+
(Final Term Grade x
40%)
The following table shows the breakdown for each term and
the component percentage:
Component
Percentage
Class Participation
(Seat/group work, recitation 10%
and others)
Experimental/Machine
40%
Problems
Major Examination
50%
Final Grade
100%
Final Grade will be computed as follows:
Final Grade =
(Lecture Grade x 60% )+
(Laboratory Grade x
40%)
1.2. Trimestral Mode
1.2.1. Courses with Lecture only:
Final Grade will be computed as follows:
Final Grade =
(Prelim Grade x 30%) +
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(Midterm Grade x 30%) +
(Final Term Grade x 40%)
The following table shows the breakdown for each term and
the component percentage:
Component
Percentage
Class Participation
(Seat/group work, recitation
10%
and others)
Quizzes
30%
Independent Learning
10%
Major Examination
50%
Final Grade
100%
1.2.2. Course with Lecture and Laboratory
Lecture Grade will be computed as follows:
Lecture Grade = (Prelim Grade x 30%) +
(Midterm Grade x 30%)
+
(Final Term Grade x 40%)
The following table shows the breakdown for each term and
the component percentage:
Component
Percentage
Class Participation
(Seat/group work,
10%
recitation and others)
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Quizzes
Independent Learning
Major Examination
Final Grade
30%
10%
50%
100%
Laboratory Grade will be computed as follows:
Lecture Grade = (Prelim Grade x 30%) +
(Midterm Grade x 30%)
+
(Final Term Grade x 40%)
The following table shows the breakdown for each term and
the component percentage:
Component
Percentage
Class Participation
(Seat/group work,
10%
recitation and others)
Experimental/Machine
40%
Problems
Major Examination
50%
Final Grade
100%
Final Grade will be computed as follows:
Final Grade = (Lecture Grade x 60%) +
(Laboratory Grade x 40%)
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1.3. Grading Scheme
85
Grade Range
Grade Point
Letter Grade
Remarks
96-100
1.00
A+
Excellent
91-95
1.25
A
Very Good
86-90
1.50
A-
Very Good
81-85
1.75
B+
Good
75-80
2.00
B
Good
69-74
2.25
B-
Good
63-68
2.50
C+
Fair
57-62
2.75
C
Fair
50-56
3.00
C-
Fair
Below 50
5.00
F
Failed
IC
IC
Incomplete
W
Withdrawn
D
Dropped
Faculty Manual | AMA Education System
2. Grade Sheets
All faculty members are required to submit on time to
their respective Program Heads the duly accomplished
grade sheets after the Finals. The grade sheets
submitted is extracted from the F+UCR. The exact date
of
submission shall be based on the approved
Academic Calendar. Extension shall be allowed only in
unforeseen circumstances or force majeure and if the
said extension has prior approval from the Chairman.
Failure to submit the grade sheets on time without
justifiable reason shall be dealt with accordingly. Only
valid marks and numerical grade equivalents should
be used in the grade sheet, and all blanks should be
filled out. All faculty members are advised to
exercise caution in accomplishing their grade sheets.
Errors should be avoided.
Once the grading sheets have been submitted to
the Registrar’s Office and error was discovered, such
error may be remedied by accomplishing a Change of
Grade Form from the Registrar’s Office. Faculty
members are required to submit three (3) copies of
the grade sheets for each of their classes. The copies
of the grade sheets shall be distributed to the
Registrar’s Office, Dean and concerned Faculty
member.
3. Schedule of Examination
There are three major examination periods in AMAES Preliminary, Midterms and Finals for trimester; and
Preliminary, Midterms, Pre-finals and Finals for
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semestral. Schedules of examinations are made in
advance by the Program Head and the Deans. Faculty
members are not allowed to give examinations in
advance or after the scheduled dates without prior
approval from Dean. Take home examinations are not
allowed.
3.1 Examination Permit
Student must secure their examination permit from
the Accounting Department and present the
examination permit to the proctor.
4. Crediting of Courses
As per ALCO resolution 10-12-2003-01, the process of
crediting courses is as follows:
Transferee students:
a. Transferee student shall submit his/her
credentials to the Admission Officer for
endorsement to the Registrar; and
b. The Registrar shall check the completeness of the
documents submitted and endorses the same to
the Dean or Program Head (in the absence of the
Dean) for the crediting of courses based on
AMAES curriculum.
c. General Education (GE) courses are credited
without the necessity of a validation
examination. Professional courses, on the other
hand, may require validation examination as
needed for crediting.
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5. Dropping of Courses
Official Notation in Grading
Sheet:
Final Grade
Remarks
D
Official Drop
A dropping form is available at the Registrar’s Office. The
Dean, Program Head, Registrar and the concerned faculty
member should approve official dropping. Official dropping
after the schedule indicated on the Academic Calendar is
not allowed. There are two classifications whereby a course
will be considered dropped:
5. 1 Officially Dropped (OD)
 A student who formally filled out and filed a
dropping form;
5.2 Unofficially Dropped (UD)
 A student did not file an official dropping form
and incurs absences before the midterm
examinations. The incurred absences must be
less than 20% of the required total number of
laboratory or lecture periods.
6.
88
Procedures in Validating Exams
a. The School Administrator (SA) shall approve the
need for the conduct of validation examination. The
Faculty Manual | AMA Education System
b.
c.
d.
e.
schedule shall be set by the Dean/Program; Head
within 3 days after the approval;
The examination content shall be prepared by the
concerned Dean/Program Head;
The highest grade that can be given in a validation
examination shall either be FAILED (5.0) or PASSED
(3.00);
The result of the validation exam shall be submitted
to the Registrar’s Office after 2 days;
The Dean shall submit a certification to the
Registrar’s Office, with the following information:
i. name of student;
ii. date and time of the exam; and
iii. result of the exam
C. Guidelines on Research
All full-time AMAES faculty (including Deans and Program
Heads) are required to submit partial research output every
end of the term and the completed research output at the
end of the academic year. The submission schedules and
guidelines are stated in the memorandum HOAAD
07022014-24, (July 2, 2014). Reiteration on Academic
Research Policy of AMACC. Faculty members should
coordinate with the campus Research Director (AMAU) /
Research Coordinator (other campuses).
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1.
Faculty Research Requirements
All full time faculty members are required to submit
a minimum of 1 research output per school year.
A full time probationary faculty member who
neglects to meet this requirement is NOT eligible for
renewal of employment with contract with AMAES
after 1 school year.
2.
Faculty Research Submissions
All full time faculty members are required to
submit partial research output every end of the
term and completed research output at the end
of academic year.
A full-time faculty with additional 3 units of work
load/week will not be required to submit a
research output.
3.
Submission schedule
requirements:
and
minimum
First Trimester- Research Proposal
a. Chapter 1- Introduction
b. Statement of the problem
c. Purpose/Objective of the Study
d. Scope and Limitation
e. Hypothesis
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Faculty Manual | AMA Education System
output
o Conceptual/Theoretical Framework
f. Chapter 2-Review of Related Literature
Second Trimester
a. Chapter 3-Research Design and Methodology
b. Data Collection
Third Trimester- Completed Research
a. Abstract
b. Chapter 4-Presentation and Discussion of
Result
c. Chapter 5-Conclusion and Recommendations
d. References
Certification shall be issued to faculty members who
successfully submitted research output and will be
attached to the summary list of the faculty members
needed for renewal.
4.
Full-time faculty hours breakdown
For College Faculty:
24 hours
3 hours
3 hours
Teaching
Consultation
Research/ Consultation
For SHS Faculty:
30 hours
Teaching
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5.
Faculty Research Guidelines
a. Faculty research may conduct their research
projects individually or by group;
b. Groups should be composed of a maximum
of 3 researchers; and
c. Members may come from different
departments/colleges/AMACC campuses to
comprise of a multi-disciplinary treatment of
their research topic.
6.
Research Topics
a. Enabling Research Areas;
b. Applied and Multi-disciplinary;
c. Technology or Theory; Discovered and
Developed;
d. Economic and Social Benefits-derived;
e. Revision of existing researches; and
f. New researches.
D. Guidelines on Local Off-Campus School Activities
AMAES recognizes the value of local off- campus activities
such as field trips to ensure an effective teaching and
learning process that supplements and facilitates a more
meaningful learning experience for faculty members and
most specially, the students. The institution conducts offcampus school activities in accordance to CHED CMO No.
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63, series of 2017. (Policies and Guidelines on Local OffCampus Activities). Furthermore, the following AMAES
guidelines should be ensured:
93
1.
Faculty members who intends to undertake
local off- campus activities such as field trips
with their students should submit a written
request to the Program Head for endorsement
to the Dean. The Dean shall evaluate the
merits of the activity (if it is a course
compliance/requirement) and endorses it to the
SD. The SD shall endorse the same to the VPAA
subject to the approval of the Chairman;
All requests for local off- campus activities such
as field trips shall be approved based on the
following:
 Purpose of the activity
 Destination
 Date and Time
 Mode of Transportation
 Itinerary
 Breakdown of Expenses
 Cost per student
2.
The faculty member in-charge of local offcampus activities such as field trips shall be
responsible in the
collection of
permit slips (with liability clause waiver) from
parents or guardians who shall agree to the noliability policy of the school. Students without
Faculty Manual | AMA Education System
said permit shall not be allowed to join. Program
Heads shall monitor and ensure that permit slips
are collected;
3.
In the case of field trips, it is a must that all
students, faculty members and guests who shall
join the trip must be insured with a reliable
insurance company. Insurance coverage must
be processed by the AMAES-recognized travel
agency. In no way shall a faculty member
receive
any commissions/ gifts out of the
transaction;
4.
The students shall bear all
expenditures for the said trip;
5.
Prior to any local off- campus activities such as
field trips, the Dean concerned must submit
a written
declaration stating that the above
guidelines
have
been
strictly
complied with. The declaration must be
endorsed by the School Director and VPAA for
approval of the Chairman; and
6.
The presence of faculty members (based on
ratio of students participating on events) is a
must for all local off- campus activities such as
field trips.
E. AMAES NSTP Program
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costs
and
The NSTP coordinators of respective campuses shall
implement all programs in coordination with the NSTP
instructors and LST instructors under the administration of
the School Director. The following are the guidelines:
1.
Reference
Republic Act No. 9163 – a consolidation of
HB No. 3593 and SB No. 1824 passed by
the House of Representatives and the Senate
on December 19, 2001 – signed and
approved by the President of the
Philippines Gloria Macapagal – Arroyo on
January 23, 2002.
2.
National Service Training Program (NSTP)
National Service Training Program is a
program
aimed
at enhancing
civic
consciousness and defense preparedness
in the youth by developing the ethics of
service and patriotism while undergoing
training in any of its three program
components, namely : Reserve Officers’
Training
Corps (ROTC) (not currently
implemented); Literacy Training Service
(LTS); and Civic Welfare Training Service
(CWTS).
The NSTP programs of AMAES’ is in
accordance to the pertinent provisions of RA
9163; Rule VI, Section 12. It shall focus in
promoting the general welfare and
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development of community members in
terms
of
health, education, safety,
livelihood, recreation,
environmental
protection and the morale of the citizenry.
3.
Crediting of NSTP Programs
For transferee students
NSTP will only be credited if it has the same
components like CWTS, ROTC and LTS.
General Organization of NSTP
School Director
NSTP Coordinator
CWS Instructor
(s)
LTS Instructor (s)
Position Title
NSTP Coordinator
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Job Summary
The NSTP Coordinator directly reports to the
School Director/Dean. S/he shall implement all
NSTP programs of the institution in coordination
with the respective NSTP instructors.
Qualification Requirements
Education:
A Bachelor’s degree relevant to
the field/ course handled. A
graduate in social work is an
advantage
Experience:
Teaching
-Three year experience
Administrative/ Managerial
-relevant experience is
advantage.
Training:
Relevant training is an advantage.
Skills:
Excellent oral and written
communication
skills,
interpersonal skills; leadership
and management skills,
and
computer proficient.
Duties and Responsibilities
1.
Reports
directly
to
Director/Dean;
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School
2.
3.
4.
5.
6.
7.
8.
9.
Oversees the effective implementation
of the NSTP approved programs;
Prepares and implements trainings for
instructors in handling lectures, seminars
and trainings of students and recipient
community members;
Ensures that the students shall submit all
requirements before the period ends;
Identifies beneficiaries of NSTP programs;
Coordinates with the respective barangay
officials of program beneficiaries;
Submits to the School Administrator the
executive summary (to include evaluation
and recommendations) of all implemented
projects;
Ensures that the list of NSTP graduates are
collected from NSTP Instructor and submit
the same to Registrar’s Office for CHED
submission; and
Performs related-task as may be assigned
by the School Director/Dean.
Benefits
1. Academic load credit of 3 units
Position Title
NSTP Instructor
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Job Summary
An NSTP Instructor reports directly to the NSTP
Coordinator. S/he is a faculty member who has
undergone training in NSTP, CWTS or LTS.
Qualification Requirements
Education: A
Bachelor’s
degree
relevant to the field/ course
handled. A graduate in
social work is an advantage.
Experience: Teaching
-Three year experience
Training:
Skills:
Administrative/ Managerial
-relevant experience is an
advantage
Relevant training is an
advantage.
Excellent in oral and written
communication and be
computer proficient
Duties and Responsibilities
1.
Reports directly to the NSTP Coordinator;
2.
Implements and enhances the teaching
materials as needed. Lecture
topic
discussion should be completed before
period ends;
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3.
4.
5.
6.
7.
Submits numerical grades of NSTP
students;
Facilitates the planning of students’
community extension projects to be
submitted to the NSTP
Coordinators
and prepares
corresponding
accomplishment
report before the
period ends
for
evaluation and
recommendation;
Submits numerical grades of NSTP
students;
Prepares the report of NSTP graduates for
submission to CHED and submits the
same to the NSTP Coordinator; and
Performs related-task as may be assigned
by the NSTP Coordinator.
Benefits
1.
1.5 credit units for subject loading; and
2.
Certificate of recognition will be given for
every community extension project
successfully
accomplished
and
undertaken
Grading System
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Prelim Grade:
Quizzes
Attendance
Major Exam
40%
10%
50%
Midterm Grade:
Project Proposal Presentation
40%
Attendance
10%
Community Extension Project
50%
Plan
Final Grade
Attendance (participation in
50%
project implementation)
Accomplishment Report
50%
Final Grade
30% Prelim Grade + 30% Midterm Grade +
40% Final Grade
F. Cultural Programs
In congruence with the mission of AMAES of providing
holistic
Education, AMAES aims to expose the students
to arts and culture and provide a learning experience
outside the formal classroom setting. Faculty and students
may participate in campus-based or off-campus cultural
programs/activities subject to AMAES guidelines.
G. Extension Services
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The Community Extension Services Center (CESC) of AMA
University is the official arm of the institution in carrying out
the third function of a higher education institution (HEI). It
adheres to the principle that genuinely extends beyond the
existence of the student-teacher interaction. CESC believes
in the interrelatedness of the significant components of
academic instruction, collaborative extension services, and
community partnership. These are considered essential in
the development of effective, responsive, and meaningful
participation in the development process which adhere to
the contribution of the institution in an adopted
community.
The CESC considers the importance of the shared learning
experience between the academe and the adopted
community. This in turn, translates into awareness of social
issues affecting the community. Consequently, this
motivates the whole academic community to seek
enriching opportunities to partner communities, local
government units (LGUs) and non-government
organizations (NGOs). As a result, these evolve into
program strategies gearing toward a holistic and
sustainable outreach program with active participation of
the community and partner organizations together with the
students, faculty, service staff, and school administrators.
Position Title
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Community Engagement Officer
Job Summary
The Community Engagement Officer directly
reports to the VPAA and is in coordination with
the School Director/s.
He/she is responsible for community extension
program of the University that is geared towards
the University’s over-all goals to develop social
responsibility, assist in the eradication of
poverty, and improve the quality of life of
communities within and beyond the area where
AMAES branches are located.
Qualification Requirements
Education:
Bachelor’s and /or Master’s
Degree holder preferably a
Licensed Social Worker or
Community
Development
graduate
Experience:
At least three (3) years
supervisory experience in the field
of community development works
Administrative/ Managerial
-relevant experience is
advantage.
Training:
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an
Relevant training is an advantage.
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Skills:
Excellent oral and written
communication
skills,
interpersonal skills; leadership
and management skills,
and
computer proficient.
Duties and Responsibilities
1.
Reviews proposals for extension projects of
the different departments/offices of the
school in terms of relevance and feasibility;
2.
Evaluates CESC projects to determine their
quality, efficiency, and effectiveness;
3.
Certifies participation of students, faculty,
and service staff in CESC activities;
4.
Maintains linkages with other government
and non-government agencies;
5.
Recommends
appropriate
budget
allocation for the different college
extension programs;
6.
Prepares progress and annual reports;
7.
Reviews and updates CESC policies in
consultation with the management;
8.
Prepares 5-Year Development Plan and
yearly Quality Objectives, Plans, and
Monitoring of CESC;
9.
Coordinate and collaborate with offices
and /or outside the Department to ensure
efficient , effective and timely delivery of
services; and
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10.
Perform other task and designations as
assigned by the VPAA.
Position Title
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Community Engagement Coordinator
Job Summary
The Community Engagement Coordinator directly
reports to the Community Engagement Officer.
Responsible for community extension program of
the University/Colleges geared towards the
Institution’s over-all goals to develop social
responsibility, assist in the eradication of poverty,
and improve the quality of life.
Qualification Requirements
Education:
Bachelor’s
degree
holder
preferably graduate of Social Work
or Community Development, or
any other related courses
Experience:
A minimum of two (2) years work
experience in the field of
community development works.
Administrative/ Managerial
-relevant
experience
is
advantage.
106
Training:
Community
Development
Community Organizing.
Skills:
Excellent
oral
communication
and
Faculty Manual | AMA Education System
an
/
written
skills,
interpersonal skills; leadership and
management skills, and computer
proficient.
Duties and Responsibilities
1.
Facilitates the implementation of the
institutional projects in the different
communities;
2.
Prepares materials and certificates for every
project;
3.
Coordinates the participation of different
departments and colleges in the institutional
programs;
4.
Documents and keeps records of the
activities of every project;
5.
Prepares minutes of periodic coordinators’
meeting;
6.
Prepares liquidation of CESC expenses (if
applicable);
7.
Performs other assigned functions as
directed by the Community Engagement,
Director;
8.
Coordinate and collaborate with offices and
/or outside the Department to ensure
efficient , effective and timely delivery of
services; and
9.
Perform other task and designations as
assigned the Community Engagement,
Officer.
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HRD POLICIES AND PROCEDURES
A. Faculty Hiring Requirements and Procedures
1. Manpower Requisition Form
Before any faculty can be hired, a Manpower
Requisition Form (MRF) has to be accomplished and
processed from the originating branch.
Manpower Requisition Form (MRF) refers to an official
form used by the Requisitioner, an employee
authorized by the company, to request for new or
replacement of manpower. The following are the
approved implementing guidelines for MRF for faculty
requirements as per Memo Ref# HRD 2013-0401 (April
17, 2013) (Implementing Guideline for MRF (faculty
Requirement and other Academic Positions));
The branch HRD and Dean will be meted with
corresponding sanctions for failure to accomplish and
submit to HR-HO accurate Manpower Request and
incomplete documents
a. Manpower Requisition Form (MRF)
Submit accomplished MRF for approval to HRD-HO
only for the following cases:
 Replacement of resigned Academic employees
(e.g. deans, program heads, etc); and
 Request for hiring of additional faculty members
or replacement of resigned faculty members.
b. Procedure
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b.1. The college dean will determine fired faculty for
the succeeding term based on:
 Student population
 Ratio except for SASN
- First year 2 to second year = 1:30
- Third year = 1:20
- Fourth year = 1:10
For SASN:
Practical Nursing (PN) with WHM-1:25
Caregiving Program (CG) = 1:15
Other Programs
FCCA= 1:25
Others: Refer to the approved guideline per
program
b.2. The Dean will identify the specialization and
required qualification of the requested faculty
members
 Based on the number of courses offered in the
total units available for faculty load credit, the
Dean will classify the faculty requirement as full
time or part time ;
 Based on the course of offering, the Dean will list
the detailed qualification of the requested
faculty based on CHED CMO for the program
offerings;
b.3. The Dean will submit accomplished MRF form
to local HR for processing
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b.4. The branch HR will validate the submitted
request against the existing faculty inventory of the
Branch
b.5. After validation, branch HR will submit the
accomplished MRF to HR Head Office for processing
b.6. Required attachment to the MRF
 Copy of resignation letter/ copy of notice of
non renewal of contract/end of contract/
notice of decision (in case the faculty was
issued a notice of termination); and
 Copy of Faculty Inventory signed by branch
HRD, Dean and SD (use faculty inventory
form).
c. Faculty complement during enrolment period
Basis for the number of faculty to serve during the
enrollment would be 70% of the enrollment target for
the applicable term. No need to accomplish MRF and
faculty complement for this purpose.
Below is the table for reference:
RECOMMENDED NO.
POPULATION
OF FACULTY
0-299
2
300-499
2-- 4
500-999
4-- 6
1000-1499
6-- 10
1500-2999
10-- 15
3000-4999
15-- 20
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The Branch SD must strictly observe the following:
- Priority to serve during enrollment is permanent
faculty members. Should there be a need for
additional enrollment staff, faculty with the
least rank and rate must be employed;
- No part time faculty is to be employed during
enrollment;
- Assigned faculty members are required to
render 44 hours week, 8 hours Mondays Fridays and 4 hours on Saturday; and
- Basis of salary is the rate indicated in the faculty
appointment.
d. Authorized signatories for MRF approval
Branch
- Local HRD, Dean and School Director
Corporate Office
- Head of Recruitment, Operations
2. Guidelines for Faculty Hiring, Ranking & Promotion
2.1. Applicant must pass the following hiring standards
(must come from A, B, C schools); Otherwise, he/ she
shall not be hired:
2.1.1. Graduates of UP, La Salle, Ateneo, AMA and
other reputable schools abroad with no failing
marks beyond four (4) courses in the undergraduate
level. However, for those with MA/ MS or PhD,
failing marks in the undergraduate may be ignored;
2.1.2. Graduates of CHED Centers for Excellence and
Centers for Development with maximum of two (2)
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failing marks in major courses in the undergraduate
level;
2.1.3. Honor graduates from other schools, or
graduates from other schools with MA or MS or
PhD, or with license or board passer, board topnotcher; and
2.1.4. Applicant must pass the Teaching Demo and
Interview.
3. Teaching Demo and Interview
All new hires must also undergo and pass both the
teaching demo and interview based on the following
criteria.
Teaching Demo and Interview Form
Teaching Demo (passing points: 80 pts. out of
100 pts.)
1. Mastery of the subject matter
A. General knowledge of the 20 points
subject matter
B. Competence in handling Q&A 10 points
related to the subject matter
2. Communication Skills
A. Proficiency in English
(Grammar and Vocabulary)
B. Clarity of Delivery
C. Voice Projection
3. Organization of Lessons
A. Logical Arrangement of Lesson
B. Smooth transition of topics
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10 points
5 points
5 points
10 points
5 points
4. Competence in handling Q&A
(Questions not related to the lesson
discussed)
A. Presence of mind and ability to
reason out
B. Ability to display positive
disposition
5. Teaching Aids (Power point
presentation or blackboard and
chalk)
A. Appropriateness
B. Relevance
6. Personality
A. Maturity/ Self confidence
B. Manner of dressing
TOTAL:
10 points
5 points
5 points
5 points
5 points
5 points
100 points
4. Faculty Ranking
As per Memo Ref # 1-02-2014-001 (March 11, 2014)
(Revised Rule on Ranking for Faculty Member) Faculty may
be qualified for re-ranking upon completion of his/her
Master’s Degree. Part-time faculty members rank and rate
may be determined in consideration of Masters Units
completed – As per Memo Ref # 2014-0730-AAD-188 (July
30, 2014) (Part-time faculty ranking).
As per HOHRO04252014-14 (April 25, 2014) (Revised Policy
for Initial Ranking of Faculty Members), Initial hiring of
faculty members will have the following guidelines:
a. This guideline shall be used only for purposes of
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initial ranking of newly hired faculty members and
not for promotion purposes. The latter shall be
embodied in a separate memorandum;
b. That the minimum requirement for a particular rank
will be the degree earned/units earned plus
pertinent teaching experience or related industry
experience or combined teaching and industry
experience;
c. If the faculty member did not meet the minimum
requirement for a particular rank as indicated in the
table, HR will determine the next lower rank where
s/he will qualify; and
d. The faculty member shall be required as proof of
qualifications to submit the following:
- Diploma
- Certificate of Employment
- TOR
- Certifications of the published research if
applicable
- Such other standard HRD pre-employment
requirements
FACULTY RANKING FOR COLLEGE
Rank
114
Minimum
Teaching
degree
Experience
Requirements
(TE)
Related
Industry
Teaching and
Industry
Faculty Manual | AMA Education System
Published
Research
Experience
combined
Asst. Inst 1
0
0
N/A
Not required
Asst. Inst 2
1 year
2-3 years
N/A
Not required
2-3 years
4-5 years
1 TE + 2 IE
Not required
4 years above
6-7 years
2 TE + 1 IE
Not required
5 years above
8-9 years
3 TE + 4 IE
Not required
Asst. Inst 3
Asst. Inst 4
Asst. Inst 5
Bachelor’s
Degree
Asst. Inst 6
6 years above 10-11 years
Asst. Inst 7
Inst 1
Inst 2
Inst 3
Inst 4
Inst 5
Inst 6
Inst 7
Bachelor's
Degree w/18
MA units or
more
Bachelor's
Degree w/24
MA units or
more
Bachelor's
Degree w/30
MA units or
more
Master's
Degree
(MA/MS)
Asst Prof 2
Asst Prof 3
Asst Prof 4
Asst Prof 5
Asst Prof 6
Asst Prof 7
4 TE + 4 IE
Not required
7 years above
12 years
above
5 TE + 4 IE
Not required
0
0
N/A
Not required
1 year
2-3 years
N/A
Not required
2-3 years
4-5 years
1 TE + 2 IE
Not required
2 TE + 1 IE
Not required
3 TE + 4 IE
Not required
4 TE + 4 IE
Not required
Bachelor's
4 years above 6-7 years
Degree
completed
academic 5 years above 8-9 years
requirements
6 years above 10-11 years
Asst Prof 1
115
Experience
(IE)
Master's
Degree
(MA/MS)
7 years above
12 years
above
5 TE + 4 IE
Not required
0
0
N/A
Not required
1 year
2-3 years
N/A
Not required
2-3 years
4-5 years
1 TE + 2 IE
Not required
4 years above
6-7 years
2 TE + 1 IE
Not required
5 years above
8-9 years
3 TE + 4 IE
Not required
4 TE + 4 IE
Not required
5 TE + 4 IE
Not required
6 years above 10-11 years
Doctorate or
7 years above
PHD
12 years
above
Faculty Manual | AMA Education System
Assoc Prof 1
1-3 years
2-3 years
N/A
1
Assoc Prof 2
4 years above
4-5 years
1 TE + 2 IE
2
Assoc Prof 3
5 years above
6-7 years
2 TE + 1 IE
3
Assoc Prof 4
3 TE + 4 IE
4
Assoc Prof 5
Doctorate or 6 years above 8-9 years
PHD
7 years above 10-11 years
4 TE + 4 IE
5
Assoc Prof 6
8 years above 12-13 years
5 TE + 4 IE
6
9 years above
14 years
above
6 TE + 4 IE
7
Prof 1
PhD Degree 3 years above
4-5 years
2 TE + 1 IE
Prof 2
PhD Degree 4 years above
6-7 years
3 TE + 4 IE
Prof 3
PhD Degree 5 years above
8-9 years
4 TE + 4 IE
Prof 4
PhD Degree 6 years above 10-11 years
5 TE + 4 IE
Prof 5
PhD Degree 7 years above 12-13 years
6 TE + 4 IE
Prof 6
PhD Degree 8 years above
Assoc Prof 7
Prof 7
14-15 years
above
16 years
PhD Degree 9 years above
above
7 TE + 4 IE
8 TE + 4 IE
10 (at least 2
international)
11 (at least 2
international)
12 (at least 2
international)
13 (at least 3
international)
14 (at least 3
international)
15 (at least 4
international)
16 (at least 4
international)
5. Faculty Renewal
A faculty member may be renewed provided that:
a.
There is no violation of attendance and
tardiness policy in the prior trimester/
semester;
b.
Requirements/credentials are submitted
before the cut-off date; and
c.
All AMAES faculty to be renewed/retained,
have a PAST score of at least 70% per
semester or trimester.
6. Intent to Teach in the Next School Term
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All probationary, part-time, and full-time faculty
members should submit a letter of intent to teach in
the next school term, two copies of their letter
of intent to teach to their respective Program
Heads/ Education Coordinator thirty (30) days before the
expiry date of their contracts. The letter should also state
whether the faculty member would like a change of status
from part-time to full-time or vice versa. Failure to submit
a letter of intent shall mean that the faculty member is
not interested anymore to continue employment in the
Institution.
The non-academic employee may also avail of teaching
loads provided she/he seek prior approval from the
Chairman, in writing, from his/her respective superior,
supported by the respective Dean’s justification for giving
such employee a teaching load. The expertise of the staff
and qualification should be the main basis for assigning
teaching load.
The concerned immediate superior, after receiving the
written request to avail teaching loads, will then
recommend the said request to the Vice President for
Human Resources for validation. Final approval must be
made by the Chairman.
The following are the guidelines covering the assignment
of teaching loads to non-academic employees:
a. Teaching schedules should be after office hours only
and with maximum of six (6) hours teaching load per
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Faculty Manual | AMA Education System
week;
b. The teaching load rate shall be based on the
established rate for part-time faculty;
c. The concerned employee shall abide with the
established rules and regulations stipulated in the
Faculty Manual; and
d. Course to PAST and course availability for renewal.
7. Renewal / Non-renewal of Contracts
Upon expiration of employment contract, AMAES
has the sole prerogative to renew or not to renew
teachers. The renewal of a teacher’s contract may
be considered according to the following conditions:
a. Only faculty members who obtained a PAST
grade of 70% or above shall be renewed;
b. Faculty members, who fail to submit student
grades on time, will be sanctioned accordingly.
As per HOCOR2019 (March 20, 2019)
(Submission of Grades v2), all faculty members
should encode, submit and post student’s
grades for applicable grading period within 5
working days after the end of major exams. HO
Audit will check for compliance. Failure to
comply will have the following sanctions:
1st Offense: NTE
2nd Offense: Stern Warning
3rd Offense Non-Renewal
All faculty members must at all times comply with
all the company policies.
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8. Pre-employment Requirements
The following pre-employment requirements must be
submitted prior to the hiring of any employee:
8.1 Requirements for Newly Hired















Resume
Duly accomplished and certified application form
Diploma and Transcript of Records
Certificates of Employment
Certificates of Training
Proof of records/publications
Criteria evaluation
TIN No./SSS/Pag-ibig (authenticated via original ID)
Philhealth ID
NBI clearance
Marriage Certificate (for married applicants)
Child/ren Birth Certificate
Medical Certificate and fit to work(from
accredited/identified health care provider)
Professional Licenses (Lawyers, Doctor, CPA, Nurse,
Librarian, Engineer, Driver)
Four (4) pcs. 2x2 pictures 9with white background)
8.2 Requirements for Renewal of Faculty


119
Did not exceed allowable late(s) and absences
Branch’s Registrar certification of submission of
grades of faculty
Faculty Manual | AMA Education System

PAST
Performance Appraisal System for Teacher (PAST)
Numerical Rating of
Descriptive Equivalent
PAST
93-100
Outstanding
85-92
Very Satisfactory
80-84
Satisfactory
70-79
Moderately Satisfactory
Below 70
Failed
Performance is measured during the actual teaching period
at the end of every term using the following methods:
1. Classroom observations conducted by the Program
Heads and the Deans;
2. Teacher’s Behavior Inventory (TBI); and
3. Performance Appraisal System for Teachers (PAST).
9.
Change of Status
A faculty member’s change of status from part-time to fulltime or vice versa can be any of the following: voluntary;
based on performance; availability of courses; and on the
number of faculty (approved target/warm bodies). This
procedure will require a letter of request and PAST rating
9.1. Voluntary
9.1.1. From part-time to full-time
Approval for this change of status shall be
based on the faculty member’s overall
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performance during the current school term
compliance with company policies and
availability of courses for the faculty.
9.1.2. From full-time to part-time
A probationary faculty member who would
like to change status from full-time to parttime should be reminded that such change
would forfeit benefits accorded to full-time
faculty and would also place a break in his/
her service as a probationary faculty
member. If in the near future, the said
faculty member decides to change status
again to full-time, the counting of the
required three (3) consecutive years shall
start on the latest date the faculty member
was made full-time.
9.2. Based on Performance
9.2.1. From full-time to part-time
Upon recommendation of the Program
Head and the Dean, endorsed by School
Director and the approval of the Chairman,
the status of a faculty member for the next
school term from full-time to part-time. This
decision shall be based on the faculty
member’s performance and compliance
with the company policies.
Faculty status may also change if the
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teaching load of a full-time faculty is lower
than 16 hours.
9.3. Insufficient number of loads during the next school
term.
The status of a probationary faculty member can change
from full-time to part-time if the required twenty-four (24)
teaching hours could not be given due to unavailability
of courses opened.
Permanent faculty members are assured of load of twentyfour (24) teaching hours per week every school term.
In case of insufficient number of courses to accommodate
all
permanent full-time faculty members, the said
faculty member whose
teaching load is reduced
shall not suffer diminution in salary provided
that, to
make up for the balance, the affected permanent faculty
members, shall devote said hours to academic work
that may be assigned by the Dean.
10.
122
Transfer of Work Assignment
The employment service of full-time regular academic
employees in the company who transfer to non-academic
positions is carried over, course to compliance with the
standards and criteria for regularization of non-academic
personnel. In case the existing salary of the faculty is
higher than the plantilla rate of the non-academic
position, the plantilla rate for non-academic position will be
applied. If however, the existing rate of the faculty is lower
than the plantilla rate for non-academic position, the said
Faculty Manual | AMA Education System
11.
transfer shall be considered as nomination for promotion
and the faculty shall be entitled to a salary adjustment.
Deans and Program Heads shall be classified as faculty for
this purpose.
Requirements / Procedures in preparing Summary List
11.1 Faculty Renewal Summary Checklist

















11.2
123
Summary List
Approved MRF
Faculty Inventory
Certificate of actual student population
Plotting Form
P.A.S.T (certified by Branch’s HR, Dean and SD)
Branch’s approved previous summary list
Faculty attendance summary for the school year
Certificate of grade submission
Certificate of Course Module Submission
Certificate of No permit; No Exam Violation
Research output certified by ACAD HO
Approved PAN (if there is changes in rank and rate)
Approved COS summary list
Approved undertaking to finish Master’s studies
(for faculty without MA with more than 3 years of
service)
Regularization papers if the faculty is regularized
during the school year
Honorarium documents (e.g. CS/IT Engineering
courses, Industry Certifications, PRD ID, PRC
Certification and PRC Board Rating)
Faculty Renewal/Newly-Hired Process Flow
Faculty Manual | AMA Education System






Faculty submits letter of intent to teach
HR will prepare the Renewal/Newly-hired Summary
List one month before the end of the trimester;
Prepared Term of reference will be forwarded to
the Dean and School Director for signature;
Renewal/Newly-hired Summary List will be
transmitted to HR HO for checking and signing;
Forwarded to Academic Affairs for checking and
signing; and
Forwarded to Audit-Head Department for postauditing
11.3 Checklist for Term of Reference for Newly-hired
Acad
 Verified / Certified Transcript of Record (TOR)
 PAN (NDB Print out) for Post Audit
 Related viber/memo approval
 Approved MRF
 Target students (start of term)
 Actual Student Population (official list)
 Faculty Inventory
 Plotting Form
 Plantilla
 Exam and Interview result
 Teaching and demo result
 Letter of undertaking for the submission of NBI,
TOR and Diploma
 Nepotism undertaking
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
Background investigation
11.4 Checklist for Renewal of term of reference for
Academic Employees




HR will prepare the Renewal Summary List one
month before the end of the trimester
Prepared Summary List will be forwarded to Dean
and School Director for signature
Renewal Summary List will be transmitted to the
Academic Affairs for checking and signing
Forwarded to Audit-Head Department for postauditing
If the recommendation for hiring / renewal is approved, the
HRD must forward the MRF form to the Ancillary
Department
duly
filled
out
by
newly-hired
employee/faculty with recent 2x2 photo and sample
signature, and schedule his/her uniform fitting. No
prospective employee can report without the approved
MRF. The HR staff and the SA concerned who allowed the
person to report for work without the approved
MRF/recommendation for employment shall shoulder the
cost of the salary of the person should the recommendation
for employment is disapproved. A prerequisite for
employment in the Company is the background
check/investigation for the purpose of seeking information
about the character/potential and qualifications of the
person being hired.
12.
125
Class Hours
Faculty Manual | AMA Education System
All faculty members must avoid being late for their class. As
per HOCOR2019-304, (April 8, 2019) “Time in and out”
states that effective April 10, 2019 all faculty employees of
AMAES will now follow the new procedures for time-in and
time-out. The new procedures are as follows:
1. All AMAES faculty will also be required to time in
every start of the class on the face ID located on the
device nearest their room assignment after every
class.
2. All AMAES faculty will still time-in and time-out on
the Face ID assigned on the designated area for
centralized IN’s and OUT’s.
Face ID time-ins and outs and plotting forms will be used to
monitor the class hours. The HRD implements a roving
checker system. An HRD roving clerk shall monitor
absences/ tardiness/ under time of all faculty members
through ocular inspection of their respective classrooms. All
first period lates and absences of faculty members shall be
immediately reported to the Dean and Department Head
(formerly AC) concerned including an attendance report.
The payroll deduction would be the actual number of
minutes incurred for that particular period. Dismissing class
ahead of the actual time in regular schedule without a
justifiable reason is considered a violation and is subject to
disciplinary action. However, a five (5) minute grace period
is given to the faculty from the start of every class period.
Being absent from class after timing-in for the day will be
considered a policy violation. If the reason is due to some
serious illness, the Dean or Department Head (formerly AC)
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should be immediately notified so that a substitute could be
arranged. A sick leave form should be immediately filed
through AMAES online portal, HROnline. In case of
brownouts in the evenings that lasts for more than fifteen
(15) minutes in a one-hour class, the holding of the class is
suspended. For three-hour lab or lecture classes, a 30minute grace period should be observed before the holding
of the class is suspended. Students may be allowed to leave
the room during brownouts. Absences due to illness
particularly communicable diseases that necessitate
prolonged rest shall not be counted against the record of
absences of the faculty member upon the approval of the
Chairman for purposes of renewal of appointment. The
following documents however shall be required to justify
the approval:
 Medical certificate from Physician/Hospital
 Certification from the Education System Physician,
HRD, Dean and Department Head
These should be submitted to the School Administrator
within 24 hours upon return to work.
Absences filed under emergency leave shall be counted. No
faculty member is allowed to file a VL (Vacation Leave)
during the school term. The starting date of the
appointment of renewed faculty members shall be based
on their remaining vacation leaves which are predated from
the start of the semester/trimester.
However, this shall be subject to the filing of application for
leave at the Head Office and subject further to pre-audit.
Those who will not be renewed will not benefit this
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privilege.
Approved teaching Hours for Basic Education:
This new policy is in line with the DepEd regulation (Chapter
1, section 8 of DepEd Manual) stating that “teachers shall
render 6 working hours of actual teaching and spend 2
hours to complete the required 8 hours daily service in
preparing lesson plans and instructional devices or
rendering other non-teaching devices.
13.
Consultation Hours
Every full-time faculty member must render six (6) hours of
consultation hours per week during which their students
can consult them about their studies. Faculty members who
are enrolled in graduate studies are exempted from
rendering six (6) hours consultation during the week. Part
time faculty members do not have consultation hours.
14.
Service during Enrollment
Al full-time regular faculty members are required to render
registration services during the enrollment week. The
faculty's immediate superior shall give the registration
assignment duties in advance.
15.
Work hours during semestral/trimestral breaks
Faculty Loading during Breaks / Enrollment at the end of the
every trimester of a particular school year, all full time
probationary / part time faculty members is considered to
have ended their contracts and shall not receive pay.
Permanent faculty members shall follow the existing 24
hours per week to be rendered during the regular trimester
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/ summer. Fulltime probationary faculty members who
were chosen to teach (in case permanent faculty members
are not enough) shall be given loads and the number of
hours shall depend on the load given. Vacation leave of
permanent faculty members may be applied during this
period only.
On the other hand, during the enrollment period:
15.1 Selected full-time faculty members are required to
render service during enrollment period provided that
an approved request recommended by the Dean/ Area
Coordinator shall be forwarded to the HRD for the
Chairman’s approval. Note, however that priority shall
be given to permanent faculty
15.2 If the permanent faculty member had been given
assignment, full time probationary faculty members
shall be the next priority.
15.3 Full-time probationary faculty members who were
not given assignment during enrollment shall receive no
pay until they start teaching at the opening of classes in
case their appointment is renewed.
15.4 During enrollment period, assigned full time or
permanent faculty members are to plot their working
schedule for eight (8) hours or 44 hours per week.
15.5 Payment of salaries for full time permanent faculty
members shall be on a monthly basis to be released
every 15th and 30th of the month.
16.
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Attendance, Tardiness and Absences
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16.1
Faculty Attendance
Full Time Probationary faculty are required to have
30 hours teaching load per week and all Part Time
Faculty are required to have at least 15hrs maximum
teaching load per week while the Annualized Faculty
Member are required to serve 40 hours per week.
All faculty member are entitled to 15 minutes grace
period, if the employee exceeds the 15 minute grace
period his/her first period course will be deducted.
16.2
Faculty Tardiness
The plotting form, face ID time-in and time-out and
the report of the HRD checker is the basis of the
Accounting
Office
for
determining
absences/lates/undertime of a faculty member. Any
revision in the plotting form should be duly signed
by the respective Area Coordinator and Dean.
The plotting form contains the faculty member's
schedule per week throughout the entire
semester/trimester. It should be accomplished
clearly with all blanks properly filled out. The form
should be signed by the faculty member, his/her
Area Coordinator, Dean and the HRD.
16.3
130
Faculty Absences/Leaves
The following leaves are considered excused
absences and not considered as policy violations.
Faculty Manual | AMA Education System
a. sickness of the faculty (must be bedridden) to be
charged to SL and subject to home visit;
b. death of a family member;
i. For Single employees
 may avail of the Emergency Leave
due to death of their parents or
siblings.
ii. For Married Employees
 may avail of the emergency leave
due to the death of spouse or
children.
iii. An employee may opt to use his/her
emergency leave on top of the
bereavement leave that s/he is entitled
to.
iv. Death certificate is required.
c. victims of a calamity; or calamities where
employees is the victim.
d. hearings judicial or quasi-judicial bodies (must
present a subpoena).
e. School approved training or OB (only the
chairman can approve).
16.4
Sanctions and Penalties
Full-time and Permanent Faculty
Tardiness
7th (during the school
Written Warning
year)
14th (during the school
Written Reprimand
year)
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21st (during the school
Dismissal/Nonyear)
renewal
Unexcused Absences
3rd (class absence during
Written Warning
the school year)
5th (class absence during
Written Reprimand
the school year)
7th (class absence during
Dismissal
the school year)
For Part-time Faculty
Tardiness
5th (during the school
Written Warning
year)
10th (during the school
Written Reprimand
year)
15th (during the school
Non-renewal
year)
Unexcused Absences
3rd (class absence during
Non-renewal
the school year)
16.5
132
Holidays
The Company observes all legal holidays and any
special holiday declared by the President of the
Philippines. All branches/campuses must always
ensure the safety and security of company
properties during holidays.
Faculty Manual | AMA Education System
16.6
Suspension of Work
In the event work is suspended due to force majeure
or as declared by the AMA Group, there being no
work, employees shall not be paid for that particular
day/s.
Work may only be suspended upon prior clearance
from the President/Chairman. Thus, the Area
Director, School Director or Unit Head are requested
to justify through the HRD and COO why such
suspensions of holding must be allowed. The usual
grounds and serious calamity (storm, flood,
earthquake, fire) or local everyday situations such as
bomb threats, war and other related occurrences.
However, before any suspension of work schedules
can be made, a prior clearance from the
Chairman/President through the COO and HRD
must be made by the branch. In no way shall work
be suspended just to accommodate meeting. Those
employees hired on a “No Work, No Pay” basis shall
not be paid.
16.7 Exemption of those with Saturday classes from
reporting to work.
The Chairman shall approve requests for exemption
from reporting for work on Saturdays of nonacademic
employees
with
classes
on
MA/MS/LlB/PhD on Saturdays provided that their
request shall be accompanied by proof of Saturday
classes and shall render additional four (4) hours
during the week to offset the Saturday work.
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Employees who will undergo board/licensure
examinations may be allowed to go on leave of
absence (without pay) for a maximum of 60 days
provided their department/branch head and the
Chairman approves it. The Chairman shall approve
leaves of absence in excess of 60 days.
Non-Acad
Employees should already be at the office on or
before 7:30am (Managers and Up) and 8:00am
(Rank-and-file) so as not to be considered late.
Penalties for violation of this rule on all levels are as
follows:
Allowed number of
tardiness in a
month
Penalties for a 12month moving
calendar:
1st offense
Written Reprimand
nd
On Probation
rd
3 offense
7 days suspension
4th offense
Dismissal
2 offense
17.
3 times(maximum of 59 minutes)
Policy on Official Business
As per HOCOR2013-223 (March 18, 2019) (Omnibus OB
Approving Authorities and Guidelines), the Chairman mandates
the implementation of the attached OB Omnibus Matrix
subject to the following guidelines:
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17. OB Approving Authorities
CHAIRMAN
ViceChairman
Department
Heads
ACAD
DGB
BT
COO
Testing Center
Facilitators
Compliance
Managers/Supe
rvisor
Annualized
faculty
members (on
free
periods
and
for
marketing
purposes)
ADMIN
AMAOED
Admin Head
RLD
CPS
Admin Assistant
Sales Managers
Account
Executives
Content Review
Manager
Technical
Supervisors
AUDIT
Audit
Roving Auditors
Warehouse and
Franchise
Auditors
BUSINESS
Development
(CORPLAN)
Corporate
Secretary
Corplan
Head
Corporate
Secretary
ARC
135
Head
of
Mentors
Technical
Directors
Content
Manager
Chief
Executive
OBC
Finance
Department
COO
Unit Heads
Legal
Researchers
Corsec
Assistant
Chief
Officer
Faculty Manual | AMA Education System
Finance
NBA
Senior
Tax
Manager
Branch
Accounting
Supervisors or
Assistants
Property Officer
for fixed Assets
Purposes
Accounting
Director
for
Collections
Purposes
AAL
Branch HR
Head
OfficeBenefit, Bank
and LRU
ACM
Loan Manager
Business
Development
Manager
Human
Resource
Investments
LARE
Legal
Department
LARE Officers
CBA
Lawyers
Legal
Researchers
FSS
Marketing
Assistant
Marketing
Marketing Head
Operations
and Franchise
DVD-ASM
and
AMACC-Makati,
ARA Vista, Baguio
COO
EMM
136
Guidance, OSA;
Admission
Assistant/Speci
alist/Supervisor
/Manager
Placement,
Linkages,
Alumni,
Community
Engagement
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School
Directors
VPS
DVD
Director
Franchise
Development
Manager and
Liaison
Guidance, OSA;
Admission
Assistant/Speci
alist/Supervisor
/Manager for
ASM
and
AMACC-Makati,
ARA
Vista,
Baguio
QA
JB
QA
Assistant
Manager;
Supervisor
Document
Control
Custodian
Branch SD
Liaison Officers
for
AMACC,
Delta, QC, East
Rizal
Messengers for
Treasury,
Investment,
Legal, OP
Property
Drivers
Rank and File
Ms. Angie Cabute
Departme
nt Heads
NAB
Registrar
Group
Chief
Registrar
School
Director
MTM
Nurse as acting
Liaison
Special
Operations
Special
Operations Head
GMM
Assistant
Social Media
Group
Social
Media
Head
Treasury
Treasury Head
MBC
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Delta
COO
FO/Cashier
Pilots
Mechanics
a. OB authorities embodied herein contemplates only the
performance of official functions of officers named
herein; attendance to conference, trainings, seminars,
and the like are subject to the approval of the Chairman
with endorsement from the Department Head(s) and
HR;
b. All direct OBs shall be subject to the approval of the
Chairman thru their respective Department Heads,
except to those who reports directly under Dr. ACA IX;
and
c. Ob approving authority is either under the named
officer or the Chairman or Vice-Chairman.
17.2
Acad OB
The following are related
memorandums on OB:
a.
As per HOCOR2018-571 (Augusts 6,
2018) (Acad OB), Deans, ACAD and SHS
Coordinators are not supposed to go on OB
for training and other academic matters
unless endorsed by the VPAA for Research
and Operations; and
b.
As per HOCOR2018-722 (September
24, 2018) (Teachers Training), this memo
mandates that all teachers shall not be on
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OB/Direct OB/Training in schedules that will
coincide with their teaching loads.
17.3
Time of Filing OB and TO
For all employees who are not part of the
OB-OBA Policy as permitted by the
department heads, the department heads
shall recommend an OB Plan not earlier than
FIFTEEN
(15)
Days
Prior to the OB Schedule intended, No OB
shall be approved without compliance to the
policy.
As per HOCOR2018-944 (December 19,
2018) (OB Plan), all employees who are not
part of the OB-OBA policy as permitted, the
Department heads of such employees shall
recommend an OB plan not earlier than 15
days prior to the OB schedule.
As per HOCOR2018-942 (December 19,
2018), (Travel Orders), TOs must be planned
30 days ahead of the intended travel date, in
which case, bookings will be made by
purchasing for airline seats.
17.4
139
OB Exceptions
Only the designated head identified in the
OB table are allowed to go on OB. The
approval must be presented to the HR incharge to provide them access to the OB
filing online. For urgent OBs, employee must
Faculty Manual | AMA Education System
click the URGENT button and is required to
include the reason. Urgent OB shall be
allowed provided the need is pressing and
not routine activities. Direct OB is subject to
Chairman’s approval. Officers directly
reporting to the Chairman are required to
email the Chairman or through SMS for the
approval of their OB and OBA. The approval
must be presented to the HR in-charge
before leaving the premises.
140
17.5
Violations
Any form of abuse of OBs will subject the
person responsible for to GRAVE OFFENSE.
Immediate Head is equally accountable to
the grave offense.
17.6
Additional Requirements
All marketing related official business
accomplishment must be supported by
picture (selfie mode) taken on the special
location to be uploaded in the system. If OB
was conducted outside AMA, accomplished
OB confirmation log sheet and/or supporting
documents must be also uploaded in the
system. For OBs to other AMA branches,
employees must be logged in/out using the
FACE ID. This will serve as basis of their OB
and there is no need to submit and OB
confirmation log sheet.
Faculty Manual | AMA Education System
18. Travel Order Procedure
All employees are required to use the online facility in filing
for a travel order (TO) and travel order accomplishment
(TOA).
Employees who need to be on OB are required to seek the
approval of the Chairman through email or sms.
Department Head and the Chairman must sign the Travel
Order request as a confirmation that the activity is
approved. Travel Order requests and/or filing should
accompany required or related attachments and
documents. Travel orders must be planned, approved, and
filed THIRTY (30) Days ahead of intended travel date.
Lawyers with urgent hearings may be exempted provided
the notice of hearing has been received outside the 30 - day
period with notice submitted to the HRD and as approved
by the Chairman. TO is routed to concerned department for
confirmation of budget and any other details to pursue with
the activity. Travel Order Accomplishment Report (TOA)
must be filed immediately upon return to office. A window
of two (2) working days after the Travel Order schedule is
given to the employee provided that the employee files the
TOA within the given time frame. All documents are
uploaded in the online portal for reference. TO
Accomplishment report should also be uploaded in the
portal to be approved by the immediate superior to avoid
payroll dispute of the employee.
19. Policy for Official Travel Abroad with funding from the
company or the opportunity to travel gained through the
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company
Formula =
Training Cost *
10% salary rates x
potential factor
+3
months
Or 1 year for every country visited/covered whichever is
higher. No employee must travel without any Travel Order
approved by the President/Chairman. Traveling without
approved Travel Order has a corresponding sanction of
dismissal.
Total cost includes all travel expenses including Substitution
& opportunity Cost.
20. Substitution Rate
The Dean / Department Head must immediately assign
substitute teachers to classes whose teachers are absent or
late for more than 15 minutes. Substitute teacher shall be
compensated for the number of hours of substitute work
using the following formula:
Amount =
# of hours substituted x
rate/hour
Hour of Substitute teacher
The HRD, Accounting, Dean's Office and concerned faculty
shall be furnished with approved copies of requests for
substitute.
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21. Distribution of Loads and Plotting forms
A faculty member must be given a teaching load within
his/her field of specialization. The Department Head
recommends to the
Dean and School Director in coordination with the School
Registrar, who in turn approves the subjects to be taught by
a faculty member for the succeeding school term. In the
preparation of the loads, the following priorities shall be
observed:
1. current full-time permanent;
2. current full time probationary;
3. current part time whose status was changed to
full-time; and
4. current part-time.
The basis for the recommendation and approval shall be the
faculty member's performance during the current school
term. The faculty loading assignment shall be reviewed by
the Dean, School Director, HRD, and Audit based on the
plotting forms and against the qualification and the line of
expertise of the faculty.
22. Suspension of Holding of Classes
In the event classes are suspended due to force majeure
such as storm, flood, and earthquake or declared as no
work, part time faculty members shall not be paid for
identified day/s.
Holding of classes may only be suspended upon prior
clearances from the President/ Chairman through the COO
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and HRD. Approval shall be secured by the branch. In such
situation, the Area Director and School Director are
requested to justify through the HRD and COO suspensions
of holding of classes must be allowed.
23. Makeup classes
In the event of suspension of classes due to weather
disturbances as declared by the LGUs, the following will be
implemented as guidelines in the conduct of makeup
classes to ensure that the student’s needs are met
completely and do not miss topics intended to be tackled
over the period of the term.
The following are the implementing guidelines for the
conduct of makeup classes that cover Basic Education
Department, SHS and College levels:
a. The faculty will request for makeup class through an
accomplished makeup requests class form duly
signed by faculty, SHS Coordinator/ Dean and
approval of the SD. The form contains the following
information:
- Subject matter in code and regular schedule of
the subject;
- Number of students enrolled in the subject;
- Date when the class was cancelled and reason
for cancellation (evidence should be provided);
- Number of hours missed due to cancellation;
and
- Schedule of a makeup class with time, room
number, number of hours for the makeup
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b.
c.
d.
e.
f.
session;
The faculty will conduct the makeup class once
request is approved by the SD;
The faculty will schedule makeup class on his/her
free time or a common free time of the class. The
faculty must not hold makeup class when s/he has
classes or on consultation. S/he will not hold this
makeup classes within the 30- hour plotted
schedule for the week;
The HR should ensure that make up our plus the
regular plotted hours of the faculty for the day must
not exceed 8 hours;
To merit payment the documents required from the
faculty to be submitted to HR are the following;
- Approved makeup request form
- Attendance sheets of the students who
attended the make-up class and must be at least
75% of the total number of students enrolled in
the class
- Plotting form
The faculty must hold makeup classes not more than
three weeks after the class was cancelled.
24. Time Record and Payroll
Face ID shall be the basis for computation of salaries and
wages. Employees are thus required to time-in and timeout using the Face ID device. Faculty members are expected
to diligently time in/out as they report and leave for work
and to and from official business. Non-academic
employees, should also time in/out before and after lunch
with the exception of officers. Failure to time in/out shall
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mean deduction in pay after the third incident using the
twelve-month moving calendar. In cases when the FACE ID
device is out of order, employees are required to use the
logbook.
24.1
Payroll complaint process
For those who have payroll deductions, the
following payroll adjustment process must
be observed:
1. Accomplished Payroll Complaint Form
filed via myhronline;
2. It is important to indicate the date of
deduction and the amount deducted;
3. Attach the pay slip and other pertinent
documents such as: approved leaves,
OB, letter of no time-in/time-out;
doctor’s certificate, etc;
4. Submit all documents to local HRD; and
5. Should the payroll Complaint be valid,
the deductions shall be reversed and will
be released on the next payday.
25. OVERLOADING FOR TEACHERS
As per HOCOR2018-434 (June 20, 2018) (Overloading for
Teachers). The following policies shall be enforced:
1. Full time scene high school teachers and
college faculty will be allowed to have an
additional of six (6) hours maximum teaching
overload per week;
2. The said overloads maybe used to teach
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senior high school if college faculty, or vice
versa;
3. Payments for overloads of college faculty
teaching senior high school, or vice versa will
be based on the hourly rate of senior high
school faculty; and
4. Full time senior high school teachers and
college faculty who will have an additional
load must have a separate term of reference
that is truly a proof by the Academic Affairs
Department.
26. Faculty Promotion
During call for promotions, all faculty members who
acquired additional credentials may apply for promotion
subject to review by HRD, Academic Affairs, and Audit and
approved by the Chairman/President. To qualify, the faculty
must meet the following:
 must not have violated the attendance/tardiness
policy;
 no audit/MQAD findings;
 with 80% PAST; and
 must have submitted the required credentials
within the deadline set forth in the call for
promotion.
Within 90 days from the time the faculty finished his/her
MA/PhD degree, the concerned faculty must submit a proof
of completion/graduation to the local HRD. However, s/he
shall wait for the call for promotion to be announced by the
Chairman/President before s/he can enjoy any promotion.
The “No 3 lates and no 3 undertimes” rule will also apply
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during faculty promotion.
27. Faculty Regularization/Permanency
Permanency shall be granted to faculty members who
satisfy the following criteria:
 S/he must have served the Education System as full
time faculty for three (3) consecutive years without
any break from his/her appointment or change of
status from full-time to part-time;
 Must be competent as evaluated by the Dean, Area
Coordinators, students and peers. The Performance
Appraisal System for Teachers (PAST) will be the
instrument to measure the performance of the
faculty concerned;
 Faculty must have finished his/her relevant
Masteral/Doctoral before the 3 year designated
time;
 Faculty must not have excessive lates, absences, and
undertimes based on the attendance/tardiness
policy;
 Faculty must not have had any violations of
Company policies; and
 Faculty must be of good health as certified by school
physician or any medical doctor recognized by
AMAES.
28. Working Attire
All employees are required to wear the prescribed uniforms
except on designated washdays, which are Wednesday and
Friday for HO employees (HOCOR2019-208 (March 15,
2019). Two Washdays per Week) and Saturday for all
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branches. Employees who are not wearing their uniform or
the prescribed wash day attire shall be marked absent for
the day. Only new employees are excused from wearing the
uniforms until such time that their uniforms are delivered.
Table below shows the schedule for dress code
Wed
Thu
Fri
HO
Employees
Mon
Prescribed
Uniform
Tue
Wash
Day
Prescribed
Uniform
Wash
Day
AMAES
Branches
Prescribed
Uniform
Wash
Day
Prescribed
Uniform
Wash
Day
Sat
Wash
Day
The following dress code and proper grooming
be observed:
Regular Days
Male
Prescribed
company
uniform
Female
Maintenance/
Staff
PE Instructors
149
Wash Day Attire
> Long or short sleeves
barong or polo.
> Officers must wear
necktie during regular
working days.
> Polo shirts, Sports
Shirts with collar or
equivalent are not
allowed.
Dress (no mini-skirts),
blouse with sleeves and
skirts (for non-academic
only) and leather shoes
with at least one-inch
heel, maong pants is
discouraged
must
Grooming
Required to have a
haircut that should
not exceed the ear
line and absolutely no
pony tail. Males are
not allowed to wear
earrings within the
Company premises
Jeans and sport shirts with collar or uniform shirt. Driver / Body
Guards / Security Guards must wear prescribed Company uniforms.
jogging pants, sport shirt (with collar) and rubber shoes
Faculty Manual | AMA Education System
All employees are required to observe the proper office
attire until the delivery of the complete uniforms has been
made. New employees are exempt from wearing the
company uniform until such time that they are delivered.
Strict observance of the proper dress code shall be
implemented.
Non-compliance with the prescribed dress code more than
3 times in a month shall be course to the following
sanctions:
1st offense Written Warning
2nd offense 3 days suspension without pay
3rd offense
7 days suspension without pay
4th offense
Dismissal
28.1 No Uniform No Entry
As per HOCOR2018-548 (July 30, 2018) No
(Uniform No Entry). The following policies
shall be enforced:
a. Employees who are not in proper
uniform will not be allowed entry to
the company premises. (Thus will be
marked absent and without pay for the
day); and
b. Those not in uniform with legitimate
reasons aligned with company policies
may be allowed entry but the wearing
of ID is an absolute requirement.
28.2 AMA ID Cards
All employees are issued individual ID cards
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and which they are required to wear at all
times when inside the company or campus
premises and buildings. No ID, No Entry
policy should be strictly implemented. The ID
should be properly worn (below the
employee’s front collar). Security guards
have been instructed not to allow any officer
or staff to enter the company premises that
do not have a valid ID. Furthermore, security
guards who allow employees or guest to
enter without proper id shall be considered
violating this policy and shall be sanctioned
accordingly. In case of loss, an affidavit of
loss must be filed with the HRD and payment
fee of Php. 90.00 for lost ID card shall be
collected through salary deduction.
Employees who are not wearing their IDs
and pain shall be refused entry and shall be
mark absent (without pay) for the day. New
employees will be given a temporary ID by
the HRD.
28.2.1 No ID no Entry
As per HOCOR2018-544 (July 30,
2018) (No ID No Entry), no employee
shall be allowed entry in the
company premises without proper
AMA ID.
28.2.2 Non-wearing of ID and Uniform
Accountabilities
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As per HOCOR2018-543 (July 30,
2018) (Non wearing of ID and
Uniform
Accountabilities),
employees who are nonetheless
allowed entry to company premises
in
contravention
with
the
abovementioned guidelines shat be
course to NTE with (a) day Preventive
Suspension (PS), along with the HR
(head) and School Director (SD) of
the said branch. The three-strike rule
applies.
29.
Employee Classification
The employees in the Company are categorized as:
29.1. Academic

consists of the faculty in the education system.
29.2. Non-academic

consists of the administrative officers and
support employees. The non-academic
employees also include top management which
consists of officers who have the power or
prerogative to lay down and execute
management policies and/or hire, transfer,
suspend, layoff, recall, discharge, assign or
discipline employees or to recommend such
managerial actions. Below is the classification of
top management:
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President and CEO
Senior Executive Vice President
Executive Vice President
Senior Vice President
First Vice President
Vice President
30.
Compensation
30.1 Basic Pay Scale
The Company shall adopt a compensation program
that is competitive in relation to other industries in
the country and the minimum wage level.
The salary rate, which is course to pertinent income
tax and other government mandated deductions, is
composed of basic pay, applicable allowance (for
officers) and other earnings (bonuses). Salary rate is
computed as follows:
Monthly Daily Rate (DR) 314 days = 302
Basic
X 314 days
working days +
Rate
12 10 legal holidays
(MBR) = months
and 2 special
holidays
Depending on the qualification, there is a minimum,
mid and maximum level hiring rate. The top
management level has a confidential pay scale
which is highly competitive in the market. The pay is
competency/qualifications based.
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The salary of officers and staff assigned in an
International Branch for at least six (6) consecutive
months shall be: Basic Monthly Salary X 2 divided by
prevailing exchange rate. If the period of assignment
is less than six months, the regular policy on per
diem/allowances for international travel shall apply.
A more comprehensive detailing of these salaries is
found under the Plantilla section which is available
only for salary administrators.
30.2
Pay Policies
Salaries shall be paid to employees either every
10th and 25th or 15th
and 30th/31st of the month.
Salaries are drawn from the bank
through ATM
Card. The implementation
of
the
multiple
payrolls is stated in HOHRO1502015-20 (July 20,
2015) (Implementation of Multiple Payroll).
31.
154
Work Hours
31.1 Work Schedule
All academic employees of all branches are required
to report for work from Monday to Saturday from
8:00 AM to 5:00 PM except Saturdays which
requires service from 8:00 AM to 12:00 noon.
However, depending on the need of the
department, reporting time may vary as in the case
of the maintenance staff where their work hours are
scheduled by their immediate supervisor. Other
positions may have also have different report times
Faculty Manual | AMA Education System
provided that there is endorsement from immediate
superior and approval from the Chairman.
31.2
Break time and meal periods
All academic employees are granted a lunch break
of one hour from 12:00 noon to 1:00 pm and a two20 minute breaks.
Break time
AM Break
Duration
20 Minutes
Lunch Break
1 Hour
PM Break
20 Minutes
Flag Retreat
Saturday Time
out
Time
10:00
am10:20 am
12:00 pm 1:00 pm
3:00 pm - 3:20
pm
4:55 pm-5:00
pm
Schedule
MondayThursday
Friday
12:00 pm
Employees are required to avail of the break periods
on a staggered basis so as not to disrupt office
operations. Non-compliance is considered a ground
for disciplinary action. The company reserves the
option to change or modify the working schedule
depending on its operational requirements and
other similar exigencies. Any employee who will be
caught exceeding the allotted time shall be fined
with P1, 000.00 per offense, automatically
deductible from the salary and be given the
following disciplinary action using the 12-month
moving calendar.
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32.
1st offense
Incident report
2nd offense
Incident report and warning
3rd offense
Written reprimand
4th offense
3 days suspension
5th offense
7 days suspension
6th offense
Dismissal
Regularization and Permanency
32.1
Regularization
The Performance Appraisal System for NonAcademic (PASNA) is the performance evaluation
instrument for Non-academic employees. It consists
of two (2) parts. Part 1 (70%0 measures
performance based on critical performance areas or
key results area. Part II (30%) measures the work
behavior or attitude of the employee such as
initiative, reliability, attendance, personality and
human relations, integrity, etc. Employees shall be
appraised annually on their current performance
based on the job requirements of their position.
Computation of scores is as follows:
Part 1
Part 2
Overall Score
Total Score for JPf and JPr x 0.7
Number of Rating Factors
Total Score x .03
Number of Factors
Part 1 + Part 2
Note: JPf = Job Performance
JPr = Job Productivity
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The computed scores should be matched against the table
below:
Score
Range
Performance Rating
Equivalent
4
Greatly exceeds standards
Outstanding
3<4
Above standards
Very Satisfactory
2<3
Meets standards
Satisfactory
<2
Below standards
Poor or Failed
32.2
SHS Faculty Regularization
As per HOCOR2019-051 (January
23, 2019) (SHS
Faculty
Regularization), SHS Faculty will be
regularized if they satisfy the following criteria:
3.2.1. Let passer before the 3 year designated time
(Must be LET Passer before the start of SY 2021) as
the minimum hiring requirement for a SHS teacher
by 2021 is LET passer;
3.2.2. S/he must have served the Education System
as full time faculty for three (3) consecutive years
without any break from his/her appointment or
change of status from full-time to part-time;
3.2.3. Must be competent as evaluated by the SHS
Coordinator and Students. The Performance
Appraisal System for Teachers (PAST) will be the
instrument to measure the performance of the
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faculty concerned and must be 80%above (average
rate for 3 years);
3.2.4. Faculty must not have excessive lates,
absences, and undertime based on the
attendance/tardiness policy as specified on faculty
manual;
3.2.5. Faculty must not have had any violations of
Company policies; and
3.2.6. Faculty must be of good health and (fit to
work as certified by the school physician or any
medical doctor recognizes by AMAES.
32.3 Permanency
To become permanent, the following requirements
must first be satisfied:
• Must have served the Company for at least 6 months
if a member of the rank and file; and 3 months if an
officer;
• At least satisfactory performance rating for the
probationary period as evaluated by immediate
superior; and
• Compliance with Company policies
33.
158
Promotion, Salary Adjustment, Merit Increase and
Transfer
As a rule, an employee who demonstrates outstanding
ability, diligence and professional competence is given
every opportunity to advance towards a more responsible
Faculty Manual | AMA Education System
and better paying job within the Company. However, an
employee/officer who incurs more than three (3) lates and
three (3) undertimes per year shall not be eligible for
promotion during the covered promotion period. That
means an employee/officer with more than three (3) lates
and three (3) undertimes shall be bypassed during the
current year’s promotion season and shall have to wait for
the subsequent year to be promoted.
33.1
159
Promotion
An employee who is recommended for promotion
based on an outstanding performance rating shall
be placed in an acting capacity for a period of 3
months, provided s/he has not incurred more than
3 lates and 3 undertimes within 3 months prior to
the date of nomination. Upon favorable evaluation
at the end of the 3 months acting capacity period,
salary adjustment shall be made retroactive from
the date of appointment. The employee concerned
shall be evaluated by his/her immediate supervisor
for at least 2 weeks before the end of the acting
capacity period. Confirmation of an employee’s
nomination for promotion is subject to his/her
ability to comply with the three-tardiness and threeundertime policy. In cases where the employee has
incurred more than 3 tardiness during the said
period, s/he shall not be confirmed. However, s/he
may undergo another 3-month cleansing period and
if during the period s/he still fails to comply with the
zero tardiness rule, s/he may be confirmed to the
proposed position but will not receive any salary
Faculty Manual | AMA Education System
adjustment.
All recommendations for promotions, merit
increase and salary adjustment shall be presented
by the CPO/VP-HRD to the assets and Liabilities
Committee (ALCO) for deliberation and approval. A
corresponding justification for promotion, salary
adjustment or merit increase shall be required from
the immediate superior. The employee being
promoted must have an outstanding performance,
must not have been subjected to disciplinary action,
and no negative findings by the HRD, Audit and
MQAD.
33.2
160
Merit Increase
An employee may also be entitled to a merit
increase by virtue of his/her extraordinary
performance which has been formally noted by
management through certificates of recognition or
commendation especially due to involvement in
special projects, additional assignments on top of
regular
duties
and
other
meritorious
accomplishments as a worker resulting to company
savings,
improvement
of
work
procedures/conditions, or quality of service. This
includes on-the-spot promotion due to acts of
heroism/valor/bravery/loyalty as evidenced by selfsacrifice and selflessness to protect company
interest, its officers or co-employees. Merit increase
does not require a nomination period and takes
effect on the date approved by management.
Faculty Manual | AMA Education System
33.3
34.
Salary Adjustment
This means increase in basic pay by virtue of a new
minimum wage as mandated by law; or a new
plantilla adopted by the company, provided the
employee meets the corresponding new criteria set
by management. Salary adjustment shall not require
a nomination period and shall take effect on the
date specified by management.
Training and Development
The Company recognizes the importance of training and
development as a tool for optimizing employee productivity
and morale. Thus, the Company, through the HRD, shall
prepare a comprehensive annual training and development
plan based on periodic assessment of organizational needs
and skills/knowledge inventory of its manpower.
The HRD conducts an all year round set of in-house regular
courses and programs on values formation, skills aspects,
and current developments in the performance of
administrative functions and services to address gaps in
knowledge, skills and attitudes. Special courses and
programs offered by external agencies can likewise be
availed upon request by those who have specific training
requirements.
Upon nomination to a training course sponsored by
external agencies/companies, the employee participant is
required to sign an agreement that s/he shall:
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a. Continue to serve the company for a minimum
period commencing on the first working day after
the seminar. Computation of the exact work service
contract is derived as follows:
Training Cost *
(direct + live in expenses)+
substitution cost (for faculty
Work
only)
+3
Service
10% salary rate/adjusted to months
Formula =
scale x potential worth
factor/training impact
factor
For seminars sponsored by the Asian Institute of
Management, the return service requirement is 5
years. While
training under AMA-AVAYA
Technology Program shall require a return service of
2.5 years.
b. The amount to be refunded shall be twice the
amount of the seminar fee for failure to meet the
exact return service requirement;
c. Submit a written report on the coverage of the
seminar within 10 days after the seminar; and
d. Return the original copy of training materials to the
Company library within 10 days after the seminar.
*POTENTIAL WORTH/TRAINING IMPACT
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IMPACT
35.
POINTS
PARAMETER (Work)
PARAMETER (Education)
Excellent
2.00
Improves decision
making, managerial/
supervisory skills
Related to
background/work; builds
new knowledge
Very Good
1.75
Improves analytical
skills, coordinative,
human relations
Related to
background/work;
updates knowledge
Good
1.50
Improves language,
communication and
organizing skills
Related to background
review
Satisfactory
1.25
Improves mechanical
skills, general office
administration skills
Not related to
background / general
education
Additional Policies
35.1 Exclusive service and full-time employment
An employee of the Company is required to devote
his/her whole time and attention to the service of the
company and should not engage in any other related
industry, related business or transactions.
35.2 Relationships with superior and co-employees
An employee is expected to give due respect to his/her
superiors by recognizing their authority and to get along
with their co-employees by following basic rules on
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courtesy and proper office decorum. In order to
maintain harmonious working relationships, s/he must
refrain from quarrelling with their co-employees. Any
misunderstanding or differences should be settled in a
peaceful and civilized manner, and if necessary, with the
intervention of his/her supervisor or department head.
35.3 Use of company property
Use of company property for personal and other
reasons than for which it was intended for is prohibited.
Willful destruction of company property will not be
tolerated by management. In the event of loss or willful
destruction, the employee concerned must reimburse
the same at full replacement value. No property shall
be removed from the company premises without
securing a gate pass duly signed by the designated
manager. For transfer of property within the same
building or to another building for the same purpose or
users as originally intended, Directors and Dean’s incharge are the designated approving officers. Vice
President in-charge is the approving officer for the
reassignment of assets within the branch to different
persons or departments within their area of jurisdiction.
For air-conditioning units and computer equipment and
peripherals, only the President can approve the gate
pass for transfer. The gate pass must be signed by the
Property, Audit and the Administrative and General
Services Departments. No personally owned property
either by employees, students or visitors is allowed to
be brought in the company/school premises unless it is
registered at the gate. Employees who are not assigned
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nor authorized to operate machines are prohibited to
operate machines or tamper with such machines.
Employees are required to put out lights, airconditioners and other electrical equipment and
machines before leaving their work area during
departure time.
35.4 Observance of Safety Measures
All employees must observe safety precautions not only
for the protection of the company property but also for
their own personal protection. Accidents, injuries, or
illness inside the company premises, no matter how
slight, should be reported immediately to the HRD or
the department concerned. Employees are expected to
be on guard against fires. As such, any sign of fire, no
matter how small, must be reported immediately to the
Administration and General Services Department.
35.5 Observance of Security Measures
The Company employs the services of security guards
for round-the-clock duty within the Company premises.
In this regard, the security guards are being given
authority to strictly implement the following preventive
security measures:
 Compulsory wearing of employee ID cards
within Company premises;
 Screening of guests and visitors, whether official
or personal and not allowing them to enter the
work areas including separated employees
(resigned, terminated) and those placed under
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

preventive suspension unless with clearance
from HRD and Legal Departments;
Strict screening and recording of property
brought in and out of the office; and
For security of records and documents, all
employees are directed to leave their work area
at the end of each working day clean of any
paper or document. All documents/records
must be properly kept in locked cabinets. Keys
to lockers must be in custody of authorized
personnel only of each respective department
and taking documents from the cabinets must
be authorized and monitored by each respective
department. No document shall be posted in
the work area rather than announcements, ads,
maps and telephone directory. Scrap papers
must be shredded into small pieces.
35.6 No Smoking Policy
Smoking within the Company premises is strictly
prohibited as all offices/campuses are declared as a “NO
SMOKING ZONE”. A penalty shall be imposed on
violators and shall be subjected to disciplinary action
based on the Company’s Code of Offenses.
35.7 No Loitering Policy
Employees are strictly prohibited from loitering and
should stay in their properly designated working areas
and perform their assigned tasks except during breaktime
periods
or
in
case
of
personal
necessity/emergency.
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In this connection, the Company does not allow any
personal follow-ups of requests from any unit. Request
forms and all other transaction forms regularly used
within each unit shall be made available in properly
labeled pigeon holes. All follow-ups on status of
requests should be made either by local phone or in
writing. Those who shall violate this policy shall be fined
P5, 000.00 for every offense and shall be subjected to
the following sanctions:
1st offense
2nd offense
3rd offense
4th offense
5th offense
-written warning
-1 day suspension
-3 days suspension
-7 days suspension
-dismissal
This policy is enforced to ensure tight information
and financial security within the Company premises.
Authorized delivery clerks/messengers should be
identified by each Department Head as only delivery
clerks/messengers may go to other departments
but strictly up to the window or entrance part of the
department only.
35.8
167
Sanitation and Cleanliness
The 5S Japanese method to good housekeeping and
productivity should be strictly observed in the
Company. 5S stands for seiri/sort/suriin,
seiton/systematize/sinupin, seiso/sweep/simutin,
seiketsu/standardize/siguraduhin ang kalinisan, and
Faculty Manual | AMA Education System
shitsuke/self-discipline/sariling kusa. Thus, an
employee must keep his/her work area always neat
and clean, files and records properly stacked and
urinals properly used. All officers and employees are
required to clean their respective workplaces 5
minutes before and after office hours in observance
of 5S. At the end of each working day and on
Saturdays, the department heads, who were
designated 5S coordinators, shall submit written
reports on the observance of this policy to HRD. A
fine of P 20.00 shall be imposed on those who fail to
comply with the policy.
35.9
168
Use of company telephone
Telephone etiquette and courtesy must be observed
at all times. Phones should be picked up promptly,
on the first ring if possible and not to exceed the
third ring. An employee should answer the phone
with the appropriate greeting and by identifying
his/her name and department or section. With
regard to official/business-related calls, every
employee must ensure that phone conversations
are brief and precise unless the concern is of utmost
importance. It is important to make the phone lines
available to make way for incoming phone calls from
other branches and/or business, students that may
have pressing queries. Personal calls during office
hours are prohibited unless the matter is urgent in
nature. Likewise prohibited are long distance calls
whether for official or personal matters. Any long
distance
call
whose
caller
cannot
be
Faculty Manual | AMA Education System
identified/traced shall be charged against the
Head/COO of the unit where the telephone used by
the unknown caller is located. For every
unauthorized long distance call, a fine of P 1,000.00
shall be charged via salary deduction against
concerned employee aside from being required to
pay the corresponding telephone bills. Untraced
calls shall be charged against the School Director or
COO plus s/he will be fined P1, 000.00 for each call.
Each provincial campus/branch is authorized to
make long distance calls up to P500.00 provided
that said long distance calls are official and duly
approved by the School Director/COO. Long
distance calls beyond the approved limit shall be
automatically deducted from the School Director/
COO until such time they have justified such calls
and the President has approved the same.
Employees are advised to use the fax machine/email in transacting with provincial branches. In case
of messages to international branches, e-mail
should be used instead.
35.10 Email Policy
Company considers email as an important means of
communication and recognizes the importance of
the proper email content and speedy replies in
conveying a professional image and delivering good
customer services. Users should take the same care
in drafting an email as they would for any other
communication. Therefore the company wishes
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users to adhere to the following guidelines and
should always follow best practices in using email.
Corporate Email
As a policy, the company shall automatically grant
email accounts to all employees to support its aim
of increasing productivity through the use of
technology. Employees are expected to ensure the
proper use of Company’s email system. All
messages distributed via the company’s email, are
Company’s property. You must have no expectation
of privacy in anything that you can create, store,
send or receive on the company’s email system.
Your emails can be monitored without prior
notification if the company deems this necessary. If
there is evidence that you are adhering to the
guidelines set in this policy, the company reserves
the right to take disciplinary action, including
termination and/ or legal action.
It is strictly prohibited to:



170
Send or forward emails containing libelous,
defamatory, offensive, or obscene remarks. If
you receive an email of this nature, you must
promptly notify your superior;
Forward a message or a copy of a message or
attachment belonging to another user without
acquiring permission from the originator first;
Send unsolicited email messages or chain mail;
Faculty Manual | AMA Education System


Forge or attempt to forge email messages, or
disguise or attempt to disguise your identity
when sending mail; and
Use of email for personal purposes.
35.11 Bag Inspection
Security guards are once again reminded to check all
belongings brought inside / outside the school
premise in order to prevent entry of unwanted
items or exits of properties beyond knowledge and
control of the institution.
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FACULTY BENEFITS AND PRIVELEDGES
A.
Statutory Benefits
Statutory benefits are provided by law to ensure that
employees are well protected and properly assisted in
times of sickness, disability, retirement and even death. The
Company gives all of the statutory and government
mandated benefits as the minimum benefit package to all
its employees.
1. Social Security System
All employees are automatically enrolled with the Social
Security System (SSS). They shall secure an SSS number
and accomplish SSS Form E-1 for submission to HRD. SSS
provides employees with the following benefits.
a. Sickness Benefit
Daily cash allowance paid to an employee for the
number of days he is unable to work due to sickness
or injury and is confined for at least 4 days. To be
entitled, an employee must have paid at least 3
monthly contributions within the 12 month period
immediately before sickness and have exhausted all
sick leave credits given by the Company or on
“without pay” status. Maximum period of the
entitlement is 120 days in one year and another 120
days of the succeeding year on account of the same
confinement.
a. Maternity Benefit
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Paid leave credits granted to a female employee for
a period of 105 calendar days due to childbirth
normal delivery, miscarriage or abortion and
caesarian delivery is granted.
b. Disability Benefit
Cash benefits paid to an employee who becomes
permanently disabled either totally or partially
either through pension or lump sum amount
c. Death Benefit
Cash benefits paid to the beneficiaries (legitimate
and dependent spouse and minor children) of the
deceased employee who has paid 36 monthly
contributions prior to the semester of death.
d. Service Loans
Service Loans consist of the following:
1. Salary loan
2. Educational loan
3. Housing loan for members who have paid at
least 36 monthly contributions for the first,
24 for the second and 12 for the third type
of loan.
2. PHILHEALTH
All SSS members are protected under the PHILHEALTH,
which provides hospitalization, surgical, and medical
expense benefits.
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3. Employees’ Compensation Program (ECP)
For employees who suffer work-connected sickness or
injury resulting in disability or death, they shall be entitled
to benefits under ECP, which is being administered by SSS.
4. PAG-IBIG FUND
The acronym for Pagtutulungan sa Kinabukasan- Ikaw,
Banko, Industriya, Gobyerno is a nationwide savings
program for employees. PAGIBIG members are entitled to
the following benefits:
4.1.
Provident Fund
 qualified employee can receive this upon maturity
of membership, retirement, total disability, insanity
and permanent departure from the country
consisting of employee’s contributions and
employer’s counterpart contributions to the Fund
plus dividends of at least 7.5% p.a.
4.2. Provident Loan
 this benefit can be availed when an employee has
paid 24 monthly contributions and have not avail of
any loan from HDMF/NHMFC as a principal
borrower or co-borrower.
4.3. PAG-IBIG Housing Loan
 This can be used for purchase of an existing residential
unit not previously mortgaged by the present borrower;
lot purchase and/or construction of a new residential
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unit provided that the applicant has no outstanding
account or Provident Fund loan.
B.
INSTITUTIONAL BENEFITS
1. LEAVES
Paid leaves are given to all regular employees to allow them
to rest or attend to their personal, health, or emergency
needs subject to the management’s review and discretion
earned on an accrual basis.
Granting of Leaves to non-academic employees:
Officers Supervisors
First day of office
up
on a pro-rated
basis
NonRank and File After 1 year of
officers
continuous
service
1. 1. Accrual Basis
The basis for the computation of leave of credits
per month shall be as follows:
Total Number of Leave of Credits
12 months
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Calendar method is the accrual of leave starting
January 1 of every year and ends every December
31.
1.2 Annual Vacation Leave
Vacation Leave entitlements:
Employees of AMACC NCR and AMA Panay Head
Office
Employees of AMACC Provincial, ACLC, ABE,
SASN,ASM,ASN,NMA & Companies Under AMA
Group
15 days
7.5 days
For full time faculty members, unused leaves during
the year are not carried over into the following year.
For faculty VL (full-time probationary faculty
members only), The starting date of appointment of
renewed faculty member shall be based on the
remaining unused VL (predated from the start of
trimester) subject to application of leave at Head
Office and subject further to pre-audit. Those who
will not be renewed shall not enjoy this policy.
Unused leaves during the year are not carried over
into the following year.
-
176
Application for leave must be filed online at
least 2 weeks before the date of availment.
The employee must ensure that his/her leave
has been approved by the immediate head
before pushing through with the leave.
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-
Any filed and used leaves but unapproved will
not be paid
1.3 Availment of leave credits of the previous year
The Chairman has approved the recommendation that
all leave credit balance of employees can be availed
until January 10 of the succeeding year.
The foregoing shall revise the provision under B (1) (a)
page 45 of the Employees Manual and the provisions on
leaves on page 274 of the Operations Manual.
Academic
This is to reiterate policy regarding availment of leave
credits, a maximum of 15 days’ vacation leave and 7.5
days sick leave with pay shall be granted to all full time
permanent / probationary faculty members with one
year continuous service given on an accrual basis. The
said leave credits should be converted to hours.
Breakdown
Vacation Leave
Total
Sick Leave
Total
177
15
X 5 hours
75 hours / year
7.5 days
X 5 hours
37.5 hours/year
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In addition, the unused leave credits shall be converted
back to days after the end of trimester/semester and
they will be treated as non-academic personnel during
trimestral/ semestral break. Therefore, it is understood
that since their rendering 44 hours/week,
implementation of leave credits should be similar to
non-acad employees. If not avoidable, we suggest that
availment of leave should be during break of a particular
trimester/semester.
1.4 Sick Leave
Sick leaves are cumulative and are granted only on
account of illness on the part of the employee or of any
member of his/her immediate family. Application for
sick leave is filed on the first day of report for duty and
must be accompanied by a medical certificate if for a
period of more than three (3) days. Late filing of sick
leave will no longer be entertained and will be deducted
from the employee’s salary. Unused sick leaves can be
monetized at the end of the school year for faculty
except for employees of companies under the AMA
Group. The schedule of release is subject to the
approval of the Chairman/President upon the
recommendation of the Chief Financial Officer.
Leaves exceeding 5 days is subject to Chairman’s
approval.
Use of leave privileges by faculty members are
discussed in the AMAES Faculty Manual.
Sick Leave entitlements:
All employees, All companies 7.5days
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1.5 Emergency Leave
Emergency leave with pay are extended to all full-time
faculty members who have rendered a minimum of one
school year or three successive trimesters of service
with the College, and permanent non-academic
employees on the occasion of :

death of spouse / children for married and
parents brothers and sisters for single
employees;
 Calamities where the employee us a victim; and
 Court appearance
Emergency leave may be paid wherever such is applied
against accrued vacation leave. Employees who are
absent without official leave (AWOL) for two (2) days
shall be subject to home visit by the HRD the following
day.
1.6 Bereavement Leave
Bereavement leave with pay for a period of including
faculty who has rendered at least one year continuous
service in case of death of an immediate member of the
family to include: parents/parents in law, spouse,
children/children-in-law,
brothers/sisters
and
immediate grandfather/grandmother. In cases where
the employee wishes to extend the number of days for
the purpose, such leave may be applied chargeable
against his/her vacation leave credits.
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Bereavement Leave entitlement
AMAES Faculty and Staff
3 days
1.7 Maternity Leave
All female employees of the Company are entitled to
maternity leave (whether due to abortion, miscarriage
or delivery) as provided under the provisions of the SSS.
1.8 Paternity Leave
As provided under RA 8187 dated June 19, 1996,
paternity leave shall be granted to all legally married
male employees who are living with his wife at the time
of birth of the child or at the time his wife suffers a
miscarriage or abortion for a maximum period of 7 days
and is limited to the first 4 deliveries of his legitimate
wife. This leave is forfeited if not availed within 60 days
after the date of the wife’s delivery and is nonconvertible to cash. Application for leave shall be filed
with the HRD accompanied by a marriage contract and
if possible a certification from the attending physical to
such effect.
1.9 Solo Parent Act
All AMAES employees enjoy the privileges of the Solo
Parents Act Leave of 2000 stated as per
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HOCOR1602016-559 (August 24, 2016), (Solo Parents
Act Leave Entitlement).
The criteria and guidelines for this leave entitlement
are specified as per HOCOR1702017-145 (February 15,
2017), (Solo Parents Act Leave).
1.10
Sabbatical
May be granted to faculty and subject to the
exigencies of the service provided that:
1.10.1. The faculty applies for sabbatical to the
ALCO through the Dean, School Director,
Academic Affairs, HRD, and Audit;
1.10.2. The faculty must have served AMAES for a
period of 6 consecutive years at the rank of
Associate Professor in the last 2 years;
1.10.3. The sabbatical must be used for the purpose
of conducting research or pursuing further
studies;
1.10.4. The faculty shall find a Return Service
Agreement (RSA) for 5 years;
1.10.5. That in no case shall the sabbatical be
granted within 5 years before the faculty
member’s compulsory retirement; and
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1.10.6. A full report of the study research should be
made by the faculty and formally submitted
to the school administrator within two
weeks after the end of the sabbatical.
The availment of sabbatical is subject to availability
of slot as approved by the Chairman.
2.
Educational Benefits
Employees of the Company under the educational system
including their spouse and children below 21 years of age
may avail of the privilege to study in the Institution with
tuition fee discounts applied for salary deduction. The
following are the guidelines:
182
2.1.
Qualifications
- Must be a regular employee of AMA with at
least (1) year of service
- No pending disciplinary case or violation of
existing AMA policy
2.2.
Qualified Dependents
At least 1 year of full time and continuous
service
- One (1) dependent (spouse or child)
At least two (2) years of full time and continuous
service
- Two (2) dependents (spouse or child)
Faculty Manual | AMA Education System
2.3.
3.
Benefits
Discount on Total Fees
At least 1 year of full time and continuous service
- 50% discount on total fees
- Remaining 50% shall be subject to RSA
At least two (2) years of full time and continuous
service
- 50% discount on total fees
- Remaining 50% shall be subject to RSA
Registration and other fees will be paid by the AMA
employee during enrolment.
Total fees-covers tuition fees laboratory fees and
miscellaneous fees.
Scholarship Grant
Regular employees including probationary full time faculty
members who wish to pursue higher education may apply
for this grant which covers free tuition and miscellaneous
fees. This, however, cannot be used at the same time with
the educational benefit. This, however, cannot be used at
the same time with the educational benefit. The return
service requirement is computed as follows:
Initial Php. 1,000
= 3 months of service and
Succeeding Php. 500 = 1 month of service.
However, full time faculty members who have been
reverted to part time status shall automatically forfeit their
scholarship grants from the Company. In cases of noncompletion of contract due to resignation, termination for
cause, failure and dropping, a grantee must pay all
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expenses incurred relative to the grant plus liquidated
damages equivalent to 50% of all cost incurred by the
College for that particular term. Full time faculty members
who have been reverted to part time status e.g., for failure
to comply with the M.A. requirements shall automatically
forfeit their scholarship grants from the company and shall
pay back the scholarship expenses with interest through
salary deduction for a maximum of five months. However,
if the said faculty member is separated from the company,
s/he shall pay the amount of the grant in full including
interest otherwise, the release of certificate of completion
of their grades under the AMA Graduate School shall be put
on hold.
4.
Research Grant
Deloading of faculty member(s) with a maximum of 6 units
may be granted provided s/he has a research proposal
approved by the Assets and Liabilities Committee (ALCO). If
the deloaded faculty member(s) does not finish the
research, s/he will pay back all the benefits enjoyed. The
grantee shall be under contract to be drafted by the Legal
Department.
The research output shall be due after two trimesters and
be formally presented. The output shall become AMA
property.
Deans doing research provided it is approved by the
chairman upon the recommendation of the academic
affairs department shall receive an honorarium equivalent
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to one thousand pesos (Php. 1, 000.00) per month for the
duration of the approved research project.
5.
Honorarium
5.1 Faculty Writer
A faculty co-author of an academic manual, for the
use of AMAES with the recommending approval of
the VPAA, EVP-AMAES, President and approval of
the Chairman shall be given a one-time fee 10,000
pesos and an additional incentive of 6 units
deloading for one trimester.
5.2
185
Thesis Panelist
Faculty members may be invited to act as thesis
panelist. An honorarium of Php. 75.00 per thesis
shall be given to the panelists in relation to the
number of times they served as panelists and
submitted to the Accounting Office. The period for
thesis defense shall start one (1) month before the
end of the current term until the last day of the
final exam. The student presenting his/her thesis
shall inform the Area Coordinator/Dean that s/he
is ready for thesis defense. The area coordinator
shall schedule the time, day and room of the
defense. The student concerned shall submit four
(4) copies of the thesis one week before the date
of defense.
The thesis adviser shall recommend to the Area
Coordinator the selected panelist for each thesis.
S/he shall also recommend a content adviser to
his/her advisees. The primary qualification is for
Faculty Manual | AMA Education System
the faculty member to be a thesis adviser is the
expertise on the thesis topic concerned. The
content advisor shall be paid Php. 150.00 per
thesis.
5.3
Licenses and Industry Certifications Honorarium
Requirements
(ICT Industry Certification/PRC/Government
Licenses/New Hires/Existing Faculty/ TESDA NCII,
NCIII, NCIV/Assessor Certificate)
AMAES faculty is given honorariums but is subject
to the following requirements: (As per
HOHRO7232014-34 (July 23, 2014) (Class A Faculty
salary adjustments and various honoraria)
5.3.1
Regular CS/IT/Engineering
5.3.1.1 Plotting Form
5.3.1.2 Diploma/TOR
5.3.2 Industry Certificate
5.3.2.1 Original and photocopy of the industry
certificate (valid for at least 1
trimester)
5.3.2.2 The highest level of Industry
Certificate (valid for at least 1
trimester
5.3.3 PRC License
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5.3.3.1 Authenticated copy of the PRC License
(same honorarium amount applies
even with multiple licenses
5.3.4 TESDA National Certificate
5.3.4.1 Original and photocopy of the TESDA
NC/Assessor Certificate (same
honorarium amount applies even with
multiple licenses)
6. Honorarium and deloading benefits for other AMAES
academic positions and select part-time faculty
The following academic employees are granted
honorariums and enjoy certain benefits in regard to specific
memorandums.
6.1 Dean
6.1.1 Honorarium
As per ALCO (June 17, 2003)
6.1.2 Deloading benefits
As per ALCO 57-14-2003-240
6.2
OIC Dean
6.2.1 Honorarium
As per Memo dated (February 6, 2012),
(Revised
Policy on Honorarium), OIC
Dean shall receive 50% of a full-pledge
Dean’s Honorarium.
6.3 Program Head
6.3.1 Honorarium
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As per ALCO 57-13-2003-239
6.3.2 Deloading benefits
As per ALCO 57-14-2003-240
6.4
Learning Area Coordinator (LACs)
6.4.1 As per HOCOR1602016-357, (June 15, 2016),
(Appointment of Learning Area Coordinator)
6.5
Part-time CPA faculty members
6.5.1 As per HOCOR1602016-2018 (May 24, 2016)
(Rate of Part-time CPA Faculty Members).
6.6
SHS Coordinator/Head Teacher
6.6.1 As per HOCOR1602016-296 (June 13, 2016)
(SHS Honorarium V2).
6.6.2 As per HOCOR1702017-967 (December 4,
2017) (Assistant SHS Coordinator), states the
criteria for designation of Assistant SHS
Coordinator and the
corresponding
honorarium.
6.7
Annualized SHS Policy
6.7.1 As per HOCOR1602016-288 (June 10, 2016)
(SHS Policies).
6.8
Special Lecturers
Type
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1. Practioners/field/technical experts
2. Practioners in the field with MA & outstanding
publications
3. Experts with Master’s or Doctoral degree from
reputable schools
4. Experts with international awards/recognition
7. Financial Assistance
The Company shall extend financial assistance to its
employees in time of grief to the death of an immediate
family member equivalent to the total contribution made
by employees or P5, 000 whichever is higher. ”immediate
family member” pertain to parents and brothers/sisters
below 21 years old (unmarried and unemployed) for single
employees, and spouse/children for married employees.
The Company shall extend financial assistance in the
amount of P10, 000 to the immediate family member of the
departed regular employee. Upon confirmation of
employee’s death, HRD shall immediately file a request
with the Accounting Department for voucher/check
preparation attached with the death certificate and
additional documents as requested by HR.
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8. Child Allowance
A child allowance of P25.00 a month per child but not to
exceed 3 children is granted to all employees who has
rendered one year continuous service (academic and nonacademic) provided that the child is unmarried and below
21 years old. Application shall be submitted to the HRD
accompanied by the child/children’s birth certificate/s. The
allowance ceases the moment the beneficiary marries or
reaches 21 years old.
9. Group Accident Insurance
All employees are entitled from Day one (1)
POSITIONS/
DESIGNATION
Rank and File
Supervisors/ Field
Employees
Deans/
Principals/Manage
rs
AVP/ SAVP
President/ EVP/
VP/
ALCO
ACCIDENTAL
DEATH &
DISABLEMENT/
UNPROVOKED
MURDER AND
ASSAULT
100,000.00
200,000.00
ACCIDENT
ACCIDENTAL
AL BURIAL
MEDICAL
BENEFIT REIMBURSEMENT
20,000.00
20,000.00
10,000.00
20,000.00
300,000.00
20,000.00
30,000.00
400,000.00
500,000.00
20,000.00
20,000.00
40,000.00
50,000.00
10. Per Diem/Housing Allowance for Faculty
Per diem/housing allowance is granted to faculty who are
sent on special assignments or training for a travel 50
kilometers and beyond whether employee will stay
overnight or not.
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POSITION
EVP- SEVP
or ALCO
TRAVEL ORDER: PER DIEM/ALLOWANCE
PER
PERDIEM PER DIEM
TRANSPOR HOUSING
DIEM (INT’L
(OTHER
TATION
ALLOWANCE
(LOCAL) CLASS A) COUNTRIES)
INT’L ALL
COUNTRIES
750.00 $50.00
$15.00
3,500.00
$30.00
AVP- SVP
650.00 $45.00 $25.00
$15.00
2,500.00
or Member /
MANCOM
Director- Sr. 500.00 $40.00 $20.00
$15.00
1,700.00
Director
Asst.Manager- 350.00 $30.00 $20.00
$15.00
1,500.00
Asst. Director
Supervisor
300.00 $30.00 $20.00
$15.00
1,200.00
Rank and File 300.00 $30.00 $20.00
$15.00
Housing allowances for Supervisor / Rank & FIle can be upgraded to
Manager level for Mindanao Area
Int’l Class A: US, Japan, Bahrain, Germany, South Korea, Singapore, Hong
Kong, Australia, Norway, Dubai, China, Jeddah, England, GCC Countries, and
Israel.
11. Clothing/Uniform Allowance
The Company shall provide 2 sets of uniforms per year for
employees. No deductions shall be made against the
employee for company uniforms. The hiring date will be the
basis of the yearly annual request for uniform acquisition.
C. INSTITUTIONAL INCENTIVES
1.
191
Annual Health Incentive
Annual Health Incentive Award is given to rank and file
employees with no incurred sick leave for the entire
year to primarily encourage employees to report for
work when suffering only from minor discomforts and
Faculty Manual | AMA Education System
illnesses. The HRD shall prepare a list of employees
qualified for the award. Awardees will receive a cash
award of P500 to be given on the nearest payroll date
after the accrual year and a certificate of
commendation to be awarded by the President of the
Company during the Foundation Day Ceremony
2.
Health Benefits to Officers/Staff
Employees shall be entitled to health benefits provided
by the Health Maintenance Organization as follows:
Qualification and Entitlement
a. Non-Acad (Director, SVP, including ALCO
members)
- Benefit start next quarter after hiring
date
b. Non-Acad (Rank and File to Assistant
Director)
- Benefit starts next quarter after 6
months from the hiring date of a rank
and file employee while 3 months
after the hiring date of Supervisory to
Assistant Director Level
c. Non-Acad (Supervisor to Assistant Director)
- Benefit starts after one year of
continuous employment as full time.
Enrolment shall be on next quarter
from qualification date.
d. Full-time Academic employees
- Classified as rank and file. Benefits
start after one year of continuous
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employment as full-time. Enrolment
shall be on the next quarter from
qualification date.
e. Deans (including OIC Deans/Program
Head/Educ/Acad Coordinator-FT only)
- One year of continuous service as
Deans/Program
Head/ACAD
Coordinators (FT only). Enrolment
shall be on the next quarter from
qualification date.
CLASSIFICATION
ALCO/ VICE
PRESIDENTS/ FIRST
FAMILY RELATIVES
DIRECTOR- SENIOR
ASSISTANT VICE
PRESIDENT
SUPERVISOR-ASSISTANT
DIRECTOR
DEAN/ OIC DEAN/ ACAD
COOR/ PROGRAM HEAD
NON- ACAD RANK AND
FILE ( ASSISTANT TO
SR. SPECIALIST)
FT Faculty
( 1 year FT no COS)
LEVEL
TYPE
ROOM AND
BOARD
II
OP
OPEN
PRIVATE
III
OA
OPEN PRIVATE
IV
P5
SEMI PRIVATE
IV
P5
SEMI
PRIVATE
V
W7
WARD
V
W7
WARD
2.1. Inclusion of a new member
PERIOD OF QUALIFICATION
1ST Quarter (February, March and April)
ENROLLMENT DATE
2nd Quarter of the present
year
2nd Quarter (May, June and July)
3rd Quarter of the present
year
4th Quarter of the present
year
3rd Quarter (August, September and
October)
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4th Quarter (November, December and
January)
1st Quarter of the following
year
2.2. Change in Health Coverage
a. Upgrading of health coverage due to promotion
shall take effect the following quarter.
b. If position rank will be downgraded, the
employee will still enjoy the same coverage in
consonant
to
non-diminution
policy.
Any changes on the coverage shall take effect
the following quarter.
2.3. Exclusion of Membership
List of employees qualified for deletion:
 Employee has Resigned, is given End of
Contract
(EOC),
Terminated
or
went absent for three (3) consecutive
day without notice/leave
 Change of status from full-time to parttime (faculty member)
 Change of work assignment from Local to
International
and
AMAES
to
Group (ex. AMACC HO to AMAIU
Bahrain, AMAES to AMA Group)
 Employee/s under MOA
 Employee is deleted on the day his/ her
resignation
letter
has
been
submitted and noted by the HR
Department. Health Card/ ID must be
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surrendered along with the resignation
letter
 Change of status from full time - part
time for ACAD Personnel
In case of readmitted AWOL employees, they will be
readmitted to the HMO program on the next quarter from
the date of readmission. The HR in-charge who failed to
implement the notice for deletion shall be accountable to
the excess charges.
2.4 HMI Deduction
For active employees:
- Supervisor and up level- no
deduction
- Rank and File have RF share (25% of
the premium) +12%vat
- deduction on a quarterly basis,
deducted one time every end
of the first month of the quarter.
(End of November, February, May
and August)
-
For last pay of employees:
All separated employees regardless
of nature of separation will shoulder
the premium covering the quarter.
OTHERS:
Employee will shoulder all excess hospital expenses,
inclusive of professional fees of attending physicians,
that may be incurred above his/her maximum plan
limit.
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3.
Longevity Service incentive Award
Longevity service award is automatically given in the
form of salary increase which shall be incorporated in
the monthly basic pay of all officers who served the
Company for at least 5 years as follows:
For Faculty:
a. Full time faculty service from 5-9 years is equivalent
to an additional monthly allowance of Php. 50.00.
b. Full time faculty service for more than 10 years is
equivalent to an additional monthly allowance of
Php. 100.00.
FACULTY CONDUCT AND DISCIPLINE
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A.
CODE OF ETHICAL AND PROFESSIONAL STANDARDS FOR
PROFESSIONAL TEACHERS
Pursuant to the provisions of Paragraph (e), Article ll of R.A. No.
7836, otherwise known as the "Philippine Teachers
Professionalization Act of 1994” and Paragraph (a), Section 6 of
P.D. 233 as amended; the Board for Professional Teachers hereby
adopts and promulgates, the Board “Code of Ethical and
Professional Standards for Teachers."
PREAMBLE
Teachers are professionals endowed with the qualities of good
health and/or good reputation with high moral value and technical,
conceptual, and interdependent competence. In the practice of
their noble profession, their qualities - albeit vital assets - cannot
be adequate unless they strictly observe and adhere to a set of
ethical and moral principles, standards and values that will
synergistically guide their conduct and relation with and care for
the State, community, profession, their fellow teachers, superiors,
school officials and subordinates, their students and the latter's
business
ARTICLE I - SCOPE AND LIMITATIONS
Section 1.
197
Since the Constitution provides that all educational
institutions shall be under the supervision of and
subject to the regulation by the State, the provisions
Faculty Manual | AMA Education System
of this Code shall apply equally to all schools in the
Philippines whether public or private.
Section 2.
Section 3.
"Teachers" refers to all persons engaged in teaching
at the elementary and secondary level whether on
full-time or part-time basis, including industrial arts
or vocational teachers and all other persons
performing supervisory and/or administrative
functions in all schools in the aforesaid levels and
qualified to practice teaching under R. A. No. 7836.
“School Officials” refers to any person engaged in
educational work other than classroom teaching, in
supervisory, college deans, AMAES presidents,
rectors, members of the governing board of a
school, and other supervisory and administrative
officials.
School embraces all educational institutions
irrespective of grade or type and includes primary,
intermediate, elementary, and secondary, whether
academic, vocational, special, technical or
professional,
ARTICLE II - THE TEACHER AND THE STATE
Section 1.
198
The schools are the nurseries for the future citizens
of the State. School officials and teachers are
trustees of the cultural and education heritage of
the nation. They are under obligation to elevate
national morality, promote racial pride, cultivate
love of the country, instill respect for constituted
Faculty Manual | AMA Education System
authorities, and include obedience to the laws of the
State.
Section 2.
Every school official or teacher must sincerely
believe in and earnestly endeavor to help carry out
the declared policies of the State and shall take an
oath or make affirmation to this effect.
Section 3.
The interest of the State demands that every school
official or teacher be physically, mentally, and
morally fit for the service s/he has to render.
Devotion to duty, honesty, punctuality and
efficiency are expected of him/her.
Section 4.
No school official or teacher in his/her capacity as
such shall directly or indirectly solicit, require,
collect or receive any money or service or other
valuable material from any person or entity for the
promotion of any political, religious, or other
partisan interest.
Section 5.
School officials and teachers may vote and exercise
other constitutional rights. However, no school
official or teacher may use his/her position of official
authority or influence to coerce the political action
of any other person.
Section 6.
School officials and teachers may attend church and
worship as they please but are not permitted to use
their position and position to proselyte.
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Section 7.
A school official or teacher has the privilege to
expound the product of his researches and
investigations. However, such position must not
undermine the declared policies of the State.
ARTICLE III - THE TEACHER AND THE COMMUNITY
Section 1.
As molders of the youth, all school officials and
teachers should strive for loyalty, to devotedly
render the best service, and to have active
participation in community movements for moral,
social, educational, economic and civil betterment.
Section 2.
If the school official or teacher is to merit reasonable
social recognition, it is his/her duty to be socially
acceptable by keeping himself/herself morally
upright, refraining from gambling, abhorring,
drunkenness and other excesses, and avoiding
immoral relations.
Section 3.
The teacher can immeasurably enhance his social
usefulness by living for and with the community. He
should therefore study and understand the local
customs and traditions so that s/he may have a
sympathetic attitude and refrain from disparaging
the community in which he lives.
Section 4.
Every school official or teacher should keep the
people in the community informed as to the work
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and accomplishments of the school as well as its
needs and its problems.
Section 5.
As an intellectual leader in the community,
especially in the barrio, the school official or teacher
should welcome the opportunity to serve as a
counselor in matters affecting the welfare of the
people.
ARTICLE IV - THE TEACHER AND THE PROFESSION
Section 1.
All school officials and teachers should feel that
teaching is among the noblest professions. They
should manifest genuine enthusiasm and pride in
their calling.
Section 2.
Every school official or teacher should uphold the
highest possible standards by making the best
preparations for his/her calling. S/he should
fearlessly oppose the admission into the profession
of any person who is physically, mentally or morally
deficient or who is inadequately prepared.
Section 3.
All school officials and teachers should strive to
broaden their cultural outlook and deepen their
professional
interest
through
Continuing
Professional Education (CPE) Program. They should
pursue such studies as it will improve their
efficiency, enhance the prestige of the profession,
and build them as competent, virtuous and
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productive professionals whose services can be
globally competitive.
Section 4.
It is highly unethical for any school official or teacher
to
resort
to
extravagant
claims
and
misinterpretation through personally inspired
notices or lavish advertisements in order to attract
public attention and secure patronage to this
school.
ARTICLE V-THE TEACHER AND HIS/HER ASSOCIATES
Section 1.
All school officials and teachers should at all times
be imbued with the spirit of professional loyalty,
mutual confidence and faith in on another, selfsacrifice for common good, and cheerful
cooperation with one's colleagues. When the best
interest of the children, the school, or the
professional is at stake, it is the duty of school
officials and teachers to support one another.
Section 2.
Every school official or teacher should give due
credit for assistance received from his/her
associates. S/he should not appropriate for
himself/herself the work of others.
Section 3.
A school official or teacher, before leaving a
position, should organize and leave for his successor
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such records and other data as these are necessary
to carry on the work.
Section 4.
A school official or teacher should hold inviolate all
confidential information concerning his/her
associates and school; s/he should not divulge to
interested person’s documents, which have not yet
been officially released or removed from the record
files.
Section 5.
Professional criticism of associates should be made
for the welfare of the children of the school and only
in formal accusations before those who have the
authority to try the case if warranted. Justified
criticism, however, in the interest of the service,
should not be withheld but should be presented
with the support evidence. No criticism of an
associate should be made in the presence of pupils
or students, fellow teachers, or parents and patrons.
Section 6.
Marking and promotion of pupils or students are
generally determined by the teacher within
standards set by the administration. This, however,
does not preclude the exercise of general
supervisory and administrative powers of superior
authority over such matters, especially when there
has been a gross or manifest abuse of judgment on
the part of the teacher.
Section 7.
No school or teacher should apply for a position that
is vacant or definitely known about to be vacant, nor
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criticize the qualifications of a competitor even if
given the opportunity to do so.
ARTICLE VI -THE TEACHER AND HIS/HER SUPERIORS
Section 1.
Every school official or teacher should support
loyally the legitimate policies of the school and
administration. The teacher of school official should
make an honest effort to understand those policies
and regardless of personal feelings or private
opinions, and faithfully carry them out so long as
s/he remains in the organization.
Section 2.
A teacher or school official should make no false
accusations or charges against superiors, especially
under anonymous or fictitious name. If s/he has
charges to make against superiors, s/he should have
the moral courage to present them before
competent authority and be willing to prove them.
Section 3.
Teachers and school officials should transact all
official businesses through proper channels except
when special conditions warrant different
procedures, as when reforms are advocate which
are opposed by the immediate superior, in which
case teachers should feel free to write directly to a
higher educational authority.
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Section 4.
Teachers and school officials should realize that
appointments, promotions and transfers are made
on the basis of merit and in the interest of the
service.
Section 5.
A teacher or school official accepting a position
either in a public or private school assumes a
contractual obligation. S/he is duty-bound to live up
to his contract and should therefore have full
knowledge of the terms and conditions of his
employment.
ARTICLE VII -THE SCHOOL OFFICIALS AND HIS/HER
SUBORDINATES
Section 1.
Effective school supervision and administration
demands responsible leadership and direction by all
school officials who should show professional
courtesy, helpfulness, and sympathy towards their
subordinates.
Section 2.
In the interest of the service, a school official, before
formulating major policies or introducing important
changes in the system, should give his/her teachers
and other subordinates opportunity for broadminded discussion and constructive criticism in the
spirit of earnest inquiry for the good of the pupils or
students.
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Section 3.
No school official should stand in the way of the just
promotion of a deserving subordinate. Moreover,
school officials should encourage and carefully
nurture the professional growth of worthy and
promising teachers by recommending them for
promotion.
Section 4.
No school official should dismiss or recommend for
dismissal a teacher or other subordinates except for
a just cause.
Section 5.
No school official should employ a teacher who is
not subject to civil service rules and regulations
without a definite written contract specifying the
terms and conditions under which the latter is to
work.
ARTICLE VIII - THE TEACHER AND THE STUDENT
Section 1.
The teacher or school official should recognize that
the interest and welfare of the pupils or students are
his/her first and foremost concern.
Section 2.
The teacher or school official should deal justly and
impartially with every pupil or student. Exhibitions
of prejudice or discrimination because of
differences in pupil's or students intellectual ability,
social standing, favors received from them or their
parents, should have no place in the relations
between a school official or teacher and his/her
pupils or students.
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Section 3.
No teacher or school official should accept directly
or indirectly for tutorial service from any of his
pupils or students remuneration other than the
compensation authorized for his services as a
teacher or school official.
Section 4.
No teacher or school official should allow
himself/herself to be influenced by any
considerations other than merit in the evaluation of
student’s works. It is improper for a teacher of a
school official to accept or ask, directly or indirectly,
personal service, gift, or other favors from any of his
students or their parents that would tend to
influence his/her professional relations with them.
Section 5.
A school official or teacher should never take
advantage of his position in courting any of his
pupils or students.
Section 6.
A school teacher or official should not inflict
corporal punishment, nor should s/he make
deductions on the scholastic ratings of students for
offensive acts that are clearly manifestations of
poor scholarships.
ARTICLE IX - THE TEACHER AND THE PARENTS
Section 1.
207
The school exists to render service to the public.
Parents should be welcomed at school and treated
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with every consideration. School officials and
teachers should establish and maintain cordial
relations with the parents of their pupils or
students.
Section 2.
The school official or teachers’ conduct should be
such as to merit the confidence and respect of the
parents.
Section 3.
In communicating with parents, especially on
matters pertaining to their children's limitations, a
school official or teacher should exercise the
outmost candor and tact. It is his/her duty to point
out the children's deficiency either unknown or
overlooked by the parents and seeks their
cooperation for the proper guidance and
improvement of the children.
Section 4.
The school official or teacher should hear parents’
complaints with sympathy and understanding. S/he
should, however, discourage unfair criticism of
his/her associates, the administration, and the
school system in general.
ARTICLE X - THE TEACHER AND PRIVATE BUSINESS
Section 1.
208
All school officials should have and maintain a good
reputation with respect to financial matters. They
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should pay their just debts or otherwise arrange
satisfactorily their private financial affairs with their
creditors.
Section 2.
No school official or teacher should contract loans
from his superiors, associates, subordinates, pupils
or students or their parents.
Section 3.
No school official or teacher should act, either
directly or indirectly, as agents of, or hold stock in,
or be financially interested in any commercial
venture, the business of which is to furnish
textbooks, supplementary readers, stationery,
magazines, periodicals, athletic goods, and other
materials, in the purchase and disposal of which for
school purposes where s/he can exercise in any
manner his/her official influence.
ARTICLE XI - DISCIPLINARY ACTION
Section 1.
209
Violation of any provision of this Code shall be
ground for the imposition of a disciplinary action of
revocation of the Certificate of Registration as a
Professional Teacher, suspension from the practice
of his/her teaching professions, or reprimand, or
cancellation of the temporary/special permit of the
holder thereof under the causes (b) and (g) of Sec.
23, Article lll of R.A. No. 7836, otherwise known as,
the "Philippine Teachers Professionalization Act of
1994" and under Rule 38, Article VII of the Rules and
Regulations Implementing R.A. No. 7836.
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ARTICLE XII – EFFECTIVITY
Section 1.
B.
This code takes effect upon approval by the
Profession Regulation Commission sixty (60) days
following its publication in the Official Gazette or
any newspaper or general circulation whichever
earlier.
RESTRICTIONS, CONDUCT AND DISCIPLINE
Any faculty/employee who commits an offense against the
education system, its property or its personnel is subject to
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disciplinary action. Disciplinary action may include a written
reprimand, suspension and/or dismissal. Grounds for such
sanctions/disciplinary actions/dismissal is based on just or
authorized because provided by the provisions of existing
labor laws and its implementing rules, or in accordance with
AMAES policies and regulations.
GUIDELINES
1. Every faculty/employee shall support the Management
by strictly adhering to the education system's policies
and regulations.
2. Immediate superiors shall ensure that their staff are
aware and will follow the codified penalties for policy
violation.
3. Policy violations are categorized as light,
medium/intermediate, serious, and very serious
depending on the gravity of the offense as provided
herein.
4. The investigating committee may recommend reducing
or increasing the penalty depending on the mitigating
or aggravating circumstances of the offense as it affects:
 the smooth operation of the Education System;
 the harmonious interpersonal relationships of
management, its employees, and students; and
 the contract of employment entered into by the
Education System and the employee concerned
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5. No employee shall be meted disciplinary action without
just cause and without being afforded due process.
Following are the guidelines for the observance of due
process:
a. Notice of Investigation must clearly indicate
pertinent details. Everybody is required to comply
with the standard forms for investigation;
b. Proof of receipt of the notices should be secured
and attached to the decision on the case;
c. Compliance of the two-notice rule regardless of the
basis of termination should be strictly obeyed;
d. Whether the cause of termination is due to law or
contract, compliance with the procedural requisites
of due process is still required;
e. Furnish a copy of all termination cases to the Legal
Department as an exorcise of prudence and for
them to render proper advise to the concerned
School Director/Department Head;
6. All violations have corresponding penalties as stated in
the Codified Penalties of the University.
7. Ignorance of the Code excuses no one.
8. Penalties are served through a 12-month moving
calendar-cleansing period. Offenses committed within
the moving 12 month period will be reckoned from the
date of the latest offense, which will serve as the
starting point reference for counting the number of
offenses during the 12-month period. In contrast, a
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calendar year period is reckoned on the year an offense
is committed and not based on the date the last offense
was committed.
9. Offenses not specifically described herein shall be dealt
with on a case-to-case basis.
10. This Code or any provision hereof may be modified
revised and amended as future conditions may warrant
improving its implementation.
11. The aforementioned penalties shall be without
prejudice to prosecution of civil and criminal actions in
court or administrative agencies
C.
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LIST OF POLICY VIOLATIONS
All policy violations can be classified into four categories:
Light
Minor Offenses
Medium
Intermediate Offenses
Grave
Very Serious Offenses
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All policy violations can be categorized under any of the
eleven (11) clauses identified in the following table:
CLAUSE AND TITLE CLASS
1. Tardiness
Tardiness or reporting late for more than one (1) minute
from the official start of working time. The maximum
allowable number of tardiness or reporting late for work for
the rank and file employees is three (3) per month and six
(6) times per month for officers.
1.1.
For Full Time and Permanent Faculty
* Faculty members have a 5 minute grace period every start
of the class period.
On the 7th tardiness during the Written Warning
school year
On the 14th tardiness during Written Reprimand
the school year
On the 21st tardiness during Dismissal/Nonthe school year
Renewal
1.2.
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For Part Time Faculty
On the 5th tardiness
Written Warning
On the 10th tardiness
Written Reprimand
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On the 15th tardiness
Non-renewal
1.3. Rank and File Employees
Incurring five (5) or more Light
tardiness within a month
1.4 For Officers
Incurring seven (7) or more Light
tardiness within a month
2. Absenteeism
2.1 AWOL (Absence
without official leave) from
work for 2 consecutive
days.
2.2 Unofficial extension of
leave of absence in excess
of 2 working days.
2.3 AWOL from work for 34 consecutive days.
2.4 Unofficial extension of
leave of absence for 3-4
working days.
2.5 AWOL from work for 5
or more consecutive days.
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Light
Light
Medium
Medium
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2.6 Unofficial extension of Grave
leave of absence for 5 or
more days.
For Full Time and Permanent Faculty incurring unexcused
absences, the following are the corresponding sanctions:
On the 3th class absence Written Warning
during the school year
On the 5th class absence Written Reprimand
during the school year
On the 7th class absence Dismissal
during the school year
For part time faculty incurring unexcused absences, the
following are the corresponding sanctions
3rd class absence during Dismissal/Non-renewal
the school year
3. Dishonesty
3.1 Forgery and/or
falsifying any pertinent
documents.
Grave
3.2 Deliberately padding or Grave
altering any item of
expense.
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3.3
Unauthorized Grave
representation of the
Company
or
third
party
in
undertaking
solicitations
of
contributions/
donations/collections of
whatever nature/purpose.
3.4 Giving or accepting Grave
bribes, kickbacks, gifts,
commissions
in any form to or from any
person in exchange for any
favor in connection with
one’s official function.
3.5
Submission
of Grave
fraudulent
report
to
conceal
shortages
and/or embezzled funds.
3.6 Misrepresenting the Grave
Company or any Company
Officer
or
unauthorized
representation of the
Company
or
any
Company official for one’s
personal gain or to the
detriment of company
interest.
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3.7 Deliberate submission Grave
of misleading reports or
information.
3.8 Using one’s position to Grave
intimidate/coerce
other
Company officials, faculty,
employees, students or any
person
to
commit acts prejudicial to
the Company.
3.9 Anomalies involving Grave
purchase/disposal
of
Company
properties or supplies e.g.
obtaining
materials,
equipment,
or supplies on fraudulent
order, including conspiracy
or
connivance
with any
person to accomplish such
purpose.
3.10
Breach
of Grave
confidentiality/trust.
3.11
Malversation
or Grave
misappropriation
of
Company
funds
or properties.
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3.12 Giving false testimony
in
any
Company
authorized investigation.
3.13 Stealing company or
others'' property within
the
company premises.
3.14 Leaking of test
questions.
3.15 Divulging confidential
or restricted Education
System
secrets
or
information
without
authority whether or not
damage has occurred to
the Education System.
3.16 Deliberately assisting
unauthorized parties to
hinder, delay, sabotage, or
otherwise
prejudice
AMAES interest.
3.17 Commission of any act
of disloyalty, which affects
the goodwill of the
company.
3.18
Establishing/
maintaining
connection
with another business in
conflict with the interest of
the company.
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Grave
Grave
Grave
Grave
Grave
Grave
Grave
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3.19
Concealment
of Grave
Nepotism.
3.20 Personal Use of Grave
Company Time (personal
use
of
phone, social media, email and others during
office hours).
3.21 Other similar offenses Grave
under
the
Act
of
Dishonesty
which
can be considered as
prejudicial to the interest
of
the Company.
Other similar offenses under the Act of
Dishonesty
which
can
be
considered
as
prejudicial to the interest of the Education System.
4. Negligence/Inefficiency
4.1 Failure to observe Light
cleanliness and sanitation.
4.2 Failure to observe Light
office
standard
operating procedures.
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4.3 Frequently receiving
visitors during office hours
for personal business.
4.4 Losing or misplacing
AMAES records.
4.5 Failure to observe the
proper
administrative
channels
of
communication with other
departments.
4.6 Wasting time or
loitering during office
hours.
4.7 Failure to report within
48 hours upon knowledge
of an erroneous payment
or
overpayment
involving Company funds.
4.8 Failure to inform the
HRD
or
through
respective
Department
Head of any change in civil
status,
address,
dependents,
and other similar relevant
information.
4.10 Failure to monitor
general requirements vital
to the operations of the
education system such as
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Light
Light
Medium
Medium
Medium
Medium
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attachment and supporting
documents.
4.11 Negligence or failure Medium
to exercise adequate asset
control measures within
one's area of responsibility.
4.12 Failure to comply with Medium
prescribed
procedures relative to the
borrowing and withdrawal
of
company-owned
properties or those, which
the
education
system may be held liable
for the damages.
4.13
Inexcusable Medium
negligence/inefficiency
resulting to injury to others
and/or loss or damage of
company/Education
system property.
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4.14 Failure to report
defective
or
faulty
installation of education
system
equipment,
furniture, or fixtures which
might cause accidents or
damage to life and
property.
4.15 Shortages of more
than P1, 000 on daily cash
count.
4.16
Use
of
company/Education
System hours for personal
or 3rd party's interest.
4.17
Repeated
or
unjustified
failure
to
submit
grades,
test
questions and other official
forms in accordance with
the deadlines.
4.18 Allowing students to
take exam without permits
and other similar offenses.
Medium
Grave
Grave
Grave
Grave
4.19 Loss of trust and
Grave
confidence by
management due to gross
inefficiency
4.20 Sleeping while on Grave
duty/class.
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4.21 Inexcusable gross Grave
negligence/inefficiency
resulting in serious injury to
others and/or grave loss or
damage
of
company/Education
System property.
4.22 Failure to report need Grave
for repair of school/
company facilities and
fixtures, which could result
in serious damage.
4.23 Incompetence in the Grave
performance of one's
official duties based on the
latest performance rating.
Other similar offenses under the Act of
Negligence/
Inefficiency
which
can
be
considered as prejudicial to the interest of the
company/Education System
5. Offenses Against Property
5.1 Negligence in the care Medium
and
maintenance
of
company/Education
System property.
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5.2 Improper use/careless Medium
handling
of
company/Education
System
facilities
and
equipment.
5.3
Intentionally
destroying,
removing,
erasing
or
altering
company,
AMAES
memoranda, posters, of
notices posted on bulletin
boards
5.4 Unauthorized use of
company/Education
System
property
or
equipment for personal
purposes
5.5
Theft
of
company/school
equipment, material and
supplies
5.6
Serious/expensive
damage
to
company
equipment or property due
to negligence.
5.7
Unauthorized
use/handling
of
the
computer
and
other
paraphernalia
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Grave
Grave
Grave
Grave
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5.8 Tampering with the Grave
systems program in the
hard disc/diskettes
5.9 Unauthorized access of Grave
information in the system.
Other similar offenses
under the Act of Property
against the company/
school which can be
considered as prejudicial to
the interest of the
company/AMAES
Other similar offenses under the Act of Property
against the Education System which can be considered
as company/prejudicial to the interest of the
Education System.
6. Insubordination and other acts of disobedience
6.1 Wearing clothes and Light
footwear, which do not
conform with the approved
uniform/attire
for
employees
6.2 Change of classroom Light
without prior approval
from immediate superior.
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6.3 Smoking inside the
Medium
office or in any /
prohibited areas
prescribed by the company
Education System
6.4 Holding meetings on Light
company premises at any
time without permission
from immediate superior
6.5 Unjustified refusal to
cooperate
with
coemployees/co-teachers to
obtain
maximum efficiency
6.6 Unjustified refusal to
execute just and Serious
lawful instructions of a
dean/head,
supervisor
made within the scope of
the jurisdiction of the latter
6.7 Holding/unauthorized
substitution
without
approval of the immediate
superior
6.8 Allowing students to
take exam without permits
and
other
similar offenses.
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6.9
Gross
habitual Grave
insubordination, or refusal
to obey reasonable orders
given by the superior.
6.10 Refusing to answer a Grave
company
authorized
investigation,
including the act of
obstructing
justice
Other similar offenses
Insubordination and other
against the AMAES, which
prejudicial to the interest of
System
under the Act of
Acts of Disobedience
can be considered as
the company/Education
7. Disrespect
7.1 Disrespect towards Light
company/ school officials/
employee,
faculty/students
and
visitors.
7.2 Using abusive, profane Medium
or indecent language
against company/school
officials/employee,
faculty/students
and
visitors.
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Other similar offenses under the Act of Disrespect
which can be prejudicial to the interest of the
company/Education System
8. Offenses against property
8.1 Negligence in the care
and
maintenance
of
Company property.
8.2 Intentional destruction
of Company property
either
individually
or
collectively.
8.3 Intentionally destroying,
removing,
erasing
or
altering
Company
memoranda, posters or
notices
posted
on the bulletin boards.
8.4 Unauthorized use of
Company
property
or
equipment for
personal
purposes.
8.5 Theft of company
equipment, material and
supplies.
8.6
Serious/expensive
damage
to
company
equipment
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Grave
Grave
Grave
Grave
Grave
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or property
negligence
due
to
8.7
Unauthorized Grave
use/handling
of
the
computer
and
other paraphernalia
8.8 Tampering with the Grave
systems program in the
hard disc
8.9 Unauthorized access of Grave
information in the system
Other similar offenses under the Act of Disrespect
which can be prejudicial to the interest of the
company/Education System
9. Offenses against persons
9.1 Leering or maliciously Medium
staring
9.2
Spreading Medium
intrigues/engaging
in
rumor mongering which
might disrupt company
operations
9.3 Unruly behavior within Medium
university premises, which
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tend to disrupt operational
work or endanger any
person's life/safety in the
company premises
9.4 Making signs that are Grave
obscene
or
sexually
suggestive
to
coteachers/employees and
students
9.5
Threatening, Grave
intimidating, coercing or
inflicting physical harm to
company official, faculty
member/employee
and
students
9.6 Defamation (libel or Grave
slander)
9.7 Public imputation of a Grave
crime, vice, defect or act
tending to cause dishonor
or
discredit
to
company/Education
System official another
employee/student
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9.8 Commission of any
offense against the person,
honor, liberty, and other
crimes provided under the
criminal laws of the
Philippines in which the
offended party is a
company
executive
member
or
his/her
family/employee/student
9.9 Taking the life of a
company/school employee
or any person willfully or by
negligence within the
company premises, office
or job site.
9.10 Pushing, taking, illegal
possession and use of
prohibited drugs
9.11
Promoting
or
participating in gambling
within
the
company/Education
System premises
9.12 Abetting any person in
engaging in destructive
activism
with
the
company/Education
System premises
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Grave
Grave
Grave
Grave
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9.13 Threatening to put
students on hold for failure
to
satisfy
teacher's
unrealistic expectations
9.14
Unprofessional
behavior towards officials,
co-employees/students
9.15
Offering/serving
liquor
or
alcoholic
beverages to students or
drinking the same with
them
within
the
company/Education
System premises.
9.16 Illegal/ unauthorized
possession
of
deadly
weapon,
explosive,
firearm,
within
the
company premises.
9.17 Inducing any person to
commit a wrong, dishonest
or
malicious
conduct
affecting company interest
9.18 Committing sexual
harassment
against
officials/employees/faculty
/student
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Grave
Grave
Grave
Grave
Grave
Grave
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9.19 Sexual favor is made Grave
as a condition for giving
assistance to superiors, coemployees, and students
or sexual favor is asked in
return
for
assistance/favors earlier
extended/to be extended.
9.20
Pimping
and/or
directing
or
inducing
another to commit sexual
harassment as enumerated
above
9.21
Making
sexual
advances
to
officials/employees/
faculty/students
Other similar offenses under the
against
Persons
which
considered as prejudicial to the
Education System
Grave
Grave
Act of Offenses
can
be
interest of the
10. Offenses against security regulations
10.1 Refusal to wear the Light
official company ID inside
the Education System
premises
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10.2 Refusal to submit Light
oneself and belongings for
inspection when necessary
10.3
Providing Medium
identification materials to
any person not entitled to
it
or
assisting
any unauthorized person to
enter
the
company/school premises
or any restricted areas
without permission from
authorized
personnel/official
Other similar offenses under the Act of Offenses against
Security Regulations which can be considered as
prejudicial to the interest of the Education System.
11. Unauthorized selling activities
11.1 Unauthorized selling Grave
to students of textbooks,
instructional materials, and
other merchandise
11.2 Selling any item (e.g., Grave
ticket) or transacting
unofficial business during
office/class hours.
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Other similar offenses under the Act of
Unauthorized Selling/Activities which can be
considered as prejudicial to the interest of the
Education System
D. DISCIPLINARY ACTIONS
The following is the Education System's classification of
offenses and corresponding disciplinary actions within a 12month moving calendar period.
Classification of
Offense
1. Class A
(Light Offense)
Frequency of
Offense
1st offense
2nd offense
3rd offense
4th offense
2. Class B
(Medium Offense)
3. Class C
(Grave)
236
1st offense
Disciplinary
Action
Written
reprimand
3 days suspension
(max)
7 days suspension
(max)
Dismissal
30 days
suspension (max)
2nd offense
Dismissal
1st offense
Dismissal
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E. FINANCIAL TRANSACTIONS WITH THE STUDENTS
Faculty members are not allowed to engage in any financial
transactions with their students. This would mean among other
things, selling books, diskettes or tickets to students or
borrowing money from them or payment for tutorial classes
other than that allowed by the Education System. These acts
are subject to disciplinary action.
F. COMPLAINTS REGARDING STUDENTS
The Students’ Pamphlet on Disciplinary Action lists down all
possible offenses a student may commit. In case students or
any student for that matter violates the provisions of the
Pamphlet, the faculty should immediately report the incident
to the Dean/Student Relations Manager/ School Director.
G. FACULTY PROBLEMS/COMPLAINTS
The AMAES believes that no problem can be solved without
communication. If during the course of the faculty member's
stay in the AMAES, s/he encounters any problem or may have
complaints, it is best that s/he seeks the guidance of his/her
immediate superior. If there is no action on the part of the
immediate superior, then the Dean should be informed. If
again, there is no action, then the Office of the SD/COO should
be informed. The faculty may also inform the HRD, Chief
Academic Officer or even the Office of the President about
his/her concerns which are not addressed at the lower level.
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VII. SEPARATION AND RETIREMENT
A. RESIGNATION
Resignation from work/employment must be done in writing
and shall be done in writing and shall be filed not later than 30
days before its date of effectivity. Any employee who resigns
without due notice shall be held liable for damages covering
expenses incurred in procuring a replacement and work delays
due to the resignation.
As per AMAES’ teacher’s contract regarding resignation, it
states that:
“The TEACHER cannot resign or voluntary terminate his/her
employment in the middle of an academic term within the full
period that this contract is in effect.”
Faculty/Staff shall file his/her resignation via the portal
myhronline and also submit a written notice of resignation to
his/her Department Head, Dean, the HRD and Accounting,
thirty (30) days prior to the date of effectively and shall also file
for clearance application.
B. TERMINATION
Employees may be terminated by the company/school subject
to the provisions of the New Labor Code of the Philippines (PD
442 as amended) for serious misconduct or willful disobedience
of the lawful orders of the employer/representative; gross and
habitual neglect of duties: fraud; crime; and for reasons due to
retrenchment
/redundancy/cost-saving/cutting
financial
losses; illness/disease; etc. A faculty member may also be
terminated within the probationary period for failure to comply
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with the requirements set by the regulating agencies such as
CHED, TESDA, DepEd and the qualifications set by the AMAES.
C. RETIREMENT
As provided under the Retirement Law Of RA 7641, the
Education System, under its AMA Retirement Program shall pay
their employees when they reach the optional age (60) or
compulsory retirement age (65), a cash benefit equivalent to
22.5 days per year of service computed on the employee's last
salary rate provided that they have served the Company for at
least five (5) years on a full time basis. The Program is noncontributory on the part of employee.
With regard to early retirement, the Assets and Liabilities
Corse, (ALCO) has passed ALCO Resolution No. 24-10-2003-01
which makes 22.5 days as the basis for the computation of early
retirement benefit. Only those who have served the company
for at least 5 continuous years on a full time basis may qualify
for early retirement.
In case of death, a Free Life Accident Insurance shall be received
by the beneficiary of the qualified employee instead of
retirement benefits in accordance with the existing Company
policies.
Basic Insurance Death
(Natural Cause)
Death (Accident)
a) Rank and File
100,000
200,000
b) Supervisor
200,000
400,000
¢) Managerial
300,000
600,000
Rank Classification
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d) Junior Executive
400,000
800,000
e) Senior Executive
500,000
1,000,000
D. ONE STOP CLEARANCE OF EMPLOYEES
The objective of the One Stop Clearance Procedure is to ensure
that there is no undue delay in the processing of clearances.
The following guidelines shall be observed in processing the
clearance of all separated/retired/resigned employees:
1. The HRD shall be responsible in the immediate
processing of clearance of separated/resigned
employees.
2. The local HRD should start routing the pre-clearance
from within twenty-four (24) hours from the time the
HRD vas formally notified that the employee was
separated/retired or resigned. The following shall be
required to act within the prescribed period and sign
the pre-clearance form strictly in accordance with the
listed order:
Campus Level
Head Office
CONCERNED PERSON
Immediate Superior
Branch Property Head
Accounting Branch Head
Audit Branch Head
HRD Head Office
Property Head Office
Accounting Head Office
Audit Head Office
Treasury Head Office
PROCESSING TIME
1/2 day
1 day
2 days
1 day
1/2 day
1/2 day
1/2 day
1/2 day
1/2 day
3. Each of the above signatories must sign the preclearance form even if the employee still has
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accountabilities with the department(s) provided that
said accountabilities are duly noted on the preclearance form. The processed form should be returned
by every concerned signatory to the HRD.
4. The HRD shall formally write the concerned employee
regarding pending accountabilities. The Notice of
Pending Accountabilities should be duly received by the
employee otherwise it should be sent through
registered mail.
5. In the meantime, the pre-clearance form must be
routed until it reaches the Treasury Department for
check preparation. The money equivalent of the
unsettled accountabilities should be deducted by the
Accounting Department from the remaining claims.
6. All separated/resigned/retired employees who have
fully settled their accountabilities with the company and
have no cases with against the company may request
for clearance which must be issued by the Vice
President for Human Resource. Note that the local HRD
must send to the Chief People Officer/VP-HRD the
photocopy of the accomplished pre-clearance form so
that the final clearance may be issued by the Head
Office. Only the Head Office HRD can issue Certificate of
Employment and Certificates of Clearance with prior
clearance from the Chairman/President.
7. The HRD must immediately forward to Legal
Department the case of the separated/retired/resigned
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employee who does not respond to the Notice to Settle
Obligations for filing of appropriate charges.
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