Analyzing the Merit System of Several State Universities in the Philippines Georgina M

INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 8, ISSUE 10, OCTOBER 2019 ISSN 2277-8616 Analyzing the Merit System of Several State Universities in the Philippines Georgina M. Dioses

Abstract— The study analyzed and compared the Merit System of several state universities of the country. It will also determine the awareness of faculty about their existing Merit System and its level of implementation in four State Universities in the region. The respondents are randomly selected from various campuses in each State University. The analysis of quantitative data was carried out using frequency counts and percentages. Findings revealed that Faculty respondents showed awareness of the policies and guidelines of the merit system in their respective institutions as to educational qualification, academic and administrative experience, and under the Professional Development. The policies and guidelines under adherence to the principles of merit, fitness, and equality in all aspects considered in this study were perceived by the faculty to be highly implemented. It is recommended that widest information dissemination should be conducted to the entire faculty under the state universities and colleges concerned to lead them for professional development and growth most especially for a chance to be promoted. The model Merit System as long as the standard is not lower than the Civil Service Commission Model Merit System need not be so high to attract faculty who are in the industry and practicing professionals to join the academe.

Index Terms— Civil Service Commission, Educational Attainment, Merit System, Promotion, Professionals, Professional Development ——————————  ——————————

1 INTRODUCTION Merit System is widely used in all State Universities and occupied the Philippines, public school system was put up Colleges in the Philippines. This is used as a basis in the from the primary to tertiary levels. The first was the Philippine Promotion and Recruitment process of SUCs, used as one of Normal College, now the Philippine Normal University and the bases for the expeditious approval or attestation of the Manila Trade School, now the Technological University of appointments and SUC accreditation to take final action on the Philippines. Today, the Philippines have 112 State appointments. The Model Merit System originated from the Universities and Colleges all these universities have their Civil Service Commission under Memorandum Circular No. Merit System. In 1999, [2] was issued. Under this order, CHED 19, s. 2005 [3]. Although there is a Model Merit System supervised institutions, or the Higher Education Institutions released by the Civil Service Commission, the SUCs and LUCs started to be integrated into State Universities and Colleges in were allowed to create their System to be approved by their Region 2. The Higher Education System is growing and a well- own Governing Board which shall be submitted to the CSC. established promotion and merit procedures model is needed. The SUCs are also permitted to upgrade their Merit System on The merit system is designed to ensure fair and open condition that the Qualification Standard is higher or equal recruitment, promotion, competition and employment with the Model Merit System of the CSC. At present, some practices free of political influence. Entrance to the SUCs are in the process of revising its Merit System due to government service is based on merit and fitness and it is one various reasons like the upgrading of research results in the of the characteristic of bureaucracy that has been recognized University, the quality of Faculty being recruited and worldwide. State Universities and Colleges has been promoted, the experience needed and the performance. proactively recruiting the best-qualified applicant for Hence, the result of this study can used as a reference in the permanent appointment to its vacant faculty positions using discussion of the merit system among State Universities and its Merit System. SUCs strictly adhere to the principles of Colleges. Moreover, this will also be used to answer some merit, fitness and equality: The selection of faculty should be confusions among faculty members in Region 2 regarding the based on the relative qualifications and competencies to use of the Merit System. The Civil Service Commission can perform the duties and functions required for the positions. likewise use this study as a basis for the upgrading of the CSC Each State Universities and Colleges are mandated to have Model Merit System taking into considerations some of the their Merit System using the Model Merit System established qualifications that a faculty should have. According to [1], for SUCs by the Civil Service Commission [3]. This is under many developing countries have shown great interest in the provisions of Item No. 2, Section 7, Book V of Executive improving their higher education systems, investing in their Order No. 292, otherwise known as the Administrative Code best institutions to transform them into world class of 1987; Memorandum Circular No. 38, s. 1993 dated universities. Improving the quality of a university begins with September 10, 1993; and Memorandum Circular No. 40, s. 1998 the examination of its faculty promotions and merit dated December 14, 1998 and in consonance with CHED procedures. As early as 1901, shortly after the Americans Circulars, DBM Circulars and the SUC Charter, each State Universities and Colleges are mandated to have their own ———————————————— Merit System using the Model Merit System established for Georgina M Dioses is from Isabela State University SUCs by the Civil Service Commission. Under this Section, the Governing Board of the university or college shall approve the

SUC Merit System which shall be submitted to the Civil University has a total size of 125. The data of the study was Service Commission. The approved Merit System shall be obtained through survey questionnaire. The questionnaire used as one of the bases for the expeditious approval or was pretested prior to the final survey. Corrections were made attestation of appointments and SUC accreditation to take and suggestions were incorporated in the instrument after the final action on appointments. The Non-submission of Merit pre-test. The improved Questionnaire was submitted to the System by the SUC within a specified period shall be members of the Advisory Committee before it was construed as adopting the Merit System established by the administered to the identified respondents. A formal request Commission. The Merit System is widely used by State was also made to secure approval from the University Universities and Colleges for new entrants in the Institution Presidents of each State Universities and Colleges in Region 2 and most importantly, for Promotion. Promotion is a very before the Questionnaires were administered. The data were strong motivation for a person who has the possibility to analyzed and computer-processed using the computer advance on a higher position through his career. A study software, Statistical Package for Social Sciences (SPSS) found that receiving job promotion leads to increase job applying the following statistical tools: satisfaction for academic staff. Job Satisfaction is very 1. The frequency counts and percentages were used to important for employees in an organization. On the other side, describe the profile of the respondents. the study of [5] enlightened the researchers to the 2. Weighted mean was used to determine the mathematical approach used for quality assurance and used respondent‟s perception on the merit system of SUCs in this approach to develop an educational quality assurance Region 2. model for college schools in the Philippines. On the other note, 3. The Likert type numerical scale with corresponding the study of job satisfaction among lecturers seems inevitable range and descriptions was used in evaluating the mean since an understanding of the factors involved in job values of merit system of SUCs in Region 2. satisfaction is vital in improving the happiness of workers [4] Job satisfaction influences the mental and physical wellbeing of the lecturers in their work, as well as the quality of their 3 RESULT AND ANALYSIS teaching. It also helps the university to retain the potential academics, lower absenteeism and turnover rate, as well as 3.1 Profile of Respondents meeting the demands of highly qualified faculty. Hence, Merit With regard to the age of respondents, out of the three System is one of the bases in promoting or in hiring highly qualified and competent faculty in State Universities and hundred twenty seven respondents, majority were at the age Colleges for natural vacant position among the universities. range of 30 to 39 years old or a total of 92 or 28 percent. This This study will provide the SUCs and the Civil Service was followed by 86 or 26 percent of the respondents with an Commission (CSC) important information regarding each age range of 40 to 49 and 82 or 25 percent with ages from 50 to SUCs Qualification Standard. 59 years old. There were 49 or 15 percent below 30 years old and the least is 18 or 6 percent who were 60 and above years 2 RESEARCH PROCESS old. Most of the respondents were female which comprised of Generally, this study assessed the Merit Systems of State 207 or 63 percent of the total respondents and the rest were Universities and Colleges in Region 2. The schools that were males with 120 or 37 percent. Majority, 233 or 71 percent of the involved in the study are Isabela State University, Cagayan respondents were married while those who were single State University, Nueva Vizcaya State University and Quirino comprised of 94 or 29 percent. With regard to the educational State University. The study aimed to assess the level of awareness of the faculty on their existing Merit System and background of respondents, it can be noted that majority, 100 determine the perception of the respondents on the level of or 31 percent of the respondents were master's degree holder implementation of their Merit System. Descriptive method of with units in doctorate, followed by 91 or 28 percent doctorate research and inferential statistics were used in this study. degree holders and 79 or 24 bachelor‟s degree holder with Inferential statistics was also used to test the hypothesis posed units in masters. Those with master's degree comprised of 41 in the study. The respondents of the study are faculty or 13 percent while 16 or 5 percent were holders of bachelor‟s members from the different State Universities and Colleges degree. As to the respondents‟ teaching experience, mostly (SUCs) in Region 2. Simple random sampling was used in the study in which had 5 and below years of experience numbering to 74 or 23 every faculty members from the different SUCs had an equal percent, followed by 66 or 20 percent with 6 to 10 years and 51 chance of being selected as respondents. The total number of or 16 percent with 16 to 20 of teaching experience. Thirty-nine faculty members from the different SUCs was 1,784, and a or 12 percent had a teaching experience from 11 to 15 years, 33 total of 327 were selected as respondents using the Slovin‟s or 10 percent with teaching experience of 21 to 25 years and 38 formula with 5% margin of error. The sample size for Cagayan or 12 percent who had been teaching for 26 to 30 years. The State University was 109, Nueva Vizcaya State University was least number of 26 or 8 percent were those respondents with 58, Quirino State University was 35 and Isabela State above 30 years of teaching experience. As to the respondents‟ 2551 IJSTR©2019 www.ijstr.org INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 8, ISSUE 10, OCTOBER 2019 ISSN 2277-8616 academic rank, majority of the respondents were holding publications and other Instructor I position a total of 85 or 26 percent, followed by 31 creative Works or 9 percent Assistant Professor IV and 22 or 7 percent who b. Published book: original, 4.03 Aware were Assistant Professor I, Assistant Professor II and edited or compiled, copy Associate Professor V, respectively. Twenty-one or 6 percent righted/ published were Instructor II, followed by 19 or 6 percent Instructor III c. Scholarly research/ 4.05 Aware and 17 or 5 percent each with Assistant Professor III and monograph/Educational technical articles in a Associate Professor IV positions. There were 14 or 4 percent technical/Scientific/professi Associate Professor III, 13 or 4 percent Associate Professor I onal journal including and 10 or 3 percent Associate Professor II. The respondents electronic and digital who were holding full professorship were distributed as journals included in the lists follows: Professor I, 6 or 2 percent; Professor III, 8 or 2 percent, of CHED, ISI, Harvard, Professor IV, 5 or 2 percent; Professor V, 6 or 2 percent; and SCUPUS and other journals of sterling reputation for Professor VI, 9 or 3 percent. international and national 3.2 Respondents Awareness on the Merit System d. For every instructional 3.99 Aware manual The following table presented the summary of the assessment 3.1 EXPERT SERVICES, TRAINING AND ACTIVE PARTICIPATION of the level of awareness on the merit system. IN PROFESSIONAL/TECHNICAL ACTIVITIES

TABLE 1 a. Training and seminars 4.05 Aware LEVEL OF AWARENESS ON THE MERIT SYSTEM IN THE STATE UNIVERSITIES AND COLLEGES IN REGION 2 b. Expert service rendered: Aware 1. EDUCATION Mean Verbal Interpretation b1. Expert services as 4.46 Aware adviser in doctoral a. Highest relevant academic 4.74 Very Aware dissertation, master‟s and degree or educational undergraduate thesis, or attainment their equivalents as b. Additional equivalent 4.44 Aware requirement‟s for the degree earned related to the completion of academic present position programs c. Additional credits earned 4.43 Aware b2. Certified services as 4.38 Aware (approved higher degree member of the Board of course) Examiners in the 2. ACADEMIC EXPERIENCE Professional Regulations a. Full-time academic service 4.63 Very Aware Commission (PRC) or in the in a state institution of Civil Service Commission higher learning (CSC b. Full-time academic service 4.38 Aware b3. Expert services in 4.33 Aware in an institution of higher accreditation/ quality learning other than SUCs, assurance work as member CHED-Supervised and of the Board of Director, TESDA Schools; service in a Accreditor, Member of the public or private research Technical Committee or institution Consultant Group in 2.1 ADMINISTRATIVE EXPERIENCE regional or national agencies a. Relevant full-time 4.36 Aware b4. Expert service per 4.09 Aware professional and technical discipline as testing officer experience in trade b. Experience in the public 4.31 Aware c. Year of services as coach 4.06 Aware and private basic institution /trainer of the students in 3. PROFESSIONAL DEVELOPMENT (IDENTIFY SPECIFIC official activities and adviser GUIDELINES BASE ON THE MANUAL) of accredited students organization a. Discoveries, patented 4.28 Aware d. Membership in 3.95 Aware inventions, innovations, professional

2552 IJSTR©2019 www.ijstr.org INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 8, ISSUE 10, OCTOBER 2019 ISSN 2277-8616 organizations/honor participation in professional/technical activities”, the societies and honor received respondents were aware of all the policies and guidelines under it as indicated by the mean ratings from 4.05 to 4.33. e. For current individual 4.21 Aware These are as follows: 3.2.1. “Training and seminars”; 3.2.2. membership in relevant “Expert service rendered”; 3.2.2.3. “Expert services as adviser professional organization in doctoral dissertation, master‟s and undergraduate thesis, or f. For academic honors 4.41 Aware their equivalents as requirement‟s for the completion of earned academic programs”; 3.2.2.4. “Certified services as member of g. Scholarship/ Fellowship. 4.33 Aware the Board of Examiners in the Professional Regulations This may be degree or non- Commission (PRC) or in the Civil Service Commission (CSC)”; degree granting 3.2.2.5. “Expert services in accreditation/ quality assurance h. Awards of distinction 4.17 Aware work as member of the Board of Director, Accreditor, Member received in recognition of of the Technical Committee or Consultant Group in regional achievement in relevant or national agencies”; 3.2.2.”Expert service per discipline as areas of testing officer in trade”; and 3.2.2.7. “Year of services as coach specification/profession /trainer of the students in official activities and adviser of and/or assignment of accredited student‟s organization”. As to membership, items faculty concerned Item 3.3. “Membership in professional organizations/honor i. Community Outreach 4.24 Aware societies and honor received” and 3.3.1. „For current j. Professional Examination 4.23 Aware individual membership in relevant professional organization‟: obtained mean ratings of 3.95 and 4.21, respectively. Result

implies that the respondents were also aware of the above As shown in the table, the respondents showed awareness on stated items on membership. Items “3.3.2. For academic the policies and guidelines of the merit system in their honors earned” and “3.3.3. Scholarship/ Fellowship. This may respective institutions especially in terms of educational be degree or non- degree granting” on the guidelines obtained qualification. The mean of 4.74 clearly indicated that they were a mean of 4.41 and 4.33, respectively which were both very aware about item 1.1 which is “Highest relevant described as Aware”. The respondents were also aware of the academic degree or educational attainment”. The mean values following items below which were all rated with means from of 4.44 and 4.43 also showed that they were aware on the other 4.17 to 4.23 or “Aware”: “3.4. Awards of distinction received two guidelines which are items 1.2, “Additional equivalent in recognition of achievement in relevant areas of degree earned related to the present position” and 1.3, specification/profession and/or assignment of faculty “Additional credits earned (approved higher degree course)”, concerned”; “3.5 Community Outreach” and, “3.6. respectively. As to academic experience, the mean of 4.63 also Professional examinations”. revealed that they were very aware of item 2.1.1, “Full-time academic service in a state institution of higher learning”. On 3.3 Level of Perception on the Implementation of Merit the other hand, they were also aware of item no. 2.1.2 System of State Universities and Colleges (SUCs) guideline which is “Full-time academic service in an Table 2 presented the level of perception on the institution of higher learning other than SUCs, CHED- implementation of merit system of state universities and Supervised and TESDA Schools; service in a public or private colleges (SUCs). research institution with a mean of 4.38. Under item 2.2, “Administrative Experience”, the respondents gave mean TABLE 2 ratings of 4.36 and 4.31 with a descriptive rating of aware on LEVEL OF PERCEPTION ON THE IMPLEMENTATION OF MERIT SYSTEM Items 2.3, “Relevant full-time professional and technical OF STATE UNIVERSITIES AND COLLEGES (SUCS) experience” and item 2.3.2, “Experience in the public and ADHERENCE TO THE PRINCIPLES OF Verbal private basic institution” Result reveals that respondents were Mean MERIT AND FITNESS AND EQUALITY Interpretation also aware of these policies and guidelines. All items under “Professional Development (identify specific guidelines base 1. Establish a sound procedure for on the manual)” were rated from 4.03 to 4.28 or “Aware”, recruitment, selection and appointment; 3.89 High They were as follows: Item 3.1, “Discoveries, patented reward, and promotion inventions, innovations, publications and other creative 2. Create and provide equal 3.91 High Works”; 3.1.2, “Published book: original, edited or compiled, opportunities for career development copy righted/ published; and 3.1.3, “Scholarly research/ monograph/Educational technical articles in a 3. Enhance individual and technical/Scientific/professional journal including electronic organizational effectiveness and 3.99 High and digital journals included in the lists of CHED, ISI, productivity Harvard, SCUPUS and other journals of sterling reputation for 4. Develop qualified, committed and 3.99 High international and national”; and 3.1.4 , “For every instructional motivated academic staff manual”; Under item 3.2, “Expert services, training and active

5. Provide a guide for speedy and fair REFERENCES 3.78 High resolution of complaints and grievances [1] Douglass, J., King C, & Feller, E “Globalization‟s Muse: Universities 6. Provide a framework for personnel and Higher Education Systems in a Changing World” Berkeley, 3.78 High discipline California: Berkeley Public Policy Press, Institute of Governmental Studies, University of California, Berkeley. 2009 Grand Mean 3.89 High [2] CMO No. 18, S.1999. “Issuance of the Implementing Guidelines on the Integration of CHED-Supervised Institutions to State As shown in Table 5, all the six policies and guidelines adhere Universities and Colleges (SUCs)” retrieved December 10, 2017, to the principles of merit and fitness and equality and were from www.ched.gov.ph/cmo-18-s-199, 1999 perceived by the respondents to be highly implemented as [3] CSC MC 19, s. 2005. “Model Merit Systems for Faculty Members of revealed by the mean ratings from 3.78 to 3.99. They are as State Universities and Colleges and Local Colleges and follows: “Establish a sound procedure for recruitment, Universities,: CIVIL SERVICE GUIDE” A Compilation of Issuances selection and appointment”; “reward, and promotion”; on Philippine Civil Service, retrieved November 27, 2017 from “Create and provide equal opportunities for career https://www.csguide.org/items/show/545 development”; “Enhance individual and organizational [4] Okpara, J., Squillace, M. and Erondu, E. (2005), "Gender differences effectiveness and productivity”; “Develop qualified, and job satisfaction: a study of university teachers in the United committed and motivated academic staff”; “Provide a guide States", Women in Management Review, Vol. 20 No. 3, pp. 177-190. for speedy and fair resolution of complaints and grievances”; https://doi.org/10.1108/09649420510591852 and “Provide a framework for personnel discipline”. Result [5] Lumagsao, R & Dellosa, R. “A Mathematical Model for Regional shows that the merit system in all aspects considered in this Quality Assurance of Higher Educational Institution in the study were observed by the faculty to be highly implemented. Philippines”. International Journal of Recent Technology and Engineering (IJRTE), Vol 8, Issue 1, May 2019 4 CONCLUSION Most of the respondents were female and married. Majority were master's degree holders with units in doctorate. Age ranges from 30 to 63 years old, mostly had 5 and below years of experience and were holding Instructor I position. Most of the respondents by institution were faculty members from Isabela State University followed by Cagayan State University, Nueva Vizcaya State University, and the least is from Quirino State University. The respondents showed awareness on the policies and guidelines of the Merit System in their respective institutions. The Merit system in all aspects considered in this study was observed by the faculty to be highly implemented. All the SUCs in Region 2 have an approved Merit System approved by the governing board and the Civil Service Commission. As to the requirements for Education, Experience, Training and Professional Development, the 4 SUCs differ on the Qualification Standards except for Eligibility. Cagayan State University does not have an indicator on Training. The research publication and training requirements for Isabela State University is too high as compared to the 3 SUCs in Region 2. The faculty awareness differed significantly in only two among the procedures and guidelines on Merit System when grouped according to SUCs particularly on the items: 1) full time academic service in state institution of higher learning; and 2) experience in public and private basic institution. It is also worth mentioning that the continuing process of the level of awareness on promotion should be strengthened through an orientation which should be conducted from time to time most especially for the newly hired faculty.