A. ACADEMIC QUALIFICATION AND PROFESSIONAL EXPERIENCE

SYSTEM- INPUTS AND PROCESS

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

S.1.4. Faculty members teaching the professional education courses must have the following:

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

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 Graduate degree holders.

IMPLEMENTATION

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

I.2 Faculty  pursue graduate studies related to the program 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.

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:

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

I.1.7. Relevant professional experience, (if any);

I.1.8. Previous record 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.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 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.

C. FACULTY ADEQUACY AND LOADING

SYSTEM - INPUT AND PROCESSES

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

S.1.1 lecture (a1:35-50)

S.1.2 laboratory (specific to the discipline)

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.

OUTCOME/S

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

D. RANK AND TENURE

SYSTEM - INPUT 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 the institutional and government policies and guidelines.

I.3 The faculty are officially informed of their rank and tenure after the 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 Civil Service and institutional policies and guidelines.

OUTCOME/S

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

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.

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 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.8 Opportunities for the faculty to attend/participate in capability-building and enhanced 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.

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.

F. RECRUITMENT, SELECTION, AND ORIENTATION

SYSTEM - INPUTS - PROCESSES

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

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 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; and

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

I.2 promptly submit required reports and 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 program/field of specialization.

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; and 

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 performance is generally satisfactory.

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

G. SALARIES, FRINGE BENEFITS, AND INCENTIVES

SYSTEM - INPUT - 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; 

1.1.2. 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 scholarly works; 

1.1.10. housing privilege (optional); 

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

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 work. 

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

OUTCOMES

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

H. PROFESSIONALISM

SYSTEM - INPUT 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 observe the following: 

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.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 program under survey.

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 students, faculty and the community. 

OUTCOME/S

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