S.1. The required number of faculty possesses graduate degrees appropriate and relevant/allied to the Agricultural Engineering program, namely:

S.1.1. preferably, a masters' degree holder in the discipline or its equivalent;

S.1.2. a minimum of 50% of the full time faculty have a master's degree in the discipline or its equivalent; and

S.1.3. the faculty who teach major courses are registered professional agricultural engineers. In addition to the faculty for general education and fundamental agriculture, there is a minimum of four (4) full-time faculty who are registered professional agricultural engineers. One faculty is assigned for each of the following major areas; Soil and Water Resources ; Agricultural Power and Machinery; Agricultural Processing; Storage and Electrification; Agricultural Structures and Environmental Science and Protection.

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

S.2.1. related professional experience;

S.2.2. Licensure;

S.2.3. specialization;

S.2.4. technical skills and competence; and

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

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

S.4. At least 50% of the faculty are Graduate Degree holders.

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. consultancy and expert services

I.1.6. publication, creative and scholarly work.

I.2. The faculty pursue graduate degrees in Agricultural Engineering and/or allied fields from reputable institutions (with at least Level II accreditation status or World/Asian rank).

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

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 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.2.1. print medial (newspaper, flyers, CSC Bulletin of Vacant Positions);

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

I.2.3. website;

I.2.4. bulletin boards;

I.2.5. others (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.

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 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 far distribution of teaching load and other assignments.

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. 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 whenever vacancies/leaves of absence occur during the term.

I.6. No less than 60% of the professional subjects in Industrial Technology 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.

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 .

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 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.

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.

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 organizations or honor society relevant to his/her assignment and field of specialization.

S.4. The budget allocation for faculty development is adequate.

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 outputs.

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 of the 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, conferences, or some in service training courses.

I.7.6. conducting research related to the program.

I.7.7. publishing scholarly articles and research outputs

I.7.8. production of instructional materials (IMs).

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 and keep up with new knowledge and techniques in the field of specialization.

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

S.1.1. professional performance

S.1.2. scholarly works

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 clearly the program outcomes in the course 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 instructional processes.

I.1.7. integration of values and work ethics in the teaching-learning process.

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 flora.

I.6. publish papers in regional, national and international magazines/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 updates respective course syllabi.

I.10. utilize ICT and other resources n 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.

S.1. The institution has a system of compensation and rewards to the faculty and staff.

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 and their 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

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.

I.1.15. other, (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 work.

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

The Faculty

I.1. Responsibly observe the following

I.1.1 regular and prompt attendance of class.

I.1.2. participation in faculty meetings and university/college activities.

I.1.3. completion of assigned tasks on time.

I.1.4. submission of all required reports promptly

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 tasks/assignment, with or without compensation.

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.

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