SYSTEM-INPUTS AND PROCESSES

S.1. The required number of faculty possess  graduate degrees appropriate and relevant to  the program or any of the allied fields.

S.1.1. Master in information Technology for 30% of the faculty handling ITE course; and 

S.1.2. BSIT of allied degree and any of the following 

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

S.2.1.related professional experience;

S.2.2. licensure (if applicable);

S.2.3. specialization;

S.2.4. technical/pedagogical skills and  competence;

S.2.5. special abilities, computer literacy,  research productivity.

S.3. Faculty handling OJT/practicum courses  have had at least three (3) years of teaching  and industry-based experience in the field, if  applicable.

S.4. At least 50% of the faculty are Graduates  degree holder.

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;

I.6. publication, creative and scholarly  works.

I.2. Faculty pursue graduate degrees related to the program and/or allied fields from reputable institutions (with at least Level II accreditation status or World/Asian rank)

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;

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 of Vacant Positions)

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

I.2.3. website;

I.2.4. bulletin boards; and

I.2.5. other (please specify)   

I.3. A Screening Committee selects and recommends the best and most qualified applicants.

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.1.1. lecture (1:50)

S.1.2. laboratory (1:30)

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. The 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  offered in the 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 are 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.

I.11. Part HRM/TM/HM/TrM faculty teach a maximum of 12 units.

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 institutional 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.

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

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.

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

OUTCOMES

O.1. The faculty are satisfied with their rank and  appointment 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.

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  scholarship, 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, 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 for  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.

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 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;

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 finding and new knowledge.

I.4. serve as resource person/lecturer/consultant  in the program/field HRM/TM/HM/TrM.

I.5. presents papers in local, regional/national  and/or internation 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 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 the  community.

I.6. demonstrate knowledge of recent  educational trends/issues/resources in the  field of hotel and Restaurant Management /TM?HM/TrM.

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