CSU Aparri-CHM - CHM Area 2

I.2 The hiring system adopts an open competitive selection, based on the CSC-Approved Merit System of the institution published and well-disseminated through various means of communication:

I.2.1. Pdrive.google.com/file/d/1zS-bYSe4XW5X9TLp9lhU0POpm4ecyk41/view?usp=sharing rint 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. LED Board

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

0.1. 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 (1:40), maximum of 1:50; and

S.1.2. Laboratory (1:25), maximum of 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 Scheduled has time for preparation of lessons, scoring of test papers, record-keeping, class evaluation and other instructions-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 specialist in the discipline/ program

I.4. The faculty are assigned to teach their major/minor fields, of specialization, with none of them assigned more than four (4) different preparations within a semester.

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

I.6. No less than 60% of the professional subjects in Hotel and Restaurants Management/TM/HM,/TrM Program are handled by full-time faculty.

I.7. Teaching schedule does not allow more than six (6) hours Continuous Teaching.

I.8. Administrative, research and/or professional assignment outside of regular teaching are given credit.

I.9. Consultation, tutorial, remedial classes, expert services, and other instruction – related activities are given credit in consonance with faculty workload guidelines.

I.10. Workload assignments and number of preparations follow existing workload guidelines.

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

Outcomes

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

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 texting the professional courses are permanent/ regular.

Implementation

1.1. The institution implements the system of promotion in rank and salary based on existing policies and issuances (e.g. NBC 461).

1.2. Retirement, separation or termination benefits are implemented in accordance with institutional and government (CSC, GSIS/DBM) Policies and guidelines.

1.3. The faculty are officially informed of their rank and tenure after evaluation of the credential and performance.

1.4. The Faculty Concerned are officially informed of the extension, renewal, or termination of their appointments,

1.5. The Institution implements a CSC – Approved strategic Performance Management System (SPMS) which emphasizes quality teaching performance, research, creative work, and extension and production services.

1.6. The probationary period or temporary status required before a permanent status is granted to the faculty is in accordance with Civil service and Institutional policies and guidelines. .

Outcomes

0.1. 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.

S.2. There are policies on faculty academic recognition and grant of scholarship/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 and wisely utilized.

Implementation

I.1. The institution implements a sustainable Faculty Development Program Based on identified priorities/needs.

I.1.1 Upgraded educational qualification

I.1.2 Attendance to seminars, symposia and conferences for continuing education

I.1.3 Conduct of research activities and publication of research output

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 program 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 developments is adequately allocated.

I.6. The budget for faculty developments 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. reloading 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 training courses;

I.7.6. conducting research related activities 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 available for faculty pursuing advanced (master’s and doctoral) Degrees.

I.10. Faculty are given incentives for book writing, manuals, handbooks, compilations and instructional materials and keep up with new knowledge and techniques in the field of specialization.

Outcomes

0.1 The Faculty are trained and competent to serve the institution.

0.2. The Faculty are committed to serve and support the program 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:

1.1.1. Knowledge of the program objectives/outcome(s)

I.1.2. Reflecting of 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 and innovative and problem solving.

I.1.6. Innovativeness and resourcefulness in the different instructional processes;

I.1.7. Integration of values and work ethic 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 HRM/TM/HM/TrM.

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 material, e.g, workbooks, manuals, modules, audio-visual aids, etc. to facilitate teaching and learning.

Outcomes

0.1. The faculty performance is generally satisfactory.

0.2. The Scholarly works of the faculty are commendable.

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 dependents;

I.1.6. Clothing/uniform allowance;

I.1.7. Performance based bonus (PBB);

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 (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. Sports, Allowance, Professional Enhancement Incentives

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.I

Outcomes

0.1. 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 define the policies, guidelines, rules and regulations affecting the faculty:

Implementation

I.1. Responsibly observe the following:

I.1.1. Regular and prompt attendance to classes;

I.1.2. Participation in Faculty 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, 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 compensations; and

I.4.4. Compliance with terms of agreements/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 Restaurants Management/TM/HM/TrM.

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.

Outcomes

0.1. The corps of faculty manifests a commendable level of Professionalism.

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