Area II - Faculty

Topic outline

• 

  General

  • Program Performance Profile (PPP)

  • Extent of Compliance

  • Self-Survey

  • Additional Requested Documents Assignment

    A. Faculty Involvement in Research and Creative Works Matrix

    A.1. Documentation on Research Works and Involvement

    A.2.1 Documentation on Creative Works file 1

    A.2.2 Documentation on Creatives Works file 2
    

    B. List of Faculty teaching in in the MTE Program (from 2023 - 2026)

     

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  PARAMETER A: ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE

  SYSTEM – INPUTS AND PROCESSES

  S.1. The required number of faculty possess graduate degrees appropriate and relevant to the Graduate Education program, namely:

       S.1.1. For a Master degree program in Teacher Education at least 5 full-time faculty members who have published works in professional journals;

       S.1.2. Of the five, at least two (2) have doctoral degree holders;

       S.1.3. At least three (3) of the five full-time faculty members have advanced training in the major area being offered;

       S.1.4. Of the three, at least one has doctoral degree in the major area being offered.

       S.1.5. For doctoral program there must be at least five (5) faculty who are doctoral degree and  who have published works in refereed professional journals; and

       S.1.6. At least three (3) of the five have advanced training in the major area being offered.

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

       S.2.1. related professional experience;

       S.2.2. technical skills and competence; and

       S.2.3. special abilities, computer literacy, research productivity.

  S.3. All faculty handing teacher education courses area Professional Teachers registered with the PRC.

  S.4. The institution has consortium programs with other recognized institution to strengthen faculty resources.

   

  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 consultant and expert service; and

       I.1.6. publication, creative and scholar work.

   

  OUTCOME/S

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

  
  
  
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  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. communication skills;

       I.1.4. teaching ability;

       I.1.5. medical examination 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 skill & 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 Promoting Plan of the institution published and well-disseminated through various means of communication:

  I.2.1. print media (newspaper, flyers, CSC Bulletin of Vacant Position);

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

  I.2.3. website; and

  I.2.4. bulletin boards;

  I.2.5. other (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 and responsibilities, benefits and other academic concerns.

  
  

  OUTCOME/S

  O.1. The most qualified faculty are selected.

  
  
  
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  PARAMETER C: FACULTY ADEQUACY AND LOADING

  SYSTEM – INPUTS AND PROCESSES

  S.1. Faculty-student ratio is in accordance with the program requirements and standards as follows;

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

  S.3. The faculty members are assigned to courses where they have the most expertise and training.

  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 of a regular full-time faculty member in the graduate level is six (6) units per term. This load including other assignments at the undergraduate level is based in the CMO and/or 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.

  I.4. The faculty members 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 whenever vacancies/leaves of absence occur during the term.

  I.6. Administrative, research or professional assignment outside of regular teaching is given credits.

  I.7. Consultant, tutorial, remedial classes, expert services and other instruction-related activities are given credits.

   

  OUTCOME/S

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

  
  
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  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 policy on probationary status of employment.

   

  IMPLEMENTATION

  I.1. The institution implements the system of promotion in ran and salary based in 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 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-approved Strategic Performance Management System (SPMS) which emphasizes quality teaching performance, research, creative work, extension and production services.

   

  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 (FDP) based on identified priorities/ needs such as:

  I.1.1. upgraded educational qualifications

  I.1.2. attendance to seminars, symposia and conferences

  I.1.3. conduct of research activities and publication or research outputs; 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 of deserving faculty members to be granted scholarships, fellowships, seminars, conferences and/or training grants is done objectively.

  I.5. The budget for faculty developments 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/travel 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, conferences, or some in service training courses;

  
  I.7.6. conducting research related to the program;

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

  
  

  I.7.8. production of instrumental materials.

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

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

   

  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.

  
  
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  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 of the following:

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

  I.1.2. reflecting the program outcomes clearly in the house 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 instruction processes; and

  I.1.7. integration of value 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.

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

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

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

  I.8. conduct extension and outreach activities.

  I.9. regularly updates 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 teaching and learning.

   

  OUTCOME/S

  O.1. The faculty performances are generally satisfactory.

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

  
  
  
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  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;

  1.1.3. study leave (with or without pay);

  1.1.4. vacation leave;

  1.1.5. tuition fee discount for faculty and their dependents;

  1.1.6. clothing/uniform allowance;

  1.1.7. performance based bonus (PBB);

  1.1.8. anniversary bonus;

  1.1.9. honoraria/ incentive for conducting research or for the production of scholar works;

  1.1.10. housing privilege (option);

  1.1.11. sabbatical leave;

  1.1.12. compensatory leave credit;

  1.1.13. deloading to finish thesis/dissertation;

  1.1.14. thesis/dissertation aid; and

  1.1.15. others, (please specify) ____________.

  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 credit, etc.)

  I.5. Faculty who are actually involved in the production of scholarly materials are given 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.

  
  
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  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 meeting and university/college activities;

       I.1.3. completion of assigned tasks on time;

       1.1.4. submission of all required reports promptly; and

       1.1.5. 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 evidence by:

       I.4.1. observance of official time;

       I.4.2. productive use of official time;

       I.4.3. performance of task/assignment, 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 the community.

  I.6. demonstrate knowledge of recent educational trends/issues/resources in the field of Graduate 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 manifests a commendable level of professionalism.