AREA II - FACULTY

Topic outline

• 

  General

  • Program Performance Profile

  • Extent of Compliance of the last Survey Visit

  • Self-Survey

• 

  PARAMETER A: ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE

  SYSTEM-INPUTS AND PROCESSES

  S.1. The required number of faculty possesses the academic preparation and experience appropriate to teaching technology courses.

  S.2. Qualifications of technology instructors/professor are compliant with the training regulations of TESDA

  S.3. Technology instructors/professors have accumulated at least 560 hours of industry/job experience.

  S.4. General/professional education instructors/professors are holders of appropriate master’s degree in their respective field of specialization.

  S.5. General/professional education instructors/professors have at least one (1) year of a very satisfactory teaching experience in any technical-vocational or technological institution.

  S.6. Technology instructors/professors are holders of National Certificate (NC) in their field of specialization.

  S.7. Other qualifications such as the following are considered:

            S.7.1. related professional experience;

            S.7.2. licensure;

            S.7.3. specialization;

            S.7.4. research capability;

            S.7.5. technical skills and competence;

            S.7.6. special skills and abilities; and

            S.7.7. computer literacy.

  S.8. Faculty handling OJT/practicum courses have has at least three (3) years of teaching and industry-based experience in their field of specialization.

  S.9. At least 50% of the faculty are Graduate degree holders.

       

  IMPLEMENTATION

  I.1. The faculty demonstrate professional competence and are engaged in any or a combination of the following:

            I.1.1. instruction;

            I.1.2. research;

            I.1.3. extension;

            I.1.4. production;

            I.1.5. consultancy and expert service;

            I.1.6. publication, creative and scholarly work; and

            I.1.7. invention and innovation.

  I.2. The faculty pursue graduated degrees from reputable institutions (with at least Level II accreditation status or World/Asian rank).

   

  OUTCOME/S

  O.1. The institution has qualified and competent faculty.

  
  
  
• 

  PARAMETER B: RECRUITMENT, SELECTION AND ORIENTATION

  SYSTEM – INPUTS AND PROCESSES

  S.1. There is an institutional Human Resource Development Plan/Program designed for faculty recruitment.

  
  

  IMPLEMENTATION

  I.1. Recruitment and selection of faculty is processed by the Faculty Selection Board using the following criteria:

  Mandatory

            I.1.1. academic qualifications;

            I.1.2. personal qualities;

            I.1.3. communications skills;

            I.1.4. teaching/content ability;

            I.1.5. medical examinations results;

            I.1.6. psychological examination results;

  Optional

            I.1.7. relevant/professional experiences, (if any);

            I.1.8. previous record of employment: (if any)

            I.1.9. technical/special skills and abilities; and

            I.1.10. previous performance rating (if any)

  I.2. The hiring system adopts an open competitive selection, based on the CSC-approved Merit System and Promotion Plan of the institution published and well-disseminated through various means of communication.

            I.2.1. print media (newspaper, flyers, CSC Bulletin of vacant positions);

            I.2.2. broadcast media (TV, radio);

            I.2.3. website;

            I.2.4. bulletin boards; and

            I.2.5. others (please specify) ____________.

  I.3. A screening Committee selects and recommends the best and most qualified applicant.

  I.4. Measures to avoid professional in-breeding are observed.

   I.5. The institution conducts orientation for the newly-hired faculty on its institutional vision and mission, CSC, PRC, DBM, and administration policies on their duties, responsibilities, benefits and other academic concerns.
  

   

  OUTCOME/S

  O.1. The most qualified faculty are selected.

  
  
• 

  PARAMETER C: FACULTY ADEQUACY AND LOADING

  SYSTEM – INPUTS AND PROCESSES

  S.1. Faculty-student ratio meets the program requirements and standards.

            S.1.1. lecture (1:40) 50 - maximum

            S.1.2. laboratory (1:25) 25 - minimum

  S.2. There is a provision for incentives for overload teaching in accordance with the CMO #56 and/or institutional guidelines.

  S.3. There are full-time faculty classified by rank, subject/specialization.

  S.4. Faculty schedule has time for preparation of lessons, scoring of test papers, record-keeping, class evaluation and other instruction-related activities.

  S.5. Workload Guidelines contain sufficient time for teaching, and/or research, extension, production and other assigned tasks.

  S.6. There is equitable, measurable and fair distribution of teaching load and other assignments.

  IMPLEMENTATION

  I.1. The maximum total load is assigned to regular full-time faculty in accordance to CMO #52, s. 2007, and institutional guidelines.

  I.2. A Faculty Manual is published formalizing faculty policies, standards and guidelines.

  I.3. Professional subjects are handled by specialist in the discipline.

  I.4. The faculty are assigned to teach their major/minor fields of specialization, for a maximum of four (4) different subject preparation within a semester.

  I.5. Administrative arrangements are adopted whenever vacancies/leaves of absence occur during the term.

  I.6. No less than 60% of the professional subjects offered in Technical Teacher Education program are handled by full time faculty.

  I.7. Teaching schedule does not allow more than six (6) hours of continuous teaching.

  I.8. Administrative, research and/or professional assignment outside of regular teaching is given credits.

  I.9. Consultation, tutorial, remedial classes, expert services, and other instruction-related activities are given credits in consonance with faculty workload guidelines.

  I.10. Workload assignments and number of preparations follow existing workload guidelines.

   

  OUTCOME/S

  O.1. The faculty are efficient and effective with sufficient time for instruction, research, extension, production and other assigned tasks.

  
  
• 

  PARAMETER D: RANK AND TENURE

  SYSTEM – INPUTS AND PROCESSES

  S.1. The institution has a system of promotion in rank and tenure based on official issuances.

  S.2. The institution has a policy on probationary status of employment.

  S.3. At least 50% of the full-time faculty teaching the professional courses are under permanent/regular status.

   

  IMPLEMENTATION

  I.1. The institution implements the system of promotion in rank and salary based on existing policies and issuances (e,g. NBC 461, JC3).

  I.2. Retirement, separation or termination benefits are implemented in accordance with institutional and government (CSC, GSIS/DBM) policies and guidelines.

  I.3. The faculty are officially informed of their rank and tenure after evaluation of their credentials and performance.

  I.4. The faculty concerned is officially informed of the extension, renewal or termination of their appointments.

  I.5. The institution implements a CSC-apporved Strategic Performance Management System (SPMS) which emphasizes quality teaching performance, research, creative work, extension and production services.

  I.6. The probationary period or temporary status required before the grant of permanent status to the faculty is in accordance with Civil Service and institutional policies and guidelines.

   

  OUTCOME/S

  O.1. The faculty are satisfied with their rank and employment status.

  
  

  Additional Document

  1.1 The institution implements the system of promotion in rank and salary based on existing policies and issuances (e.g NBC JC3)

  
  
  
• 

  PARAMETER E: FACULTY DEVELOPMENT

  SYSTEM – INPUTS AND PROCESSES

  S.1. The institution has an approved and sustainable Faculty Development Program (FDP).

  S.2. There are policies on faculty academic recognition and grant of scholarships/fellowships and awards.

  S.3. Every faculty member has at least one active membership in professional/scientific organization or honor society relevant to his/her assignment and field of specialization.

  S.4. The budget allocation for faculty development is adequate.

   

  IMPLEMENTATION

  I.1. The institution implements a sustainable Faculty Development Program based on identifies priorities/needs:

            I.1.1. upgrade of educational qualifications (graduate studies);

            I.1.2. attendance to seminars, symposia and conferences for continuing education;

            I.1.3. conduct of research activities and publication of research output; and

            I.1.4. giving of lectures and presentation of papers in national/international conferences, symposia and seminars.

  I.2. The institution supports the professional development of the faculty through attendance in educational lectures, symposia, seminars, workshops, conferences and other forms of training.

  I.3. The institution conducts in-service training activities regularly at least once per term.

  I.4. Selection of deserving faculty to be granted scholarships, fellowships, seminars, conferences and/or training grants is done objectively.

  I.5. The budget for faculty development is adequately allocated.

  I.6. The budget for faculty development is wisely allocated.

  I.7. The Faculty Development Program is implemented with the following provisions:

            I.7.1. adequate and qualified supervision of faculty;

            I.7.2. scholarship, fellowships, sabbatical leaves, research and travel grants;

            I.7.3. financial support for active membership in professional organizations;

            I.7.4. deloading to finish the faculty member’s thesis/dissertation;

            I.7.5. attendance in continuing professional education (CPE) programs such as seminars, workshops and conferences or some in-service training courses;

            I.7.6. conducting research activities related to the program;

            I.7.7. publishing scholarly articles and research outputs; and

            I.7.8. production of instructional materials (IMs).

  I.8. Opportunities for the faculty to attend/participate in capability-building and enhancing activities are fairly distributed.

  I.9. Tuition fee privilege and other forms of assistance are utilized by faculty pursuing advanced (master’s and/or doctoral) degrees.

  I.10. Faculty are given incentives for book writing, manuals/handbooks, compilations and instructional materials to keep up with new knowledge and techniques in the fields of specialization.

  
  

  OUTCOME/S

  O.1. The faculty are well trained and competent to serve the institution.

  O.2. The faculty are committed to serve and support the programs and projects of the institution.

  
  ADDITIONAL DOCUMENTS
  
  E 1.3  Faculty ID as active members of professional or any organization of her/ his field of specialization examples council of deans ID, PACUIT ID and more
  
• 

  PARAMETER F: PROFESSIONAL PERFORMANCE AND SCHOLARLY WORKS

  SYSTEM – INPUTS AND PROCESSES

  S.1. The institution has a system of evaluating the faculty on the following:

            S.1.1. professional performance; and

            S.1.2. scholarly works

   

  IMPLEMENTATION

  The Faculty

  I.1. demonstrate skills and competencies in all the following:

            I.1.1. knowledge of the program objectives/outcome(s);

            I.1.2. reflecting the program outcomes clearly in the course objectives;

            I.1.3. knowledge and mastery of the content, issues and methodologies in the discipline;

            I.1.4. proficiency in the use of the language of instruction;

            I.1.5. the use of higher order thinking skills such as analytical, critical, creative, innovative and problem-solving;

            I.1.6. innovativeness and resourcefulness in the different instructional processes;

            I.1.7. integration of values and work ethics in the teaching-learning process; and

            I.1.8. integration of Gender and Development (GAD) activities.

  
  

  I.2. promptly submit required reports and other academic outputs.

  I.3. update lecture notes through an interface of relevant research findings and new knowledge.

  I.4. serve as resource person/lecturer/consultant in the field of Technical Teacher Education.

  I.5. present papers in regional/national, and international fora.

  I.6. publish papers in regional, national and international magazines and journals;

  I.7. conducts research and publish outputs in refereed journals of national and international circulation;

  I.8. conducts extension and outreach services

  I.9. regularly updated respective course syllabi

  I.10. utilize ICT and other resources in the enhancement of the teaching-learning process.

  I.11. produce instructional materials, e.g. workbooks, manuals, modules, etc. to facilitate teaching and clearing.

   

  OUTCOME/S

  O.1. The faculty performances are generally satisfactory.
  

  O.2. The scholarly works of the faculty are commendable.

  
  

   ADDITIONAL DOCUMENTS

  O.1. The faculty performance is generally satisfactory
  

  Seminar-workshop conducted for Syllabus Generation

  
  
• 

  PARAMETER G: SALARIES, FRINGE BENEFITS, AND INCENTIVES

  SYSTEM – INPUTS AND PROCESSES

  S.1. The institution has a system of compensation and rewards to its faculty and staff.

  
  

  IMPLEMENTATION

  I.1. The following fringe benefits are granted:

            I,1.1. maternity leave/paternity leave with pay;

            I.1.2. sick leave;

            I.1.3. study leave (with or without pay);

            I.1.4. vacation leave (with or without pay);

            I.1.5. tuition fee discount for faculty and their dependents;

            I.1.6. clothing/uniform allowance;

            I.1.7. performance based bonus (PBB)

            I.1.8. anniversary bonus;

            I.1.9. honoraria/incentives for conducting research or production of scholarly works;

            I.1.10. housing privilege (optional)

            I.1.11. sabbatical leave;

            I.1.12. compensatory leave credit;

            I.1.13. deloading to finish thesis/dissertation;

            I.1.14. thesis/dissertation aid; and

            I.1.15. others, (please identify) ______________

  I.2. Policies on salaries/benefits and other privileges are disseminated to the faculty.

  I.3. Salaries are paid regularly and promptly.

  I.4. Teaching assignments beyond the regular load are compensated (e.g., overload pay, services credits, etc.)

  I.5. Faculty who are actually involved in the production of scholarly materials are given credits for their work.

  I.6. Faculty with outstanding performance are given recognition/awards and incentives.

   

  OUTCOME/S

  O.1. The faculty are satisfied with their compensation and rewards.

  
  
• 

  PARAMETER H: PROFESSIONALISM

  SYSTEM – INPUTS AND PROCESSES

   

  S.1. There is an approved SUC Code and SUC Faculty Manual that define the policies, guidelines, rules and regulations affecting the faculty.

  
  

  IMPLEMENTATION

  The Faculty

  I.1. responsibly observe the following:

            I.1.1. regular and prompt attendance to classes;

            I.1.2. participation in faculty meeting and university/college activities;

            I.1.3. completion of assigned tasks on time;

            I.1.4. submission of all required reports promptly; and

            I,1.5. decorum at all times.

  I.2. follow the Code of Ethics of the Profession and the Code of Ethical Standards for Government Officials and Employees. (RA 6713).

  I.3. exercise academic freedom judiciously.

  I.4. show commitment and loyalty to the institution as evidenced by:

            I.4.1. observance of official time;

            I.4.2. productive use of official time;

            I.4.3. performance of other assignments and tasks  voluntarily; and

            I.4.4. compliance with terms of agreement/contracts (e.g., scholarship and training).

  I.5. maintain harmonious interpersonal relations with superiors, peers, students, parents and the community.

  I.6. demonstrate knowledge of recent educational trends/issues/resources in the field of Technical Teacher Education.

  I.7. show evidence of professional growth through further and continuing studies.

  I.8. engage in practices which enable the faculty to demonstrate harmonious interpersonal relations with the students, parents and the community.

  
  

  OUTCOME/S

  O.1. The corps of faculty manifest a commendable level of professionalism.