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Contents
10.1 HIGHER STUDIES/DEGREE FELLOWSHIPS
10.1.1 Local Fellowships
10.1.2 Fellowships for Overseas Study
10.1.3 Study and Post-Study Grants
10.1.3.1 Doctoral studies fund
10.1.3.2 Honors faculty fast-track system
10.1.3.3 Sandwich Program
10.1.3.4 PhD Incentive Award
10.1.3.5 Contractual obligations
10.2 NON-DEGREE FELLOWSHIPS
10.2.1 Outbound Fellowships
10.2.2 Inbound fellowships
10.2.3 Grants
10.2.4 Guidelines regarding non-degree Fellowships
10.3 ATTENDING CONFERENCES/TRAINING PROGRAMS
10.3.1 Guidelines Governing Attendance in Conferences / Training
Programs
10.3.2 Entitlements
10.3.3 Obligations

10.0 FACULTY DEVELOPMENT

The University of the Philippines Diliman (UPD) encourages faculty members to
engage in value-adding activities that enable them to develop the essential skills
needed in their fields of specialization, and to update and broaden their knowledge
of their disciplines. The personal and professional growth of the faculty members
as educators in higher education are central to the fulfillment of UP’s mandate, as
the national university of the country, of setting the standard of excellence in
teaching, research, and extension service with the goal of becoming the model
graduate, research, and public service university in the country. [The University of
the Philippines Charter of 2008]

As an academic institution, UP is concerned not only with accelerating knowledge

production and the development of new technologies locally, but also with uplifting
the quality of education that it o!ers its students to create the next generation of
Filipinos with world-class expertise and competence in the di!erent fields and
disciplines. Faculty development has been consistently identified as a key factor in
improving quality of education and consequently, student learning. [CHED
Memorandum Order No. 29, s. 2009] UP, as the country’s national university, is also
envisioned to be transformed into a research university with national relevance
and global orientation. To achieve this transformation, UP must significantly
increase the number of high-quality faculty who are excellent, highly-trained
experts with PhD degrees and postdoctoral training in key research areas. [1275th
BOR Meeting on 24 November 2011]

To attain the University's vision of becoming a truly research-intensive university,

there is a need to create an enabling research environment and to equip our
faculty with expert knowledge, competencies and skills through postgraduate
studies. Furthermore, PhD faculty members who actively pursue research and
publish their work can infuse and enrich their teaching in the classroom and public
service/extension work in the field with new useful knowledge, creativity and
innovations derived from their own work. By way of this, they can also inspire
students and extension workers by serving as models or examples. [1313th BOR
Meeting on 11 December 2015]

Faculty development, therefore, is both a responsibility and a privilege of the

faculty members by virtue of their profession and their unique position in the local
academic sphere as part of UP’s roster of faculty. The University, for its part,
commits to provide this privilege to its faculty by ensuring their access to special
avenues and opportunities for faculty development such as scholarship programs,
exchange programs, fellowships, grants, incentives, and awards.

10.1 HIGHER STUDIES/DEGREE FELLOWSHIPS

Faculty development paves the way for the improvement of the academic
profile of the university’s faculty. As a university policy, faculty members are
encouraged to pursue graduate studies that are within the academic priorities
of their home unit and obtain Master’s or Doctoral degrees, here or abroad.
[1053rd BOR Meeting on 27 August 1992]

The common yardstick for measuring faculty competency is the attainment of

advanced degrees in the faculty members’ respective fields. Commission on
Higher Education (CHED) requires that faculty members of higher education
institutions have at least a master’s degree relevant to their field or discipline.
[CHED Memorandum Order (CMO) No. 40, s. 2008] UP works to improve the
academic profile of its faculty through the UP System Faculty and REPS
Development Program (FRDP), which takes the place of the UP Expanded
Modernization Program – Doctoral Studies Fund. [OVPAA Website]

All full-time university personnel, upon approval of their supervisor, unit head,
and chancellor, may enroll in university courses to obtain advanced degrees
relevant to their discipline and be entitled to 100% waiver of tuition, laboratory,
and miscellaneous fees. [1053rd BOR Meeting on 27 August 1991; 1175th BOR
Meeting on 25 September 2003]

Regular faculty members who demonstrate academic excellence and display a

potential for contributing to a research field, including those without MA/MS
degrees, may apply for support for doctoral studies. [Revised UP
Modernization Program, approved during the 1275th BOR Meeting on 24
November 2011]

Terms and conditions, application guidelines, and privileges of the di!erent

fellowships and study leaves for both local study and foreign study are similar
and will be further discussed in the following sections of this chapter.

10.1.1 Local Fellowships

The University provides its faculty with the opportunity to study locally,
either within UP or in other reputable local higher education institutions,
through local fellowships and study leaves with or without pay, while at the
same time retaining their status as faculty member of UP. They may also
opt to teach and study simultaneously in UPD without going on leave.
[1053rd BOR Meeting on 27 August 1992]

UP faculty members who plan to study locally, particularly those from the
regional constituent units, are encouraged to apply in the other UP
campuses that have a wider range of program o!erings. If the program for
which the faculty members wish to apply is not o!ered in any UP campus,
they may consider other local universities with good graduate programs.
The faculty’s department and college have the responsibility to assess the
record of the local university where the faculty member plans to study.
[1182nd BOR Meeting on 27 May 2004]

10.1.2 10.1.1.1 Support for study for full-time faculty members.

University support for full-time faculty members who
wish to study is governed by the following guidelines:

10.1.1.1.1 All full-time University personnel -

permanent or temporary, regular
incumbents or substitutes, casual or
contractual personnel, including
project personnel, provided the
appointment issued by the University
shall at least be co-extensive with the
semester or term of the personnel’s
enrolment - may enroll in university
courses to obtain advanced degrees
relevant to their field or discipline.

10.1.1.1.2 For faculty members, the relevant

fields shall be subject to the decision,
as a body, of the tenured faculty of
the college, considering the latest
developments in the discipline and
the growing multi-disciplinary nature
of certain fields of knowledge.

10.1.1.1.3 Regular full-time faculty members

who have completed their PhDs or
terminal degrees in the relevant
discipline may enroll in any field of
their preference.

10.1.1.1.4 To enroll in a course, all regular

personnel shall first secure the
approval of their immediate
supervisor, head of unit, and the
Chancellor. Approval of enrolment of
faculty members who have already
earned the highest degrees, however,
are for registration purposes only.

10.1.1.1.5 No faculty member shall be allowed to

enroll as student either within the UP
System or in an outside institution
without the permission of the Dean or
Head of Unit and the Chancellor.
Permission shall be granted only when
proposed study has been evaluated as
not detrimental to the faculty’s
e#cient performance of duties, upon
consideration of the nature and scope
of the course, the time that the course
requires, and the teaching load of the
faculty member. [Art. 260, Revised UP
Code, amended at the 836th BOR
Meeting on 30 August 1973].

10.1.1.1.6 The total teaching and study load of

the faculty shall not exceed 18 units
per semester unless with prior
approval by the Chancellor. [Art. 243,
Revised UP Code]

10.1.1.2 Study without leave (for UP faculty studying in

UP). The entitlements herein discussed apply to full-
time UP personnel studying in UP, i.e., enrolled in a
degree program o!ered in one of UP’s constituent
units.

10.1.1.2.1 All full-time UP personnel pursuing

higher studies shall have the privilege
of enrolling in the University at
reduced rates for up to nine (9) units
worth of undergraduate courses or six
(6) units worth of graduate courses
that shall be beneficial to their regular
work in the University or for their
professional growth. [Art. 243, Revised
UP Code] The tenured faculty of the
home unit should collectively decide
which fields are relevant to their
discipline.

10.1.1.2.3 Faculty-students of UPD shall also be

entitled to 100% waiver of tuition,
laboratory, and miscellaneous fees
(except student fund fees) for one
semester/trimester/term.

10.1.1.2.3 Regular full or part-time faculty

members who have reached the
terminal degrees in their fields may
enroll in any other field without paying
any fees. Approval from o#cials is for
registration purposes only.

10.1.1.2.4 The tuition, laboratory, and

miscellaneous fees privilege may be
renewed for another semester subject
to satisfactory scholastic performance
of the personnel. A copy of
grade incurred by the personnel
should be forwarded to HRDO and to
the unit head.

[Unless otherwise stated, all provisions were approved

during the 1175th BOR meeting on 25 September 2003]

10.1.1.3 Full study leave with pay. The following are the
guidelines governing full study leave with pay:
[1174th BOR Meeting, 27 August 2003]

10.1.1.3.1 A faculty member on full study leave

with pay shall be entitled
to the retention of the faculty item,
full salary and other benefits for
regular faculty on active service. These
benefits include eligibility for
promotions, and 100% waiver of
tuition, laboratory, and miscellaneous
fees, provided the study load is
approved by the faculty member’s
graduate adviser and department
chair.

10.1.1.3.2 Faculty members who are studying

locally may also be provided with
suitable faculty o#ce or desk space, to
the extent available.

10.1.1.3.3 Thesis or dissertation allowance and

tuition assistance for faculty studying
outside UP may be granted subject to
the recommendation of the AFPC,
availability of funds, and approval by
the Chancellor.

10.1.1.4 Full study leave without pay. The guidelines

governing full study leave without pay are:

10.1.1.4.1 Faculty members on full study leave

without pay shall be entitled to 100%
waiver of tuition, laboratory, and
miscellaneous fees provided the study
load is approved by the faculty
member’s graduate advisor and
department chair, subject to normal
academic [1174th
progress. BOR
Meeting on 27 August 2003]

10.1.1.4.2 The home unit of the faculty member

going on full study leave without pay is
allowed to hire a teacher substitute.
[1053rd BOR Meeting on 27 August
1992]

10.1.1.5 Load reduction for study (Study Load Credit).

Faculty members who are not on full study leave or
on fellowship and are enrolled in courses, whether
within UP or in another local university, may be
granted partial teaching load reduction for study
called Study Load Credit (SLC). [1053rd BOR Meeting
on 27 August 1992]

10.1.1.5.1 To be able to qualify for the SLC, a

faculty member must be a full-time
faculty member (regular incumbent or
substitute) enrolled in a graduate
program which is one of the academic
priorities of the department or
college.

10.1.1.5.2 SLC cannot be given for courses not

from a relevant discipline or not
included in the program of study.
Faculty members, however, may still
avail of the other privileges for study
without leave.

10.1.1.5.3 Granting of SLC entails reduced

teaching capacity for the faculty
student, the department, and the
college, and more teaching load on
the rest of the faculty. Thus, decisions
concerning SLC shall always be a
collective faculty decision subject to
consultation with the entire
department or college faculty.

10.1.1.5.4 Di!erent administrative guidelines

shall be followed by the faculty
member depending on the number of
units of SLC being applyied for.

(a) SLC of three (3) units or

less require the
recommendation of the
Chair and the approval by
the Dean and must be
reported to the
Chancellor immediately
after the last day of
registration.

(b) SLC of four (4) to six (6)

units shall be subject to
the consultation by the
Chair or Dean with the
department or college
faculty, recommendation
of the department Chair
or Dean, and approval by
the Chancellor.

(c) SLC of seven (7) or more

shall be subject to the
same procedure and
requirements as those for
full study leaves with
pay.

10.1.1.5.5 The total load per semester (teaching

load plus study load) of a faculty
member receiving SLCs shall be
subject to limits determined by the
President.

10.1.1.5.6 The SLC is awarded on a semester-by-

semester basis.

10.1.1.5.7 FSLCs may be renewed subject to the

satisfactory academic performance of
the faculty member in the previous
semester and the need of the
department or college for regular
faculty services. To apply for renewal
or extension of the SLC, the faculty
member shall submit True Copy of
Grades (TCG) to the Dean or head of
unit and to the HRDO.

10.1.1.5.8 No faculty member in the first

semester of teaching shall be granted
more than three (3) units of SLC or be
allowed to enroll in more than six (6)
units of graduate courses. Moreover,
no faculty member receiving SLC shall
be given administrative or research
duties simultaneously as it is expected
that the faculty student concentrate
on teaching and studying and not on
research or administration.

10.1.1.6 Support for study for part-time faculty members.

Provisions for full-time faculty shall also apply to all
regular part-time faculty with at least one year of
continuous service. Lecturers or Clinical Professors
without compensation are not classified as regular
faculty members.

Fellowships for Overseas Study

Sending faculty and REPS to study abroad allows the entry of new
knowledge, which translates into the improvement of UPD’s existing
academic programs and the possible creation of new programs. Study
abroad may be through study leaves with or without pay and foreign
fellowships.

Study abroad programs fulfill the University’s goal to lead in setting

academic standards and initiating innovations in teaching, research and
faculty development in philosophy, the arts and humanities, the social
sciences, the professions and engineering, natural sciences, mathematics,
and technology: and maintain centers of excellence in such disciplines and
professions. [Sec 3, RA 9500]

UPD sends faculty for various study categories based on an administrative

framework that prescribes the minimum qualifications, document
requirements and application procedures, scope/duration, incentives, and
contractual obligations.

The entire duration of study of whatever category will be covered by a

Travel Authority issued by the Chancellor. (See Chapter 17.0 for details on
Travel Authority)

10.1.3 10.1.2.1 Full study leave with pay. A faculty member who
satisfies all the following conditions may avail of full
Study
study leave with pay or faculty fellowship: [1053rd
and BOR Meeting on 27 August 1992]

Post-
10.1.2.1.1 The faculty member must exhibit
Study exemplary teaching ability as
indicated by SET results, a
commitment to serve as a UP faculty
member, and a positive evidence of
interest in further academic and
professional development. The faculty
member shall also possess good
undergraduate or graduate academic
record, good physical health, and the
potential to complete advanced
graduate studies and research.

10.1.2.1.2 The faculty member must be tenured

or should be under consideration for
tenure, must have served at least one
(1) year as a regular UP faculty
member and must also be occupying
a faculty item (i.e., not a faculty
substitute or contractual faculty) at
the start of the study leave or upon
being awarded the fellowship.

10.1.2.1.3 The faculty member must not hold a

rank higher than Assistant Professor
and must not be more than forty (40)
years old. In highly meritorious cases,
the conditions on maximum rank or
age may be waived upon the
recommendation of the APFC and the
approval of the Chancellor. For
instance, the age limit may be
elevated to forty-five (45) years for
graduate studies abroad and to fifty
(50) years for local graduate studies.
[1101st BOR Meeting on 26 September
1996]

10.1.2.1.4 The faculty member shall enroll in a

graduate program that is part of the
academic priorities of the department,
college, and of the constituent
university (CU).

10.1.2.1.5 The choice of the degree program as

well as the college of enrolment shall
be subject to the approval of the
following units and o#cials, in the
following order:

(a) Department APC (if any)

(b) Department Chair (if any)

(c) College APC or Executive

Committee

(d) Dean

(e) CU Academic Personnel and

Fellowship Committee (APFC)

(f) Chancellor

The department or college cannot hire a substitute when it

allows a faculty member to go on full study leave with pay,
as the funds will be used for the faculty’s study. Thus, in
recommending a paid full study leave, the rest of the
department or college faculty commits itself to take over
the teaching load and other duties of the faculty member
going on full study leave. In this light, the decision to allow
any faculty member to go on paid full study leave shall be a
collective faculty decision. Before the Chair and Dean
recommends full study leave with pay, the rest of the
department shall be informed in writing (either by the
Chair or Dean) and there shall be at least a consensus
among the faculty on their commitment to shoulder take
on the additional load.

10.1.2.2 Full study leave without pay. The University

consistently encourages and supports the pursuit of
advanced graduate studies by its faculty members
through monetary and non-monetary incentives. The
same general provisions for full study leave with pay
shall be followed by faculty members who intend to
avail of full study leave without pay.

Faculty members on full study leave with or without

pay shall be entitled to full de-loading from regular
faculty duties.

10.1.2.3 Obligations and other conditions. UP Faculty

receiving full or partial load reduction are covered by
the following rules. [1053rd BOR Meeting on 27
August 1992]

10.1.2.3.1 The faculty must have proven teaching

ability and commitment to serve as a
UP faculty member and good
academic record.

10.1.2.3.2 The faculty must be tenured, or

should be under consideration for
tenure, must have served at least one
year as regular faculty, and must have
a faculty item at the start of the
award.

10.1.2.3.3 The graduate program being enrolled

in must be an academic priority of the
home unit or university.

10.1.2.3.4 Faculty must study full time, carry the

normal graduate load for the
program, and not engage in any other
employment during fellowship or full
study leave.

10.1.2.3.5 Faculty must sign a return service

contract with the University and a
corresponding suretyship agreement.

Grants

10.1.3.1 Doctoral studies fund

The use of the doctoral studies fund is governed by the following

guidelines: [1275th BOR meeting on 24 November 2011]

10.1.3.1.1 Awardees of the University-sponsored

MS or PhD fellowship program for local
study shall receive support for tuition,
salary, and a start-up grant up to PHP 2.5
million from the EIDR Program upon
completion of PhD. The faculty’s home
unit shall also receive support for the
hiring of a substitute teacher.

10.1.3.1.2 Awardees of foreign MS/MA or PhD

fellowship shall receive support for
tuition, salary, round trip airfare, living
allowance, and a start-up grant up to Php
2.5 million upon completion of PhD.
Similarly, support for the hiring of a
teacher-substitute shall be provided to
the faculty’s home unit.

10.1.3.2 Honors faculty fast-track system

The honor graduate faculty recruitment, mentoring and PhD

development program aims to recruit the honor graduates (HGs) of
the undergraduate program of an institute to become faculty
members and to pursue an academic research career in UP. It aims to
identify potential HGs before graduation and o!er them an attractive
academic research development package that includes (a) higher
instructor positions, (b) protected time for research, (c) intensive
training on leadership, research mentoring and research-based
teaching, (d) opportunities for networking with UP Visiting Professors
and with research leaders from other local and foreign institutions,
and (e) support for PhD studies. Regarding the latter, the program:
[1275th BOR meeting on 24 November 2011]

10.1.3.2.1 Guides the HG faculty to plan his/her

graduate studies aligned with the
research priority areas of the institute,
thus creating a critical mass of research
faculty with expertise in related fields.
The area of expertise to be pursued for
PhD must grow the research capabilities
of the institute, and should be di!erent
from, but complementary to the existing
expertise.

10.1.3.2.2 Fast-tracks the PhD studies of the HG

faculty by encouraging HG faculty to
pursue PhD studies in leading institutes
in UP, or, to avoid inbreeding and to
provide great intellectual challenge, in
the best universities abroad.

10.1.3.2.3 Provides funds for the required

examination or application fees for PhD
studies.

10.1.3.2.4 Provides fellowship for PhD studies in UP

or abroad within one to two (1-2) years
after joining the institute, even without
tenure, as long as the faculty has
published a paper in an international
peer-reviewed, high quality journal.

10.1.3.2.5 Provides funding support for a fellowship

under the rules and regulations of the
UP Expanded Modernization Program in
regard to the signing of contracts,
submission of technical and financial
reports and other requirements.

10.1.3.2.6 Provides (airfare) funding for return visits

when the PhD student has passed the
candidacy or qualifying exam and has
become a PhD candidate, so the student
continues to align the research project
with the institute’s priorities.

10.1.3.2.7 Assures that the PhD graduate or

postdoctoral fellow of a faculty item with
a fair and attractive promotion or rank
depending on the number of high-quality
publications and other academic output
upon the faculty’s return to the institute.

10.1.3.2.8 Provides a start up grant to the PhD

graduate or postdoctoral fellow under
the OVPAA EIDR (Emerging
Interdisciplinary Research) program and
provide opportunities for sustaining the
research through competitive grants, so
that a project related to the dissertation
can be immediately pursued.

10.1.3.2.9 Arranges a housing loan, schooling for

children and provide other economic
benefits and incentives.

10.1.3.2.10 Seeks to obtain support from the

Philippine government, from UP alumni
and from the private sector to support
the PhD and postdoctoral studies of UP
faculty.

10.1.3.3 Sandwich Program

Grants given under this program are designed for faculty members or
REPS who are in the final year of their PhD program in a foreign
university and need financial support to complete their degree. It also
covers up to one (1) year of study abroad under the PhD "sandwich"
program (in which the doctoral student enrolled in UP spends a year in
a foreign university to work on the dissertation). [1153rd BOR meeting,
30 August 2001]

10.1.3.4 PhD Incentive Award

This grant, under the O#ce of the Vice-Chancellor for Research and
Development (OVCRD), aims to provide the necessary incentive and
support to Faculty Members and Research, Extension, and
Professional Sta! (REPS) of UP Diliman who recently obtained their
PhD or equivalent to establish their research or creative work in UP
Diliman.

It also aims to serve as an incentive for these new doctoral degree

holders to publish their dissertation works in reputable, refereed
journals or exhibit their creations in prestigious venues or events. In
this way, the grantee can begin establishing a publication record or
exhibition record that will strengthen the chances of obtaining future
grants for further research or creative work. [OVCRD PhD Incentive
Awards Guidelines]

10.1.3.5 Contractual obligations

Faculty members who avail of study leave must abide by contractual

obligations as detailed below.

10.1.3.5.1 All faculty members who are granted

study leave with or without pay shall sign
10.2 a return service contract with the

NON- University and a corresponding

suretyship agreement before the start of
DEGREE the study.

10.1.3.5.2 The number of years of service which

must be returned shall depend on the
type of study leave or fellowship and the
expenses incurred by the University.

10.1.3.5.3 UP faculty and sta! shall not be allowed

to sign any suretyship agreement as
guarantor unless they are relatives of the
faculty student.

10.1.3.5.4 For faculty members on full study leave

with pay, the additional contractual
obligations are as follows: [1053rd BOR
meeting, 27 August 1992]

(a) For local fellows and those

on paid full study leave in

the country, the contract
shall stipulate, among
other things, a return