Santos, then parish priest of the city of Angeles and later archbishop of Nueva Caceres. Its primary purpose was to provide Catholic education at the secondary level, which was the felt need of the community at the time. Nepomuceno of the Congregation of Missionary Benedictine Sisters of Tutzing was installed as the second university president.
Under this new leadership, the professional dimension of the University was vigorously pursued and its Catholic character received greater and renewed emphasis. The University's teacher training programs were further enriched with the establishment of the Laboratory Primary School in 1997. On 22 October 2001, CHED listed the University as one of the top 52 tertiary education institutions in the country effectively granting it a deregulated status.
Raphael, Chapel of the Holy Guardian Angel, Café Juan, Food Courts, Courtyard and JDN Annex. Holy Angel University is one of the few institutions in the country to have achieved such status. The President of the Republic, Gloria Macapagal Arroyo, took the oath of office to Dr.
He also initiated a massive campus development that eventually resulted in the construction of the Chapel of the Holy Guardian Angel, St. The four strategic objectives – Academic quality and organizational excellence, Authentic instrument for rural development, a great university to work for, and Faithful Catholic Education – operationalized the University's vision to become a model instrument for rural development and one of the universities most influential and best-managed Catholic in the Asia Pacific region. In pursuit of the strategic objective of academic quality and organizational excellence, the University created a Roadmap for Quality and Excellence for the period 2018-2023.
On May 2, 2019, the People Management Association of the Philippines (PMAP) recognized the university as the 2019 Employer of the Year Award for Luzon. Catholic theologians, who have received a mandate from the Church, must be faithful to the Magisterium of the Church. 1Adopted by the Executive Committee of the Board of Trustees of Holy Angel University on July 5, 2016.
1Amendment approved by the Executive Committee of the Board of Trustees of Holy Angel University on August 5, 2016. The University also recognizes the academic freedom of researchers in each discipline in accordance with its own principles and correct methods and within the limits of truth and the common good. To become a role model catalyst for the development of the landscape and one of the most influential, best managed Catholic universities in the Asia Pacific region.
The employees have the opportunity to collaborate and share everything they have to offer with the other members of the university and the community.
Personal and Professional Excellence
Psychosocial Maturity
Faithful Catholic Formation
Physical and Psychological Wellbeing
New Employee Orientation
In-Service Education and Training (INSET) for Faculty
Continuing Professional Development
Graduate/Post-Graduate Studies Assistance Program (GSAP)
Other Scholarships and Grants
This involves downloading six (6) units for one semester granted to full-time regular faculty members who are scheduled to defend their thesis or project over the semester applied for. The University Research Incentive Program was established not only to facilitate the professional development of faculty members, but also for the University to fulfill its mandate as a Higher Education Institution (HEI) that undertakes research to improve higher education in particular and the quality of life in general. improve. The program is managed by the University Research Office (URO) under the guidance of the University Research Council.
This refers to opportunities for faculty to present a paper at a local or overseas conference. To support an employee interested in undertaking research, the Office of University Research (URO) organizes workshops for building research skills, helps staff-researchers to secure collaborative research and provides research consultancy and research computing services. This includes active faculty participation in departmental and university outreach and community outreach activities on a voluntary basis.
International Linkages
Activities in this program pursue the University's mission vision as it embraces transformational goals and objectives where Management staff manifest in themselves and in the workplace as persons in the process of becoming what they aspire to be – as people in relation to themselves and God; as social beings in relation to society; as professionals in relation to the community; and as workers in relation to the environment. Another goal of the program is to develop HAU leaders as models for their respective staff who are aware of and alive to the social realities of widespread injustice and inequality; which contributes to the development and achievement of an economically equitable, politically just and participatory, culturally integrated society, and; who are socially responsible in maintaining and defending human dignity and participating in the promotion of the common welfare. The program also includes Summer Institute – a refresher course on the operational procedures in the University for Management staff to gain a better perspective of the key functions and how they relate to their respective department.
The university president will share his perspectives based on the university's strategic directions and the leadership skills appropriate among HAU administrators as models for their respective faculty and staff. The VP of Academic Affairs will explain the university's academic goals and objectives in terms of specific outcomes expected of college/school deans, chancellor, faculty, staff and students. The Senior Consultant and HR Director will combine efforts to deepen the role of human capital in delivering results in support of the University's academic endeavours.
The Vice President for Institutional Effectiveness will explain the University's quality system and processes, including the various accreditation offerings, necessary to maintain HAU's standards of excellence for the academic and non-academic sectors and to meet local and international legal and regulatory requirements. The University Secretary will share key points in the Handbook of Regulations for Private Higher Education that are essential in the performance of the administrator's organizational functions. As an academic institution, HAU not only develops its teaching force, but also ensures that its non-teaching staff are also trained and developed to be more effective as a support group contributing to the university's goals.
In addition, the University undertakes to "encourage the improvement of the economic, social and professional status of all its employees", as seen in sec. The NTP development program is a joint, ongoing effort by employees and the university to upgrade the knowledge, skills and attitudes of employees. The success of employee development requires a balance between the individual's career needs and goals and the university's need to get work done.
This program is divided into two modules: Module 1 introduces the new employee to the vision, mission, goals and objectives of the University and emphasizes its Core Values. The Code of Conduct outlines work ethics and standards, which will not only be conducive to higher productivity in the workplace, but will also enhance and protect the University's corporate image. While the Code of Conduct defines offenses as well as relevant disciplinary measures, its overall purpose is to prevent the offense and not to administer disciplinary measures.
Career Planning and Development involves helping the individual employee to identify career goals and the means of achieving them. An individual development plan is prepared by the employee in partnership with his or her
The New Employee Orientation Program aims to facilitate an opportunity for newly hired employees to be informed about HAU's mission, vision, strategic goals, core values, quality policy and professional ethics, policies and relevant HAU's mission, vision, strategic goals, core values, quality policy and professional ethics, policies and relevant rules and procedures that may affect him or her as an employee. It includes informative orientation to help new employees adapt to their work environment and to instill a positive work attitude and motivation at the start. Personal and professional development program consists of institutional/internal, invitational or off-campus learning and development activities (example: trainings, seminars, workshops, conferences, conventions, forums, learning and development activities (example: courses, seminars, workshops) ), conferences , conventions, forums, industry immersion, etc.) as well as orientation/reorientation activities that employees use to facilitate the improvement and development of their knowledge, skills and ethical values.
It covers required continuing professional development activities to continually improve employees' competence based on their professional affiliation in accordance with Republic Act 10912 or the Continuing Professional Development Act of 2016. Also included in this program are activities aimed at strengthening communication and interpersonal skills, increasing productivity , promoting positive work values and improving the spirituality, supervision, leadership and management skills of non-teaching staff as part of their continued personal and professional growth. Career planning and development involves helping the individual employee identify career goals and the means to achieve them.
An individual development plan is drawn up by the employee in collaboration with the latter. The performance process is a self-running performance process that is linked to the employees' career plan and development. Spiritual formation program and community service are the anchoring element in HAU employees' technical, conceptual and relational competences.
As a competency, spirituality is building and exercising the relational competencies of HAU employees. As a competence, spirituality is the building and exercise of one's character, godliness and piety holistically. The central unifying element of this program is the value of the self in relation to others and the larger community.
The program of activities includes the following: retreats, remembrances, Bible for Action Sharing Team (BFAST) or Basic Ecclesial Communities (BECs), Angelite Formation Sessions, Fellowship, liturgical activities, volunteering/volunteering. The Health and Wellness Program provides opportunities for the NTP to improve their health and wellbeing through health education and activities that support positive lifestyle change resulting in a better employee.
Health and Wellness Program provides opportunities for the NTP to improve their health and wellbeing through health education and activities that will support positive lifestyle change thereby resulting in improved employee
