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.

Input

System to Recruit and Appoint Full -time Program Instructors

The  Program has systematic process recruitment and it has clearly assigned the steps of recruiting lecturers. The steps include the following:

  1. Announcement of teaching job vacancies in web job portals and through communication letters was done.
  2. The lecturers’ qualifications are defined.
  3. The applicants were requested to submit necessary documents to the HR Office.
  4. The HR Office or the college appointment committee shortlisted the qualified applicants.
  5. The HR Office prepared the roster of shortlisted qualified applicants to teach the said program.
  6. There was notification for interview dates/ schedules among the shortlisted candidates.
  7. The results of the interview were announced or the successful candidates were notified through email or phone call. The announcement date the faculty has assigned is on the 3rdday after interview.
  8. If the lecturer was found out that he/she did not pass the screening process based on the application assessment system due to unclear qualifications. The academic department’s information records should be sent to Personnel Department for not less than 15 working days.
  9. When a lecturer passed the interview, contract signing follows only when he/she has more than 5 years of teaching experience and has the ability to do a research for at least once a year.
  10. In selecting a new lecturer, the program director arranges in appointing a committee which includes the Dean as chairman, administrators who represents the faculty’s committees, the department’s qualified personnel, head of the department, 2 of the academic lecturer-representatives and the head of personnel  acting as the meeting secretary.

Results of Recruiting System Procedures

The program implements a  systematic and organized selection and appointment of program instructors. The process is as follows:

  1. A committee that includes representatives from the Human Resource Office, adminstrative personnel, and current program  instructors identify the need for program instructors in the faculty.
  2. The faculty screen potential instructors  as to their educational qualifications in the field or related  field of studies and their teaching experiences in accordance with OHEC criteria.
  3. Those who pass the initial screening are referred to the academic board for further evaluation.
  4. Finally, the  College Council approves the application of program instructors as may be required in the program.

Assessment Process

 The system and mechanism of recruitment  and appoint of  instructors is effective, the fact that the program was able to recruit 3 instructors with academic titles and with  doctoral degrees.

Improvement/Development

Let the system and the mechanism be implemented  so as to retain the very qualified instructors in the program.

Results

The program can recruit lecturers with perfect high qualifications.

4.1.2 Instructors Professional Development.

System and Mechanism  

        The curriculum has a system and management mechanisms on managing the teachers. The steps for the said process are as follows:

  1. Planning. In order to show yearly recruitment of lecturers, the Master of Education  program in Learning management Science  has a 5-year period plan and is being done every 5 years and annual plan to show the lecturers stability rate, retirement year,  qualifications and academic positions as prescribed by the faculty.
  2. Appointment. Lecturers are appointed or assigned workloads, duties and responsibilities, or assignments.
  3. Performance Appraisal.Lecturers’ performance is appraised through an evaluation survey as well as taking into considerations whether the plan was executed efficiently and effectively.

Results of Instructors Professional Development

  1. The program has a system for managing program instructors. Each newly appointed program instructor is required to attend the annual lecturers and staff meeting where the new lecturers get to know other teachers and staff in the college.
  2.  The newly appointed program instructors attend the orientation program organized by the Human Resource Office. 
  3. The orientation covers MIS orientation, academic policies, rules, and regulations of the college and including talks on Thai  culture and practical guide to living in Thailand escpecially for foereign teachers.
  4.  The newly appointed program instructors also must participate in the annual project and operation plan.
  5. As the newly appointed program instructors assume their duties, they are supervised by more experinced instructors who act as coordinators.This system enabled more  experienced instructorsto guide and assist newly appointed instructors as they perform their assigned duties and responsibilities.
  6. The program has a system to support instructor’s development that includes: attending academic webinars/ seminars nd conferences; participating in short term trainings and workshops; and conducting reseaches.
  7. Each instructor accomplishes his/her own development plan according to his /her fieldof interest. Then, he/she prepares his/her own development plan accordingly.
  8. online KM via KM Room on Facebook  group of the faculty
  9. Online KM via The STIC e-learning line group
  10. Monthly Team Meeting
  11. Opportunity to request for funding to create a research project, or to participate in any training program

       Process and Assessment

 In managing instructors to retain in the program, the following procedures were done:     

           All instructors are required to attend Faculty orientation before they start working. The orientation program was the first part of instructor’s management process. The orientation included the college background, rule and regulation, teaching system, research and academic requirement, HR policies as well as Thai cultural aspect.

  1.     The program and the faculty also had an operation plan and projects for Academic Year 2020 which each instructor would have to take responsibility on.
  2.     The program has 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.
  3. 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 programs head, the dean of faculty and the Vice President for Academic Affairs.

      Assessment of the Process

The program should focus more on research development plan as well as the academic rank proposal.

        Based from the results of the instructor’s satisfaction on the system of managing instructors, it was found out that their common complaint was on the number of teaching loads which are heavy for them as they were also given courses to teach in the undergraduate level. 

Due to the sudden shift to online classess  webinars held by the college were feared towards  the use of technology. Best practices were also shared to help develop every faculty in this field.

       Improvement and Development

The instructors were monitored their annual professional development plan which composed of the following key areas:

  1. Development on Teaching and Learning process
  2. Academic Rank Proposal
  3. Research Development
  4. Quality Assurance
  5. Knowledge Management

The program director organized and facilitated the monthly consultative meeting with the Dean, Program Instructors and Special Lecturers to cross-check the teaching loads of both the undergraduate and graduate diploma courses with their corresponding schedule/timetable.  

The use of technology and online classes may still go on in the future, so lecturers should continue exploring ways for reaching out to sttudents while using technology. 

Results 

The program monitored all Lecturers’ development plan at the end of each semester.

Lecturers managed time and schedule for teaching effectively.

Lecturers occupied more skills in teaching online and can make teaching accessible to everyone who cannot for some reasons join on site classes. 

Evidence

4.1.1Recruitment and appointment management
4.1.1.2Annual PD-plan-Instructors
Self-Assessment Score
4.13

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