AREA II: Faculty
The standard or quality if an institution or program is greatly measured by the qualifications of its faculty. In this light, the faculty should be composed of competent members in terms of academic qualifications, experience and professional expertise. In addition, they should manifest desirable personal qualities and high level of professionalism.
To be effective, faculty members should be properly compensated and taken care of. They must be given opportunities for continuous personal and professional development. A policy of fair and equitable distribution of teaching assignments and workload should be practiced. Likewise, objective and clear promotion criteria/ scheme should be adopted by the institution.
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PARAMETERS WITH EVIDENCE
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Parameter a: SYSTEM - INPUTS AND PROCESSES
S.1. The required number of faculty have earned graduate degrees appropriate and relevant to the 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 Professional Licensure Teachers (LET); Registration Examination
S.1.4.2 Master's degree in education or in any of the allied fields
S.1.4.3 Comply with other requirements of 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 competence
S.2.5 special abilities, / computer literacy, research 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 have earned relevant graduate degrees.
ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE
Parameter a: 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
I.1.6. publication, creative and scholarly work.
ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE
PARAMETER A:
OUTCOME
O.1. The institution has qualified and competent faculty.
ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE
Parameter B: SYSTEM - INPUTS AND PROCESSES
S.1. There is an institutional Human Resource Development Plan/Program designed for faculty recruitment.
RECRUITMENT, SELECTION, AND ORIENTATION
Parameter B: IMPLEMENTATION
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. pedagogical/ content 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
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 media outlets:
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
I.2.5. others (please specify)
I.3. Recruitment and selection process involves the Dean, concerned Chair, faculty representative/s, and other administrators concerned.
I.4. A Screening Committee selects and recommends the best and most qualified applicant.
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.
RECRUITMENT, SELECTION, AND ORIENTATION
PARAMETER B:
OUTCOME
O.1. The most qualified faculty are selected.
RECRUITMENT, SELECTION, AND ORIENTATION
Parameter C: SYSTEM - INPUTS AND PROCESSES
S.1. Faculty student ratio meets the program requirements and standards as follows
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. The full-time faculty are 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 provides the faculty 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.
Parameter C: IMPLEMENTATION
I.1. The maximum total load of a regular full-time faculty member is based on CMO 130, . 2004, CMO #52, s. 2007 and 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/program.
I.4. The faculty are assigned to teach their major/minor fields of specialization, with none of them assigned to more than 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 offered in the 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 or professional assignment outside of 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 of preparations follow existing workload guidelines.
Parameter D: 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 temporary status of employment.
S.3. At least 50% of the full-time faculty teaching the professional courses are under permanent/regular status.
RANK AND TENURE
Parameter D: IMPLEMENTATION
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 Merit System and Promotion Plan (MSPP) which emphasizes quality teaching performance, research, creative work, extension and production services.
I.6. The probationary period or temporary status required before al permanent status is granted to the faculty in accordance with Civil Service and institutional policies and guidelines.
RANK AND TENURE
PARAMETER D:
OUTCOME
O.1. The faculty are efficient and effective with sufficient time for Instruction, research, extension, production and other assigned tasks.
RANK AND TENURE
Parameter E: SYSTEM - INPUTS AND PROCESSES
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.
FACULTY DEVELOPMENT
Parameter E: IMPLEMENTATION
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.
FACULTY DEVELOPMENT
PARAMETER E:
OUTCOME
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.
FACULTY DEVELOPMENT
Parameter F: SYSTEM - INPUTS AND PROCESSES
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.
PROFESSIONAL PERFORMANCE AND SCHOLARLY WORKS
Parameter F: IMPLEMENTATION
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
PROFESSIONAL PERFORMANCE AND SCHOLARLY WORKS
PARAMETER F:
OUTCOME
O.1. The faculty performances are generally satisfactory.
O.2. The scholarly works of the faculty are commendable.
PROFESSIONAL PERFORMANCE AND SCHOLARLY WORKS
Parameter G: SYSTEM - INPUTS AND PROCESSES
SALARIES, FRINGE BENEFITS, AND INCENTIVES
Parameter G: IMPLEMENTATION
I.2. Policies on salaries/benefits and other privileges are disseminated to the faculty.
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.
SALARIES, FRINGE BENEFITS, AND INCENTIVES
PARAMETER G:
OUTCOME
SALARIES, FRINGE BENEFITS, AND INCENTIVES
Parameter H: SYSTEM - INPUTS ANDPROCESSES
PROFESSIONALISM
Parameter H: IMPLEMENTATION
1.2. follow the Code of Ethics of the Profession and the Code of Ethical Standards for Government Officials and Employees. (RA 6713).
1.4. show commitment and loyalty to the institution as evidenced by:
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
PROFESSIONALISM
PARAMETER H:
OUTCOME
PROFESSIONALISM
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Board Resolutions on rank and tenure, and others that concern the faculty
Bulletins/display boards where important legislations, memoranda, directives, and circular on fringe benefits are posted
CMO and other pertinent policies and guidelines
Class Records
Class Schedule for the current semester and for the two (2) preceding semesters
Code of Professional Ethics/R.A. 6713 and other pertinent CSC issuances
Faculty Development Program
Faculty Journal
Faculty Manual
Faculty Performance and Rating System
Faculty Profile
List of faculty and the training, seminars, and conferences they attended (indicate the date and place)
Merit System and Promotion Plan
Minutes and attendances record of faculty meetings
Minutes of meetings of the Selection Board
Personnel records of disciplinary/administrative cases, if any
Plantilla of Faculty
Qualification Standards
Records of termination cases, if any
Samples of results of recruitment and selection process conducted showing the names of applicants
Issuances on Compensation, Fringe Benefits and Incentives
DR. ROSALIE A. CORPUS
AREA II, FACULTY-IN-CHARGE
Email Address: racorpus@pup.edu.ph
ASSOC. PROF. DANILOVA A. LORENZO
AREA II, FACULTY-IN-CHARGE
Email Address: dalorenzo@pup.edu.ph