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University Directory

Office of the President — Thu, 20 Feb 2025 02:52:12 +0000

Office of the President

Office	Head of Office	Email Address	Alternate Contacts	Office Address
Office of the President	Frederick T. Villa, DT University President	info@slsu.edu.ph ftvilla@slsu.edu.ph	(042) 540-6635 SLSU Main	3rd Flr, Left Wing, Admin Bldg., SLSU, Lucban
Presidential Management Coordinating Office	Ms. Maritess O. Villa Officer in Charge	maritessovilla@gmail.com movilla@slsu.edu.ph	(042) 540-6635 09082270229	3rd Flr., Left Wing, Admin Bldg., SLSU Main, Lucban, Quezon
Office of the University and Legal Counsel	Atty. Gear G. Arellano Attorney IV	legalaffairs.slsu@gmail.com geara@slsu.edu.ph		2nd Flr., Business Resource Center, SLSU Main, Lucban, Quezon
MIS-ICT Office	Mr. Francis Ervin F. Pasumbal Information Technology Officer I	slsumis-ict@slsu.edu.ph kikkopasumbal@slsu.edu.ph	09543303888 MIS-ICT Facebook	SLSU Main Campus, MIS-ICT Bldg. Brgy, Kulapi, Lucban, Quezon
Information and Communications Office	Ms. April Arianne A. de Leon Information Officer III	reports@slsu.edu.ph ms.aprildeleon@gmail.com	09755697088	3rd Flr, Left Wing, Admin Bldg., SLSU, Lucban
University and Board Secretary	Ms. Aurora L. Sumague Board Secretary V	slsu_ubs@slsu.edu.ph slsu.ubs@gmail.com		4th Floor Administration Building, SLSU Main Campus, Brgy. Kulapi, Lucban, Quezon
International Affairs and External Linkages Office	Joanna Paula E. Verano, DBA Associate Professor	iaa_office@slsu.edu.ph iaa.office2020@gmail.com joannapaula.ellaga@slsu.edu.ph	SLSU IAELO	2nd Floor Admin. Building, SLSU Lucban, Quezon
Internal Audit Office	Melanie S. Cadao, DBA Assistant Professor	mcadao@slsu.edu.ph slsu.ias2022@gmail.com	SLSU IAS	2nd Floor, Right Wing, Administration Building, SLSU, Lucban
Quality Assurance Office	Gillian Portia P. Dimaranan, DEM Associate Professor	qms@slsu.edu.ph qa.slsu@gmail.com gdimaranan@slsu.edu.ph	SLSU ODIQA SLSU QA Staff	2nd Floor, Right Wing, Administration Building, SLSU, Lucban
Planning Office	aProf. Jed Frank S. Marqueses Assistant Professor IV	planning@slsu.edu.ph jmarqueses@slsu.edu.ph	09764776618 SLSU PDO	Address: Ground Flr., Radio and TV Broadcasting Station, SLSU Main, Lucban, Quezon
Project Management Office	Engr. Melvin A. Makipagay Project Development Officer III	pmo@slsu.edu.ph mmakipagay@slsu.edu.ph	SLSU Project Management Office	SLSU Main Campus, MIS-ICT Bldg., Brgy. Kulapi, Lucban, Quezon
External Resource Linkages Office	Cecilia S. Navasero-Gascon, PhD University Professor	rlo@slsu.edu.ph cngascon@slsu.edu.ph	Slsu Rlo Staff	2nd Floor, Right Wing , Administration Building , SLSU, Lucban

Academic Affairs

Office	Head of Office	Email Address	Alternate Contacts	Office Address
Office of the Vice President for AA	Dhenalyn A. Dejelo, PhD Vice President for Academic Affairs	vpaa@slsu.edu.ph	042) 540-5541	3rd Floor SLSU Administration Bldg. Lucban, Quezon
Office of Instruction	aProf. Percival C. Verano, MAN Assistant Professor	instruction@slsu.edu.ph pverano@slsu.edu.ph	SLSU ODIQA	2nd Floor SLSU Administration Bldg. Lucban, Quezon
Office of Student Affairs Services	aProf. Aurelio Teodoro D. Maguyon III Assistant Professor	osas@slsu.edu.ph atmaguyon@slsu.edu.ph	(042) 540-7645 SLSU OSAS	Southern Luzon State University, 2nd Floor CABHA Building, Brgy Kulapi, Lucban, Quezon
Guidance Office	Joanna Rodessa R. Capilitan, RGC Guidance Counselor III	slsu_guidanceoffice@slsu.edu.ph	(042) 540-3949 Guidance Office
Student Admission Office	aProf. Gerald R. Villaseñor Assistant Professor	admission@slsu.edu.ph slsuadmissions@gmail.com	09055224341 09518686391 09512179881 SLSU Admission	Brgy. Kulapi Lucban Quezon MIS Bldg.
University Registrar's Office	aProf. Mariebeth P. Seño, MIS Assistant Professor	slsuregistrar@slsu.edu.ph mpseno@slsu.edu.ph	(042) 540-4763 09937572232 SLSU Registrar	1st Floor, Gomburza Bldg., SLSU Main Campus, Quezon Ave., Brgy. Kulapi, Lucban, Quezon
University Library	Ms. Jane L. Garay Information Officer II	slsulibrary2020@slsu.edu.ph slsumainlibrary2024@gmail.com jgaray@slsu.edu.ph	SLSU Library	University Library Bldg., Southern Luzon State University, Brgy. Kulapi, Lucban, Quezon
National Service Training Program	Prof. Aurelio Teodoro D. Maguyon III Assistant Professor	slsu_nstp@slsu.edu.ph	09189510457 SLSU - OSAS NSTP

Colleges

College	Head of Office	Email Address	Alternate Contacts	Office Address
Graduate School	Mari Jane A. Lee, PhD Associate Professor	slsu_gs@slsu.edu.ph jongjanelee@yahoo.com.ph	09483873894 SLSU Graduate School	Lucban-Tayabas Rd Brgy. Kulapi
College of Medicine	Paulo Maria N. Pagkatipunan, DPA, DrPH Dean	com@slsu.edu.ph comslsu@gmail.com	College of Medicine	PNS Bldg., SLSU Lucena, Lucena City
College of Administration, Business, Hospitality, and Accountancy	Chona V. Cayabat, DBA Associate Professor	slsucabha@slsu.edu.ph chona.cayabat@slsu.edu.ph chona_cayabat@yahoo.com	(042) 540-6291 SLSU CABHA	2nd Floor, CABHA Bldg.
College of Agriculture	Juanita T. San Jose, PhD Associate Professor	slsucag@slsu.edu.ph jsanjose@slsu.edu.ph juanitasanjose30@gmail.com	(042)-540-4653 SLSU Agriculture	Brgy. Ayuti, Lucban, Quezon
College of Allied Medicine	Rosalinda A. Abuy, PhD Associate Professor V	slsucam@slsu.edu.ph roaabuy@slsu.edu.ph	(042)-540-6638 09178851252 SLSU CAM	Melchora Aquino Bldg. Brgy. Kulapi Lucban, Quezon
College of Arts and Sciences	Shiela M. Manzanilla, PhD Associate Professor	cas@slsu.edu.ph smanzanilla@slsu.edu.ph	(042)-540-5125 09683534847 SLSU CAS	Jose Rizal Building, SLSU Main Campus
College of Engineering	Maria Corazon B. Abejo, PhD Associate Professor	cen@slsu.edu.ph mabejo@slsu.edu.ph cora_abejo2002@yahoo.com	(042) 540-4271 SLSU CEN	Marcelo H. Del Pilar Bldg., SLSU Main Campus, Brgy. Kulapi, Lucban, Quezon
College of Industrial Technology	Ricaryl Catherine P. Cruz, EdD Associate Professor	cit@slsu.edu.ph rcruz@slsu.edu.ph slsucit2020@gmail.com	(042) 540-4229 09920691707 SLSU CIT	Gat Andres Bonifacio Building, Brgy. Kulapi, Lucban, Quezon
College of Teacher Education	Vanessa C. Zubieta, PhD Associate Professor	cteslsu@slsu.edu.ph vzubieta@slsu.edu.ph evebdalmacion@gmail.com	(042) 540-5656 SLSU CTE	Brgy. Kulapi, Quezon Avenue, Lucban, Quezon
Institute of Human Kinetics	Assoc. Prof. Federico A. Ceribo Associate Professor	slsuihk@slsu.edu.ph fceribo@slsu.edu.ph remoroza.justine@gmail.com	(042) 540-5098 SLSU IHK	Southern Luzon State University Main Campus
Laboratory School	Assoc. Prof. Rizaide A. Salayo Associate Professor	slsu_labschool@slsu.edu.ph rsalayo@slsu.edu.ph slsu.labschool@gmail.com	(042) 540-7576 09206277434 SLSU Laboratory School	Brgy. Kulapi, Lucban, Quezon

Campuses

Campus	Head of Office	Email Address	Alternate Contacts	Office Address
SLSU Alabat	Lyn V. Tapan, MAEd Assistant Professor	slsualabat@slsu.edu.ph slsu_alabat@yahoo.com lhengvargas84@gmail.com	0962 366 2556 SLSU Alabat	Francia St., Brgy. 5 Poblacion, Alabat, Quezon
SLSU Catanauan	Cerfred A. Alcantara, MT Assistant Professor	catanauan@slsu.edu.ph slsucatanauan123@gmail.com cerfredalcantara@gmail.com	(042) 315-8145 0967-081-6117 SLSU Catanauan	Brgy. San Antonio Pala, Catanauan, Quezon
SLSU Gumaca	Imelda A. Tangalin, PhD Associate Professor	slsugumaca@slsu.edu.ph emytangalin@slsu.edu.ph	(042) 785-5941 (042) 317-7813 09482473648 SLSU Gumaca	Brgy. Villa Nava, Gumaca, Quezon
SLSU Infanta	Violeta N. Coronacion, PhD Associate Professor	infanta@slsu.edu.ph violetocoronacion@gmail.com	(042) 784-2987 SLSU Infanta	Brgy. Tongohin, Infanta, Quezon
SLSU Lucena	Jess Mark L. Alinea, PhD Associate Professor	slsulucena@slsu.edu.ph icolucena@slsu.edu.ph jalinea@slsu.edu.ph jessmarkalinea@gmail.com	09159619205 SLSU Lucena	Purok Baybayin, Brgy. Ibabang Dupay, Lucena City, Quezon 4301
SLSU Polillo	Ethel Q. Quesea Assistant Professor	slsupolillocampus@gmail.com equesea@slsu.edu.ph	09759637930 09601082744 09424751706 SLSU Polillo	Brgy. Sibulan, Polillo, Quezon
SLSU JGE Tagkawayan	Edsel P. Paroan Campus Administrator	slsu-jge@slsu.edu.ph jgeclgadmn@slsu.edu.ph misjge@slsu.edu.ph panyongpira@slsu.edu.ph	(042)373-4768 (042) 421-4284 SLSU Judge Guillermo Eleazar	Barangay Rizal, Tagkawayan, Quezon
SLSU Tayabas	Mr. Reymar A. Ortega Instructor	slsutayabas@slsu.edu.ph slsutayabas@gmail.com rortega@slsu.edu.ph	SLSU Tayabas	Brgy. Ibabang Palale, Tayabas City, Quezon
SLSU Tiaong	Alma J. Caringal, MA Assistant Professor	slsu_tiaong@slsu.edu.ph ajcaringal721@gmail.com	09647361435 SLSU Tiaong	Brgy. Lagalag, Tiaong, Quezon

Administrative and Financial Affairs

Office	Head of Office	Email Address	Alternate Contacts	Office Address
Office of the Vice President for AFA	Arvin N. Natividad, DIT Associate Professor II	slsuafa@slsu.edu.ph anatividad@slsu.edu.ph	(042) 540-5541	3rd Floor, Administration Building, SLSU Lucban, Quezon
Chief Administrative Officer	Erwin D. Villaverde, DBA Chief Administrative Officer	jnp.cao.slsu@gmail.com erwin_v99@yahoo.com.ph	(042) 540-4816	4th Floor, Administration Building, SLSU Lucban, Quezon
Human Resource Management Office	Ms. Margarita L. Placino Supervising Administrative Officer	slsuhrmo@slsu.edu.ph marga_lucban@yahoo.com slsurecruitment.nonteaching@gmail.com	(042) 540-6608 HRMO Facebook	2nd Floor, Administrative Building, SLSU Main Campus
Faculty and Staff Development Program	Helene D. Daya, PhD Supervising Administrative Officer	slsufsdp@gmail.com	(042) 540-6608 FSDP Facebook	2nd Floor, Administrative Building, SLSU Main Campus
Records Management Office	Ms. Eliza P. Beltran Administrative Officer V	slsurecords@slsu.edu.ph slsurecords@gmail.com	SLSU Records Management Office	Barangay Kulapi, Lucban, Quezon, 4328
General Services Office	Engr. Ronelito O. San Jose Administrative Officer V	physicalplantfacilities@gmail.com rsanjose@slsu.edu.ph ronelitos@yahoo.com	General Services Facebook	Quezon Avenue, Brgy. Kulapi, Lucban, Quezon
Procurement Office	Ms Maridel C. Zabella Administrative Officer IV	slsuprocurement@slsu.edu.ph	(042) 540-6519	Main Campus
Supply & Property Office	Mr. Victor V. Villon Administrative Officer V	slsusupply@slsu.edu.ph victorvvillon@gmail.com	(042) 540-7650	Main Campus
University Health Services	Jerry M. Imperial, RN Nurse	slsu.healthservicesunit@gmail.com	(042) 540-8637 University Health Services	Ground Floor, CABHA Bldg.
Civil Safety and Security Unit	Francisco N. Beltran, PhD Professor	slsu.cssu@gmail.com 0901francisbeltran@gmail.com		Civil Safety and Security Unit
Disaster Risk Reduction & Management Coordinating Office	Vanessa S. Cadeliña, LPT, MAT-PHY Assistant Professor I	drrmco@slsu.edu.ph slsudrrmo@gmail.com	DRRMO Facebook	Brgy. Kulapi, Lucban, Quezon
Accounting Office	Catherine L. Guia, PhD Accountant III	slsuacctg@gmail.com catherineguia@slsu.edu.ph	(042) 540-1728	1st Floor, Admin Building, Quezon Ave. Ext., Brgy. Kulapi, Lucban, Quezon
Budget Office	Ms. Maria Cristine D. Absulio Supervising Administrative Officer	slsubudget@slsu.edu.ph slsu.budgetoffice@gmail.com mariacristine_absulio@yahoo.com	(042)540-7523 09694616587 Budget Office Facebook	Quezon Avenue, Brgy. Kulapi, Lucban, Quezon
Cashier's Office	Ms. Venice Kay-Ann S. Oblenida Administrative Officer III	slsu.cashier12@gmail.com slsucashier@slsu.edu.ph vkrsj15@gmail.com	(042) 540-5185 Cashier's Office Facebook	Admin Building, Quezon Ave. Ext., Brgy. Kulapi, Lucban, Quezon
Business Affairs Office	Maritess P. de Veluz, MAE Assistant Professor II	slsubao@slsu.edu.ph mdeveluz@slsu.edu.ph	(042) 540-6195	2nd Flr, Business Resource Center, SLSU Main, Lucban, Quezon
SLSU Hotel and Cafe	(042)540-2597			Business Resource Center, SLSU Main, Lucban, Quezon

Research, Extension, Production, Development, and Innovation

Office	Head of Office	Email Address	Alternate Contacts	Office Address
Office of the Vice President for Research, Extension, Production, Development, and Innovation	Assoc. Prof. Marissa C. Esperal, PhD, RGC, RPsy Associate Professor V	ovp_repdi@slsu.edu.ph	(042) 540-5541	3rd Floor, Administration Building,SLSU Lucban, Quezon
Office of Extension Services	Felino J. Gutierrez, Jr., PhD Assistant Professor	extensionservices@slsu.edu.ph felinogutierrezjr@gmail.com	(042) 540 8506	REPDI Bldg., SLSU Main Campus, Lucban, Quezon
Office of Production Services	Carl B. Monterey Associate Professor	production@slsu.edu.ph cmonterey@slsu.edu.ph	(042)540-1115	2/F, REPDI Bldg., SLSU Main, Lucban, Quezon
Mt. Banahaw Forest Protection and Conservation Unit	Francisco N. Beltran, PhD Professor	slsubanahaw@gmail.com mbfpcu@slsu.edu.ph 0901francisbeltran@gmail.com	SLSU Mt. Banahaw	2nd Floor, GOMBURZA Building, SLSU Lucban, Quezon
Production - Sanitation Facility	Vanessa S. Cadeliña, LPT, MAT-PHY Assistant Professor	production@slsu.edu.ph vanessa.cadelina110381@gmail.com	(042) 540-1115	SLSU Upper Main Campus, Brgy. Ayuti, Lucban, Quezon
Office of Research Services	Nicanor L. Guinto, PhD Professor	research@slsu.edu.ph nguinto@slsu.edu.ph	0948-650-1270	2/F REPDI Bldg., SLSU, Lucban, Quezon
Microbiology Research and Testing Laboratory	Dr. Roberth Riggs Rondilla Instructor I	mrtlab@slsu.edu.ph	(042) 540-6185	College of Agriculture, Brgy. Ayuti, Lucban, Quezon
Tissue Culture Laboratory	Dott. Wilfredo B. Barrera Jr. Assistant Professor	slsutcl@slsu.edu.ph wbarrera@slsu.edu.ph	09762068368	Tissue Culture Laboratory Brgy. Ayuti, Lucban, Quezon
Center for Hazards and Environmental Resource Mapping	Mr. Anthony L. Empamano Planning Officer I	cherm4a@slsu.edu.ph alempamano@slsu.edu.ph cherm4a@gmail.com	SLSU Center for Hazard and Environmental Resource Mapping	2F, DOST PSTO Quezon Bldg., Ibabang Dupay, Lucena City
Innovation and Technology Support Services Office	Renato R. Maaliw III, DIT Professor I	itsso@slsu.edu.ph rmaaliw@slsu.edu.ph itsso.slsu@gmail.com	(042) 540 1115 0998 900 1045 SLSU Innovation & Technology Support Services Office	1st Floor, SLSU REPDI Building
Technology Business Incubator	Jennifer Edytha J. Lagrazon, DBA Assistant Professor IV	tbi@slsu.edu.ph jjapor@slsu.edu.ph japor.slsu@gmail.com	(042) 540 1115 09672133956 SLSU TBI	1st Floor, SLSU REPDI Building, SLSU Main, Lucban, Quezon
Gender and Development Office	Assoc. Prof. Rene P. Zubieto, MA Associate Professor	gad@slsu.edu.ph rzubieto@slsu.edu.ph slsugad24@gmail.com	(042) 540-5178	Ground Flr., SLSU Laboratory School, SLSU Main, Lucban, Quezon
Kiddie Fun Place	Assoc. Prof. Rene P. Zubieto, MA Associate Professor	rzubieto@slsu.edu.ph gad.slsu@gmail.com	(042) 540-5559	Ground Flr., SLSU Laboratory School, SLSU Main, Lucban, Quezon
Knowledge Management Office	Brian D. Villaverde, MC Assitant Professor IV	kmoffice@slsu.edu.ph	(042) 540-1115 SLSU Knowledge Management Office	2/F REPDI Bldg., SLSU, Lucban, Quezon

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The post University Directory appeared first on Southern Luzon State University.

Guidelines for Scholarship and Financial Assistance Services: An Excerpt

slsu23 — Fri, 15 Nov 2024 05:16:41 +0000

I. Definition

It is one of the welfare functions of the Office of Student Affairs of Southern Luzon State University which facilitates financial assistance in the form of scholarships and grants to all bona fide students of the university who are scholastically qualified but financially unable to continue, sustain, and finish the degree at the SLSU main and other campuses.

II. Scope of Operation

The program is under the direct supervision of the Office of Student Affairs in consultation with the Office of the Vice President for Academic Affairs and the University President. The Office of the Student Affairs implements the program in coordination with the civic and industrial sponsoring agencies and/or college/department/unit in the University.

III. Goal

Campaign, support, or maintain educational opportunity grants for students in the form of financial assistance, usually contained in the memorandum of agreement between the sponsoring agency and the university, in the case of privately-funded scholarships.

IV. Objectives

Activate inter- and intra-agency programs in promoting educational opportunity grants to students.
Maintain and update a record system of scholarship grants offered and/or received by the University.
Make follow-up services to student grantees in the form of individual and group counseling, group encounter fellowship programs to help maintain the scholarship status of the students.

V. Activities to Implement the Objectives

Improve communication system in establishing individual and/or group student scholarship by government and private agencies.
Establish linkages with civic and community groups in supporting a strong scholarship drive for students.
Develop information bulletin on educational opportunity grants or scholarships for students.

VI. General Requirements, Policies, and Guidelines of University Scholarships and Grants

As a general rule, scholarships are awarded to students who meet minimum criteria set by the University.

A. General Statements

A scholarship is a privilege and not a right. It carries with it certain responsibilities.
Awards are made only to full-time students with demonstrated need and academic merit.
Scholarships are subject to availability of funds, thus, every year the university determines the number of scholarships and aid that it will make available to incoming freshmen and continuing scholars.
University scholars are chosen according to rank and the number of scholarships available for the year.
The education of the student is not the sole responsibility of the school. The student and the student’s family are also expected to contribute to the education costs incurred during the student’s study in Southern Luzon State University.

B. General Guidelines

All scholarship applicants must pass the entry requirements of the University.
All scholars are required to submit a certification of grades verified by their respective Deans before enrollment.
Only those with regular summer subject offerings prescribed by their curriculum can avail summer scholarships, provided a certification of scholarship is issued to them by their respective scholarship grant.
All scholars must conform to the grade requirement set by the grantor. For Academic Scholars, grades in NSTP are excluded in the computation of the General Weighted Average (GWA).
Scholarship can be renewed every semester depending upon the guidelines, terms, and conditions stipulated in the scholarship grant program.
A Memorandum of Agreement (MOA) between SLSU and the sponsoring agency is a requirement before their scholarship becomes effective.
All scholars should comply with the academic standards/morale of the university, as required.
A scholar is allowed to avail one scholarship grant only.

VII. Student Scholarship/Financial Assistance Specific Guidelines

A. SLSU-Funded Scholarship

a) Entrance Scholarship
This scholarship is intended for the Valedictorian and Salutatorian graduates in the Secondary level. It is also given to the Top 10 of the SLSU College Entrance Examination.

b) Academic Scholarship
Full scholarship consisting of free tuition shall be enjoyed by any undergraduate student who obtains, at the end of the semester, a general weighted average of 1.45 or better. Partial scholarship consisting of 50% reduction in tuition shall be enjoyed by any undergraduate student who obtains, at the end of the semester, an average of 1.75 or better.

c) Supreme Student Council Federation (SSCF)
Officials of the Supreme Student Council Federation are granted full tuition fee discount during their term of office (Ref. Board Resolution No. 127 s 1996. BOT 54th Regular Meeting held November 5, 1996).

d) Editorial Staff
Scholarship is granted to the Editorial Staff of the official university publication, The Kingfisher.

e) Student Athletes and Literary-Cultural Members
The student-athlete and literary-cultural members are classified as Class A, B, or C based on the qualification stated on the guidelines. (Ref. Board Resolution No. 931 s 2013. BOR 115th Regular Meeting held December 11, 2013).

f) Dependents of College Faculty and Employees (DCF/DCE)
As stipulated in the approved Board Resolution No. 168 s. 1998 in its 56 Regular Meeting held Feb. 13, 1998, approving the grant of tuition fee waiver to dependents (not to exceed 4) of the regular members of the SLSU Faculty and Employees Club holding regular plantilla position/item.

g) BS Forestry Scholarship
A four-year scholarship program for the College of Agriculture – BS Forestry students.

B. Externally-Funded Scholarship

1. Government-sponsored Scholarship
Students who are entitled to scholarship privileges under existing Law shall be given scholarship grants by the University in accordance with the provisions of the said law.

a) Barangay Scholarship
In accordance with the provisions of Local Government Code of 1991 under RA 7160 particularly Sec. 393 on legitimate children of barangay official, and Sec. 434 on privileges granted to Sangguniang Kabataan officials, SLSU shall grant scholarships to legitimate children of a barangay official and to a Chairman of Sangguniang Kabataan of the following terms and conditions (As approved under ADCO Resolution No. 09, s. 2007, October 2, 2007).

b) CHED Student Financial Assistance Programs (StuFAPs)
A state scholarship program by the Commission on Higher Education (CHED) that is intended for High School graduates whose General Weighted Average (GWA) is at least 90% or its equivalent who will enroll in identified priority courses in duly authorized public or private Hels.

c) Expanded Students’ Grant-in-Aid Program for Poverty Alleviation (ESGP-PA)
ESGP-PA aims to contribute to the National Government’s thrusts in effectively addressing poverty alleviation by increasing the number of graduates in higher education among poor households.

d) Iskolar ng Bayan Scholarship
Iskolar ng Bayan Program refers to a college scholarship program as provided by Republic Act No. 10648, intended to support the first year college education of the top ten (10) graduates of public high schools based on the guidelines and criteria set by DepEd.

e) DOST-SEI Scholarship
Republic Act No. 7687, also known as the Science and Technology Scholarship Act of 1994, provides for scholarships to talented and deserving students whose families socio-economic status do not exceed the set cut-off values of certain indicators.

f) DA-ACEF Scholarship
Ten percent (10%) of the total available funds in Special Fund 183 as stipulated under section 8 of Republic Act No. 9496 known as “An Act to extend the Utilization of the Agricultural Competitiveness Enhancement Fund.”

g) Provincial Scholarship
The goal of the Provincial Scholarship Program is to finance the educational requirements of financially unequipped but deserving college students enrolled in state/public colleges and universities.

2. Private-sponsored Scholarships
The University shall accept and honor scholarships offered by civic organization or private donor to deserving students who need financial assistance.

a) Aboitiz
ABOITIZ FOUNDATION, INC. is a non-stock, non-profit social development institution supporting deserving and qualified college students to become more productive citizens of the country.

b) Banahaw CATV
BANAHAW CATV Scholarship Program aims to provide financial assistance to poor but deserving students of Lucban, Quezon.

c) Cannon Business Machines (Philippines), Inc.
Offering a Scholarship Program to deserving freshmen Electrical Engineering and Mechanical Engineering students enrolled at certain identified colleges or universities.

d) CBK
CBK Power’s scholarship program under its Social Development Program for its host communities grant college scholarships to academically qualified, poor residents of its host municipalities.

e) Dr. Kim Sin Ongkauko

f) Gintong Binhi ng Karunungan Scholarship Program
Sponsored by Team Energy Corporation (TEC), providing a full Scholarship Program for aspiring engineers and technical-engineers.

g) CocoFoundation Scholarship Program
Sponsored by the UCPB-CIIF Foundation, Inc., enabling qualified children of coconut farmers to pursue college degree courses.

VIII. Financial Assistance

A. CHED SAFE Loan

This additional student assistance package shall be known as Student Assistance Fund for Education for Loan (SAFE Loan). The program shall cater to financially needy students who are in their 3rd, 4th, 5th, or graduating year of study. Priority shall be given to those enrolled in CHED Priority Courses. The loan grant can be used for tuition and other school fees, books and course projects, thesis writing, board and lodging, graduation fees, and other valid related educational expenses.

B. Special Program For The Employment Of Students (SPES)

The Special Program for the Employment of Students (SPES) aims to assist poor but deserving students between 15 to 25 years old who are enrolled in any secondary, tertiary, technical or vocational education institutions, or out-of-school youth find employment.

C. Student Assistantship

To provide financial assistance to poor and deserving students in return for various services rendered to Southern Luzon State University.

IX. Responsibilities of Recipients

Maintain good academic standing and comply with scholarship requirements.
Notify the university of any changes in status or contact information.

Note:

Creation: 2013, Student Handbook, Office of Student Affairs and Services

Revision: The above-cited guidelines are reviewed annually by the Office of Student Affairs and Services.

The post Guidelines for Scholarship and Financial Assistance Services: An Excerpt appeared first on Southern Luzon State University.

Guidelines for Services for Students with Special Needs and Persons with Disabilities

slsu23 — Tue, 12 Nov 2024 07:12:00 +0000

I. Purpose and Coverage

To identify students with special needs, persons with disabilities, solo parents, and indigenous people and assist them in their academic, emotional, and social needs. Also, to create a program that will cater to the needs of each group.

II. Definition of Terms

a. Indigenous people – A group of people or homogeneous societies identified by self- ascription and ascription by others, who have continually lived as organized communities on community-bounded and defined territory, and who have, under claims of ownership since time immemorial, occupied, possessed, and utilized such territories, sharing common bonds of language, customs, traditions, and other distinctive cultural traits, or who have, through resistance to political, social and cultural inroads of colonization, non-indigenous religions, and cultures, become historically differentiated from the majority of Filipinos.

b. Person with Disabilities – classified as a person with a physical, mental, or sensory impairment that hinders them from living a normal lifestyle.

c. Student with Special Needs – any of various difficulties (such as a physical, emotional, behavioral, or learning disability or impairment) that causes an individual to require additional or specialized services or accommodations (such as in education or recreation)

d. Solo Parent – one in which one parent manages the household alone for him/herself and his/ her children, with no regular partner.

III. General Guidelines

Equal opportunities for PWDs, indigenous people, solo parents, and academic accommodation for learners with special needs.

Shall ensure that academic accommodation is made available to PWDs and learners with special needs with proper consultation and conference with students with disabilities together with their teachers, parents, and guardians.

Shall be provisions or programs for life skills training e.g. conflict management and counseling or testing referrals shall be done whenever necessary. Shall be a regular submission of the list of students with disabilities detailing the intervention programs to the CHEDROs in order to build up the Database of HEIs Accommodating PWDs.

IV. Disability Categories

According to the Republic Act 7277 or the Magna Carta for Disabled Persons, these are the categories:

Psychosocial disability – this pertains to any psychological or social condition that limits a person’s ability to interact with another person or the environment.

Mental disability – People suffering from Attention-Deficit / Hyperactivity Disorder (ADHD), Down Syndrome, bipolar disorder, long-term recurring depression, and schizophrenia, among others, are classified as PWD in the Philippines.

Chronic illness – some illnesses may not cause disability unless a problem occurs. One such case is diabetes. Diabetes does not cause disability. However, complications like diabetic retinopathy can occur when the body cannot process sugar. This could cause blindness, gangrene, and heart problems.

Learning disability – a learning disability makes it difficult for a person to focus, comprehend, and keep information. It is usually detected during a person’s time in school. People with learning disabilities are recommended to attend schools with a special education system to meet their unique needs.

Visual disability – Visual impairments are considered disabilities only when they can no longer be corrected, such as permanent blindness. A person who can still see while wearing glasses is not classified as disabled.

Orthopedic disability – The orthopedic disability category covers all people who have had their extremities amputated. They include people with scoliosis, as well as dwarfism, and amputated hands or feet.

Communication disability – A communication disability has two sub-types: hearing impairment and speech and language impairment. A person is impaired in hearing when he or she partially or completely loses his or her hearing ability. Meanwhile, a person with speech and language impairment has trouble articulating words.

VI. Activities

Create a support group for students with special needs, persons with disabilities, solo parents, and indigenous people.
Facilitate webinars that will address the needs of each group.
Counseling sessions will be available to students regarding academic, personal, social, and career concerns.
Facilitate training to teachers regarding the inclusivity of the students with special needs.
Conduct a parenting webinar for solo parents, and also for the parents of students with special needs.

Note:

Creation: October 2022

Revision: The above-cited guidelines is reviewed annually by the Office of Student Affairs and Services.

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Policy and Guidelines

slsu23 — Mon, 11 Nov 2024 10:31:14 +0000

The Gender and Development Office at Southern Luzon State University upholds comprehensive policies and guidelines designed to advance gender equality and support all students. These policies ensure a fair, inclusive, and respectful environment, providing a framework for initiatives and programs that empower students of all genders and promote equality across the university.

Guidelines

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GUIDELINES ON PROMOTING GENDER EQUALITY AND PROHIBITING DISCRIMINATION BASED ON SEXUAL ORIENTATION,GENDER IDENTITY, AND EXPRESSION IN SOUTHERN LUZON STATE UNIVERSITY

Authors:
Susana A. Salvacion, PhD
Vanessa Anne Joice T. Haro

Co-Authors:
Doracie B. Zoleta-Nantes, PhD
Amiel Jansen Demetrial

INTRODUCTION

This Gender Guidelines sets forth to establish a clear vision and framework of gender empowerment to guide the academic and administrative unit and students of Southern Luzon State University toward the highest ideals of equality in academic setting. The principles represented here are compassionate goals and proactive efforts that should direct the institutional community to gender-responsive actions.

Gender guidelines adhere to the national policies and laws in Philippine Commission on Women (PCW) Enacting a law Prohibiting Discrimination Based on Sexual Orientation, Gender Identity, and Expression (SOGIE); 1987 Philippine Constitution; and Republic Act No. 9710 otherwise known as Magna Carta of Women (MCW).

Moreover, Gender Guidelines are in harmony with the vision, mission, objectives, and core values of Southern Luzon State University.

OBJECTIVES

To initiate the growth of intellectual potentials of all genders and sexuality;
To provide the guidelines that will facilitate equality and equity of opportunities for all genders and sexuality in terms of knowledgeable accessibility, employment opportunities, services, as well as equality and equity of treatment by employers and all service providers of the University;
To establish guidelines in redressing gender imbalances;
To propose institutional transformation of values, norms, and practices which hinder the advocacy of gender equality;
To provide guidelines that empower all genders;
To audit and assess the existing practices and policies of the University and, when necessary, review and enhance those in accordance to gender-sensitive approach; and
To proactively respond to abuse, violence, exploitation of children, bullying members of LGBTQ+, and discrimination.

PREAMBLE

We, the faculty, administrative body, and students of Southern Luzon State University, stand as ONE in promoting a gender-sensitive environment which entails outright commitment to the pursuit of respect to all people of all genders, to proactively respond to abuse, violence, exploitation of children, bullying members of LGBTQ+, and discrimination, and to promote freedom of expressing oneself through responsible and empowering praxis that leads to the attainment of highest human potentials.

GENERAL PROVISION

This document shall be known and cited as the “Guidelines on Promoting Gender Equality and Prohibiting Discrimination Based on Sexual Orientation, Gender Identity, and Expression in Southern Luzon State University.” It shall also be known as SLSU Gender Guidelines.”
This document shall be open for amendments in the future and shall be prospective in nature.
The SLSU Gender Guidelines shall be applied to offices and units, following the established organizational structure of the university.
Southern Luzon State University, hereinafter signified to as “University” upholds the principles of human rights and gender equality.
The University upholds the 1987 Constitution which explicitly recognizes the role of women in nation-building and the fundamental equality before the law of women and men, as well as the Magna Carta of Women (Republic Act No. 9710) and it’s implementing rules and regulations.
The University pursues the sustainability of the potentials of all persons, specifically those who are marginalized and socially excluded, are fully developed.
The University denounce and take actions to all forms of discrimination, abuse, exploitation, violence, that hinder the full partaking of women and men in economic, social, cultural, civil and political life of the university.
The University upholds to postulate healthy and gender-sensitive, gender-responsive, and gender proactive environment, and undertakes institutional measures to correct them.

DEFINITION OF TERMS

Audit of GAD Funds refers to a comprehensive audit of the University policies, fun programs, projects, and activities focusing on the area of gender and development to determine economy, efficiency, and effectiveness of interventions in addressing gender issues in the University (Section 7B, Rule II, IRR, Magna Carta of Women). It shall see to it that at least five percent (5%) of the total budget appropriations required for gender and development under existing laws and regulations were indeed appropriated and properly utilized for the purpose.

Employee refers to anyone who has an official appointment or designation in the University’s academic or administrative units, as well as anyone who works in the University as casual, contractual, job order, temporary, or permanent personnel and does not have an employee-employer connection.

Focal Point System refers to interaction and interdependent group of people in all government instrumentalities tasked to catalyze and accelerate gender mainstreaming. It is a mechanism established to ensure and advocate for, guide, coordinate, and monitor the development, implementation, review and updating of their GAD plans and GAD-related programs, activities and projects (PAPs).

Gender refers to the socially-built or -established distinction roles, attitudes, actions, an values between men and women. The terms “gender” and “sex,” which relate solely to biological variations between men and women, are not interchangeable. They are acquired through the process of socialization. ese distinctions decide what is appropriate for members of the group.

Gender and Development (GAD) refers to a participatory and empowering development approach and process that is egalitarian, sustainable, violence-free, and respectful of human potentials. It aims to make gender equality a core principle that should be reflected in development decisions; it aims to change society’s social, economic, and political institutions; and it examines the legitimacy of gender roles assigned to men and women; argues that people are active agents of development rather than passive beneficiaries of aid, and it emphasizes the necessity for women and other oppressed groups to organize and engage in political processes in order to increase their legal rights.

Gender Audit refers to a type of social audit or quality audit that examines whether an organization’s integral gender mainstreaming procedures and related support systems are successful, mutually-reinforcing, and being followed. is technique or process aids business in creating a baseline, identifying important gaps and difficulties, and offering solutions.

Gender Equality refers to the principles of asserting the equality of men and women, as well as their right to equal conditions in which to realize their full human potential and contribute to and bene t from the outcomes of development, as well as the state’s recognition that all human beings are free and equal in dignity and rights.

Gender Mainstreaming refers to a method for ensuring that all people, regardless of gender, bene t equitability and that inequality is not perpetuated in the design, implementation, monitoring, and assessment of policies and programs in all social, political, civic, and economic arenas. It is the process of evaluating the effects of any planned action, such as laws, policies, or programs, in all sectors and at all levels in order to achieve gender equity and equality.

Gender-responsive

Gender-sensitive

Gender-based Violence refers to a catch-all word for any damaging act committed against a person’s will that is motivated by socially-imposed (gender) inequalities between males and females. Men and boys may be victims of violence based on socially-determined roles, expectations, and behaviors linked to ideas about masculinity. While women and girls are the primary victims of gender-based violence because of their perceived subordinate status in relation to men and boys around the world, men and boys may also be victims of violence based on socially determined roles, expectations, and behaviors linked to ideas about masculinity.

Violence Against Women (VAW) refers to any act of gender-based violence that causes or is likely to cause physical, sexual, or psychological injury or suffering to women regardless of whether it occurs in public or in private. It shall be understood to encompass, but not limited to, the following:

1.1. Rape, sexual abuse, sexual harassment, and intimidation in a professional or educational setting are all examples of physical, sexual, and psychological violence and:

1.2. Physical, sexual, and psychological violence occurring in a work- or education-related environment perpetrated or condoned by the university system whether directly or indirectly. It also includes acts of violence against women as defined by Republic Act Nos. 9208 or the Anti-trafficking of Persons Act of 2003 and 9262 or the Anti-Violence Against Women and Their Children Act of 2004.

Gender-based violence can also be defined as acts that obstruct or negate a person’s enjoyment of human rights and fundamental freedoms under international law or human rights treaties. ese rights and freedoms include:

The right to life;
The right not to be subject to torture o to cruel, inhumane or degrading treatment or punishment;
The right to equal protection according to humanitarian norms in time of international or internal armed conflict;
The right to liberty and security of person;
The right to equal protection under the law;
The right to equality in the family;
The right to the highest standard attainable of physical and mental health; and,
The right to just and favorable conditions to work.
GAD Head/ GAD Focal Point Person refers to the appointed person by the University President to take a lead role in direction-setting, advocacy, planning, monitoring, and evaluation; technical advisory on mainstreaming GAD perspective in SLSU programs, projects, activities, and processes.

LGBTQ+ refers to the abbreviation for lesbian, gay, bisexual, transgender, and queer, along with cis-gendered individuals. They are terms used to describe people’s sexual orientation or gender identity.

Marginalization refers to basic, disadvantaged, or vulnerable individuals or groups in the university. These include, but are not limited to, women in the following sectors and groups:

Children refers to those who are under the age of eighteen (18), unable to adequately care for themselves or defend themselves from abuse, neglect, cruelty, exploitation, or prejudice due to a physical or mental impairment or condition.

Persons with disabilities refers to those who are unable to perform an activity in the manner or within the range considered normal for a human being due to mental, physical, or sensory impairment, as defined in Republic Act No. 7277, as amended by Republic Act No. 9422, otherwise known as the “Magna Carta for Disabled Persons.”

Senior Citizens refers to those sixty (60) years of age and above. Solo parents refers to those who fall under the category of a solo parent defined under Republic Act No. 8972, otherwise known as the Solo Parents Welfare Act of 2000.

Men Empowerment refers to mobilizing men to and for self-awereness, self-esteem, integrity, and the ability to uplift others.

Sexuality is a central aspect of being human throughout life and encompasses sex, gender identities and roles, sexual orientation, eroticism, pleasure, intimacy, and reproduction. Sexuality is experienced and expressed in thoughts, fantasies, desires, beliefs, attitudes, values, behaviors, practices, roles, and relationships. While sexuality can include these dimensions, not all of them are always experienced or expressed.

Sexuality is influenced by the interaction of biological, psychological, social, economic, political, cultural, ethical, legal historical, and religious and spiritual factors.

SLSU (Southern Luzon State University) Community refers to the members of the University; officials, administrative officers, faculty members, staff, students, etc.

Women’s Empowerment refers to the provision, availability, and accessibility of opportunities, services, and observance of human rights which enable women to actively participate and contribute to the political, economic, social, and cultural development towards academic excellence, as well as those which shall provide them equal access to promotion, training opportunities, study, and scholarship grants.

LGBTQ+, Men, and Women’s Rights

The University takes Initiatives in Promoting Gender Equality. e University shall prohibit any practices of discrimination on the basis of gender.

GAD shall develop a specialized program for all gender that is based from the sex-disaggregated data and gender analysis. This is to determine their personal needs, privileges, and strengthen their gender awareness (e.g. provision of gender neutral toilets, livelihood training programs appropriate for all genders and sexuality, strengthen the scholarship programs, provision of safe and healthy environment, address abuse cases and identify control measures, promotion of mental health awareness by trainings and seminars.)

Concerned university committee of research on LGBTQ+, Men, and Women shall be encouraged to conduct researches about all genders, in clarifying their motivations and discovering their attitudes, perceptions, values, etc. In Conducting studies about LGBTQ+, Men, and Women, the University may be able to understand the phenomena of gender equality which can be a rich source of attending to all genders’ experiences and needs and recognizing the barriers (e.g. including having a minority experience themselves; relationships with their spouses; having bad bosses, mentors, or colleagues; attending workshops on bias; and witnessing bias in action).

Develop a capacity-building program and trainings for all genders that ensures a sense of inclusivity, by including all genders in the discussion and programs (e.g. trainings that advocate the value of respect, non-discriminatory acts and statement, orientation on legal actions and sanctions to cases of abuse, harassment, molestation, and all forms of violence against all genders).

Freedom of expression are all accepted provided that it is respectful, polite, and conforms to the ethical standards of being a professional.

Selection of decision makers shall be not gender-based to achieve gender balance. e University shall encourage the integration of all genders in leadership positions, provided that the applicant is qualified and possessed healthy attitude and excellent interpersonal relationship towards people. Equal opportunities and equal treatment for all genders shall be exercised. No person shall be rejected or alienated on the basis of gender and sexual orientation.

Equitable participation and representation of all genders within the University shall be accelerated. Integration of all genders in campus organization, leadership, scholarships, and trainings.

Gender-sensitive language and actions shall be observed at all times. e University shall prohibit any disrespect in gender stereotypes that may be seen and observed in educational materials, posters, policies, speeches, and actions.

Members of the SLSU community shall encourage gender inclusivity, hence, they are the deciding body of which pronouns they prefer. If not identified or not willing to be identified, using “they/them’, ”Mx.” shall be applicable.

Freedom of dress code for all genders during work hours shall be encouraged, provided that the dress code appears scholastic, formal, and appropriate (e.g. prescribed university uniform).
In education, scholarships, trainings, and fellowships, equal access of rights shall be exercised by all genders. The University shall make sure that all educational, training, and fellowship materials are appropriately revised.

Information and education dissemination, led by GAD, shall be pursued.

12.1. AVP Materials

12.2. IEC Materials

Pregnancy. Women officials in the University, faculty members, administrative body (permanent, contract of service, job order, casual, etc.) and students, who become pregnant shall not be discriminated by reason thereof. They shall not be dismissed, separated from work, forced to go on leave, reassigned or transferred. No diminution in ranks, pay, or status and they shall be entitled to all benefits accorded by the law. The University shall not make expulsion and non-readmission of women due to pregnancy outside marriage.

Pregnant University officials, faculty members, employees and students shall be assisted through available support services while in the University.

The Importance of Advocacy and Alliance

SLSU shall abide by the guidelines to the respect and promotion of empowerment and gender equality, advocacy, and alliance.

The importance of advocacies and alliance can change systems and prevent violence.

The University believes that Bisexual, Gay, Lesbian, Men, Queer, Transgender, and Women are not competitors. Empowerment does not mean domination of one gender. All genders are important in building a gender-responsive and safe environment. This section is to encourage all genders to be advocates and allies in preventing gender inequity, by demonstrating their role in preventing violence

III. Gender fair, Gender-proactive, Gender-responsive Curriculum

e GAD Office shall lead the perpetual instituting of trainings and seminars about gender fair, gender-proactive, and gender-responsive curriculum, for it will serve the educators to develop such curriculum. This will be effective six months but not greater than one year upon the approval of the SLSU Guidelines.

All colleges and satellite campuses within the University shall develop and promote gender-sensitive curriculum and instructional materials, which promote and integrate the criteria of gender concepts, values, and gender-fair language.

Establish minimum standards on gender sensitivity which shall be developed by the concerned academic units and which shall be integrated in the subjects/courses/training, and curricular, co-curricular and extra-curricular activities for students and trainees.

All colleges and satellite campuses shall adopt an all-inclusive gender-fair or gender-neutral language policy. Any discrimination that will be found in the instructional materials shall be removed.
The Director of the Office of Instruction and Quality Assurance shall spearhead the updating and checking of instructional materials, produced by each college, by revisiting it when necessary, to ensure that gender biases and discrimination are omitted.

All colleges and satellite campuses shall develop gender-fair instructional materials that ensures nondiscriminatory languages and approaches. This includes criteria about gender concepts, values, and gender-fair language. In connection, the Director of the Office of Instruction and Quality Assurance shall be knowledgeable in gender sensitivity, human rights education, and gender-sensitive language. All discriminatory languages and approaches shall be addressed by the Office of Instruction and Quality Assurance and appropriate correction shall be imposed.

All colleges and satellite campuses within the University shall remodel standards on gender-sensitivity that will be incorporated in the subjects/courses/training/extra co-curricular activities for students, employees, and trainees, which promotes knowledge about gender-sensitivity and human rights.

e Director of the Office of Instruction and Quality assurance will inform the GAD Office with regards to the career education programs, counselling services, scholarships, fellowships, and capacity-building programs, that are gender fair, gender-proactive, gender-responsive. At the same time, the said office shall submit a proposal to the GAD for allocation of budget.

All programs and transactions shall create policies to secure that all academic and non-academic personnel, and students, regardless of sex and gender, ethnicity, political, social, economic, and religious status and affiliations have equal access to all programs transactions.

No female student shall be expelled, dismissed, suspended, refused, or denied of admission, or forced to take a leave of absence from any SLSU academic unit solely on grounds of pregnancy outside marriage during her school term. When needed, students who are pregnant shall be accorded with a special leave of absence from school upon advice of the attending physician, and be given an opportunity to make up for missed classes and examinations.

Prevention of Violence and Providing Support

Guidelines and policies in preventing gender-biased violence including violence against women (VAW) and other forms of gender-based violence and abuse shall be developed,

Violence is defined by the Philippine Commission on Women as:

Rape, sexual harassment, acts of lasciviousness, treating a woman or her child as a sex object, making demeaning and sexually-suggestive remarks, physically attacking the sexual parts of the victim’s body, forcing them to watch obscene publications and indecent shows or forcing the woman or her child to do indecent acts and/or make films thereof, forcing the wife and mistress/lover in the conjugal home or sleep together in the same room with the abuser;

acts causing or attempting to cause the victim to engage in any sexual activity by force, threat of force, physical or other harm or threat of physical or other harm or coercion;

prostituting the woman or her “child.”
The GAD Office/GAD Focal Point Person shall take proactive actions to the reported forms of violence by:

3.1. Provision of drop boxes to receive complaints or personally accommodate clientele who are victims of gender-based violence and abuse in the university.

3.2. Facilitating the interview with the clientele and provide emotional and social support.

3.3. Referring the clientele to the appropriate institution, depending on the severity of the case (e.g. psychology department, university health services, hospital, DSWD, PNP, DOJ, CHR, and the LGU).

3.4. Checking the status of the clientele until full recovery.

Refusal or non-action of the office with the said reported violence is a case of negligence and subject for sanction by the Office of the University President.

All colleges, offices, units shall be encouraged to participate and develop programs that will strengthen the support system of the victims by producing and suggesting project proposals, AVPs, and IEC materials.

Information dissemination on preventing violence and abuse, for educational purposes, shall be widely disseminated by producing publication materials, AVPs, and IEC materials.

Linkage with PNP, DOJ, CHR, DSWD, and the LGU shall be extended by the concerned unit in the University so that appropriate assistance is given to all officials, faculty members, employees, and students who are victims of rape, sexual harassment and other forms of gender-based violence and discrimination

Right to Health, Self-protection, and Gender-sensitive Facilities

The concerned office shall develop and institutionalize a sex and gender-disaggregated report/databank on health-related concerns.

The concerned health service providers shall ensure comprehensive health information and education on all aspects of health to university officials, faculty members, employees, and students by producing publication materials, AVPs, and IEC Materials.

e University shall strive to provide all university officials, faculty members, employees and students comprehensive, culture-sensitive, and gender-responsive health services and programs. Access to management, treatment, and intervention of physical and mental health problems shall be ensured.

University officials, faculty members, employees and students can choose a health personnel by their gender preference, who will attend to assessment, consultation, and treatment.

University Health Services shall develop and propose gender-sensitive and gender-responsive health services that will tap all genders. The GAD Office is in-charge of assessing the developed program.

GAD Office, College of Allied Medicine, and University Health Services shall formulate standards and develop information, education, communication and advocacy strategies for the implementation of gender-responsive, gender-sensitive, and culture-sensitive health programs.

In appropriate cases, breastfeeding areas, child-minding centers (kiddie-fun place), health and wellness centers, shall be assisted by qualified and capable health service providers.

7.1. Health education programs shall include:

7.1.1. Age appropriate health and sexuality education taught by trained educators that are gender-responsive, gender-sensitive, rights-based and culture sensitive such as:

reproductive and sex education
birth control methods
self-defense trainings

7.1.2. Health programs and activities for university officials, faculty members, employees, and students with morbid cases and health issues/problems.

7.1.3. Trainings for health service providers/educators towards gender responsiveness, gender sensitivity, culture sensitivity, non-discrimination, and non-judgmental behaviors and attitudes; and

7.1.4. Centers to provide health and sexuality education and counseling, in collaboration with the Mental Health Link Hub.

Rights to Safe Workplace and Equal Opportunity for Employment
The University shall promote equal opportunities for employment and equal treatment, and strengthening social dialogue. To achieve this, the University shall facilitate adequate consultative mechanisms with workers and employers’ groups and organizations such as Faculty Association, Faculty and Employee’s Club, and Employee’s Association.
Transparency on the process of hiring, selection, and promotion shall be observed for all genders.
Work and life balance shall be advanced by the Human Resource Management Office in developing decent work hour to employees, flexible work arrangements, and anti-sexual harassment initiatives. e GAD Office shall initiate setting o the child-minding facilities.
The GAD Office and Human Resource Management Office must ensure the provision of support services as protection from occupational and health hazards taking into account the functions of all genders and sexes in accordance with standards established by DOLE, including but not limited to, the conduct of orientations and trainings, and provide available information, education and communication materials.
People of all genders and sexes shall have equal opportunities to bene t from skills training without discrimination.
Employers and employees shall work collaboratively in actively promoting a safe and healthy work space by observing open communication and respect to all spheres within the University.
In the exercise of their labor rights, all workers are free to exercise their right to self-organization and are encouraged to form unions and join associations.
Employees shall be allowed to observe their cultural practices in the workplace provided that the University is notified by the employee about the cultural practice/s, but not limited to religion, ethnicity, political, social, economic, and affiliations, that they need to observe and the cultural practice/s will neither hamper work efficiency of the employee nor be prejudicial to the operation of the workplace.
The University Administration shall give all genders and sexes equal opportunity to bene t from skills training and career advancement without discrimination.

VII. Women, Men, and LGBTQ+ Affected by Disasters and Crisis Situations

People of all genders and sexes affected by calamities and other crisis situations have the right to protection and security. Undisputable assistance, allocation of resources and early relocation of those affected by calamity within the University shall be provided. Hence, services can be offered are: psychological and health services.

1.1. For this purpose, the University shall ensure:

1.1.1. The University Campus Emergency Response Team (CERT) shall spearhead gender-responsive disaster management trainings to prepare the community. Adequate and culturally-appropriate facilities and provision of relief goods and services shall be done.

1.1.2. The GAD Office shall provide emergency relief items (e.g. sanitary napkins, first aid kits, relief goods, personal hygiene kit, cleaning materials, and disinfectants) to people who are affected by disasters and crisis situations.

1.1.3. A gender-responsive disaster management mechanism shall be developed by CERT to measure sexual violence in evacuation centers and relocation sites, if there are any.

1.1.4. CERT shall produce AVPs and IECs for information dissemination

VIII. Female and Male Athletes and Artists

SPORTS
In providing equal access to all genders and sexes, the Institute of Human Kinetics shall develop and establish programs for people of all genders and sexes in competitive and non-competitive sports, representing the University’s values and roles to achieve excellence and to foster a gender-inclusive community.
For this purpose, the University shall, within one (1) year from publication of the SLSU Gender Guidelines, establish and integrates affirmative action as a strategy to gender equality and as a framework in planning and implementing their policies, budgets, programs, and activities relating to women in sports.
The University shall produce sports that are equally-distributed to people of all genders and sexes.
The University shall provide material and nonmaterial incentives to sports organizations for promoting, training, and preparing women for competitive and noncompetitive sports, especially in local and international events.
Sports within the University shall offer equal awards for people of all genders and sexes, in the same sports category.
Trainees, reserve members, members, coaches, and mentors of sports teams, in all phases, by providing them comprehensive health and medical insurance coverage, as well as integrated medical, nutritional, and healthcare services shall be gender-sensitive.

6.1. In particular, the University shall endeavor to:

6.1.1. Encouraged the assignment of female coaches for girls and women teams;

6.1.2. Provide equal incentives and awards for both people of all genders and sexes for any competition;

6.1.3. Provide equal opportunities for scholarships and travel grants for all leaders, coaches, and athletes with adequate sport mechanism regardless of gender;

6.1.4. The Institute of Human Kinetics shall collect sex-disaggregated data in sports;

6.1.5. Publication materials, AVPs, and IEC Materials shall be produced by the Institute of Human Kinetics

ARTS AND MEDIA
The University shall strengthen programs for people of all genders and sexes in arts and media to achieve excellence of all human potentials.
For this purpose, the University shall, within one (1) year from publication of these, establish and integrate affirmative action as a strategy and gender equality as a framework in planning and implementing their policies, budgets, programs, and activities relating to women arts and media.
Material and nonmaterial incentives to arts and media organizations shall be honored by the University, providing it is within the University for promoting, training, and preparing people of all genders and sexes for local and international arts and media events.
Arts and media event will offer equal awards for people of all genders and sexes, in the same event category.
The dignity of people of all genders and sexes and their roles and contributions in all spheres of private and public life shall be promoted.
Malicious and unreasonable portrayal of anyone, regardless of gender or sexual orientation, in a discriminatory, demeaning, and/or derogatory manner in art and media is not encouraged, condoned, and shall not be permitted unless the medium is utilized for educational purposes.

Interventions to Address Di cult Circumstances that are faced by LGBTQ+, Men, and Women
The University shall establish strong services and interventions to victims of abuse, violence, sexual harassment, exploitation and molestation of children, bullying, and discrimination of all genders.

1.1. These services may include:

1.1.1. Free psychotherapies, psychological and psychiatric evaluation, and counseling.

The process:

GAD office receives the complaints of abuse, violence, sexual harassment, exploitation and molestation of students, bullying, and discrimination to all genders of faculty and employee.
GAD office will forward the data of the clientele to the Psychology Department of College of Arts and Sciences.
The Psychology Department of College of Arts and Sciences, specifically psychometricians, will evaluate and assess the victims, clientele, as to the extent of their trauma.
Referral to the psychologists of the University for Psychotherapy.
Referral to the faculty members of College of Allied Medicine who majored in Psychiatric Nursing for counselling.
The College of Arts and Sciences and College of Allied Medicine shall continuously make follow-ups regarding the progress of the clientele’s case.
Termination of the psychotherapy and counselling. h. All things shall be dealt in with confidentiality.

1.1.2 Free medical and dental services.

The process:

GAD office receives the complaints of abuse, violence, sexual harassment, exploitation and molestation of students, bullying, and discrimination to all genders of faculty and employee.
GAD office will only accept non-emergency cases that are not life threatening (e.g. body pain, hematoma, minor bruises, etc.).
GAD office will forward the data of the clientele to the University Health Services for physical assessment and medical/dental treatment.
Copy of records obtained from the physical assessment and medical/dental treatment shall be forwarded and kept by the GAD Office right after the assessment (within the day).
The University Health Services will schedule the follow-up check-ups and ensure that the clientele religiously followed the medical/dental regimen.

1.1.3. Free legal services.

The process:

GAD office receives the complaints of abuse, violence, sexual harassment, exploitation and molestation of students, bullying, and discrimination to all genders of faculty and employee.
Informal conversation will take place between the GAD Focal and clientele to provide emotional and psychological support.
The GAD Office will take charge of referral to the Public Attorney’s Office for further litigation and investigation of the case.
GAD Office will continue to communicate and support the clientele about the progress of their case. Likewise, GAD Office will coordinate with the Public Attorney’s Office regarding the case.
All things shall be dealt with in confidentiality.

SANCTIONS

Units within the University that are found guilty of breaching the requirements of these Guidelines after a thorough investigation will face consequences in accordance with University processes, policies, rules, and laws.
Persons who may be found guilty with gender-based discrimination, abuse, immoral conduct, or violence, shall be sanctioned with the existing policies of the University.
Provided, however, that the university’s response to the breach does not prohibit the victim from pursuing criminal or civil proceedings against the infringing individual or business under other applicable laws. As a result, the University will develop procedures to assist victims in submitting such claims.

University Mechanisms
Gender Mainstreaming as a Strategy for putting the Women’s Magna Carta into Practice. e University shall assess its gender mainstreaming in collaboration with University authorities, faculty members, workers, and students within one (1) year after the implementation of the SLSU Gender Guidelines, and every two (2) years subsequently, and adjust the programs accordingly.
Gender Conceptualization, Planning, Budgeting, Examining, and Assessment for GAD
Plan and program development for GAD. e SLSU Community and its campuses, colleges, offices, units and departments must develop the following annual GAD plans, programs, and budgets. e principles are as follows:

1.1. Perform a gender audit, gender analysis and sex-disaggregated data report.

1.2. Develop GAD Plans, Programs, and Budgets to address gender gaps or challenges encountered by University authorities, faculty members, workers, and students. is can be done after conducting a gender audit, gender analysis, and/or assessment of sex-disaggregated data;

1.3. The documents to guide the uncovering of gender issues and the formulation of GAD Plans, Programs and Budget are the following:

1.3.1. The SLSU Gender Guidelines 1.3.2. Philippine Commission on Women

1.3.3. National Economic and Development Authority (NEDA)

1.3.4. Philippine Plan for Gender-Responsive Development (PPGD)

1.3.5. Beijing Platform for Action (BPFA)

1.3.6. CEDAW

1.4. Discuss the plans with key officials, faculty members, employees and students to secure the relevance of their GAD Plans and Programs, provided that they shall have temporary special measures included in their plans.

GAD Plans and Program Budgeting System

2.1. At least 5 percent(5%) of the overall University budget expenditures must go to activities supporting GAD Plans and Programs, as well as other gender mainstreaming initiatives, with the directive to the University President;

2.2. The University President shall review the GAD Plans, Programs, and Budgets; and

2.3. The University President shall fuse all GAD annual reports and shall make suggestions for succeeding plans and projects, for wide implementation.

Consistent implementation of GAD tools and enabling mechanisms

3.1. The University President shall ensure that the University System wide offices adopt gender-responsive performance-based budgeting;

3.2. Employees and students and other relevant offices shall develop or revise gender audit tools and any other tools necessary for gender mainstreaming.

Transparency in Monitoring the Budget, Monitoring, and Implementation of Plans and Programs. e SLSU Community shall establish a system to monitor and evaluate the effectiveness of their GAD budget utilization

GAD Enabling Mechanisms

The GAD Office has future plans that are aligned with the vision, mission, goals, and objectives of the university.

Establishment of SLSU Institute of Women and Gender Studies (for research, documentation, publication, and training programs)

1.1. SLSU Institute for Gender Studies will lead the research and policy advocacy hub for gender and women’s studies.

1.2. As a system office, its tasks are the coordination of e orts of SLSU constituent universities to mainstream gender in the University as a strategy for implementing the Magna Carta for Women (MCW); the implementation of the SLSU Gender Guidelines and the anti-sexual harassment policy, and; the development of the University’s gender and development (GAD) plans and programs, especially as these relate to the utilization of the GAD budget.

1.3. As a university research center, GAD Authority leads in the conduct and promotion of cutting-edge research on gender and women’s studies in the Philippines. It supports the University’s teaching and non-teaching personnel in training programs and activities that enhance skills and consciousness-raising toward a more humane, just, and gender-fair Filipino community.

1.4. Committee and Sta shall be hired or appointed to attain its goals. e following are the suggested positions that are open for amendment.

1.4.1. GAD Focal/Head

1.4.2. Research, Documentation, and Publication Assistants

1.4.3. Training and Outreach Assistants

1.4.4. Extension Assistant

1.5. The missions and objectives of establishing an institute for women and gender studies are the following:

1.5.1. To build a strong team that raises awareness about gender issues in Southern Luzon State University, on top of the larger society by developing progressive instructional materials and publishing exceptional researches.

1.5.2. To provide an organizational umbrella for system-wide activities in women’s and gender studies.

1.5.3. To boost research and extension programs on gender studies, uncover the existing gender issues, and resolve those issues by developing appropriate interventions.

1.5.4. To strengthen politically correct instructional and curricular development on gender and women’s studies in Southern Luzon State University, through gender mainstreaming and forward thinking course design.

Incentive and Awards a. ere shall be established an incentives and awards system which shall be administered by the University for outstanding achievement and/or performance in upholding the rights of women and effective implementation of GAD programs and projects.

Development of Code of Decorum and Administrative Rules on Sexual Harassment, Other Forms of Sexual Misconduct, and Inappropriate Behavior.

3.1. This Code and Rules shall be gender-fair and gender-sensitive that governs members of the University community, namely personnel and students of the University. It prescribes the proper decorum; defines and prohibits inappropriate behavior, sexual harassment, and other forms of sexual misconduct; sets the corresponding sanctions; lays down the procedures for addressing informal reports and formal complaints; and creates a university system to address the issues and institute preventive measures.

Annual Forum Discussion on Women and Gender Issues

4.1. This shall take place in personal and solidarity forum, where women and men are invited to discuss women’s experiences in inequalities and gender issues.

4.2. Can be scheduled every March, women’s month.

Juana Research and Scholarship Fund

5.1. e Juana Research and Scholarship Fund is a tribute to all women who made their marks through their grit and grace, passion and compassion, diligence and intelligence, building of the family, community, and the nation as a whole. In different fields, from the home to the school, laboratories, streets, barangay, police or army units, places of art, culture, and music, sports gyms, and legislative buildings.

5.2. The Juana Research and Scholarship Fund is committed to supporting research and training primarily in the area of gender, development, and economic globalization.

5.3. This program is a collaborative project of university-wide academicians and researchers.

5.4. Grants, scholarship funds, and incentives shall be developed.

Forming organizations in each college, where students take lead, the gender-mainstreaming and gender awareness in the student community.

Annotations on Terms and Framework References

Implementing Rules and Structure of UP Gender Guidelines, Guidelines on Promoting Women’s Empowerment and Gender Equality in the University of the Philippines
UNICEF, Official Website
Philippine Commission on Women, Official Website
A Curated Research Report. Men as Allies: Engaging Men to Advance Women in the Work Place
RA 9710 gender “An act Providing for the Magna Carta of Women”
Enacting an Anti-Discrimination Based on Sexual Orientation and Gender Identity Law, PCW
Beijing Platform for Action (BPFA)
United Nations Women Watch, Official Website
Convention of the Elimination of all forms of Discrimination Against Women (CEDAW)
Merriam Webster Dictionary

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Workforce Section

slsu23 — Mon, 11 Nov 2024 10:14:10 +0000

The SLSU-GAD aims to educate, train, and capacitate both the teaching and non-teaching personnel as gender sensitive and empowered workforce. The office regularly provides capacity building trainings and seminars ensuring a holistic and well-rounded human resources.

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Planning and Development Office Infrastructure

slsu23 — Fri, 19 Apr 2024 00:51:51 +0000

Quezon Avenue, Brgy. Kulapi Lucban, Quezon, Philippines

Email: pdo@slsu.edu.ph

Mission

Vision

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Organizational Chart

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GUIDELINES ON PROMOTING GENDER EQUALITY AND PROHIBITING DISCRIMINATION BASED ON SEXUAL ORIENTATION,GENDER IDENTITY, AND EXPRESSION IN SOUTHERN LUZON STATE UNIVERSITY

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