area 2 INSTRUMENT 

S.1. The required faculty have graduate degrees, qualification and experiences appropriate and relevant/allied to the Criminology program as follows;

S.1.1. baccalaureate degrees in any related field of specialization and Master’s degrees in Public Safety Administration/ National Security Administration/ Police Science/ Police Administration/ or Criminal Justice with at least one (1) year teaching experience to include professional courses;

S.1.2. at least Master’s degrees in fields of specialization of teach General Education courses;

S.1.3. at least Master’s and baccalaureate degrees of Criminology to teach professional courses, registered professional and/or practitioners of at least three (3) years; and

S.1.4. three (3) years to complete the master’s degree for non-master’s degree holders.

S.2. There are full time faculty teaching at least 50% of the professional courses offered.

S.3. Other qualifications such as the following are considered:

S.3.1. related professional experience;

S.3.2. licensure;

S.3.4. technical skills and competence; and

S.3.5. special abilities, computer literacy, research productivity

S.4. Faculty handling OJT/practicum courses have had at least three (3) years of teaching and industry-based experience in the area, if applicable

S.5. At least 50% of the faculty members have earned relevant Graduate degree.

IMPLEMENTATION

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 service and;

I.1.6. publication, creative and scholarly work.

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

S.1. There is an institutional Human Resource Development Plan/Program designed for faculty recruitment.

I.1. Recruitment and selection process involves the dean, concerned chair, faculty representative/s, and other administrators concerned 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 results;

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 such as:

I.2.1. print 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. Other (please specify) __________

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

I.4. Recruitment and selection is a participative process involving the dean, concerned chairperson, faculty representative/s, and other administrators concerned.

I.5. Measures to avoid professional in-breeding are observed.

I.6. The Institution conducts orientation for the newly-hired faculty on its vision and mission, CSC, PRC, DBM, and administration policies on their duties, responsibilities, benefits and other academic concerns.

O.1. The most qualified faculty are selected.

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 for overload teaching in accordance with the CMO of the program and/or institutional guidelines.

S.3. There are full-time faculty classified by rank and subject/specialization.

S.4. Faculty schedule allows 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.

I.1. The maximum total load of a regular full-time faculty member is based on the CMO program 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, 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 subjects offered in the Business and Management Education 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 or professional assignment outside of regular teaching is 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.

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

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 temporary status of employment.

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

I.1. The institution implement 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 members are officially informed of their rank and tenure after evaluation of the credentials and performance.

I.4. The faculty concerned are 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 a permanent status to the faculty is in accordance with Civil Service and institutional policies and guidelines.

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

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 rewards.

S.3. Every faculty member is an active member of at least one professional/scientific organization or honor society relevant to his/her assignment and/or field of specialization.

S.4. The budget allocation for faculty development is adequate and wisely utilized.

I.1. The institution implements a sustainable Faculty Development Program based on identified priorities/needs and in accordance with the CMO of the program and/or institutional guidelines. 

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 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. Opportunities for the faculty to attend capability-building and enhancing activities are fairly distributed.

I.6. The budget allocated 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 travel grants;

I.7.3. Financial support for active membership in professional organizations;

I.7.4. deloading of faculty to finish master’s/doctoral degrees;  

I.7.5. attendance in continuing professional education (CPE) programs such as seminars, workshop 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 instrumental materials (IMs);  

I.8. Opportunities for the faculty members to attend/participate in capability-building and enhancing activities are fairly distributed.

I.9. Tuition fee privilege and other forms of assistance are availed of by 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.

O.1. The faculty are trained and competent to serve the institution.

O.2. The faculty are committed to serve and support the programs and projects of the institution.

S.1. there is a system of evaluating the following:

S.1.1. professional performance; and

S.1.2. scholarly works

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.1.4. 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; 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 of Business and Management Education.

 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. Conducts research and publish outputs in refereed journals of national and international circulation;

I.8. Conducts extension and outreach services

I.9. Regularly updates respective course syllabi

I.10. Utilize ICT and other resources in the enhancement of the teaching-learning process

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

O.1. The faculty performance is generally satisfactory.

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

S.1. The institution has a system of compensation and rewards to its 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 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. Other, (please identify)_____________

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 members with outstanding performance are given recognition/awards and incentives.

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

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

I.1. Responsibly observe the following:

I.1.1. Regular and prompt attendance to classes;

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; 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. 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 Accountancy.

I.7. Show evidence of professional growth through further and continuing studies.

I.8. Engage in practice which enable the faculty to demonstrate harmonious interpersonal relations with the students, parents and the community.

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