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. 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 (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 holders 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 qualifications such as the 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 handling teacher education courses are Professional Teachers registered with the PRC. 

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

IMPLEMENTATION

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

I.1. instruction;

I.2. research;

I.3. extension;

I.4. production;

I.5. consultancy and expert service; and

I.6. publication, creative and scholarly works.

OUTCOMES

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

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 qualification;

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 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 & 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 Pan 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; 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 newly-hired faculty on its institutional vision and mission; CSC, PRC, DBM and administration policies on their duties, responsibilities, benefits and other academic concerns.

OUTCOMES

O.1. The most qualified faculty are selected.

SYSTEM-INPUTS AND PROCESSES

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

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. 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 on 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. Consultation, tutorial, remedial classes, expert services and other instruction-related activities are given credits.

OUTCOMES

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

SYSTEM-INPUTS AND PROCESSES

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

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

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,  production services.

OUTCOMES

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

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  (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 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,  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 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 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.

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.

I.10. Faculty members 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.

OUTCOMES

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.

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

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 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 process; and

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.

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

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

I.7. conducts research and public 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 and learning  process.

I.11. produce instructional materials, e.g. workbooks, manuals, modules, audio-visual aids, etc. to facilitate teaching and learning.

OUTCOMES

O.1. The faculty performance is generally satisfactory.

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

SYSTEM-INPUTS AND PROCESSES

S.1. The institution has a system of granting 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 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 for the 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 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 credits, etc.)

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

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

OUTCOMES

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

SYSTEM-INPUTS AND PROCESSES

S.1. There are approved SUC Code and SUC  Faculty Manual that defines  the policies,  guidelines, rules and regulations affecting the faculty.

IMPLEMENTATION

I.1. responsibly observed the following:

I.1.1. regular and prompt attendance in  classes;

I.1.2. participation in faculty meetings and  college/university 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 tasks/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 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 faculty to demonstrate harmonious interpersonal relations with students, parents and the community.

OUTCOMES

O.1.  The corps of the faculty manifests a  commendable level of professionalism.

Area I : VMGO

Area II: Faculty

Area III: Curriculum and Instruction

Area IV: Support to Students

Area V: Research

Area VI: Extension and Community Involvement

Area VII: Library

Area VIII: Physical Plant and Facilities

Area IX: Laboratories

Area X: Administration