Quality Standards 4.1 Instructors Management and Development

Quality Standards 4.1 Instructors Management and   Development

Quality Standards 4.1          Instructors Management and   Development

Quality Standards Type       Input

Quality Standards Description:

          The management and development of instructors starts with a system for recruiting new instructors that defines their qualifications in harmony with the context, philosophy, and vision of institutions and programs. It must use suitable and transparent mechanisms for selecting instructors; furthermore, an instructor management system is required to establish policies and long-term plans to obtain instructors with the quantitative and qualitative attributes specified by curricular standards that are prescribed by the Office of the Higher Education Commission. A system to support and develop instructors is also essential, with a plan, funds, resources and activities that are carried out, along with supervising and improving the quality of instructors.

           When reporting operations for this indicator, describe processes or show operational results covering at least the following issues:

     4.1.1 Instructors Responsible for a Curriculum/Program of Studies Recruitment and Appointment Management.

     4.1.2 Instructors Professional Development.

Assessment criteria

          In evaluating a suitable scoring level, consider the big picture and overall operational results that enable a program to retain instructors with appropriate attributes, both in terms of educational qualifications and academic rank, and which are consistent with curricular standards on an ongoing basis. Instructors should also be encouraged to enhance their knowledge and capabilities in order to strengthen academic programs and students.

Assessment level is a score between 0-5 as follows;

0 – No system
– No mechanism
– No concept of overseeing, tracking, and improving
– No information or evidence
1 – A system and mechanisms are in place
– System and mechanisms are not put into practice, implemented
2 – A system and mechanisms are in place
– The system and mechanisms are put into practice, implemented
– The process is assessed
– There are no improvement/developments integrated into the process
3 – A system and mechanisms are in place
– The system and mechanisms are put into practice, implemented
– The process is assessed
– There are improvement/ developments integrated into the process from assessment results
4 – A system and mechanisms are in place
– The system and mechanisms are put into practice, implemented
– The process is assessed
– There are improvement/developments integrated into the process from assessment results
– There are concrete results from the improvements that can be clearly seen
5 – A system and mechanisms are in place
– The system and mechanisms are put into practice, implemented
– The process is assessed
– There are improvement/developments integrated into the process from assessment results
– There are concrete results from the improvements that can be clearly seen
– There are good practice with support evidence, assessment committee can clearly explain why these are good practice

Operational Result

4.1.1 Instructors Responsible for a Curriculum/Program of Studies Recruitment and Appointment Management.

 

  1. System and Mechanism:
    The Faculty has a manual and guidelines for new lecturers and staff recruitment. The applicant must meet the minimum requirement for the position with special consideration with his or her experience in the field. The members of the committee, which includes program instructors and human resources personnel, set interview schedule with the applicant. If the applicant successfully passed the interview, the committee submits the result to the academic board and to the college council for approval. In some cases, some program instructors recommend qualified individual to the human resources department.

    The following are the faculty’s  main practice for several years: —            -Orientation at the beginning of any semester

     -Online KM  via   KM-Room on facebook group of the faculty

     -Online KM via The STIC e-Learning Line group

       -Monthly Team Meeting & Weekly or every other KM meeting college wide 

      -opportunity to request for funding to create a research project, or to participate in any training program

    ( Please see System and Mechanism Attached )

  2. Evaluation and Assessment Process
    The program has evaluated the recruitment process and found out to be effective. This process has been in use for almost five (5) years. Since then, The PDCA Cycle has been employed.

3. Concrete Result/ Best Practice   The program believes that after several years of  constant implementation and improvement of the system and with the retention rate of our instructors, the recruitment process and development of our instructors  can be considered as ‘ Best Practice’ of the program.

4.1.2 Instructors Professional Development.

Seminars/ Training

Date

Number

Summary of Comments and Benefits for Participants

Faculty

Staff

The faculty members responsible for the program attending the following training:

1. Annual  Faculty and Staff Meeting 

2. 1st Academic  KM  Day

J

May 29, 2020

December 16, 2020 

0

Informative

The seminar was very informative.

3.2nd Academic KM’s Day

February 17, 2021.

5

0

It was very informative and helpful .

4. STIC QA Online Training 

January 31, 2021 

5

0

It was a good seminar to reflect n teachers’s values

5. Education in the New Normal: Refresh, Renew, Refocus 

February 5, 2021 

5

0

It was a big help to all reviewers

  1. System and Mechanism
    The instructor Support and development system of B.Ed in English was created by program instructors and Faculty Board. The professional development plan included attending seminar or academic conference and research fund request.
  2. Evaluation and Assessment Process
    In the academic year 2020  the program has reviewed the instructors’ Professional Development and found that we focused mostly on teaching performance and writing the TQF 3 and 5. The program should focus more on research development plan as well as the academic rank proposal. In addition to the development plan for instructors, the program and the faculty were supervised by experienced instructors. By the end of the academic year, each instructor was evaluated by the program’s head, the dean of faculty and the Vice President of Academic Affairs.
  3. Results and Improvement Plan
    The program instructors created the development plan for instructor’s administration. They all attend the program meeting and approach for the academic rank. They are also encourage  to conduct research and offer incentives if they have published one. Aj. Emelyn, one of the program instructors, is pursuing her Doctoral Degree. 

Evidence

4.1.1.1Program of Studies Recruitment and Appointment Management
4.1.1.2Instructors Professional Dev’t
Self-Assessment Score
4.15

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