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.

System and Mechanism

4.1 System mechanism of Instructors  management and development

4.1.1 Instructors management (The instructors responsible for the curriculum recruitment and appointment system)

  1. The curriculum or program organize a meeting to consider number of instructors in accordance with the curriculum standards criteria.
  2. The curriculum or program specifies the qualifications of the instructors responsible for the curriculum or program in accordance with the curriculum standards criteria.
  3. In the case of an instructor within the curriculum or program, there will select qualified instructors who meet the curriculum standards criteria.
  4. In the case of an outside instructor, the curriculum or program request for approval from the faculty or college management committee to accept applications from outside.. The human resource department perform the procedures starting from the application announcement, check qualifications / documents. The curriculum or program considers, selects and announces selected instructors responsible for the curriculum or program.
  1. The curriculum or program new selected instructor responsible for the curriculum or program who come from either inside or outside the curriculum or program to the academic department of the College for checking and reviewing before submitting to  the College Academic Council and the College Council respectively for approval and further appointment.
  2. The curriculum or program submit a curriculum revision form (08)  for requesting amendment / addition  of instructor responsible for the curriculum or program  to the faculty, the College Academic Council and the College Council respectively prior  to the Office of Higher Education  Commission.
  3. The curriculum or program evaluates the procedures/processes of the instructors responsible for the curriculum recruitment and appointment system.
  4. The curriculum or program proposes some effective suggestions for improving the procedures/processes of the instructors              responsible for the curriculum recruitment and appointment system.

Assessment of the System and Improvement Process:

Recruitment and Appointment of Instructors:

  1. The departmental head convey the dean of programme for the faculty recruitment following the course description of the programme offered. The dean of programme has manual (having guidelines for faculty recruitment as per government norms and regulations), following which dean together with the authority advertise for the faculty position in various popular social media and receive applications, from which some candidates are being short-listed for interview satisfying minimum eligibility criteria (mentioned in manual book regarding essential and desirable qualifications of applicants) .Then members of the interview committee which includes programme head, human resource personnel, and dean of programme, fix interview schedule with the applicant.After interview, the dean and the head of programme prepare a panel list for the successful candidates and place it before the academic board and college council for approval.

Sometimes programme instructors recommend qualified individual /individuals as per course description to the head of programme which would be conveyed to the HR department through the dean of programme .          

 The process of recruitment generally follow the following criteria:

Round 1:

  1. Qualification
  2. i) Essential:

Master degree in the subject from a recognized university with at least 50%  marks.

  1. ii) Desirable:

Doctoral degree in the subject from a recognized university.

  1. 2Experience
  2. i) Teaching:

At least 3 years teaching experience in a college level.

  1. ii) Research:

Research publications of high quality of which at least 3 must be in Foreign Journals.

  1. Recommendation

At least 3 letters of recommendation from teachers which must clearly explain applicant’s teaching and research qualities and academic competencies.

In 2017 Round-2 level was incorporated to improve recruitment process which is  as under:

Round-2:

Class room Demonstration

Applicant is advised to choose one topic and demonstrate for at least 45 minutes in a class of mixed mathematics students of different years as well as programme head, Dean, and two (2) distinguished members from college council.

 In addition, we have future plan to make recruitment process strong enough for having almost certainly excellent faculty, we shall invite at least one distinguished professor of mathematics from some reputed university in Thailand as subject expert in the Classroom Demonstration in Round-2. The subject expert would make a panel of five candidates as per performances as back-up in emergency and then the report would be submitted to the college council for further necessary proceedings.

This has improved to a great extent of the program teaching—learning processes.

  1. The programme committee evaluates the system and the process and evaluates the performance of instructors; if it is found well then the process of recruitment is acceptable. The program  committee recommends that the applicant’s background knowledge and teaching experience should be checked to be agreed to OHEC criteria.
  2. The programme committee developed new system of recruitment for new instructors, taking their interview by both program instructors and the dean of the Faculty of Education and then the applicant must perform effective teaching demonstration.
  3. The programme committee has evaluated the recruitment process and found out to be effective. This process has been in use for almost last five (5 ) years. Since then the PDCA Cycle has been employed.

Instructors Administration :

  1. All instructors are required to attend Faculty orientation before they start working. The orientation program is the first part of instructor’s management process. The orientation includes the college background, rules and regulations, teaching system, research and academic requirements, HR policies as well as Thai cultural aspect.

All new lecturers have to attend a Thai Culture Seminar for international lecturers to make sure that they have understood of that learners and basic Thai Culture.

The program committee and the faculties also had an operation plan and projects for 2019 academic year which each instructor would have to take responsibility on.

  1. In the academic year 2019 the program had reviewed the instructors’ administration 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.

  1. From the evaluation of system and process, 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 promoted to conduct the research.

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.

4.1.2 Instructors Professional Development.

System and Mechanism

4.1.2 System mechanism of Instructor development (Instructor promotion and development system)

  1. The curriculum or program set up instructor promotion and development policy for all instructors as follows;

1.1 Attend seminars both inside and outside the college to increase capacity and knowledge.

1.2 Academic  production (research and academic works) and publish all works in national and / or international academic journals.

1.3 Academic rank development

1.4 Academic service performance.

1.5 Further education to increase educational qualifications.

  1. The instructor sets up self-development plan according to the needs in mentioned above areas.
  2. The curriculum or program approve instructor self-development plan.
  3. The curriculum or program submits all instructors self development plans to the faculty for approval and the faculty organize to be an overall plan of the faculty.
  4. The instructor requests approval to proceed the proposed plan from the program, the faculty and college respectively.
  5. The instructor proceeds approved plan.
  6. The instructor writes an operational report and evaluates all activities, and integrate into teaching and learning development.
  7. The curriculum or program evaluates results of instructor promotion and development plan and submit suggestions as a data to improve the plan for the next academic year.

Assessment of the System and Improvement Process:

         The instructor  Support and development system of B.Ed in  Math was created by program instructors and Faculty Board. The professional development plan included attending seminar or academic conference and research fund request.

  1. Evaluation and Improvement Plan

         In the follow – up of the instructor development plan revealed that the instructors should choose activities for their development plan. The instructors should prepare their own development plan and should be done each semester.

  1. Results and Best Practices

         With the right motivation and mentoring, most of the lecturers have published research works (see 4.1.1.3 & 4.1.1.4), 2 have developed their teaching manuals (see  4.1.1.5 & 4.1.1.6) and the college accumulated 53 conferences and 17 FDP (see 4.1.1.7)

Evidence

4.1.1.1– System mechanism of Instructors management and
development
4.1.1.2– System mechanism of Instructor management (Instructor
management system)
4.1.1.3Published Papers (Dr. Safiqul)
4.1.1.4Published Papers (Dr. Morales)
4.1.1.5Math Modelling Guidebook
4.1.1.6Math Teaching & Learning I Guidebook
4.1.1.7Conferences Certificates
Self-Assessment Score
4.15

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