Bachelor of Science in Marine Engineering (BSMARE)
AREA II
AREA II – FACULTY
EXHIBIT
PARAMETER A : ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE
SYSTEM – INPUTS AND PROCESSES
A.S.1 – The required faculty have degrees and qualifications appropriate and relevant to the program, namely:
A.S.1.1 – BSMARE or bachelor’s degree in any related fields (e.g. food science, aquatic biology, oceanography); and
A.S.1.2 – valid certificate of registration and professional license in Maritime Education;
A.S.2 – other qualifications such as the following are considered:
A.S.2.1 – related professional experience;
A.S.2.2 – educational qualification;
A.S.2.3 – technical skills and competence; and
A.S.2.4 – special abilities, computer literacy, research productivity.
A.S.3 – Faculty handling OJT/practicum courses have had at least three (3) years of teaching and industry-based experience in the area.
A.S.4 – At least 50% of the faculty members have earned relevant graduate degrees.
IMPLEMENTATION
A.I.1 – The faculty who demonstrate professional competence and performance are engaged in any or a combination of the following:
A.I.1.1 – instruction;
A.I.1.2 – research;
A.I.1.3 – extension;
A.I.1.4 – production;
A.I.1.5 – consultancy and expert service; and
A.I.1.6 – publication, creative and scholarly work.
A.I.2 – At least 50% of the core faculty teach full-time.
OUTCOME/S
A.O.1 – The faculty are highly qualified and competent.
PARAMETER B : RECRUITMENT, SELECTION AND ORIENTATION
SYSTEM – INPUTS AND PROCESSES
B.S.1 – There is an institutional Human Resource Development Plan/Program designed for faculty recruitment.
IMPLEMENTATION
B.I.1 – Recruitment and selection of faculty is processed by the Faculty Selection Board using the following criteria:
Mandatory
B.I.1.1 – academic qualifications;
B.I.1.2 – personal qualities;
B.I.1.3 – communication skills;
B.I.1.4 – teaching ability;
B.I.1.5 – medical examination result;
B.I.1.6 – psychological examination result;
Optional
B.I.1.7 – relevant professional experiences;
B.I.1.8 – previous record of employment;
B.I.1.9 – technical/special skills; abilities; and
B.I.1.10 – previous performance rating.
B.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:
B.I.2.1 – print media(newspaper, flyers, CSC Bulletin of vacant positions);
B.I.2.2 – broadcast media (TV, radio);
B.I.2.3 – website;
B.I.2.4 – bulletin boards; and
B.I.2.5 – others
B.I.3 – A screening Committee selects and recommends the best and most qualified applicant based on a set criteria.
B.I.4 – Measures to avoid professional in-breeding are observed.
B.I.5 – The institution conducts orientation for newly-hired faculty on the its vision and mission, CSC, PRC, DBM, and administration policies on their duties and responsibilities, and other academic concerns.
OUTCOME/S
B.O.1 – The most qualified faculty are selected.
PARAMETER C : FACULTY ADEQUACY AND LOADING
SYSTEM – INPUTS AND PROCESSES
C.S.1 – Faculty-student ratio is in accordance with the program requirements and standards (CMO No. 43.s.2005) as follows:
C.S.1.1 – lecture (1:40), maximum of 1:50; and
C.S.1.2 – laboratory (1:25), maximum of 1:30. Laboratory/research – specific to discipline
C.S.1.3 – Lab floor space – 1.85 sq.m. per student
C.S.2 – There is a provision for incentives of overload teaching in accordance with the CMO of the program and/or institutional guidelines.
C.S.3 – There are full-time faculty classified by rank, subject/specialization.
C.S.4 – Faculty schedule has time for preparation of lessons, scoring of test papers, record-keeping, class evaluation and other instruction-related activities.
C.S.5 – Workload Guidelines contain sufficient time for teaching and/or research, extension, production and other assigned tasks.
C.S.6 – There is equitable, measurable and fair distribution of teaching and other assignments.
IMPLEMENTATION
C.I.1 – The maximum total load of a regular full-time faculty member is based on the CMO of the program and Institutional guidelines.
C.I.2 – A faculty Manual is published formalizing faculty policies, standards and guidelines.
C.I.3 – Professional subjects are handled by specialists in the discipline
C.I.4 – The faculty are assigned to teach their major/minor fields of specialization for a maximum of four (4) different preparations within a semester.
C.I.5 – Administrative arrangements are adopted when vacancies/leaves of absence occur during the term.
C.I.6 – No less than 60% of the professional subjects in Maritime Education Program are handled by full-time faculty.
C.I.7 – Teaching schedule does not allow more than six (6) – hour of continuous teaching
C.I.8 – Administrative, research and/or professional assignment outside of regular teaching are given credits.
C.I.9 – Consultation, tutorial, remedial classes, expert services, and other instruction-related activities are given credits in consonance with faculty workload guidelines.
C.I.10 – Workload assignments and number of preparations follow existing workload guidelines.
OUTCOME/S
C.O.1 – The faculty are efficient and effective with sufficient time for instruction, research, extension, production and other assigned tasks.
PARAMETER D : RANK AND TENURE
SYSTEM – INPUTS AND PROCESSES
D.S.1 – The institution has a system of promotion in rank and tenure based on official issuances.
D.S.2 – The institution has a policy on probationary status of employment.
D.S.3 – At least 50% of the full-time faculty teaching the professional courses are permanent/regular.
IMPLEMENTATION
D.I.1 – The institution implements the system of promotion in rank and salary based on existing policies and issuances (e.g. NBC 461)
D.I.2 – Retirement, separation or termination benefits are implemented in accordance with institutional and government (CSC, GSIS/DBM) policies and guidelines.
D.I.3 – The faculty are officially informed of their rank and tenure after evaluation of their credentials and performance.
D.I.4 – The faculty concerned are officially informed of the extension, renewal, or termination of their appointments.
D.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.
D.I.6 – The probationary period requirement of at least one (1) year, is implemented.
OUTCOME/S
D.O.1 – The faculty are satisfied with their rank and employment status.
PARAMETER E : FACULTY DEVELOPMENT
SYSTEM – INPUTS AND PROCESSES
E.S.1 – The institution has an approved and sustainable Faculty Development Program.
E.S.2 – There are policies on faculty academic recognition and grant of scholarship/fellowships and awards.
E.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.
E.S.4 – The budget allocation for faculty development is adequate.
IMPLEMENTATION
E.I.1 – The institution implements a sustainable FDP based on identified priorities/needs.
E.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.
E.I.3 – The institution conducts in-service training activities regularly at least once per term.
E.I.4 – Selection of deserving faculty to be granted scholarships, fellowships, seminars, conferences and/or training grants is done objectively.
E.I.5 – The budget for faculty development is adequately allocated.
E.I.6 – The allocated budget for faculty development is well utilized.
E.I.7 – The Faculty Development Program is implemented with the following provisions:
E.I.7.1 – Adequate and qualified supervision of faculty;
E.I.7.2 – Scholarships, sabbatical leaves, and research grants;
E.I.7.3 – Financial support for active membership in professional organization;
E.I.7.4 – Deloading to finish the faculty’s thesis/dissertation;
E.I.7.5 – Attendance in Continuing Professional Education (CPE) programs such as seminars, workshops and conferences or some in-service training courses;
E.I.7.6 – Conducting research activities related to the program;
E.I.7.7 – Publishing scholarly articles and research outputs; and
E.I.7.8 Production of Instructional Materials (IMS)
E.I.8 – Opportunities for the faculty to attend capability building and enhancing activities are fairly distributed.
E.I.9 – Tuition fee privilege and other forms of assistance are utilized by faculty pursuing advanced (master’s and/or doctoral) degrees.
E.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.
OUTCOME/S
E.O.1 – The faculty are well trained and competent to serve the institution.
E.O.2 – The faculty are committed to serve and support the programs and projects of the institution.
PARAMETER F : PROFESSIONAL PERFORMANCE AND SCHOLARY WORKS
SYSTEM – INPUTS AND PROCESSES
F.S.1 – The Institution has a system of evaluating the faculty on the following:
F.S.1.1 – professional performance; and
F.S.1.2 – scholarly works of the faculty.
IMPLEMENTATION
F.I.1 – demonstrate skills and competencies in all of the following:
F.I.1.1 – knowledge of the program objectives/outcome(s);
F.I.1.2 – clearly reflecting the program outcomes in the course objectives;
F.I.1.3 – knowledge and mastery of the content, issues and methodologies in the discipline;
F.I.1.4 – proficiency in the use of the language of instruction;
F.I.1.5 – the use of higher-order thinking skills such as analytical, critical, creative and problem solving;
F.I.1.6 – innovativeness and resourcefulness in the different instructional processes;
F.I.1.7 – integration of values and work ethics in the teaching-learning process;
F.I.1.8 – integration of Gender and Development (GAD) activities.
F.I.2 – promptly submit the required reports and other academic outputs.
F.I.3 – update lecture notes through an interface of relevant research findings and new knowledge
F.I.4 – serve as resource person/lecturer/consultant in the field of Maritime Education.
F.I.5 – present papers in local/regional/national and/or international fora.
F.I.6 – publish papers in regional, national and international magazines and journals.
F.I.7 – conduct research and publish outputs in refereed journals of national and international circulation.
F.I.8 – conduct outreach activities and extension services.
F.I.9 – regularly update respective course syllabi.
F.I.10 – utilize ICT resources in the enhancement of the teaching-learning process.
F.I.11 – produce instructional materials, e.g., workbooks, manuals, modules, audio-visual aids, etc. to facilitate teaching and learning.
OUTCOME/S
F.O.1 – The faculty performance is outstanding.
F.O.2 – The scholarly works of the faculty are commendable.
PARAMETER G : SALARIES, FRINGE BENEFITS AND INCENTIVES
SYSTEM – INPUTS AND PROCESSES
G.S.1 – The institution has a system of compensation and rewards to its faculty and staff.
IMPLEMENTATION
G.I.1 – The following fringe benefits are granted:
G.I.1.1 – maternity leave/paternity leave with pay;
G.I.1.2 – sick leave;
G.I.1.3 – study leave (with or without pay)
G.I.1.4 – vacation leave;
G.I.1.5 – tuition fee discount for faculty dependents;
G.I.1.6 – clothing/uniform allowance;
G.I.1.7 – performance-based bonus (PBB);
G.I.1.8 – anniversary bonus;
G.I.1.9 – honoraria/incentive for conducting research or for the production of scholarly works;
G.I.1.10 – house privilege;
G.I.1.11 – sabbatical leave;
G.I.1.12 – compensatory leave credit;
G.I.1.13 – deloading to finish thesis/dissertation;
G.I.1.14 – thesis/dissertation aid; and
G.I.1.15 – others
G.I.2 – Policies on salaries, benefits and other privileges are disseminated to the faculty.
G.I.3 – Salaries are paid regularly promptly.
G.I.4 – Teaching assignments beyond regular load are compensated (e.g., overload pay, service credits, etc.)
G.I.5 – Faculty who are actually involved in the production of scholarly materials are given credits for their work.
G.I.6 – Faculty with outstanding performance are given recognition/awards and incentives.
OUTCOME/S
G.O.1 – The faculty are satisfied with their compensation and rewards.
PARAMETER H : PROFESSOINALISM
SYSTEM – INPUTS AND PROCESSES
H.S.1 – There are approved SUC code and SUC Faculty Manual that define the policies, guidelines, rules and regulations affecting the faculty.
IMPLEMENTATION
H.I.1 – responsibly observed the following:
H.I.1.1 – regular and prompt attendance at classes;
H.I.1.2 – participation in faculty meetings and university/college activities;
H.I.1.3 – completion of assigned tasks on time;
H.I.1.4 – submission of all required reports promptly; and
H.I.1.5 – decorum at all times.
H.I.2 – follow the Code of Ethics of the Profession and the Code of Ethical Standards for Government Officials and Employees(RA 6713).
H.I.3 – exercise academic freedom judiciously.
H.I.4 – show commitment and loyalty to the institution as evidenced by:
H.I.4.1 – observance of official time;
H.I.4.2 – productive use of official time;
H.I.4.3 – performance of other tasks and assignments, with or without compensation; and
H.I.4.4 – compliance with terms of agreement/contracts (e.g., scholarship and training).
H.I.5 – maintain harmonious interpersonal relations with superiors, peers, students, parents and community.
H.I.6 – demonstrate knowledge of recent educational trends/issues/resources in the field of Maritime Education.
H.I.7 – show evidence of professional growth through further and continuing studies.
H.I.8 – engage in practices which enable the faculty to demonstrate harmonious interpersonal relations with the students, parents and the community.
OUTCOME/S
H.O.1 – The corps of faculty manifests a commendable level of professionalism.