{"id":10454,"date":"2023-01-04T08:45:40","date_gmt":"2023-01-04T08:45:40","guid":{"rendered":"https:\/\/www.stic.ac.th\/qafs2223\/education\/?post_type=meds_report&p=10454"},"modified":"2024-05-08T08:09:13","modified_gmt":"2024-05-08T08:09:13","slug":"component-6-faculty-members","status":"publish","type":"meds_report","link":"https:\/\/www.stic.ac.th\/qafs2223\/education\/?meds_report=component-6-faculty-members","title":{"rendered":"Component 6: Faculty Members"},"content":{"rendered":"\n

Indicator 6.1 The Quality of Faculty Members (The quality of academic staff)<\/strong><\/p>\n\n\n\n

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For criteria 8 and 9, it is assessed using the Office of Permanent Secretary of Higher Education, Science, Research, and Innovations standards. <\/strong><\/p>\n\n\n\n

Score 1 <\/strong><\/td>Score<\/strong> 2 <\/strong><\/td>Score<\/strong> 3<\/strong> <\/td>Score<\/strong> 4<\/strong><\/td>Score 5 <\/strong><\/td><\/tr>
Has action 1 item <\/td>Has action 2 item <\/td>Has action 3-4 item <\/td>Has action 5-7 item <\/td>Has action 8-10 item <\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n

AUN-QA based criteria<\/strong><\/p>\n\n\n\n

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AUN-QA Criterion 5 \u2013 Academic Staff<\/figcaption><\/figure>\n\n\n\n

For AUN-QA, criteria 1 to 7 are assessed at 7 levels. <\/strong><\/p>\n\n\n\n

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Performance <\/strong><\/p>\n\n\n\n

1. Academic staff planning is ensured to meet the quality and quantity of the academic staff <\/strong><\/p>\n\n\n

The HRDO has systematic process recruitment and it has clearly assigned the steps of recruiting lecturers. The steps include the following:<\/p>\n

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  1. announcement of teaching job openings was made on web job portals and through communication letters.<\/li>\n
  2. The lecturers\u2019 qualifications are defined. The standards are stipulated in TQF2\u00a0<\/li>\n
  3. The applicants were requested to submit necessary documents to the HR Office.<\/li>\n
  4. The HR Office or the college appointment committee shortlisted the qualified applicants.<\/li>\n
  5. The HR Office prepared the roster of shortlisted qualified applicants to teach the said program.<\/li>\n
  6. There was notification for interview dates and schedules among the shortlisted candidates.<\/li>\n
  7. The results of the interview were announced or the successful candidates were notified through email or phone call. announcement date\u00a0 is on the third day after interview.<\/li>\n<\/ol>\n
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    1. If the lecturer found out that he\/she did not pass the screening process based on the application assessment system due to unclear qualifications,.The academic department\u2019s information records should be sent to the Human Resources Department for not less than 15 working days.<\/li>\n
    2. 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 research for at least once a year.<\/li>\n
    3. In order to choose a new lecturer, the program director sets up a committee, with the dean serving as chairman, administrators speaking on behalf of the faculty committees, qualified staff from the department, the head of the department, two academic lecturer representatives, and the head of personnel serving as the meeting secretary.<\/li>\n<\/ol>\n

      As a result,\u00a0 The program implements a\u00a0 systematic and organized selection and appointment of program instructors. The process is as follows:<\/p>\n

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      1. A committee that includes representatives from the Human Resource Office, adminstrative personnel, and current program instructors will identify the need for program instructors in the faculty.<\/li>\n
      2. The faculty screen potential instructors\u00a0 as to their educational qualifications in the field or related\u00a0 field of studies and their teaching experiences in accordance with OHEC criteria.<\/li>\n
      3. Those who pass the initial screening are referred to the academic board for further evaluation.<\/li>\n
      4. Finally, the\u00a0 College Council approves the application of program instructors as may be required in the program. Assessment Process<\/li>\n<\/ol>\n

        \u00a0The system and mechanism of recruitment\u00a0 and appointment of\u00a0 instructors is effective, as evidenced by the fact that the program was able to recruit\u00a0 three (3) instructors with academic titles and with\u00a0 doctoral degrees. and\u00a0 two ( 2) full-time program instructors.\u00a0 The continuous implementation of the process retains the very qualified\u00a0 instructors in the program.<\/p>\n\n\n

        2. Staff workload is measured and monitored to improve the work quality <\/strong><\/p>\n\n\n

        In the program,\u00a0 the following processes are done: .The department head assigns the qualified faculty member\u00a0 specific courses to teach before the term begins. The faculty member prepares the\u00a0 syllabus\u00a0 based on the\u00a0 course and puts it in TQF 3.3. The program coordinator checks the TQF3 and suggest improvement before approval. A Google Classroom is prepared where all the\u00a0 learning design, assessments, and materials used by the teacher can be monitored by the department head, dean, vice president, and president. This mechanism\u00a0 is an easy monitoring process for responsible people. The TQF 5will again be filled up by lecturer\u00a0 after the course is finished\u00a0 which serves as an evaluation of the previous process of the course. The responsible person will check and approve the TQF 5. \u00a0During the online classes, the person responsible in monitoring can even enter in the google meet and listen to the learning processes.\u00a0<\/p>\n

        The heads , deans and other responsible monitors can continue doing the process due to the easy access of Google Classroom and TQF3. As a result of the process, the following results resultswere achieved:<\/p>\n

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        1. Faculty members had improved their learning designs and processes, as reflected in the google classroom.\u00a0<\/li>\n
        2. The processes was well facilitated, so students were satisfied\u00a0<\/li>\n<\/ol>\n\n\n

          3. The competencies of the academic staff are determined, evaluated, and communicated <\/strong><\/p>\n\n\n

          \u00a0Competencies of academic staff are evaluated by students through the following:<\/p>\n

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          1. the TQF 5 shows the student evaluation of the lecturer.\u00a0 \u00a0<\/li>\n
          2. The lecturer sees evaluation immediately during preparation of TQF 5 and will even be able to comment on the evaluation\u00a0<\/li>\n
          3. \u00a0The Google Classroom is monitored by responsible\u00a0 person and the lecturer involved may be called for suggestions of improvement.<\/li>\n
          4. The self evaluation is also done by the academic staff and reviewed by the management<\/li>\n<\/ol>\n

            As a result, the academic staff can reflect on the evaluation for improvement.\u00a0<\/p>\n\n\n

            4. The quantity of academic staff and duties allocated are appropriate <\/strong> <\/p>\n\n\n

            At the beginning of the semester, the department head  distributes the assignments of academic staff appropriately.  The academic  staff checks on assignments and usually coordinates with the department head if there is a a question. The courses were  properly divided among the qualified lecturers. Lecturers  have no complaints regarding their workload. <\/p>\n<\/p>\n\n\n

            5. The performance assessment of the academic staff is based on a merit system that accounts for teaching, research, and service. <\/strong><\/p>\n\n\n

            At the end of the  school year, these are the steps being followed:<\/p>\n