AREA II - FACULTY

Topic outline

• 

  General

  • Program Performance Profile (PPP)

  • 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 graduate degrees appropriate and relevant to the program with qualifications, namely:

            S.1.1. Master’s degree in Nursing (MAN, MN, MSN), Education or other allied medical and health sciences conferred by a college or university duly recognized by the Commission on Higher Education;

            S.1.2. Registered Nurse Certificate in the Philippines with the current PRC Identification Card; and

            S.1.3. Membership in accredited professional nursing organization of good standing.

   S.2. Other qualification such as the following are considered:

            S.2.1. related professional experience;

            S.2.2. specialization;

            S.2.3. technical skills and competence; and

            S.2.4. special abilities, computer literacy, research productivity.

  S.3. Faculty teaching professional courses/RLE have had at least one (1) year experience in his/her are of specialization.

  S.4. 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; and

            I.1.6. publication, creative and scholarly work.

  I.2. The faculty pursue graduate degrees in Nursing and/or allied fields 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 ad selection of faculty is processed by the Faculty Selection Board using the following criteria:

            I.1.1. academic qualifications;

            I.1.2. personal qualities;

            I.1.3. communication skills;

            I.1.4. teaching ability;

            I.1.5. medical examination result;

            I.1.6. psychological examination result;

            I.1.7. current PRC registration;

            I.1.8. relevant professional experiences;

            I.1.9. psycho-social characteristics;

            I.1.10. previous record of employment;

            I.1.11. technical/special skills & abilities; and

            I.1.12. 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 the most qualified applicant.

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

  I.5. The institution conducts orientation for 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 based on CMO 14 s. 2009:

            S.1.1. Lecture (1:50)

            S.1.2. Skills Laboratory/ Clinical/Community

                      Level I (1:8-10)

                      Level II (1:8-10)

                      Level III (1:10-12)

                      Level II (1:12-15)

  S.2. There is a provision for incentives of overload teaching in accordance with the CMO of the program 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 the CMO of the program and institutional guidelines.

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

  I.3. Professional subjects are handled by specialists in the discipline/program.

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

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

  I.6. No less than 60% of the professional subjects in Nursing program are handled by full-time faculty.

  I.7. Faculty members assigned to handle Related Learning Experience (RLE) strictly follow the guidelines / teaching plans for all activities.

  I.8. One hour of RLE supervision is equivalent to one (1) unit credit.

  I.9. Administrative, research and/or professional assignment outside of regular teaching is given credits.

  I.10. Consultation, tutorial, remedial classes, expert services, and other instruction-related activities are given credits in consonance with faculty workload guidelines.

  I.11. 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 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).

  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 the 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-approved 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 the Civil Service and institutional policies and guidelines.

   

  OUTCOME/S

  
  

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

  
  
• 

  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 identified priorities /needs as follows:

            I.1. upgraded educational qualifications (graduated studies);

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

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

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

  I.2. The institution supports the professional growth 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 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-utilized.

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

            I.7.1. adequate and qualified supervision of faculty;

            I.7.2. scholarships, fellowships, sabbatical leaves, and research grants;

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

            I.7.4. deloading to finish the faculty’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 field 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.

  
  
• 

  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. professional performance; and

            S.1.2. scholarly works.

   

  IMPLEMENTATION

  
  

  The Faculty

  I.1. demonstrate skills and competencies in all of 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/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; and

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

            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 Nursing.

  I.5. present papers in local/regional/national and/or international fora;

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

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

  I.8. conduct extension and outreach activities.

  I.9. regularly update 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, audio-visual aids, etc. to facilitate learning.

   

  OUTCOME/S

   

  O.1. The faculty performance is generally satisfactory.

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

   

  
  
• 

  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;

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

            I.1.6. clothing/uniform allowance;

            I.1.7. performance base bonus;

            I.1.8. anniversary bonus;

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

            I.1.10. housing privilege;

            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. other, (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, service credits, etc.)

  I.5. Faculty who are actually involved in the production of the 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 are 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 meetings 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, 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 tasks and assignments, with or without compensation; 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 community.

  I.6. demonstrate knowledge of recent educational trends/issues/resources in the field of Nursing.

  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 the faculty manifests a commendable level of professionalism.

  
  
• 

  ADDITIONAL DOCUMENTS

  1. FACULTY MATRIX/PROFILE

  2. PDS

  3. PRC

  4. PNA

  5. COE

  6. TOR

  7. DIPLOMA

  8. MOA-COMMUNITY

  9. MOA-COMMUNITY

  10. MOA-COMMUNITY

  11. SPECIAL ORDER OF FACULTY IN COMMUNITY

  12. CLASS LIST 1

  13. CLASS LIST 2

  14. CLASS LIST 3

  15. FACULTY EVALUATION

  16. LEAVE FORM

  17. SAMPLE CONTRACT 1

  18. SAMPLE CONTRACT 2

  19. SAMPLE CONTRACT 3

  20. BENCHMARKING DOCUMENTATION

  21. SPECIAL ORDER FOR DIFFERENT DESIGNATIONS

  22. MATIRX OF SEMINARS OF FACULTY

  23. 1:1 RLE HOUR TO UNIT LOAD

  24. WORKLOAD FOR 1ST SEM 2022-2023

  25. WORKLOAD FOR 2ND SEM 2022-2023

  26. WORKLOAD FOR 1ST SEM 2023-2024

  27. WORKLOAD FOR 2ND SEM 2023-2024

  28. WORKLOAD FOR SUMMER 2023-2024

  29. WORKLOAD FOR 1ST SEM. 2024-2025

  • Additional Documents