FACULTY MATRIX

FACULTY CREDENTIALS

Introduction

Carlos Hilado Memorial State University (CHMSU) upholds that every faculty member who leads, teaches, and supports the institution shall continue to grow and develop to be resilient to the rapid changes and continued advancement in the communities and society that he/she serves. Hence, CHMSU not only hires qualified and competent faculty, but also provides various plans of action to enhance its academic workforce’s professional growth and development to serve the clientele to the best of their capability.

There are forty-one (41) faculty members in the Bachelor of Science in Industrial Technology (BSIT) program, eighteen (18) are core faculty and twenty-three (23) are general education faculty. For the core faculty, 15 (83%) are permanent and 3 (17%) are part-time faculty specializing in their respective fields. Three (17%) of the faculty members in the BSIT program are PhD/doctorate degree holders, while fifteen (83%) are Master holders.

Well-defined Objectives

The BSIT program is expected that improved faculty qualifications and teaching methods will contribute directly to better student learning which in turn would translate into greater productivity of graduates.

In the pursuit of excellence in the delivery of services to its clientele, CHMSU aims to achieve the following:

1. Present structured interventions that can be utilized holistically for faculty members’ performance development.

2. Strategically associate each faculty member's field of specialization with the competencies as required by the CHMSC’s mission and vision.

3. Bring out personality development to different behavioral dimensions that have significance in organizational and institutional effectiveness.

4. Provide faculty members with proficiency development opportunities to harness their competencies in their current responsibilities and prepare them for higher-level designations within the institution.

5. Support and uphold concerning health, safety, and well-being.

6. Construct a healthy working climate that encourages collaboration, teamwork, cooperation, and empowerment of the institution’s faculty and other team members.

II – Benefits, Privileges, and Incentives

RA 4670, Commission on Higher Education Memorandum Order and other laws provide for the benefits, privileges and incentives for the promotion and improvement of the well-being and economic status of the faculty.

The benefits, privileges, and incentives of the faculty include clothing/uniform allowance, 14^th-month pay / mid-year bonus -1-month basic salary, 13^th-month pay/year-end bonus -1-month basic salary, cash gift, Enhanced Performance-Based Bonus (PBB), Productivity Enhancement Incentive (PEI), Personal Relief Economic Allowance (PERA) - p2,000 monthly, anniversary bonus, and Proportional Vacation Pay (PVP),

In addition, the faculty can also enjoy other benefits and privileges such as tuition discounts for faculty dependents, sabbatical leave, compensatory leave credit, thesis/ dissertation aid, leave of absence, vacation leave, sick leave, leave credits for designees, study leave, maternity leave, paternity leave, and parental leave.

III – Professional Growth and Development

CHMSU establishes a well-funded Faculty Development Program. It carries out the criteria for the selection of scholars/grantees and available opportunities/ study privileges, research grants, training, and others. Faculty members are also encouraged to join professional organizations and continually upgrade their knowledge and competence by participating in in-service training activities such as seminars, conferences, workshops, etc.

Moreover, the Faculty Manual furnishes further faculty development on top of the minimum required by existing laws.

Objective 2: Strategically associate the field of specialization of each faculty member with the competencies as required by the CHMSC’s mission and vision.

The faculty member of the program under examination has the appropriate academic preparation and experience relevant to the program. They are a holder of appropriate degrees. Faculty members exhibit competence as evidenced by their professional license (where applicable), performance evaluation, and scholarly works

The faculty members are encouraged to pursue graduate studies relevant to their specialization to ensure quality instruction delivery. Likewise, the faculty members teaching load assignments are based on their areas of specialization. Moreover, the participation of the faculty in Extension Community Services is based on areas of specialization.

In granting a scholarship, one of the criteria is that the faculty must ta Faculty members are encouraged to attend seminars and training relevant to their area of specialization.

Objective 3: Bring out personality development to different behavioral dimensions that have significance in organizational and institutional effectiveness.

The institution implements policies to be followed and adhered to by faculty, such as submission of accomplishment report for faculty under the work-from-home scheme, and Daily Time Record for faculty with designation; submission of grades; preparation of instructional materials and syllabus.

Newly hired faculty undergoes orientation to be aware of policies. Moreover, faculty members are sent to attend the Integrity, Transparency, and Accountability in the Public Service (ITAPS) seminar.

Objective 4: Provide faculty members with proficiency development opportunities to harness their competencies in their current responsibilities and prepare them for higher-level designations within the institution.

The administration provides financial support for faculty members' professional growth and development. Hence, they are sent to attend the local, national, and international training and seminars relevant to their area of specialization. Moreover, the institution conducts in-house training and seminars to help faculty members adapt to the academic institution’s current trends.

Objective 6: Construct a healthy working climate that encourages collaboration, teamwork, cooperation, and empowerment of the institution’s faculty and other team members.

Collaboration is fostered among faculty members through active involvement in activities such as Extension Community Services, ISO Internal Audit Team, working committee during CHED/OIQCAG (University hood) and AACCUP Accreditation, graduation rites, and sports and cultural events.

H. Benefits, Privileges and Incentives, and Awards

CHMSU faculty members are eligible for various benefits, privileges, incentives, and awards. GSIS Benefits and Loans, Pag-ibig Benefits, General Leave Benefits, Maternity Leave, Paternity Leave, Parental Leave, Special Leave Benefits for Women, Privileges and Incentives, and Awards and Recognition are among them.

In acknowledgment of remarkable proficiency in his/her expertise, a faculty member or administrator with the rank of at least Full Professor at CHMSC is granted the title Emeritus/Emerita. The full title is one of the following: Professor Emeritus/Emerita, Dean Emeritus/Emerita, Vice President/President Emeritus/Emerita, or Director Emeritus/Emerita, with the first part of the word indicating the post the retiree most recently held.

Recognition for Service Rendered to the College is provided for services rendered by a faculty member for the College, whether paid or unpaid, that deserves a certificate of recognition. Two (2) days after the conclusion of the service for the activity, the head of the department, project, program, and others should award a certificate of acknowledgment to active members.

To create effective faculty development programs, it is imperative to get the faculty members’ perspectives on what is actually needed in terms of materials and resources.

CHMSU has been providing venues, equipment, materials, and other resources for an effective teaching-learning environment and other services to its clientele and faculty, and the whole CHMSU community.

With the occurrence of the Covid-19 pandemic, which greatly affects the educational and the usual classroom set-up, CHMSU provides its faculty member with laptops, pocket Wi-Fi, and internet loads in order to continue the delivery of academic services to its clientele. Resources include computers, printers, a faculty room, a chairperson’s office, a consultation room, and a lounge area that is also available for faculty use.

A strong connection among faculty, staff, students, CHMSU and its community creates a positive working climate as demonstrated by participation in school activities and governance, as well as the inclusion of the community at large into the university activities by the faculty.

Grants and awards carried out and given to the faculty are Vision Mission Objectives-based, cost-effective and in compliance with applicable requirements set forth in external legislations as complemented by CHMSU’s internal policies.

Best Practices