AREA II: Faculty

• S.1.The required number of faculty possess graduate degrees appropriate and relevant to the Graduate Education program, namely:

  • • S.1.1.For a Master degree program in Teacher Education at least full-time faculty members who have published works in professional journals

    • S.1.2.Of the five, at least two (2) have doctoral degree holders

    • S.1.3.At least three (3) of the five full-time faculty members have advanced training in the major area being offered

    • S.1.4. Of the three, at least one has doctoral degree in the major area being offered.

    • S.1.5.For the doctoral program there must be at least five (5) faculty who are doctoral degree holders and who have published works in refereed professional journals and

    • S.1.6.At least three (3) of the five have advanced training in the major area being offered.

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

  • • S.2.1.Related professional experience

    • S.2.2.Technical skills and competence

    • S.2.3.Special abilities, computer literacy, research productivity

• S.3. All faculty handling teacher education courses are Professional Teachers registered with the PRC.

• S.4.The institution has consortium programs with other recognized institutions to strengthen faculty resources.

• I.1.The faculty demonstrated 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.

• 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 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 reports

• I.1.6.Psychological examination results

Optional

• I.1.1.Relevant professional experiences (if any)

• I.1.2.Previous record of employment (if any)

• I.1.3.Technical/ special skills & abilities and

• I.1.4.Previous performance rating (if any)

• I.1.The hiring system adopts an open competitiveness selection, based on the CSC-approved Merit System and Promotion Plan of the institution published and well-disseminated through various means of communication

  • • I.1.1.Print media (newspaper, flyers, CSC Bulletin of Vacant Positions)

    • I.1.2.Broadcast media (TV, radio)

    • I.1.3.Website and

    • I.1.4.Bulletin boards

    • I.1.5.Others (please specify) _____.

• I.2.A screening committee selects and recommends the best and most qualified applicant.

• I.3.Measures to avoid professional in-breeding are observed.

• I.4.The institutions 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.

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

• S.1.Faculty-student ration is in accordance with the program requirements and standards as follow:

• 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.The faculty members are assigned to courses where they have the most expertise and training.

• 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 of a regular full-time faculty member in the graduate level is a six (6) units per term. This load including other assignments at the undergraduate level is based on the CMO and/ or institutional guidelines.

• I.2.A Faculty Manual is published for 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 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.Consultation, tutorial, remedial classes, expert services, and other instruction-related activities are given credits.

• O.1. The faculty are efficient and effective with sufficient time for instruction, research, extension, and 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 probationary status of employment.

• 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 emphasized quality teaching performance, research, creative work, extension and production services.

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

• S.1.The institution has an approved and sustainable Faculty Development Program.

• 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 qualification

    • I.1.2.Attendance to seminars, symposia, and conference

    • 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 education lectures, symposia, seminars, workshops, conferences and other forms of training.

• I.3. The institutional 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 for 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 the 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.

• 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 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.

• O.1. The faculty 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

    • S.1.2.Scholarly works.

The Faculty

• I.1. Demonstrates skills and competencies in all of the following:

  • • I.1.1. Knowledge of the program/ outcome

    • I.1.2. Reflecting the program outcomes clearly 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, 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

• 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 for

• 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 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.

• I.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 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 (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

    • I.1.15. Others, (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.

• 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

    • 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 Official 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 relation 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.