by Alexia Hernandez
Permanent appointments for Silliman University’s (SU) key administrative positions remain unfilled as recruitment process continues.
Interim officers currently fill these roles as SU emphasizes an open and merit-based selection system to “ensure leadership stability.”
Organizational Development-Human Resource Management (OD-HRM) Division Chief Dr. Lourdes Angela F. Piñero stated, “The university is committed to cultivating a diverse and skilled workforce aligned with its mission of total human development.”
Piñero also emphasized that the recruitment process for top management positions is designed to “promote equal opportunity” and “inclusion” she said.
The process begins with an open call announced both internally and externally.
“In the [online] postings, we already share the job descriptions, as well as qualifications. These already set the objective standards that are needed for the available jobs,” Piñero added.
She also emphasized that filling key administrative positions through application ensures fairness and objectivity.
“The application process opens a fairer and more objective way for the university to have an avenue for selecting talent with a wider reach,” she said.
Interim officers filling key roles include Dr. Margaret Helen U. Alvarez as Interim Vice President for Academic Affairs and Research, Dr. Mae Brigitt Bernadel L. Villordon as Interim Assistant Vice President for Academic Affairs, and Dr. Robert S. Guino-o as Interim Executive Director for Research, Publication, and Innovation, whose terms have been extended to July 2025.
Meanwhile, Atty. Ebenezer Y. Lim served as Interim Chief of Finance and Operations until Dec. 2024
As of writing, the search for candidates to permanently fill the administrative positions is ongoing.
Smooth admin transition
Piñero shared that OD-HRM works closely with the administration to facilitate the transition from interim to permanent appointments.
“As part of the administration, [the] OD-HRM Division works side by side with the university president and the Board of Trustees on the process of transition,” she said.
She acknowledged that recruiting for top leadership roles comes with challenges, noting that part of their ongoing efforts includes updating policies and procedures to align with current industry standards.
Moreover, Piñero emphasized that the selection of permanent administrators is “guided by the university’s mission, vision, and values.”
“We would like to ensure that the selection of personnel to be given management-level positions undergo a process adhered mainly to our mission, vision, values, and goals,” she said.
She also highlighted that OD-HRM is incorporating professional development into its operational plans.
“Right now, part of the operationalization of OD-HRM includes plans of institutional training and development, and this, of course, includes the consideration of professional development of administrative candidates,” she said.
Need for leadership transitions
Piñero stated, “Leadership transitions are a natural part of any organization’s life cycle and often bring about positive change.”
“I believe that the transitions are part of the ‘natural life’ of organizations. Changes can translate to positive outcomes and are a sign of growth. A healthy amount of change is sometimes needed to take the necessary steps forward,” she said.
She added that the administration considers input from the SU community in its decision-making process.
“The administration takes the thoughts that are shared by the SU community as relevant references in its decision-making process,” she said.
