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UPD Faculty Manual Update 2005 PDF
UPD Faculty Manual Update 2005 PDF
'
FACULTY-MANUALUPDATE
--
Man&
Update 2005 contains guidelines and
relevant to the faculty which were culled h m the
the Board of Regents, decisions of the University
rnmittee, and memoranda from System
since December 2003 when the Faculty Manual was last
e h e s inadvertently missed in the 2003 Manual are
I
I
~ v i & m w their
d sourms areitdicii printed in bold
a d the p a e s of p e r t b a g l p g r t i ~in~Faculty
indiaared fbr accmte"ct~s~-ref-chg.
TABrn OF CONTENTS
FOREWORD
1.0 GOVERNANCE AND A D m T R A T I o N ......................................
1
1.3 Organizational Structure of the University of the Philippines.................1
. 1.3.4 Ctfficialf of Collegeflnits .....,....................................................
2
Dean ............................................................................................ 2
Assistant to the Dean or Director................................................... 4
..
Assistant Char ................................................................................
5
4.0 DUTIES AND RESPONSIBILmS ..............................................
.......6
.
.
.....I 1
.,
#
5.1 Appointments ...............................................................
5.1.1 General Guidelines....................................................................
3.1.2 Minimurn QwI@cationsper Rank.............................................
:...
5.1.4 Role oflcademic Persome E Committees...................................
I1
11
13
15
c. University Academic Personnel and Fell owship Committee....... 15
5.2 Promotions .............................................................................................
16
5.2.1 CriteriaforFromotion.................................................................. 16
5.3 Appointment to Sped5c Ranks and Tenure ...................
17
5.3.2Assistant Pp.afessurs.....................................................................
22
5.5 Extension of Service in the University ........................................... 24
5.5.1 Beyond the CompuIso~Retirement Age of 65 ............................. 24
.
.
..................
.
.
.
.
FACULTY PRIVILEGES.......
...................................................
6.1 Study Privileges for Faculty Members Not on Leave ............................
6.1.I Full-Time Faculty Members .........................................................
. . ..........
6.2 Leave Pr~v~leges
......
.....................................................
2
6.2.1 Sf*
Leave ...................................................................................
6.2.9 Eeme Without Pay ........................................................................
6.8 privileges ofRetired-FacuIty Members .................
..... .....acu......
6.0
26
26
26
7
27
29
.........30
....................
............................
............... .
.
.
................
. , . .........
:&&-
.I
wa-
rn=&&&
.
. UP?
, -
$&@&Mi,
OF ilk@'
m r l ~ ~ mi
~ i ?b~xiu-tm
,
rp1'e cdlI& : a d Uh&ersify
dgdH nr@ be sgnsWe
HPL~@P&~,
on b e o&sr, As such,
the nee& of i%sfac&y -em
mdihr ititeti!& bfde shdenZlry .
that*$he cohge se& u-sen@. it 6 inpmtivc $&ai s h e &i cur
ack~~wiedged
mdem'c kadm tp~#@
, I vrgqiz@rnal Seader .who
knows haw to r n ~ h aresowres
l
b@hfrom w W j and
~ o d e of
the Unhrsi&. For these r~wons,b e p i o q s for ihe mZc~t&hof rr
irflecteeliunk
d i m should begin with &r mnstituency
shouldforge a. CQmmmSan
. thd~
e~p~&b.ItSof&
new d m lrrtd
what rari be dune r&ldlhtiEuf&dun'iagpfhe ir;exf d$tmm
The W
~~
(LAB&i9taiit
I I to the C ~ ~ ~ F ~abobhed,
* W B Rinstehd the uAssishnt
W posi&mw&alrlishedin the ll78'h MRm e w & ;Jim: \2gL'),
2004. Thus,
C
@&
I,,-. tern.
..
uA$$&t4@tt
,$g khe Chair" PbpJrId be delpted .from u&ssijltant to ihe
Ilkq; ~ i r e e k uor chair" d geetion tJ.4 OfliaIs of ~ o ~ t & ~ noni pages
&
,4
%
-
s 2 . 3of FRcCNQ
M~nual2003.
hhtmrt fo the Deun or Dir!edor ~970"&OR meeting, dug. 30,19841
The qemi @ l3ke$oy may appoint iw.,assistmt pmvi&d that the unit
has twenp-five
or'more rkgiigr facul@~M
~nibrs
-md/or one
h ~ f l d (1%);
~ d ~ I E ~om-W
h o h. e r ass!s& may also be appointed,
if the n-ef
of'reg~larf&ul&/sstaff members is fify (50) or more
a d o r IWO h ~ f l h d(200) e
t majors pfouided that -an associate
4t
4p&s'~&itew*
&yz&of @*
in O.P. ~ h
srrbikct '
lo &
ofthe C54~kikthnf
ti, the Ch&"position
thef o f f ~ ~eoadWns:
hg
~ee-foliowing
ntw guidelines on mihimmu expa&tiohs for each fat*
r d ~
~ ~ iare~.inchbed
d jin he:.hifrodycti'onbof Chapter 4
Dp1fi9
and
Responsibilities of Faculty Members on page 36 of Faculty
Gad
+2@63*
The Uhivefsity of the- Philipghes as the d o i i ' & P%&g ihstitu~on
devoted
higher educatio% .research,, :and d&mity s-e
bears a
special responsibility in that reg&. [Resobaer~g1Peo~:gmjziptg
( k,Zhriversip
~
of
the Phi@@#elr iMo ?the Urih~~si@
aft& Irhi7dpPines &dmi 82@ BO&?meeding,
Dec. 21, 19721 'Thus, UP faculty rnembem are schql@q.who are: able to
integrate tbacfig, research, h d a broad appreciatioa of extension work,
into the spwific contows of their respective Edds and dis~i:~lhes.
from
UPD F-ilceclp WorbAbp,No$. $-7,3001]
Once appaWd-to a rmk, .thaJUE* member is qpecfed to :tqack as
well asposs56CewbuWw,aprodrbtdhwrecgrd afrdrmearch
ar creative work,
and engage actively hi @v&
$lidserve the Unbrsity a~idthe larger
e o m ~ m i tTke
~ . foIhwiti# ate the &iinum mpecthtiofi$for each ramk:
Born Shaping our Induiwnal Fwiwt: A 1Fialemettt on Fa*
Tenure, Rmk
and Prot&~tLp~WJ@scernManual Sk& 2, 0l?I?AA1ZUO4J
meetings; c~mm$tt~an&re~&braiiudaliVilrh~
work
AflcstPosse&tie~&micintegrify andprofe$sional ethics
h s h t a ~Professor
t
- Murf have leust an M S degree m d musd have started
Pklk studies (or equivalent terminal degree) andfln&hed the
program within theperiod prescribed by the Universiiy
Associate Proflessor
- Must have a Ph.D. or equivalent terminal degree'
Musf maintain excelleat teachi~egrecord
Mwt sustain inQkcf~ral-prnductivity by confirsued
p&&&-o~ in reputubk refereed academie or Iikrmy vefitrar
far the q&uhtmcreaLbe-work-in the vismI.andperfmtuizg
am
Must be act$@ imoiii'ed* & a W i s d t i o n ad~ishg
Mmt mefator yuufigerf&u& 5~boak teaching and reseal&
Musd develop a culture of research not on@ by udvising
graduate students and mentoring younger faculty, but akho by
brhging them into research projects and heeireg them
publish
iari&&ve
@prodche$ t@ #@ch&ag &g -&F@I&B
arrd a
g&&)~dly accepted reput&n fap stinuhdii student interm
ht [ k a ~ $ n g
Mrcst m&$dn l ~ lacfivegub~hhirrg
cme~
ar the gg~(ivlaIewt
tmrnnre of df@&e .&iuf 2n ihe 0fZsI hi& sfrivefor peak
h?&#&-&h& @e~l'&*mQ?&t
M& b e t 4 d B e*twc <-genee in tembing3 resemc~,
lirtd &e
6y 6ehg a' tole modd and rri'eiifog, and by
pdhkg me
h CQH~~AJCBWE~ strWeftpr &igher,'lmeIsof
riridfimmt
- Must mm%iekd&*.Sm
the U M ~ W ~ S J @
2003.
4.2.2 Coq&ug&n of Teachhg Laad [104tfhBUR meetiq, Mm.224 1992;
OP m m n no. 40, J d y 21, 1992; 1091" BUR ftpeeting Oct. 24, 2995: OP
nhww no. I.IN-QM8,Mm.9,2004; E ~ E G
Corn mt?ethg,.May 2 8 , 2 0 w
a Undergthate courses
p&~&irn (Refer to page3 57-40 iof FacSUrty
'
gQ'03)
.mi
v.s9+Lb
,'
The f . . d f $ ~ e @ b i i - i j i Q $ ~ g ~ ~ l&
i p &$i$ & e L M be absent,
tha d p tripr:&3W&@~@rs ~ ~ ~ ~ ~ P shonld
~ ~ ~ @ ?
-bs.withmu&*. ~ ~vc n & . @ ~ ~ a l%dtp
~ . memb*
~ ~hL & ~
rqqvemd tQ
the clas%,a wrif&n,:c@om&. i# this, effect should
acaompany G ~ i c a t i o for
n trave~or ieaue.
piam.
,,A-e
5.0 FACULTY
AND
a, The
**m &m-h*
usual eduwtbnul
,
m
,a
"
, , #
'.,
, - I .
44
p-'**Y
'
8 . . .
'&'M
tr&
,
:,
lddthes ~onikaohing
lectuters in:&
University, nominees who are connected
with other branches of the Government shall present written permits
%om the dbparhietit'.headmiXciMe& &d shLl state the total number
of hours a week they are t
e h ~ schdof~s. [An: 161, m d e d
nt 75#* BOR meetingI h e 15, i967 dnd 8 4 9 BOR meeting, App, 25,
19741
b. Asshtanb Pmfesssr
~ ~ ~ r o ~
MSM
r i d degree
e
or equivalent &gree
Competence in teaching, as widmmd by sirrdewf d u a h a h oan d
other parameters, or very good teaching ptknfial m neanifsted
by sampk lecf1cm o~ teaching dew-#
in the care of
candidatesfor original qpaintmmt fa t h i ~runk
Ability to undertake r m e h or cr~& work in vkud and
performileg urfs of credible qml@va
prefmaB@ with at lenst one
research publication as sole OF kud author i~ reputable refereed
I
t
c: &so&at& lsiiafisbr
Appropr+& P U . OF ~q&&nt
*m
B<~:&@,.s&-
degree*
if@&*p@rmtatl~~
, .,
dhe.a&m@m&~ k m m W g e
.A@&~-@Wi&&@~tt:
@ ~d&zMhc &@gi$ mil, U~i%ersiQ
nflaftxdn9 mkttib~
wrk
<a Bema.m&b~ of ,@p
L s t ~ & p & pf pr~#"siun;al
&~IIdci$ dcie&~'e -&fe&@,
Unnkemi&
1) Functions
2REPS
mHega4\or cluster
@e!$
As s geaerd F&,
d e c ~ ~ ~ e c t i ~ d d of
i othe
n M
s F C are
arhd,.@& consensus: &id lrepf fht~ughvudiiig. In cases ,where voting
nury && fo be t ~ o f f$6
d (lu?f~&vihgs h @ be ~bireped:,@m
&w@.
@e.@!!!! Euz1f&ee.m Ac&rrtk.Maruz~c~tan Feb.
7-8,a0w; oemmrra ~ - & 4
E*., ! ~
4
Q
g
e,,
bj the BEP6
qf Me APFC may votr? on& sir cuses
%voL@g thFmP$i '
Chapter 5 F a c a r I p d p ~ ~R~rnOtion,
W~~ T
d ~ 8@&i#ri#r~$~m
8
ser~i~e
Meaning of Tenure
Tenure h the right of a fa&@
i n e d e r to corttinuous
epnpkoyment u@il s h e refires, volunhri[y leaves ihe U.or h dismbsedJor .cause?
It is apact betweeh the Uniwrsify and
thefacnl@ member, in whkh the U ~ i v m s @agrear to guarantee
the acu&mh medurn and economic secwie of the faemember and prowid&'ispluc&of workfor teaching m d sctrolb&
a e W m , ahd &e
mr?lber agrees fo underfak the
.
fmdiorms us best as s h e can md fo fuI@ll other urrfrfdronal
tespop~sibilii'i&.As such, tenure b the starb; not ~e d of an
~ C U & M ~ C career; a reqonsibil*,
not un alhhmmt d l b
exempts the tenuredfaculty mtembmfiomperiotk
(2) ca&]$@e @
i@@~&eMtWXe""&?kg
iiraprq~feughi~gperfarmnt~rle,kdepSng vp
@h k & ' d e W d $ ~ ~ &
&d,''temh,hg m r h h in the
a* q&&@ pe@g.d$i
pitd
CO~~QA@.$O
qirs6 d&ef~p&htj.
$0 i:i?Jr@ct
of the
~zpplicant
for 1rppofmtm5xeappaikmefif,mii tenme
faculty members
im
,
,,
.- - ---'-
jag.
:.
:-
~~eM~Fw~~afiP.a3q;
.,..
.iai,w&pmwG&aw5@&*,q~,
o.
, ;-we#i
&
*...:....
<..
, X%'
,::
...v
,,
.. -, r. -.--
-$
,,, , -
.,
.k+, , "
,.
' - ,
+>
wqu~,
,
,:
.bp-*&&,, , .- " . ~ +:: rq, ,'i i ! , - $ &
,
r~~
.,:
;
..
.'
',,"
"i&g&&8ym<,m.
.
- .
UPD Faculty ~
WUpdate
I 2005
-1,
ensure tlratpo~i~i&
are followed, minimize conflict, and fueBate
the revfew aid ihproveme~f
ofpolkies andproi.esses.
'I
1
The criteriq for tenure set by the Univecsity ,ensum that each faculty
satisfactorily pe~%oms
bislber teaching duties as well as contribute to the
pool of knowledge in hidher chosen field or cis~ipline.The inextricable
link between teaching and researchfaeative worklextemion, which is an
essential r e q w e n t for h u J t y promotioa must also be reflected in the
p t of tenure.
[Refer also to Ssctio# 1.2 Qfher T
Chaprer-
a.
:
,
fie@=;
The~fqllowTa:hghcludea
@deli~&.~ontip@a,$$meiitt
.beppdxetiqmept age
@old, it~tli&edpo*ns of Section 55.1) and &persedw Sedion 5.5.1
Bqartd the Comp~dIsoQReBrkmdt Age af 65
page 69 of Fahllty
M a d 2OO3r
5.5 Extension of Servicein the,Jniv&&&
'm
Q;F
$ w ~ ~
wwt~&
[lrs
~ ~ ~ ' f i e cJUQ
t i 22,2084j:
n ~ ~
a. ThejWi!i!~fjon
fm dhe , W w & & . ~ f ' &q rp ' ~~ h ~ shall
m d be
p ~ h d &
academic (ii~~ha'figl
aad fiutprbwr@yfor the purpose of
mat,
d The ~~haQenrie
unit shall also ,&dfcate who among the prmenf staff
are b e i q trained to fidch the co-me@) ap13'tcikenthese facut@
members cw be expected to take over the coumefs).
of a r&eH fdc*
&M&rover a
stretch of two (2) years is cause fbr the Conshnshflaent
University to
review the academic uniYf sd@qg pattern m d faculty
developmeetptun, and take the agproprs'tate nieasures to emure that
q e @ e dmorigprese@ a~a&&
s f a f f h 6ehg devekoped
R C o ~ * ~ o u sreappoitiftwnt
a StudyEnroIment privilege
No revisions @efm to paBs 71-72 of Faculty Manual 2003)
c E#r@ye< @,@i&
Chapter 6 Fa*
PriviIega
I) Qualfdcations
No revisions (Refer to pages 75-77of Fzulty Manual 2003)
2) Privileges
Faculty members on 111 study leave with pay or an fellowrhip
shall enjoy the following privileges:
b-
.a.
0-
f QWQ
'~&v&.(ofidui@o?s%&&tg%y
&ad.h h d h h e o u s fees
iexwpt SWtnt.:fiwd4
. i 4 . ~ 8 j ~ e q j t y -provided
~~ss
skdy load is a p v 6 d l
y the f*ylty ~ ~ + $ e r ' s graduate
&iset a d dq&&&&&:
fighh to sd-
-~
@&y! ~
fm.)
r
*&
THcy .me a
6.2.9 Leave WithoutPay [Art. 239; mended at these BOR meetings: 82@,
Dec. 21, 1972; 38Th,Apr. 24, 1986; 110@, M m 6, 1997; Resolution No.
432, GSIS Board meeting, Oci. 20, 1998; ~ I ~ ~ B
meeting,
O R Mar. 27,
2003; Art, 240; amended at 7p BOR meeting, Jon. 20, 1967; ld06A BOR
meeting, Mar. 6,1997; OSU memo m.1WYG0440, Ju& 9,20041
10 and 15 years.
20 and 25 years
30,35, and 40 years
(PRAISE).
f, In addition to the loyalty memorabilidsouvenir, a cash gift which
shall not be less than PHP500.00but not more than PHP1,000.00for
every year of service shall be given to qualified officials or
employees.
The following supersedes Sections 8.1. Professorial Chairs and 8.2 Faculty
Grmts on pages 122-129 of Faculty Manual 2003.
8.1. Professorial Chair Aivardr and Faculty Gra~ttsf1179tk BOR meeting,
FeA 26,20041
mC&
The authority to establhh Chairs shall continue to rest with the Board
of Regen& upon recommendation of tke President. The President shall
cofifirmprofessorial chair awardees, while the Chancellor shall approve
faculty grant awardees. Tke nature of the Chair and F a m e Grana as
competitive awards and fhe practice of adminktering them shall be as
follows:
ipl
f: Efleetivify
These guidelines shall apply to Chairs awarded from January
2004 mtd shall supersede existittg policiedguidelines inconsktent
Grant of Award
1) All recommeradations for the Award shall be s u b d e d to the
President.
2) No pemon may be grmfed m r e thah one (1) Professorial Chair
Award within a calendar year.
d. Al~lou~lt
of the Award
BUR.
emDateofAward
f. Eflectiv*
These guidelines shall apply to GE Chairs awarded from January
2004 and shall supersede exirting policies/guidelines on GE Chairs
inconsisdent with the abwe guidelines.
8.1.3 Faculty G r a ~Awards
t
1117pBOR meeting, Feb. 2 4 20041
Aside from Professorial Chair Awards, Faculty Grant Awards are also
given as recognitior~for outstandiizg achievement usually to faculty of
lower rank The Chancellor shall approve the Fucul@ Grant Award
subject to the selectioiz process provided for Profmsoriul Chair Awarh;
provided that a faculty member who is grunted a Professorial Chair
Award may not be selected at the same t h efor a Fucult~Grant Award
Any regular faculty member wi3h outsfandkg academic, teaching and
research credentids may be considered for the Award FucJty members
on sabbabical, or those on leave for more than three (3) months or on
secondment or detail with another agency may not be selected for the
"
"
"
b. EligibiIiV
Criteria
The basic criteriafor evaluating entries include: s c i e ~ f ifeatures
c
and techraicd merit, pioneering nature, applications lwzd pote~tial
impact on end-user.
c.
Selection process
3) Faculty may be awarded only once for the same innovrrdiott but
may qua113for mother innovation.
f. Value of Award
The Award shall be given annually in the form of a spec@.i.d
amount to be divided equally in the case of a p u p . In the case of cudeveloped ou@srt, only UP faculty, REPS, and stag eligible for the
Award shall receive iL The Award will be given during the annual
A cademic Distinction ceremony.
9.0 INCENTIVES
"
"
Chapter 9 lnce~ltives
b. Eligibility
in exceptional cases,
may be exfended up to six (6) months at most, which extension
must be justiped and proof of work thus far completed,
presented No addiiio~alfunds shall be provided for the
extension.
d Contract rate
1) The contract rate is b a d on the total number of Lours
(estimated and expected by the OWAA) to be spent by a grantee
on the project mdtiplkd by ars "hourly rate" that depends ors
the gruntee's rank
2) The Grant ussumes that la facully member teaches/work;r 10.5
mrifkdyear, 22 workireg daydmu~that 8 hourdday, which is
equivalent to 1,848 hours/yrr. An hourly rate is then obtained
By dividing the grantee's annual salag by total
teaching/working hours. This gives an hourly rate uf annual
salary/1,848 hours.
3) It is abo assumed that a grantee will work on the project for 3
kours/day, 33 days/monthfor 12 months. This amupits to 1,080
total hours of project work.
4) The contract rate, obtained by multiplying the total hours by the
hourly rate, shall amount to 1,080 hours x (annual sdary/1,848
hrs.), or approximafely58percent (58%) of the annual salary.
1) Applicm fs shall submid an application containing their textbook
proposal.
2). They shall lab0 state the number of semesters they have taught
the GE c o m efur whzkh they plan to wrife a t d b o o k and their
publicatiorts in that particular area, if any.
3) Their project must be oRe that can be completed in hvelve (12)
~n~nths.
b
4) A budget need not be sabdtikcb; the applicant may use the
contract fee for whatever research purpose she deem
necessary.
5) The proposal should have the endorseme~tof the unit's
textbook cummiftee or equivalent body and the department
Chair or Institube Director.
6) The r e c o ~ p c d i i z gCU sholl ascertain the applicant's track
f; Procedure
1) Applications shall be sent to the CU screening camnitfee for
tatbook grants or for the GE Program The Committee shall
forward its recommendatiom to the WM, ranking them
Chapter 9 Incentives
5) The
g. Release of funds
1) The Grant shall be uwarded in the form of a research contract
indicating the purpose, expected osr$ut, and intellectual
properfy rights of the parties involved
2) FVty percmt (5d%) of the Grant shall be paid upon skning the
contrack
3) The fmal installment of the Grant shall be released rafter the
manwcrjpt has passed a b h d review by two (2) referees.
h. Obligation of grantees
Chapter 9 Incentives
FulI-h*me faculty
and REPS faculty who developed
teachingAeurning materials for GE courses they teach rnay be
nominated for the Award The Award may be given to an individual
or group; in the ladder casey all members of the team who developed
the materials shall be eligible, provided they are full-time stafl of the
University.
c.
2) Fact-sheet specihing:
GE course where material is wed; course syllQbtls;
supplementary materials w e d together with the nominated
material; previous material used, if any; and
+ Semester when material was used; number of sections,
number of students, and professors yho wed the material.
3) To demonstrate the effeetive~msof the material, nominees shall
present feedback from studen& and faculty members using the
material and other evidence of fke material's impact such as
resulks of special imtrumen& used for evaluation of the
materiaL
Chapter 9 Incntives
the Grant.
2) Applicapldr who are applying for sabbatical for the f i t time
whose projects are not funded from other sources shall be given
priority.
c. Requirements and procedure
4) The
1-
:$?A.
shall submit .the f i n d
qhwab dh@ @X the sabbatscd
- - - - - -- - - - -- -.
----- . .
---
ou@ut to the
O W A
upon
2)
Gmntkts who fail to complj wibk the t e r m of the Grant s h d
rcfunr the full amount received. Furthermore, the$ s h d be
dkqualz#Z~d
from all UniversIty grmts.
Chapter 9 Incentives
b. Entitlements
Salary for the duration of the Grant
Other forms of allowances allowed by the Philippine
Government for travel abroad, e,g., pre-travel alIowance,
clothing allowance, subject to availability of funds, accounting
and auditing rules
c. Possible Funding Sources
9.3.3 Incentive Scheme for Administrators (1 161"' BUR meeting, Jui) 25,
2002; amended at 117?
meeting, Apr. Id, 20041
Heads of Units
Associate Deans
Deputy Directors
College Secretaries
Department Chairs
Chapter 9 Inc~ntives
Incentive
Funding Source
President
Chancellors
Vice Presidents
University Secretary
Assistant Vice Presidents
Assistant Secretary
University General Counsel
Board of Regents
President
Chancellors
Vice Presidents
University Secretary
Assistant Vice Presidents
Assistant Secretary
University General Counsel
Vice Chancellors
Vice Chancellors
Deans
Registrars
Directors of System Offfices
(Admissions, CIDS, UP
Press, CWS)
--
UP System (for
System Directors)
Constituent Unit
(for campus level
officials)
years;
c. A monthly allowmce of a f a d amunt for the spouse and
with jusfrIficabtabtons
clearly spelled u& [OC m m o no. ERR 04-088, Amg. 17,
20Ml
b. Other requirements
Class size
Size multiplier
Credit Load
0.33
1.0
0.67
2.0
1.00
3.0
Hunorariafor NSTP/CWTS
Honoraria for faculfy members handling NSTP/C WTS
courses should be charged against NSTP collections, not
against the overload budgea [Exec Cum meeting, Apr.l4,2204]
a
~nsuranee
for'NSTP Studeitls
1.0
1.25
1.5
1.75
2.0
2.25
Excellent
2.5
2.75
Satisfactory
Very Good
3
4
5
hc
Pass
Conditional
Good
Fail
Incomplete
H
P
F
*
Honors
Pass
Fail
[rn.4221
. .
during commencement exereism md o&a oEci$d '
Urlivwsity, it yas oficially idopted in 2000 and i t s a d d m
2001 [7L"d UC meeting, D;ec 6,2000: &eo. a m rllee&&;Feh. .2l92001,- 7p
K meetin& Feb. 28,20QIJh o d on the follohg mncept*:
'a
Afig s d i w g "sdbldy"
dumtukoy six dri ng kamawbopag
W01'apb nu simple njpnit .efegaa% mg pacm$, rrmlwog sa
h f w mat pi~~puImufim
tg mamahdz'ng grgrwo
rta s&a ping
fagapagdugtong~g bukas na b&gi no m a k a p n , B i h g
padiwa nmgmguhufugm din mag .salitmg rkablay"
Qwtimbmar I-mbIagr) M p m m hapaglaIag~ng hiiag~tmg
b g q Jgay rig &la 0 buotait, sa Balikat ng $&a wa ring fads
ngp@pahaIaga 0 pugpipifsgm sa wdbing bugq.
' SakiIi, A., Ang Sablay, 2002 Commencement Program, UPD Information Office
.
'
i