MASTER OF ARTS IN INDUSTRIAL EDUCATION (MAIE)
AREA II
AREA II – FACULTY
Exhibit
PARAMETER A : ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE
SYSTEM – INPUTS AND PROCESSES
A.S.1 – The required number of faculty possess graduate degrees appropriate and relevant to the program and other qualifications as follows:
A.S.1.1 – For a master’s degree program in the Graduate Teacher Education, at least 5 faculty members have published works in professional refereed journals;
A.S.1.2 – For a doctoral degree program in teacher eduacation, at least 3 of the 5 faculty members who have published in professional refereed journals should have also published in Institute for Scientific Information (ISI) journals.
A.S.1.3 – For master’s program, at least two (2) of the (5) have relevant doctoral degrees;
A.S.1.4 – At least three (3) of the five faculty members of the master’s program have advanced training in the major area being offered;
A.S.1.5 – Of the three in the master’s program, at least one has doctoral degree in the major area being offered while atleast three of the five faculty in the doctoral program have doctoral degree in the major area being offered.
A.S.1.6 – For the doctoral program there must be at least five (5) faculty who have relevant doctoral degrees;
A.S.1.7 – At least three (3) of the five have advanced training in the major area being offered.
A.S.2 – Other qualifications such as the following are considered:
A.S.2.1 – related professional experience;
A.S.2.2 – technical skills and competence; and
A.S.2.3 – special abilities, computer literacy, research productivity.
A.S.3 – All faculty handling teacher education courses are Professional Teachers registered with the PRC
A.S.4 – The institution has consurtuim programs with other recognized institutions to strengthen faculty resources.
IMPLEMENTATION
A.I.1 – The faculty demonstrate professional competence and are engage 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.
OUTCOME/S
A.O.1 – The institution has qualified and competent faculty.
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 results;
B.I.1.6 – psychological examination results;
Optional
B.I.1.7 – relevant professional experiences (if any);
B.I.1.8 – previous record of employment (if any);
B.I.1.9 – technical/special skills & abilities; and
B.I.1.10 – previous performance rating. (if any)
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 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 (please specify)
B.I.3 – A Screening Committee selects and recommends the best and most qualified applicant.
B.I.4 – Measures to avoid professional in-breeding are observed.
B.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.
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 meets the program requirements and standards.
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 – Faculty members are assigned to courses where they have the most expertise and training.
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 load and other assignments.
IMPLEMENTATION
C.I.1 – The maximum total load is assigned to regular full-time faculty in the graduate level is six (6) units per term. This load (including other assignments at the undergraduate level which could be 15, 18 or 24 units per institutional policy) should not exceed what are allowed based on the CMO and/or 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/ program.
C.I.4 – Faculty are assigned to teach their major/minor fields of specialization.
C.I.5 – Administrative arrangements are adopted whenever vacancies/leaves of absence occur during the term.
C.I.6 – Administrative research of professional assignment outside of regular teaching are given credits.
C.I.7 – Instruction-related assignments, such as consultation, tutorial, remedial classes, expert services, etc., are in consonance with faculty 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.
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 is officially informed of their rank and tenure after evaluation of the credentials and performance.
D.I.4 – The faculty concerned is 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.
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 (FDP).
E.S.2 – There are policies on faculty academic recognition and grant of scholarships/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 Faculty Development Program based on identified priorities/needs.
E.I.1.1 – upgraded educational qualifications (graduate studies);
E.I.1.2 – attendance to seminars, symposia and conferences for continuing education;
E.I.1.3 – conduct of research activities and publication of research outputs; and
E.I.1.4 – giving lectures and presentation of papers in national/international conferences, symposia and seminars.
E.I.2 – The institution supports the professional growth of the faculty through attendance in educational lectures, symposia, seminars, workshops, conference 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 budget for faculty development is wisely utilized.
E.I.7 – The FDP is implemented with the following provisions:
E.I.7.1 – adequate and qualified supervision of faculty;
E.I.7.2 – scholarships, fellowships, sabbatical leaves and research grants;
E.I.7.3 – financial support for active membership in professional organizations;
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/participate in capability building and enhancing activities are fairly distributed.
E.I.9 – Faculty members 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 members 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 SCHOLARLY 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.
IMPLEMENTATION
The Faculty
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 – reflecting the program outcomes clearly in the course objectives;
F.I.1.3 – knowledge/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 skills;
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; and
F.I.1.8 – integration of Gender and Development (GAD) activities
F.I.1.9 – use of ICT for teaching;
F.I.2 – promptly submit 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 teacher 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/journals.
F.I.7 – conduct research and publish outputs in refereed journals of national and international circulation
F.I.8 – conduct extension and outreach activities;
F.I.9 – regularly update respective course syllabi and incorporate relevant readings into them.
F.I.10 – utilize ICT and other 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 generally satisfactory.
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 and their 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 – housing privilege (optional);
G.I.1.11 – sabbatical leave;
G.I.1.12 – compensatory leave credits;
G.I.1.13 – deloading to finish thesis/dissertation;
G.I.1.14 – thesis/dissertation aid;
G.I.1.15 – provision of recreation activities, (e.g. study tours, wellness, sports, etc.); and
G.I.1.16 – others, (please identify).
G.I.2 – Policies on salaries, benefits and other privileges are disseminated to the faculty.
G.I.3 – Salaries are paid regularly and promptly.
G.I.4 – Teaching assignments beyond the 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 : PROFESSIONALISM
SYSTEM – INPUTS AND PROCESSES
H.S.1 – There are approved SUC Code and SUC Faculty Manual that defines the policies, guidelines, rules and regulations affecting the faculty.
IMPLEMENTATION
The Faculty
H.I.1 – responsibly observe the following:
H.I.1.1 – regular and prompt attendance to classes;
H.I.1.2 – participates 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 – exercises 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/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 the community.
H.I.6 – demonstrate knowledge of recent educational trends/issues/resources in the field of Graduate Teacher 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 students, parents and the community.
OUTCOME/S
H.O.1 – The corps of faculty manifests a commendable level of professionalism.