AREA II: Faculty

• S.1. The required number of faculty possess graduate degrees appropriate and relevant to the Elementary Education program (100% of the full-time faculty and 50% of the part-time: CMO #30, s.2004)

  • • S.1.1.Must at least have a Master’s degree in the discipline or its equivalent at any given time or in education/allied discipline.

    • S.1.2. Faculty handling Practice Teaching subjects have had at least three (3) years of teaching in the Teacher Education Program.

    • S.1.3. At least 75% of the faculties are licensed professional teachers.

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

      • S.1.4.1 Valid Certificate of Registration and Professional Licensure Examination for Teachers (LET).

      • S.1.4.2 Master’s degree in education or in any of the allied fields.

      • S.1.4.3 Comply with other requirements or the CHED.

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

  • • S.2.1. related professional experience

    • S.2.2. Licensure

    • S.2.3. Specialization

    • S.2.4 Pedagogical skills and competencies.

    • S.2.3. All faculty handling teacher education courses are Professional Teachers registered with the PRC.

    • S.2.4 Special abilities, / computer literacy; research and productivity.

• S.3 Faculty handling OJT/practicum courses have had at least three (3) years of teaching 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 service

    • I.1.6. publication, creative, and scholarly work.

• I.2. Faculty pursue graduate degrees in Education 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.

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

• I.1. Recruitment and selection of faculty is processes 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

Optional

• • • I.1.6. relevant professional experiences (if any)

    • I.1.7. previous record of employment (if any)

    • I.1.8. technical/special skills and abilities

    • I.1.9. 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:

  • • 1.2.1. print media (newspaper, flyers, CSC Bulletin of vacant positions)

    • 1.2.2. broadcast media (TV; radio)

    • 1.2.3. website

    • 1.2.4. bulletin boards

    • 1.2.5. 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 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.

• O.1. The most qualified faculty are selected.

• S.1. Faculty-student ratio meets the program requirements and standards.

  • • S.1.1. Lecture (1:35-50)

    • S.1.2. Laboratory (specific to the discipline)

• 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 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.

• I.1. The maximum total load is assigned to regular full-time faculty in accordance to CMO #30, s. 2004, CMO #52, s. 2007 and institutional guidelines.

• I.2. A Faculty Manual is published formalizing faculty policies, standards, and guidelines.

• 1.3. Professional subjects are handled by specialists in the discipline/program.

• I.4. Faculty are assigned to teach their major/minor fields of specialization/

• 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 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 and/or professional assignment outside of the regular teaching is 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 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 ranks 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 is officially informed of their rank and tenure after 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 emphasized 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.

• 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 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.

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

  • • 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 lecture 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 education lectures, symposia, seminars, workshops, conference, 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 to be granted scholarships, 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 FDP is implemented with the following provisions:

  • • I.7.1. adequate and qualified supervision of faculty

    • 1.7.2. scholarships, fellowships, sabbatical leaves, and research grants

    • I.7.3. financial support for active membership in professional organizations

    • I.7.4. de-loading 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 in-service training courses

    • I.7.6. conducting research activities related to the program

    • I.7.7. publishing scholarly articles and research outputs

    • 1.7.8. production of instructional materials (IMs)

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

• I.9. A tuition fee privilege and other forms of assistance are utilized 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 members 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.

The Faculty

• 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.

• 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 the language of instruction

    • I.1.5. the use of higher-order thinking skills such as analytical, critical, creative, and problem solving skills

    • 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 finding and new knowledge.

• I.4. serve as resource person/lecture/consultant in the field of teacher education.

• I.5. present papers in local/regional/national and/or international fora

• I.6. publish papers in local/regional/national and/or international magazines/journals

• I.7. conduct research and publish outputs in referred journals of national and international circulation

• I.8. conduct 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. to facilitate teaching and learning

• O.1. The faculty performances are 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.

PARAMETER G: 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 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/ incentives for conducting research or 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. others, (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 (ee. 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.

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

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

The Faculty

• 1.1. responsibly observe the following

  • • 1.1.1. regular and prompt attendance to classes

    • 1.1.2. participation in faculty meetings and university/college activities;

    • 1.1.3. completion of assigned tasks on time;

    • 1.1.4. submission of all required reports promptly, and

    • 1.1.5. decorum at all times.

• 1.2. follow the Code of Ethics of the Profession and the Code of Ethical Standards for Government Officials and Employees. (RA 6713).

• 1.3. exercise academic freedom judiciously.

• 1.4. show commitment and loyalty to the institution as evidenced by:

  • • 1.4.1. observance of official time;

    • 1.4.2. productive use of official time;

    • 1.4.3. performance of other tasks and assignments with or without compensation, and

    • 1.4.4. compliance with terms of agreement/contracts (e.e. scholarship and training).

• 1.5. maintain harmonious interpersonal relations with superiors, peers, students, parents and the community.

• 1.6. demonstrate knowledge of recent educational trends/issues/resources in the field of Undergraduate Teacher Education (BEEd).

• 1.7. show evidence of professional growth through further and continuing studies.

• 1.8. 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.