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:
The Graduate Diploma in Teaching Profession Program has systematic process recruitment and it has clearly assigned the steps of recruiting lecturers. The steps include the following:
- Announcement of teaching job vacancies in web job portals and through communication letters was done.
- The lecturers’ qualifications are defined.
- The applicants were requested to submit necessary documents to the HR Office.
- The HR Office or the college appointment committee shortlisted the qualified applicants.
- The HR Office prepared the roster of shortlisted qualified applicants to teach the said program.
- There was notification for interview dates/ schedules among the shortlisted candidates.
- 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.
- 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.
- 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.
- 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.
Process and Assessment:
The Graduate Diploma in Teaching Profession program has set the steps of course instructor or lecturer appointments as follows:
- Checking the completeness of the qualifications, academic positions, the academic work outcomes and skills. (The process will be done when the program has lecturers less than the assigned criteria.)
- Submitting or proposing a list to the faculty for submission to the Academic Council for approval.
- Sending to the Faculty of Education once approved.
There has been a process developed for the examination of the qualification that would appoint qualified teachers or lecturers to meet the requirements in the first step. It was found out that when new teachers pass the interview, they should check relevant documents such as certificates of graduation or certificates for the Graduate Diploma Program. Teachers must have experience in teaching higher education. It should be fused to the right dimension, and then lead through the academic board and then finally with the approval of the college council. However, based from the results of the teacher evaluation, it has been found out that some instructors had a little background and experience teaching in the basic education level (primary and secondary) for better theoretical and practical approach in teaching.
Process Development
In 2021, the committees have reviewed the selection process and have updated the consideration process by clearly determining each of the examination criteria and arranged for Mark Form for each committee. The program added the criteria on the years of experience in the teaching profession, preferably in the basic education level and the level of teaching competence through teaching demonstration. Every mark of each part of the examination has been brought to committees to summarize if the applicants were qualified or not before the announcement. In order to effectively develop the recruitment process, after the interview was conducted, there was a deliberation of qualified candidates in order to determine the best one that fits the criteria and standards set.
Improvements/Developments integrated into the Process:
In order to further improve the process for the succeeding years, the following remedies were incorporated:
- The selection or appointing committee headed by the President, with the Deans or Vice Presidents as members, will convene and conduct planning for the process of selecting best candidates for future vacant teaching positions.
- Revision of the recruitment flowchart must be done to better articulate the process.
- Interview evaluation form must also be revised in order to test the desired criteria and competencies expected of the potential candidates to the desired teaching positions.
Operational Results:
The recruitment process had been improved. The interviewers utilized an instrument to assess the competency and behavior of the candidates during the interview in order to select and accept the most suitable ones in the program. The program was able to hire one (1) new instructor who possessed the desired criteria.
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:
- Planning. In order to show yearly recruitment of lecturers, the Graduate Diploma in Teaching Profession program 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.
- Appointment. Lecturers are appointed or assigned workloads, duties and responsibilities, or assignments.
- Performance Appraisal.Lecturers’ performance is appraised through an evaluation survey as well as taking into considerations whether the plan was executed efficiently and effectively.
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.
- The program and the faculty also had an operation plan and projects for Academic Year 2021 which each instructor would have to take responsibility on.
- 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.
- 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
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.
Process Improvement
Monthly Consultative Meeting and Instructors’ Revitalized Annual Professional Development Plan
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 instructors were also directed to formulate their annual professional development plan which is composed of the following key areas:
- Development of Teaching and Learning process
- Academic Rank Proposal
- Research Development
- Quality Assurance
- Knowledge Management
The instructors were also required to attend a series of Professional Development Trainings/Sessions.
There was an increase in the level of satisfaction with the management of instructors from 4.76 last year to 4.77 for this Academic Year 2021.
Evidence
| 4.1.1.1 | System and Mechanism for Recruitment |
| 4.1.1.2 | Competency Evaluation Form |
| 4.1.2.1 | System and Mechanism for Instructors’ Development |
| 4.1.2.3 | Enhanced Annual Professional Development Plan |
| 4.1.2.3 | Professional Development Seminars |
| 4.1.2.4 | Satisfaction Survey Report (Lecturers) |
| Self-Assessment | Score |
| 4.1 | 4.00 |