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AREA II
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FACULTY
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PARAMETERS
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A.
Academic Qualification and Professional Experience
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B.Recruitment, Selection and Orientation
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C.Faculty Adequacy and Loading
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D.Rank and Tenure
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E.
Faculty Development
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F.
Professional Performance and Scholarly Works
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G.
Salaries, Fringe Benefits and Incentives
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H.
Professionalism
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Program :
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Level :
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SUC :
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Campus :
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Date of Actual Survey :
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IndicatorsItem RatingSystem – Implementation – Outcome MeanParameter Mean
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PARAMETER A: ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE
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SYSTEM – INPUTS AND PROCESSES
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S.1The required number of faculty have graduate degrees appropriate and relevant/allied to the Public Administration program.
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S.2Other qualifications such as the following are considered:#DIV/0!
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S.2.1related professional experience;
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S.2.2licensure, if applicable;
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S.2.3Specialization;
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S.2.4technical skills and competence, and
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S.2.5special abilities, computer literacy, research productivity
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S.3Faculty handling OJT/practicum courses have had at least three (3) years of teaching and industry-based experience in the field.
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S.4At least 50% of the faculty have relevant graduate degrees.
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#DIV/0!
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IMPLEMENTATION
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I.1The faculty demonstrate professional competence and are engaged in any or a combination of the following:#DIV/0!
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I.1.1instruction;
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I.1.2research;
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I.1.3extension;
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I.1.4production;
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I.1.5consultancy and expert service; and
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I.1.6publication, creative and scholarly works.
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I.2Faculty pursue graduate degrees in Public Administration and/or allied fields from reputable institutions (with at least Level II accreditation status)
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#DIV/0!
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OUTCOME/S
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O.1The institution has qualified and competent faculty.
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#DIV/0!
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#DIV/0!
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PARAMETER B: RECRUITMENT, SELECTION AND ORIENTATION
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SYSTEM – INPUTS AND PROCESSES
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S.1There is an institutional Human Resource Development Plan/Program designed for faculty recruitment.
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#DIV/0!
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IMPLEMENTATION
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Recruitment and selection of faculty is processed by the Faculty Selection Board/Equivalent using the following criteria:#DIV/0!
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Mandatory
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I.1.1academic qualifications;
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I.1.2personal qualities;
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I.1.3communication skills;
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I.1.4teaching ability;
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I.1.5medical examination result;
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I.1.6psychological examination result;
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Optional
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I.1.7relevant/professional experiences (if any);
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I.1.8
previous record of employment (if any);
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I.1.09technical/special skills & abilities; and
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I.1.10previous performance rating (if any),
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I.2The hiring system adopts an open competitive selection, based on the CSC-approved Merit System of the Institution ,published and well-disseminated through various means of communication:#DIV/0!
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I.2.1print media (newspaper, fliers, CSC Bulletin of vacant positions);
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I.2.2Broadcast media (TV, radio);
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I.2.3
Website;
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I.2.4Bulletin boards; and
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I.2.5
others (please specify) _________
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I.3A Screening Committee selects and recommends the best and most qualified applicant.
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I.4Measures to avoid professional in-breeding are observed.
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I.5The Institution conducts orientation for newly-hired faculty on its institutional vision and mission, CSC, PRC, DBM, and administration policies on their duties, responsibilities, benefits and other academic concerns.
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#DIV/0!
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OUTCOME/S
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O.1The most qualified faculty are selected.
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#DIV/0!
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#DIV/0!
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PARAMETER C: FACULTY ADEQUACY AND LOADING
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SYSTEM – INPUTS AND PROCESSES
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S.1Faculty-student ratio is in accordance with the program requirements and standards as follows.#DIV/0!
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S.1.1lecture (1:40), maximum of 1:50; and
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S.1.2laboratory (1:25), maximum of 1:30
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S.2There is a provision for incentives of overload teaching in accordance with the CMO of the program and/or institutional guidelines.