Commitment to Living Wage Employment Practices

The university adheres to the national mandate as regards salary equivalency through the Salary Standardization Law. This is generally based on the qualifications, credentials, and scholastic portfolio of the employees. This includes their research engagement, application of innovative pedagogical approaches, and integration of knowledge, thereby creating impact tot the community, at large.

Moreover, for the overload pay, the professor is given remuneration by their academic ranks and the professional degrees they have attained.  It is computed based on the number of units for the overload course and the pay is provided on the basis of the number of hours rendered and the qualifications of the professor.

Further, the university  hires applying faculty and non-teaching personnel  based on the qualifications and the minimum requirement who will join the dynamic workforce of the EVSU community.

The skills, professional contributions, and academic services  of the instructors and professors are also given merit by the institution’s human resource management office. For one, during the foundation week, the employees are given recognition with incentives to ameliorate their financial needs.

Overtime pay of the non-teaching personnel can also be claimed given the bulk of work and the need to expedite the allotted work

As mandated by the government, the salary standardization law provides comprehensive, fair, and substantial framework as to the salary increase of the employees. With this, the university strictly adheres and even provides employee orientation to the newly hired faculty and staff. This gives  them a cognizance as regards the incentives, service credits, overload pay, among others in the name of public service.

NBC – No. 597, Payroll

Empowering EVSU Workers: Uniting for Academic Freedom and Growth

Practicing the democratic spirit around the university system, EVSU vibrantly welcomes workers’ union and professional association in their exercise of their academic freedom as an independent entity. The collective negotiation agreement, for one, fosters strong conduit between the EVSU administration and the faculty and non- teaching workforce in terms of professional development, rights, and privileges.

Moreover, for the overload pay, the professor is given remuneration by their academic ranks and the professional degrees they have attained.  It is computed based on the number of units for the overload course and the pay is provided on the basis of the number of hours rendered and the qualifications of the professor.

The Eastern Visayas State University Faculty Association, headed by Assistant Professor Christopher Bacungan, provides opportunities to raise and address the concerns of the employees in the teaching profession, to wit- faculty development program, administrative remedies to existing issues, among others. The association also holds a yearly assembly to strengthen the bonds and to choose a new batch of officers who will lead the faculty workforce.

The registration of the faculty members during the pivotal events is a testament to their dedication promoting camaraderie and supporting whatever initiatives that the association aims to launch.

Meanwhile, the non-teaching personnel association aims to leverage the rights and privileges of the non-teaching employee across EVSU system. This also ascertains that every worker is given the privilege to develop themselves professionally by pursing further studies and to support them through various trainings and fora to efficiently exercise the very basic mandate and duties.

COR – NTPA COR – Faculty Association

EVSU’s Commitment to Inclusivity: Fostering Equality, Empowerment, and Diversity in the Workplace

The university welcomes employees without discrimination and prejudice in its hiring process and application criteria. They also accommodate applicants from various walks of life with diverse backgrounds and preferences. In its vacancy posting, the university acknowledges the essential role of skills and qualifications over physique and face value. Hence, they accommodate differently abled individuals whom they think they are qualified for such roles. Meanwhile, the university makes initiatives on spreading awareness with regard to the roles of men and women in the collective effort to advancing academic and administrative visions of the university. For one, the Gender and Development Office strongly advocates women empowerment and equality among all member of society. Breastfeeding areas were installed so as to address the gap in accommodating breastfeeding mothers who need to sustain the lactating needs of their babies. Moreover, the office proactively addresses gender-based issues and discrimination through proper orientation and seminar anchored on the legal premises that the university so adheres to.

Meanwhile, the university accommodates multifaith acclimatization as it deeply respects the individual religious and spiritual preferences. The establishment of the multifaith building paves the way toward non-discriminatory, healthy, and solemn expression of diverse religions across the EVSU system. For instance, before the annual commencement exercises began, the baccalaureate mass is held for Catholic believers, but a multifaith assembly also initiates spiritual activities to reflect upon the academic struggles they had struggled with, offering gratitude to the Almighty.

In the EVSU workforce, all employees from different age brackets are given equal rights and privileges by the university. Senior employees are respected and the younger faulty are encouraged to hone themselves professionally through advanced studies and professional engagement.

Indeed, EVSU promotes well-rounded treatment to employees who play indispensable role in advancing the visions and principles of the university.

Publication of Job Vacancies EVSU EOP Guidelines

EVSU’s Ethical Governance: Protecting Rights, Fairness, and Transparency

Eastern Visayas State University (EVSU) is firmly committed to upholding human rights and ethical employment practices. In line with Republic Act No. 9208 (Anti-Trafficking in Persons Act of 2003, as amended) and Republic Act No. 9231 (Elimination of the Worst Forms of Child Labor), EVSU declares that:

• We strictly prohibit forced labour, modern slavery, human trafficking, and child labour in all forms.

• We ensure that all employment, internships, and contractual engagements within the university are voluntary, fair, and lawful.

• We require our contractors, suppliers, and partners to uphold the same standards of dignity, freedom, and respect for human rights.

• We will take appropriate action against any violation of this commitment, including reporting to proper authorities as mandated by law.

EVSU affirms its responsibility to provide a safe, just, and ethical academic and working environment for all.

RA-9231 RA-9208

EVSU’s Commitment to Equal Treatment and Professional Growth

The university promotes fair and equal treatment to its employees from the highest ranks to those in the lower ranks in terms of remuneration, occupational health and safety, and access to benefits and incentives. Both regular employee and contract of service-based/ casual employees enjoy monetary benefits from regular salary to honorarium based on the length and duration of service rendered. The institution ascertains that whatever public service the employee renders has corresponding credit which will be taken into account by the human resource office.

Alongside this premise is the observance of reasonable working hours, safe working conditions, and non-discrimination protection.

Moreover, over the past years, the institution has been offering scholarship to qualified regular faculty and employees in advancing their studies or funding their thesis / dissertation endeavor. Meanwhile, the research and development office offers financial amelioration to faculty whose papers were accepted for presentation in the national and international colloquium, wherein registration and accommodation are usually provided, given that the paper has been presented during the institution- based research and development symposia.

Meanwhile, the institution’s external partnership with other agencies and other universities allows faculty in advance studies to be endorsed and be funded for masters an doctorate studies abroad. This is part of the intensified learning and development plan of the university which gives full support to qualified faculty to advance their academic portfolio.

EVSU’s equal treatment among its faculty make the its community a fertile ground for professional development, efficient results-based projects, and vibrant discourse toward achieving goals with excellence.

Learning and Development Policy

EVSU’s Merit-Based Promotions and Inclusive Human Resource Practices

Eastern Visayas State University values its faculty and non-teaching personnel as the lifeblood of academic and administrative operations. Merit and promotions are granted based on the state-mandated Salary Standardization Law, with faculty ranks aligned to CHED and DBM guidelines. Academic achievements, such as earning master’s or doctoral degrees, are recognized through rank increases, reflecting the university’s commitment to continuous learning and research-driven instruction.

EVSU upholds inclusive hiring by welcoming applicants of all genders, orientations, and abilities, focusing on skills, aptitude, and qualifications rather than physical attributes. The university affirms its dedication to equity, diversity, and fairness in employment.

As a of this commitment, EVSU has been awarded the Civil Service Commission’s PRIME-HRM Level II Recognition, affirming its strong commitment to meritocracy and excellence in public service.

The award highlights EVSU’s merit-based promotion system, where career growth is anchored on competence, performance, and integrity. It also recognizes the University’s inclusive HR practices, ensuring fair opportunities, professional development, and a supportive workplace for all employees.

This milestone positions EVSU as a model institution that values transparency, accountability, and people-centered governance in higher education.

NBC – No. 597 100% Compliant with PRIME – HRM Level II

EVSU’s Commitment to Fair Conflict Resolution and Ethical Governance

EVSU, as a proactive entity in dealing with administrative conflict and academe-related concerns, does not condone anomalies, maltreatment, duress, abuse, and unequal treatment among its employees. In other words, when a conflict arises between and among employees, the legal office deals with the case comprehensively and that the involved personnel are given sanctions should they be found that they become part of anomalies and irregularities, especially if this includes public funds and pecuniary concerns.

Through the HRMO orientation, the employees are well informed as regards the rights, duties, privileges as part of the government workforce. They are made aware of the remuneration scheme, incentives, gender and development safe space act, and professional development.

These initiatives make the university faculty-oriented entity in which faculty concerns are addressed based on the systematic bureaucracy anchored on the grievance manual.

Moreover, the university ascertains that those employees who violated institutional and governmental laws shall face corresponding punishment in accordance with the legal mandates and legislation.

Also, the Vice President of Administration and Finance serves as the appropriate avenue to discuss matters and issues initially, hoping for quick settlement of the concerns addressed. This systematic approach in dealing with the complaints, grievances, among others infers that the university does not condone malicious undertakings and misdemeanors from its employees.

2017 Grievance Machinery of EVSU

EVSU’s Commitment to Employee Rights, Welfare, and Collective Empowerment

The university values the dynamic presence of its employees, allowing faculty and staff to form associations and organizations, thereby becoming an avenue for dynamic discourse vis a vis the concerns raised, problems that persist, and issues that need remedy. These dynamics forge strong nexus between EVSU administration and faculty and personnel association. These groups become the scaffold to protect the rights and privileges of every faculty and staff in the university.

Additionally, annual assembly is held to maintain its vibrant role in strengthening camaraderie and intensifying collaborative spirit to efficiently perform their duties and responsibilities.

Meanwhile, employees enjoy labor privileges such as maternal leave, sick leave, not to mention the incentives and monetization in relation to service credit equivalency.

The collective negotiation agreement fosters robust connection in delineating the core functions and legal protocols as the employee performs his regular mandates. Moreover, it establishes the right to negotiate working conditions and pay together, considering the welfare of its employees. Its goal extends to administering the faculty performance in the academe and the consulting the association with regard to relevant program that may boost faulty morale.

EVSUFA, for example, a faculty-based association, maintains the academic freedom of the faculty, provides convivial support from among its members, and promotes the welfare of the instructors and professors in the university.

CNA-NTPA CNA-FA