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.
Operational Results
a. 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
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.
b. Evaluation Process and Improvement Plan
The program has evaluated the recruitment process and found out to be effective.
The curriculum or program evaluates the procedures/processes of the instructors responsible for the curriculum recruitment and appointment system.
The curriculum or program proposes some effective suggestions for improving the procedures/processes of the instructors responsible for the curriculum recruitment and appointment system.
Concrete Results
Taking into considerations the suggestions from relevant departments and individuals, management of the instructor has been very successful for the past 6 years. This is evident in the 100% retention rate of the program instructors.
4.1.2 Instructors Professional Development.
Operational Result
|
Seminars/ Training |
Date |
Number |
Summary of Comments and Benefits for Participants |
|
|
Faculty |
Staff |
|||
|
1. STIC STAFF Annual Meeting and Training
|
May 31, 2021 |
5 |
0 |
The seminar was very informative.
|
|
2. 1st KM Day: Higher Education in Post Pandemic |
Nov 9, 2021 |
5 |
0 |
It was very informative and helpful . |
|
3. 2nd KM Day: Strategies in Leading Change & Improvement in HE |
March 2, 2022 |
5 |
0 |
It was a good seminar to reflect n teachers’s values
|
|
4. STIC QA Trainings |
April- May 2022 |
5 |
0 |
It was a big help to all program instructors
|
a. 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.
( See System and Mechanism Attached )
b. Evaluation and Assessment Process
In the academic year 2021 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.
C. 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
| 4.1.1.1 | System & Mechanism on Instructor Mgt and Development Lecturer’s Manual |
| 4.1.1.2 | List of Instructors Professional Development |
| Self-Assessment | Score |
| 4.1 | 4 |