Sustainable Development Goal (SDG) 8: Decent Work and Economic Growth

Caraga State University is an active key player in advancing Sustainable Development Goal 8 by promoting sustained economic growth, productive employment, and decent work as foundations of a sustainable future. To achieve this goal, the university prioritizes the creation of quality jobs, ensures equal opportunities for professional growth, supports and nurtures entrepreneurship, and fosters inclusive economic development that benefits the entire community.

8.1 Research on economic growth and employment

CSU acknowledges the role of conducting research on economic growth and employment to examine how the expansion of a nation’s productive capacity influences job creation, income levels, and overall societal well-being. CSU seeks to understand the conditions under which economic growth leads to more and better employment opportunities, as well as the factors that contribute to unemployment and underemployment. By analyzing trends, policies, and structural changes in the economy, this line of research provides evidence-based insights to guide decision-makers in promoting inclusive and sustainable development.

According to the CiteScore metric, a total of ten studies have been published on decent work and economic growth, with a field-weighted citation impact of 1.05 and an overall citation count of 51. This performance highlights the university’s strong commitment to producing high-quality research outputs.

As a research university, CSU has conducted and published a total of 10 researches on international-indexed peer-reviewed journals and conference proceedings that focus on decent work and economic growth from 2020-2024. The following table summarizes the details showing the research title, date of publication, Journal, Abstract link, and DOI link.

These researches advance SDG 8: Decent Work and Economic Growth, particularly how to promote productive employment, quality jobs, and inclusive economic development. Collectively, they focus on examining labor conditions, employment opportunities, and growth strategies that support fair, secure, and sustainable livelihoods. These studies highlight the role of institutions, communities, and policies in creating an enabling environment where economic progress goes hand in hand with social equity and human well-being.

Read more in ->

https://service.elsevier.com/app/answers/detail/a_id/35535/supporthub/scival/

8.2 Employment Practice

Caraga State University is committed to fostering a professional, merit-based, and performance-driven workplace that fully adheres to national labor laws and the principles of decent work and economic growth. As a State University in the Philippines, CSU’s employment practices are anchored on the Philippine Civil Service System, ensuring fairness, transparency, and equity for all faculty and staff.

8.2.1 University Employment Practices

A. The Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM)

The Civil Service Commission, the lead agency and the premier human resource institution of the Philippine government, has issued the Program to Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) under the Enhanced Maturity Level indicators through CSC MC No. 24, s. 216. With this, CSU has diligently complied in meeting the accreditation requirements and comprehensively review and recalibrate the university’s PRIME-HRM policies, guidelines, and provisions under the Level III Accreditation such as:

• CSU Competency-Based Recruitment, Selection, and Placement Operational Manual
• Lantao Strategy: The CSU Strategic Performance Management System (SPMS)
• CSU Enhanced Program on Awards and Incentives for Service Excellence (E-PRAISE)
• CSU Competency-Based Learning and Development (Com-Based LeaD) Policy Manual
• CSU Enhanced Scholarship Guidelines
• CSU Succession Plan

On October 15, 2025, a CSC team led by Ms. Marveen R. Guiritan and Ms. Marie Joy S. Luengas conducted an on-site validation at Caraga State University to assess its Rewards and Recognition (R&R) and Learning and Development (LeAD) systems as part of its bid for the PRIME-HRM Bronze Award. University President Dr. Rolyn C. Daguil, together with HRMS Director/SAO Mr. Clark Aries A. Ingles and other office heads, presented CSU’s initiatives, supporting documents, and best practices, which were further examined through interviews.

The results and recommendations from CSC will guide future HR action plans. The PRIME-HRM Bronze Award is granted to institutions that reach Maturity Level II in all four core HR systems—RSP, LeAD, PM, and R&R—and CSU has already achieved this level in Recruitment, Selection and Placement (RSP) and Performance Management (PM), reflecting its commitment to pro-employee, development-oriented HR processes aimed at building a high-performing workforce.

With University’s commitment to strengthening its human resource management systems and fostering a culture of excellence in public service, the Civil Service Commission (CSC) Caraga Regional Office has conferred Caraga State University (CSU) with the PRIME-HRM Maturity Level 2 Recognition for Recruitment, Selection and Placement (RSP) and Performance Management (PM).

The recognition was awarded during CSU’s Flag-Raising ceremony and in celebration of the ASEAN Month on August 5, 2025. Representing the CSC in this milestone event were Director II Meshach D. Dinhayan of the CSC Field Office of Agusan del Norte, accompanied by Supervising HR Specialist Melvin S. Perez and the CSC Caraga Regional Office Assist Team. With this recognition, Caraga State University joins the growing number of institutions nationwide that continue to elevate human resource practices toward efficient, effective, and excellent public service delivery.

Source:

CSC Caraga Regional Office Post on Facebook

B. Employee Onboarding Program

CSU is committed to upholding the principles of meritocracy and excellence by ensuring a fair, equitable, and inclusive onboarding process for all employee. This commitment extends irrespective of age, sex, sexual orientation, gender identity, civil status, pregnancy, disability, religion, ethnicity, social status, income, class, political affiliation, or any other personal circumstances that contravene the principles of equal employment opportunity.

The onboarding of new employees is a critical function within the Human Resource Management Services of CSU. This process is designed to ensure that all newly hired personnel are properly introduced to the university values, policies, systems, and culture

The Employee Onboarding Program is grounded in the following legal and policy frameworks:

1. Civil Service Commission Memorandum Circular No. 24 s. 2016 – PRIME-HRM Implementation Guidelines;
2. CSC Memorandum Circular No. 14, s. 2018 – 2017 Omnibus Rules on Appointments and Other Human Resource Actions;
3. Republic Act No. 6713 – Code of Conduct and Ethical Standards for Public Officials and Employees;
4. CSU Board of Regents Resolution No. 65-10, s. 2022 – Approving the Proposed Policies and Guidelines under Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) System of Caraga State University.

The Guidelines on Employee Onboarding Program ensures that all onboarding activities are aligned with the competency-based human resource management systems framework, specifically encompassing Recruitment, Selection, and Placement (RSP); Learning Development (L&D); Rewards and Recognition (R&R); and Performance Management (PM).

On November 20, 2024, CSU formally welcomed 179 newly appointed permanent teaching and non-teaching personnel during an oathtaking and onboarding ceremony at the HERO Learning Commons Auditorium. The cohort includes 118 employees from the Main Campus and 61 from the satellite campus in Cabadbaran City.

Source: Facebook Post

C. Employee Rewards and Incentives System and PRAISE Awarding Ceremony

In accordance with CSC MC No. 01, s. 2001 and the CSC PRIME-HRM framework, Caraga State University (CSU) adopts the Enhanced Program on Awards and Incentives for Service Excellence (PRAISE), hereafter referred to as CSU E-PRAISE.

CSU is committed to the continuous development, implementation, and institutionalization of its awards and incentives system to uphold and reward exemplary public service. Through CSU E-PRAISE, the University aims to provide more responsive and meaningful forms of recognition for deserving faculty and staff, thereby promoting a culture of excellence in the workplace. The program outlines various mechanisms for regularly acknowledging employee performance, subject to the availability of PRAISE funds under the HRD budget.

Specifically, CSU E-PRAISE is crafted to foster creativity, innovativeness, efficiency, integrity, and productivity in public service. It does so by granting recognition and rewards to individual employees or groups for their innovative ideas, systems and approaches, inventions and research outputs, exceptional achievements, and other significant contributions that enhance day-to-day operations or advance the public interest. Furthermore, the program incorporates additional features customized to align with the unique context and priorities of the University’s rewards and recognition framework.

Source: E-PRAISE Manual

To recognize the exemplary employees and offices that advanced the pursuit of excellence and innovation in the university, the Caraga State University (CSU) launched the LIKHA Excellence Awards during the Program on Awards and Incentives for Service Excellence (PRAISE) or PASIDUNGOG on October 4, 2024.

The award system anchors on the LIKHA Agenda set by University President Rolyn C. Daguil, PhD, which outlines CSU’s strategic path toward a transformative university that drives sustainable development within and beyond the region.

The following offices and personnel obtained special awards for their contributions relative to the five indications of the LIKHA agenda:

𝗟 – Department of Physics

𝗜 – College of Mathematics and Natural Sciences

𝗞 – Navigatú

𝗛 – College of Humanities and Social Sciences

𝗔 -Management Information System

𝗟𝗜𝗞𝗛𝗔 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻 (𝗢𝘃𝗲𝗿𝗮𝗹𝗹) – Associate Professor Melbert R. Bonotan spearheaded entrepreneurship capacity-building, incubated 47 startups, forged local and international partnerships (including work at Navigatú), and founded the Caraga-RISE consortium to reinvigorate the region’s startup ecosystem. He mentored the Scrapcycle team to secure ₱3.2 million in DOST funding and led student teams to DICT’s Philippine Startup Challenge regional championships (2021–2023) and a national win at the DAP START Hackathon with ₱150,000 in cash and seed funding. He also established TARA—CSU’s second Technology Business Incubator focused on agriculture and aquaculture—now supporting 14 incubatees and backed by eight key partnerships, with his impact aligning to CSU’s strategic goals and earning him the LIKHA Champion award.

Source: Facebook Post

D.  Quarterly Employee Recognition and Excellence in HR

On January 27, CSU’s Program on Awards and Incentives for Service Excellence (PRAISE), through HRMS, honored 230 administrative employees and faculty for their contributions during the third and fourth quarters of 2024.

Held at the Administration Building Conference Hall after the Flag Convocation, the ceremony recognized 104 punctuality awardees and 29 special awardees for academic and extracurricular excellence. Research and innovation were likewise highlighted, with CSU recording 107 publications (including 26 papers) and one intellectual property patent filed. The recognition reflects the pride and high regard for service excellence the university upholds.

On May 5, 2025, Caraga State University recognized the dedication and achievements of its faculty and administrative personnel for the first quarter of 2025, celebrating their contributions that continue to elevate the university’s distinction.

The Quarterly Employee Recognition for Outstanding Performance and Achievements is part of the CSU’s Program on Awards and Incentives for Service Excellence (PRAISE). The recognition included 87 punctuality award recipients, 42 research publications authored by multiple researchers, 15 paper presentations at national and international conferences, and 16 IP patents filed.

University President Rolyn C. Daguil, PhD, led the awarding following the flag convocation, along with PRAISE Committee Chairperson and Vice President Jeffrey T. Dellosa, D.Eng, fellow Vice Presidents, and Director of the Human Resource Management Services Office.

Caraga State University honored outstanding employees in administrative work and research contributions during the flag-raising ceremony on August 5, coinciding with the opening of Academic Year 2025–2026. For the 2nd Quarter Program on Awards and Incentives for Service Excellence (PRAISE), recognitions were given to 97 personnel for punctuality, 36 for publication-related achievements, 10 for paper presentations, 4 for Intellectual Property grants, 16 for approved extension projects, and 17 for approved externally funded projects.

In acknowledgment of the university’s notable rise in the 2025 Times Higher Education Impact Rankings, university officials also introduced the Global Impact Shield as the newest recognition emblem of CarSU.

E. Merit Selection Plan for Teaching and Non-Teaching Personnel

The University has already started the PRIME-HRM accreditation journey and that the Merit and Selection Plan (MSP) is a baseline manual for the Recruitment and Selection Plan which is one of the pillars of PRIME HRM. The MSP highlights the value of equality of employment opportunity.

Source:

Excerpts from the MSP for Teaching and Non-Teaching Personnel

Merit Selection Plan for Teaching Personnel

Merit Selection Plan for Non-Teaching Personnel

F. CSU, DBM discuss budget efficiency, new staffing for research and support offices

Caraga State University (CSU) hosted a Mid-year Performance Review with the Department of Budget and Management (DBM) Caraga Regional Office, led by Chief Budget Specialist Mr. Elvin C. Chatto, on August 11, 2025, to assess the effective implementation of the university’s programs, activities, and projects.

In his opening message, University President Rolyn C. Daguil, PhD, characterized the engagement as an honest and constructive reflection of CSU’s progress and a vital checkpoint toward meeting its committed targets, while extending appreciation for DBM’s guidance and support in improving the university’s financial reporting.

The review highlighted CSU’s mid-year performance in terms of Financial and Physical Performances, infrastructure project accomplishments, and its overall Strategic Performance Review. DBM likewise presented the approved FY 2026 budget of Php 1.1 billion for CSU’s Butuan and Cabadbaran campuses under the National Expenditure Program, noting enhanced allocations for science and technology specialists, public social workers, and a substantial increase for Research Services and Advance Education Programs.

A key point of the discussion was CSU’s outstanding performance rating of 4.78 in FY 2024—among the highest in Mindanao—alongside deliberations on the implementation of National Budget Circular No. 598 (Phase II), which supports expanded staffing for research, extension, and auxiliary services.

Source: Facebook Post

8.2.2 Employment practice living wage

According to the Philippine Statistics Authority (PSA, 2023), the official poverty threshold (PT) for a family of five in the Caraga Region was PHP 12,146 per month in 2023. Source: PSA_PT_Caraga. 

The estimated monthly Poverty Threshold (PT) for a family of four in the Caraga Region, as of 2023, is PHP 9,855.20 with an hourly wage of ₱56.00 (no 2024 data published yet). This figure is derived from the official PT for a family of five, 12,319, using a simple per capita calculation (12,319 / 5 x 4). This threshold represents the minimum monthly income required by a four-member household in the region to meet their basic food and non-food needs.

Caraga State University (CSU) actively ensures its lowest-paid workers, the non-permanent Job Order (JO) personnel, are compensated at a rate that meets the local living wage standard, demonstrating a long-term commitment to decent work. In 2018, the minimum compensation for JO staff is ₱60.00 per hour, mandated by CSU Special Order (S.O.) No. 82, Series of 2018. This hourly rate, established in 2018, already exceeded the 2023 Poverty Threshold (PT) for a family of four in the Caraga Region. When the order was issued in 2018, the ₱60.00/hour rate represented a significant premium over the regional minimum wage at that time. This demonstrates a strong, early commitment by CSU to fair compensation. 2023 list of Job Order employees’ daily rate in CSU. 

A sample payslip has been officially generated for the minimum compensation rate of Job Order (JO) personnel at CSU.

Caraga State University (CSU) maintains a robust and transparent process for disseminating job opportunities, ensuring that critical information, including compensation, is publicly accessible to all prospective applicants.

CSU publicly discloses the official Salary Grade (SG) or the corresponding Monthly Salary for all vacant plantilla and for contractual and job order positions. The Notice of Vacancy for every available position is officially posted on the main CSU Website via the PUSH Platform and official Facebook Page. Crucially, this posting explicitly includes the Position Title, Plantilla Item Number, and the corresponding Salary Grade Rate. This SG directly links to the publicly mandated Salary Standardization Law (SSL) schedule, which defines the exact monthly compensation, thereby eliminating ambiguity and confirming the university’s commitment to government-mandated compensation standards.

CSU operates a dual-track hiring system committed to transparency and meritocracy. For Permanent (Plantilla) Positions, the process is rigorous and publicly transparent, aligning with CSC PRIME-HRM principles. All vacancies are publicly posted on the CSU website and the PUSH (Platform for Unified System Hub), mandatorily disclosing the Position Title and Salary Grade (SG), with selection being strictly merit-based via systematic screening, assessment (exams and interviews), and final evaluation by a Selection Board based only on competence. Conversely, hiring for Non-Permanent (Job Order/COS) Positions is streamlined and based on the exigency of service, requiring top-level management approval and competency vetting. All hiring is documented to ensure compliance with fair compensation principles.

8.2.3 Employment Practice on Unions and Labour Rights

The following documents serve as operational proof that CSU’s commitment to labor rights and equal treatment is embedded in its daily procedures, not just in high-level policy.

A. Labour Rights and Inclusivity in Practice

CSU guarantees that labour rights are extended equitably across all employee demographics, as evidenced through institutionalized programs and operational memos. The Employee Onboarding Program is a critical evidence point, ensuring that every new hire, regardless of their gender, status (permanent or non-permanent), or position, is immediately and explicitly informed of their fundamental rights. This includes mandatory orientation sessions covering the right to self-organization and robust Anti-Discrimination/Anti-Harassment policies, as well as the Safe Spaces Act. This proactive measure ensures that staff, including women and other diverse employees, are empowered from day one.

Furthermore, the university’s internal communications and procedures reinforce equity. Memos for Work Suspension (due to calamities, etc.) serve as tangible proof of equitable treatment, as they are disseminated to all employees and confirm the uniform application of operational decisions.

B. Formal Representation for Regular Personnel

For permanent and regular employees, CSU institutionalizes their collective voice through established and recognized associations. The Faculty Association (FA) and the Administrative Personnel Association (ADPA) serve as official, recognized entities for collective representation.

This representation ensures that policy-making is participatory and that the collective interests of both the academic and non-academic sectors are considered during crucial decisions related to workload, compensation, professional development, and strategic planning. The university’s official recognition of these bodies and its incorporation of their representatives into the governance structure provides tangible evidence of its commitment to collective negotiation and shared responsibility, a hallmark of fair labor practice.

Source: Faculty Association By Laws

C. Support to Personnel Benefit and Welfare through Collective Negotiation Agreement

The Administrative Order No. 135, s. 2005 and Congress Joint Resolution No. 4, s. 2009 institutionalize the grant of the Collective Negotiation Agreement (CNA) Incentive as a reward to encourage higher productivity, efficiency, and cost-saving measures in government agencies. The CNA Incentive may be granted to civilian personnel in NGAs, Constitutional Offices with fiscal autonomy, SUCs, GOCCs, LWDs, and LGUs—whether regular, contractual, or casual—provided there is a valid CNA between management and an accredited employee organization that includes agreed cost-cutting measures. Under Section 81 of the FY 2024 General Appropriations Act, the CNA Incentive is a one-time annual benefit sourced from allowable MOOE, granted through a labor–management resolution approved by the agency head, limited to the amount set by DBM, and subject to the validity of appropriations, with any unused balance reverting to the General Fund.

With this, CSU renewed its Collective Negotiation Agreement (CNA) with the CSU Administrative Personnel Association (CSUAdPA) in a ceremony on February 28, 2025, aiming to strengthen a collaborative and harmonious workplace.

CNA is a contract between employees’ organizations and management that outlines employment terms and conditions to improve working conditions, benefits, and rights for staff that are not fixed by law. The previous CNA ended on June 21, 2024, but was extended to June 21, 2025, to allow sufficient time for renewal and compliance with the Civil Service Commission.

Source:

Facebook Post

CNA Collective Negotiation Agreement

8.2.4 Policies and Initiatives on Anti-Discrimination, Gender and Development, End Modern Slavery, Safe Space Act, and Equal Employment Opportunity

A. Employment policy on discrimination

Educational institutions in the Philippines are establishing a robust framework for inclusion built on three central pillars. The Anti-Discrimination Policy, the Gender and Development (GAD) Policy, and the stringent implementation of the Safe Spaces Act (RA 11313). This unified approach, formalized by institutional resolutions such as BOR-Res.-No.-81-20-S.-2023, ensures that dignity and equality are actively guaranteed for all, particularly women and the LGBTQIA+ community.

The Safe Spaces Act (SSA) serves as the executive component program, significantly expanding protection against Gender-Based Sexual Harassment (GBSH) to all institutional spaces, including physical, online, and public settings. With this, Caraga State University conducted training sessions and seminars on the Safe Spaces Act. 

The Gender and Development Office of Caraga State University drives this implementation, having conducted several training and seminar programs on the Safe Spaces Act to effectively operationalize the policies. This reinforces protection for the LGBTQIA+ community and ensures their identities are respected in all areas, from enrollment to employment.

Source-> https://drive.google.com/drive/folders/1pSKKJ-0wg4ZcKUmm_n9MSmHZl5KjH69R

B. 𝗖𝗦𝗨 𝗲𝘅𝘁𝗲𝗻𝗱𝘀 ‘𝗚𝗔𝗗𝘃𝗼𝗰𝗮𝗰𝘆’ 𝗳𝗼𝗿 𝗺𝗲𝗻’𝘀 𝘄𝗲𝗹𝗹-𝗯𝗲𝗶𝗻𝗴, 𝗺𝗲𝗻𝘁𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵 𝗱𝗶𝗮𝗹𝗼𝗴𝘂𝗲

The discourse tackled the importance of men’s well-being, often overlooked by societal pressure and conditioning, covering mental health and emotional resilience, responsible parenthood, gender sensitivity, and masculinity.

CSU GAD Director Marjorie Escartin closed the activity by highlighting the role of men in the GAD framework. Educating the PADI, the men of CSU, addresses the knowledge gap on their emotional needs and also better equips them as partners in advocacy for Gender Equality aligned with SDG No. 5.

C.  Gender and Development Office awards outstanding Women with HERstory 2025: A University-Wide Search for Exemplary Women in CSU

On March 31, 2025, the university’s Gender and Development Office concludes its monthlong activities with an awarding ceremony for the winners of HERstory 2025: A University-Wide Search for Exemplary Women in CSU.

The awardees include Engr. Anamarie P. Sajonia, Dean of the College of Engineering and Geosciences; Engr. Marilou G. Umpad, Director of Campus Safety and Security Services; and Ms. Dianah Myra Salazar, CSUCC ROTC Unit Corps Commander. The awarding was conducted following the flag ceremony.

D. 𝗡𝗲𝘄𝗹𝘆 𝗵𝗶𝗿𝗲𝗱 𝗖𝗦𝗨 𝗳𝗮𝗰𝘂𝗹𝘁𝘆, 𝘀𝘁𝗮𝗳𝗳 𝘂𝗻𝗱𝗲𝗿𝗴𝗼 𝗚𝗲𝗻𝗱𝗲𝗿 𝗦𝗲𝗻𝘀𝗶𝘁𝗶𝘃𝗶𝘁𝘆 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴

Fifty-eight (58) teaching and administrative personnel of Caraga State University participated in a Gender Sensitivity Training on March 20-21, 2025, aiming to broaden their awareness about the rights, duties, and obligations of all genders and, in turn, promote equality.

CSU Gender and Development Office led the activity in line with the National Women’s Month celebration. It expounded on gender as a social construct, SOGIESC, legal mandates and policy imperatives on GAD, gender-fair language, manifestation of gender bias, and gender mainstreaming with Commission on Human Rights (CHR) Training Specialist Oliver Salino as the resource speaker.

The University commits to providing a work environment where employment  decisions are based solely on merit, qualifications, and competency, free from discriminatory preferences such as but not limited to age, sex, gender identity and/or expression, sexual orientation, civil status, appointment status, socioeconomic status, family responsibilities, race, ethnicity, religious belief or affiliation, physical characteristic or condition, union membership, political belief or conviction, or any other personal circumstances not related to job performance

that contravene the principles of equality, equity, and fairness.

Link -> https://drive.google.com/drive/u/0/folders/16azRu_FwfIPRgjFjsApFo3O0iOs0y0

E. Employment policy modern slavery

A policy commitment against forced labor, modern slavery, human trafficking, and child labor is substantially supported by the integration of the following documents: the Code of Ethics, Agency Operational Plan, and the Procedure Manual. The Code of Ethics provides the essential Policy Documentation by explicitly binding all internal staff and external partners to zero-tolerance standards, thereby fulfilling the mandate for a formal commitment. This foundational document ensures that the anti-slavery mandate is universally understood, extending its requirements not only to internal employees but also to contractors and the entire supplier network. The Agency Operational Plan and Manual provides crucial Implementation and Operational Evidence. This manual outlines the specific internal protocols, including age verification procedures for new hires and due diligence steps, demonstrating that the high-level ethical commitment is translated into a mandatory, enforceable daily practice.

F. Employment policy pay scale equity

Caraga State University (CSU) demonstrates a robust and operational commitment to pay scale equity, including the elimination of gender pay gaps, through two critical institutional documents that translate policy into functional practice.

The Operational Guidelines on Equal Employment Opportunity Principles (EEO) provide the foundational policy evidence. These guidelines explicitly mandate non-discrimination in all employment matters, ensuring that the entire employment lifecycle, including compensation and promotions, is governed by fairness. This establishes the ethical cornerstone, setting a zero-tolerance standard against pay decisions influenced by gender or other protected characteristics.

Complementing this policy, the Individual Performance Commitment and Review (IPCR) for teaching personnel provides the crucial implementation mechanism for job grading and classification. The PES ensures compensation is tied to the value of the work by linking academic rank and salary grades to objective, quantifiable metrics such as teaching effectiveness, research output, and professional credentials. This formalized, merit-based structure serves as a procedural safeguard, preventing subjective bias from influencing employee classification and directly enabling the university to conduct an accurate and equitable pay analysis.

Collectively, the EEO Guidelines and the PES form a unified system where ethical commitment is integrated with administrative enforcement. They prove that CSU possesses the necessary internal tools to systematically measure, classify, and sustain fair compensation practices across its academic workforce.

8.2.5 Staff and Faculty Development Program

CSU instructor granted Fulbright scholarship to teach, learn in US

Robert John D. Gipal, MAED-ELT, an Instructor at CSU Cabadbaran Campus, has been awarded a scholarship by the prestigious Fulbright Commission in the Philippines to teach, learn, and promote Filipino culture in the United States of America.

He received the 2025–2026 Fulbright Foreign Language Teaching Assistant (FLTA) grant, a program designed for early-career English language teachers to serve as teaching assistants in US universities for one academic year, while enhancing foreign language instruction, improving their English proficiency, honing their teaching skills, and deepening their understanding of American culture. As part of the program, Mr. Gipal will enroll in courses such as teaching methodology and American studies, engage in various university activities, and actively share Filipino culture with faculty and students—helping build cultural bridges and mutual understanding between the Philippines and the US. This achievement highlights CSU’s steadfast commitment to excellence in English language education and attests to the global competence of its teaching workforce.

Source:

Facebook Post

56 Golden Paddlers complete summer school in Thailand

To enhance international exposure and academic collaboration, Caraga State University sent 38 students and 18 faculty members to Thailand to attend a series of lectures at the Science Silpakorn International Summer School hosted by Silpakorn University (SU) from April to June 2025.

The annual summer program featured short courses in various fields such as Mathematics, Biology, Chemistry, Physics, Computing, Microbiology, and Statistics, with participants receiving assistance for travel, registration, lodging, and meals. CSU delegates joined specialized classes including Diversity of Flowering Plants (Biology), Microbiology Masterclass, Drying for a Wonderful Life (Physics), Exploration of Embedded Systems with Block-Based Microcontroller Programming (Computing), and Gamifying Stats (Statistics). The 38 Golden Paddlers who took part in the program were drawn from the College of Mathematics and Natural Sciences (CMNS), College of Education (CEd), and College of Computing and Information Science (CCIS), and were accompanied by 18 faculty members. This international engagement reflects CSU’s ongoing commitment to broadening learning opportunities and cultivating strong academic partnerships for its students and faculty.

Source:

Facebook Post

𝗖𝗘𝗚𝗦 𝗶𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗼𝗿 𝘀𝗲𝗹𝗲𝗰𝘁𝗲𝗱 𝗮𝘀 𝘀𝗰𝗵𝗼𝗹𝗮𝗿 𝗳𝗼𝗿 𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗮𝗻𝗱 𝗲𝗻𝗲𝗿𝗴𝘆 𝗽𝗿𝗼𝗴𝗿𝗮𝗺 𝗶𝗻 𝗔𝘂𝘀𝘁𝗿𝗮𝗹𝗶𝗮

Engr. Lovely Mae Dagsa-Balamad, an instructor from the Department of Electronics Engineering (DEcE) at the College of Engineering and Geosciences (CEGS), has been selected by the Australian Government’s Department of Foreign Affairs and Trade (DFAT) as one of only 22 scholars from across ASEAN countries to participate in the ASEAN-Australia Centre Short Course on Resources and Energy Transition at Griffith University, Australia.

8.2.6 Hiring of Adjunct Faculty for the Graduate Studies Program

Caraga State University, through its Graduate Studies program, has engaged a foreign adjunct faculty member to further strengthen its academic and research capabilities. The appointment aims to bring international expertise into the classroom, enrich curriculum delivery, and expose graduate students to global perspectives in their respective fields. As part of this engagement, the adjunct faculty will handle specialized courses, provide research mentorship, and support the university’s quality assurance and internationalization initiatives. This development affirms the university’s commitment to fostering academic excellence and meaningful global partnerships.

Source:

Adjunct Faculty Contract (Graduate School)

Letter of Invitation / Offer Letter

A. 𝗖𝗦𝗨 𝘄𝗲𝗹𝗰𝗼𝗺𝗲𝘀 𝗮𝗱𝗷𝘂𝗻𝗰𝘁 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗼𝗿 𝗳𝗿𝗼𝗺 𝗦𝗹𝗼𝘃𝗮𝗸𝗶𝗮

Dr. Renáta Bačárová joins CSU to teach DIT 207 – AI Governance under the Doctor in Information Technology (DIT) program. Her lectures and seminar-workshop sessions will explore the intersections of artificial intelligence, law, and ethics, offering graduate student’s valuable perspectives on the legal, ethical, and policy dimensions of emerging technologies.

Source: Facebook Post

A.  South Korean professor joins CSU as adjunct professor in Science Education

Dr. Lee Eun Hwa of Silla University, South Korea, has been appointed as an adjunct faculty member to further strengthen the Science Education programs of the Graduate School and College of Education at CSU-Main Campus.

Currently serving as Dean of the Graduate School of Education at Silla University, Dr. Lee will be involved in curriculum enhancement, the delivery of specialized lectures, and the mentoring of graduate students, while also contributing to CSU’s accreditation and quality assurance efforts. Her appointment builds on the institutional partnership formalized between CSU and Silla University in March, which covers collaborative research, faculty and student exchanges, and the integration of AI in education. Having been instrumental in establishing this collaboration, Dr. Lee now deepens her engagement with CSU through direct academic involvement.

Source: Facebook Post

C.  CSU welcomes adjunct professor from Singapore

Professor Leong Yew Hoong, Associate Professor at the National Institute of Education, Nanyang Technological University (NIE-NTU), Singapore, joins Caraga State University as an international adjunct faculty member in mathematics education beginning this incoming school year.

He will teach Principles and Standards of Mathematics Education (MATHED 307) across the bachelor’s, master’s, and doctoral programs in Mathematics Education, while sharing his expertise in instructional material design, innovative pedagogy, and mathematics teacher development through a team-teaching arrangement with Dr. Maris T. Lasco. His appointment, following his earlier engagement as a resource speaker at CSU, is strongly supported by University President Dr. Rolyn C. Daguil and further elevates the university’s academic and research profile in mathematics education.

Source: Facebook Post

8.2.7 Health and Wellness Initiatives

Caraga State University School of Medicine launched the University-Wide Health and Wellness Fair on July 23 at the HERO Learning Commons, offering health lectures and services to faculty, employees, and students as part of the inaugural Medicine Week from July 21 to 25. The fair featured simultaneous lectures on thyroid disorders, iodine deficiency, and prostate and kidney health, followed by complementary services such as goiter screening, thyroid ultrasound, HIV and blood testing, bone densitometry, and ankle-brachial index assessments in partnership with the DOH and other agencies.

Participants also received free vitamins, medications, and health product samples. Medicine Week opened on July 21 with a health outreach in Abilan, Buenavista, serving 80 Gawad Kalinga members, and will culminate on July 25 with the formal introduction of Caraga’s first and only medical school, its faculty, and the pioneer Doctor of Medicine batch, alongside the official launch of the SoM research and innovation agenda, THRIVE, to be streamed live on the university’s Facebook page. Overall, the week-long celebration reinforces CSU’s commitment to Sustainable Development Goal (SDG) 3 on Good Health and Well-being.

8.2.8 Employment Practice on Appeal Process and Grievance

Source:

Faculty Manual

CSU Code

8.3 Expenditure per employee

Plantilla and COS List

Operating Cost

8.4 Students Work Placements and Initiatives

A.  Work Placements and OJT Program

CSU professionally prepared graduates by embedding required work placements and On-the-Job Training (OJT) into the curricula across all seven of its primary academic units: the College of Agriculture and Agri-Industries, College of Computing and Information Sciences, College of Education, College of Engineering and Geosciences, College of Forestry and Environmental Science, College of Humanities and Social Sciences, and College of Mathematics and Natural Sciences. This practical approach ensures that students translate theoretical knowledge into real-world competencies, fostering discipline, critical thinking, and professionalism. Enabling them to contribute immediately to the local and national economy in their respective fields.

Figure 1: Sample curriculum indicating OJT/Practicum from the BSIT program curriculum – https://drive.google.com/drive/folders/1ZiMmOSGEHniszbQ7yIuME-8r_KXn_850?usp=drive_link

The program curriculum above lists the OJT/work placement as one of the program requirements.  Moreover, through Memoranda of Agreement (MOAs) with partner industries, the university ensures that students are placed in reputable institutions that uphold professional standards and provide safe, inclusive, and skill-enhancing environments. These partnerships facilitate the transfer of knowledge and promote collaboration between academe and industry, bridging the gap between education and employment.

https://drive.google.com/drive/folders/19VDHd5A-ox12vU6cLOyX7LrzwsuMKn2B?usp=sharing

Table 1: Total number of student-interns per college trained during their On-The-Job Training Program

https://docs.google.com/document/d/18BBoOgpNKYgFMbxbJ_lT0sBmNiJF5aIF/edit

During the reporting period (2024 Year End Reporting), a total of 1,722 student-interns from the university’s seven academic colleges successfully completed their OJT requirements.

The Certificates of Completion issued to students serve as tangible proof of their successful engagement in these placements, highlighting their acquisition of practical skills and real-world experience.

Figure 2: Sample Certificate of Completion given to CCIS student after completion of their internship program.

By embedding these work placements into its academic program, CSU not only enhances students’ employability but also contributes to the broader goal of fostering sustainable economic growth and productive employment within the region and beyond.

Source:

MOA OJT 2024

Curriculum

Sample Student OJT Narrative Report

Caraga State University (CSU) demonstrates a commitment to professional integration, with  1,350 Full-Time Equivalent (FTE) students across all seven colleges engaged in mandatory work placements or On-the-Job Training (OJT) for periods exceeding one month during Academic Year 2024. The College of Engineering and Geosciences (CEGS) and the College of Computing and Information Sciences (CCIS) collectively contributing 580 FTEs who undertake lengthy internships ranging from 240 to over 480 hours essential for specialized competency development. The College of Agriculture and Agri-Industries (CAA) (240 FTEs) through field-based externships and the College of Education (CEd) (210 FTEs), where the extensive Student Teaching component fulfills the long-term placement requirement. Colleges such as the College of Mathematics and Natural Sciences (CMNS) (120 FTEs), the College of Forestry and Environmental Science (CoFES) (110 FTEs), and the College of Humanities and Social Sciences (CHaSS) (90 FTEs) ensure that their students receive critical, extended practical experience in specialized roles spanning laboratory research, environmental management, and social service provision, thereby fulfilling the University’s mandate to foster highly capable and career-ready professionals.

Resources:

• https://drive.google.com/drive/folders/19VDHd5A-ox12vU6cLOyX7LrzwsuMKn2B?fbclid=IwZXh0bgNhZW0CMTEAAR37Tky9Z-c11HP33oI3N9_NPtRGowUmPE_CCS6kKsvBfpZZJtXKwG4JsWw_aem_4Tt4pnr9fncQjYRDZsM7PQ
• https://docs.google.com/document/d/18BBoOgpNKYgFMbxbJ_lT0sBmNiJF5aIF/edit
• https://docs.google.com/document/d/1XGKOWJJiNPSXlMmjrYOvt9NTiK7tbo82/edit#heading=h.gjdgxs
• AR OSIP 2025 Q1 – NEW.docx
• Copy of AR OSIP 2025 Q1 – NEW.docx
• Copy of AR Q2 2025.docx
• Copy of 1. 2024 OSIP Annual Report.docx

A.  Golden Paddlers benefit from DSWD Short-Term Job

The Department of Social Welfare and Development (DSWD), in partnership with Caraga State University (CSU), formally concluded the Cash-for-Work (CFW) Program on August 29, 2025, a short-term employment initiative implemented in two batches from April to July that benefited 80 graduates and 372 students deployed within the CSU campus, DSWD field offices, and partner Local Government Units.

B.

The Department of Social Welfare and Development (DSWD), in partnership with Caraga State University (CSU), formally concluded the Cash-for-Work (CFW) Program on August 29, 2025, a short-term employment initiative implemented in two batches from April to July that benefited 80 graduates and 372 students deployed within the CSU campus, DSWD field offices, and partner Local Government Units.

Through the program, DSWD released a total of ₱5,383,297.00 in compensation for the services rendered, with Deputy National Program Manager Dir. Rolando D. Villacorta, Jr. and University President Rolyn C. Daguil, PhD, emphasizing that the initiative not only provided early work exposure and short-term economic relief, but also served as meaningful community engagement and “employment with purpose and a platform for learning.”

Implemented under DSWD’s KALAHI-CIDSS, the CFW Program enabled participants—including the Golden Paddlers and differently-abled students—to gain valuable in-campus training and work experience, giving them a head start toward more sustainable employment opportunities aligned with Sustainable Development Goal (SDG) No. 8 on Decent Work and Economic Growth.

Source: Facebook Post

C.  CSU and SEEMESOL to boost graduate employability with digital recruitment portal

Caraga State University has formalized a partnership with SEEMESOL, a leading Software-as-a-Service (SaaS) provider in talent and recruitment management, to strengthen graduate employability and enhance career support services through a digital recruitment platform.

The Memorandum of Agreement (MOA) was signed at the SMX Convention Center in Pasay City, establishing a strategic collaboration to integrate SEEMESOL’s technologies into CSU’s existing systems. Through this partnership, the SeeMeConnect Career Portal is expected to be launched within the year and will be made accessible to both students and alumni. University President Rolyn C. Daguil, PhD, attended the ceremony together with Vice Presidents Michelle V. Japitana, D.Eng, and Vicente A. Pitogo, DIT, as well as Division Chiefs Jona J. Biongcog, PhD, and Maria Annie B. Mortola, MAEd, and OP Executive Assistant Nathan Kit Berro. SEEMESOL was represented by its Founder and CEO David Padgett and Community and Partnership Manager Jasmine Layugan

Source: Facebook Post

D.  𝗚𝗼𝗹𝗱𝗲𝗻 𝗣𝗮𝗱𝗱𝗹𝗲𝗿𝘀 𝗷𝗼𝗶𝗻 𝗶𝗻-𝗵𝗼𝘂𝘀𝗲 𝗷𝗼𝗯 𝗳𝗮𝗶𝗿 𝘄𝗶𝘁𝗵 𝟭𝟵 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 𝗮𝗴𝗲𝗻𝗰𝗶𝗲𝘀

Required for all graduating students, the activity also oriented them on the hiring process flow, including documentary requirements, interview decorum, and conduct, which will be insightful following their graduation in June. This activity is organized by the university’s Office of Counseling and Career Services (OCCS).

E.  𝗧𝗵𝗿𝗲𝗲 𝗚𝗼𝗹𝗱𝗲𝗻 𝗣𝗮𝗱𝗱𝗹𝗲𝗿𝘀 𝗷𝗼𝗶𝗻 𝗔𝗦𝗘𝗔𝗡 𝗽𝗿𝗼𝗴𝗿𝗮𝗺 𝗶𝗻 𝗠𝗮𝗹𝗮𝘆𝘀𝗶𝗮

Three promising student-incubatees under the TARA-ATBI and Navigatu TBI (TBI Center) have been selected to represent Caraga State University (CSU) in the prestigious ASEAN Student Mobility Program 2025 from February 18 to February 26, 2025 in Kuala Lumpur, Malaysia.

Mary Soliva and Rhea Bete from the College of Computing and Information Sciences (CCIS) and Juniel Rey Gigaquit from the College of Agriculture and Agri-Industries (CAA) will participate in two major events during the program: The Young Speaker Contest and the Future Innovator Challenge.

F.  𝗖𝗦𝗨 𝘁𝗮𝗽𝘀 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 𝗮𝗴𝗲𝗻𝗰𝗶𝗲𝘀 𝘁𝗼 𝘄𝗶𝗱𝗲𝗻 𝘀𝘁𝘂𝗱𝗲𝗻𝘁𝘀’ 𝗰𝗮𝗿𝗲𝗲𝗿 𝗽𝗿𝗼𝘀𝗽𝗲𝗰𝘁 𝗶𝗻 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝗲𝗿𝗮

To guide Golden Paddlers in making informed career decisions in the digital era, the Caraga State University and public and private partners organized a career exposure for students, mostly graduating by 2025.

Led by the Office of Counseling and Career Services, the activity features plenary sessions, exhibits, and contests running from November 27 until 28, anchored on the theme “Gearing Career Path in the Digital Era: Paving Smart Choices towards a Tech-enabled Future.”

By widening the students’ perspective on career opportunities, the activity aligns with the university’s vision to produce digitally inclined and innovative students who can navigate the ever-evolving career paths in the digital era.

8.5 Proportion of secure employment

Metric Focus: The proportion of all university staff on contracts that are permanent or of a fixed-term greater than 24 months, calculated on a Full-Time Equivalent (FTE) basis.

Reporting Period: [Insert Reporting Year, e.g., Calendar Year 2024]

A. Institutional Commitment to Secure Employment

Caraga State University (CSU) is fully committed to the principles of Decent Work as outlined in SDG 8, ensuring its core workforce is supported by secure and stable employment conditions. The university operates under the regulatory framework of the Philippine Civil Service Commission (CSC), which mandates a rigorous, merit-based, and secure employment pathway for academic and non-academic personnel. CSU’s standard practice is to classify its core and long-term academic and non-academic staff as Permanent employees, which constitutes an indefinite term of employment, exceeding the 24-month secure contract threshold required by the ranking body.

B. Data Calculation and Evidence

The data presented below is derived directly from the official employment records of the university for the reporting period, which are categorized based on appointment status.

Based on the FTE counts derived from the official records, Caraga State University reports that 399 FTE staff are on secure, permanent contracts out of a total of 549 FTE staff, resulting in a secure employment proportion of 72.68%.

The staff listed in Permanent – Teaching.pdf and Permanent – Non Teaching.pdf hold positions with “Permanent” status. Under the Civil Service rules governing State Universities and Colleges (SUCs), a permanent appointment signifies an indefinite tenure, providing the highest level of employment security and benefits, thus unequivocally meeting the THE ranking definition of a secure contract (greater than 24 months). Staff under Contract of Service (COS) or Job Order (JO), as listed in Contract of Service (Teaching and Non-Teaching).pdf, are classified as non-secure employment for this metric, as their contracts are typically short-term (six months to one year) and dependent on budget availability and project necessity.

C. Supporting Policies for Decent Work (SDG 8)

CSU goes beyond contract security by providing several policies and initiatives that foster a fair, safe, and productive work environment for all employees. The university ensures mechanisms for fair reward distribution and dialogue through the Collective Negotiation Agreement (CNA). The document CNA_BUDGET-CIRCULAR-NO-2024-4.pdf confirms the institutional mechanism for Collective Negotiation between management and the employees’ association. The grant of the CNA Incentive, as institutionalized in the Budget Circular, rewards employee efforts toward higher productivity and ensures that staff are financially recognized for achieving performance targets, thereby promoting dialogue and fair reward distribution, which are key tenets of Decent Work. Furthermore, CSU demonstrates its commitment to comprehensive employee welfare and integration through the implementation of the mandatory Employee Onboarding Program. The official Memorandum Order MEMO No. 170, s. 2025 [Guidelines on Employees Onboading Program] (1).pdf outlines this comprehensive program for all newly hired personnel, irrespective of contract status (Permanent, Temporary, Contract of Service, etc.). This policy is specifically designed to ensure a fair, equitable, and inclusive process, foster a strong sense of belonging, enhance job readiness, and provide clarity on performance expectations, policies, and reporting relationships from day one, thus ensuring all staff are fully integrated, supported, and protected by the university’s institutional culture.

https://drive.google.com/drive/folders/1JVdqPRU1gRYfpVQWI_wVk_dj7w8uC2dG