Component 5: Indicator 5.1 Expectations (Workforce Environment)

Component 5 Faculty Members and Staff

Indicator 5.1 Expectations (Workforce Environment)

MHESI IQA (Items 1-8) assessment is indicated in the table below

1 mark	2 marks	3 marks	4 marks	5 marks
1 item	2 items	3-4 items	5-6 items	7-8 items

According to EdPEx standard, the total score to assess items 1-6 is 40 marks, the factors used to evaluate the process are ADLI.

Performance

1. Workforce Capability and Capacity (Capability and Capacity Needs). How does the faculty assess workforce Capability and Capacity needs?

To assess workforce capacity, the Faculty determines this capacity based on 2 factors.

1. By considering the FTES, at present, the ratio between the number of full-time instructors and students is within the rate determined by the OHEC (1:25).
2. By considering the need for this capacity in the 5-year period (five-year plan, 2022 – 2026) based on the number of prospective students, the Faculty has projected that in 2025, 2 more lecturers are needed to balance the teaching hours in both programs.

As for workforce capability, the Faculty has planned to improve this capability following 2 types of plans.

For faculty members

1. In the five-year plan (2022 – 2026), the Faculty has set the timeline for faculty members’ personal development regarding the pursuit of a Ph.D., research and academic work production, and application for an academic title.

1. The 2022 annual plan is executed through 46 projects. Seven projects are aimed directly at improving faculty members’ capacity, and four projects indirectly improve such capacity. These projects are continuous, i.e., they are done annually. The reason is that some capabilities relating to research production, teaching, and assessment are not static. New ideas, philosophies, or approaches are always introduced; thus, the Faculty requires all faculty members to learn and accommodate these new innovations to improve themselves and, in turn, to improve students.

For supporting staff

The Faculty requires the staff to attend training sessions or seminars both outside and inside the College to improve their IT knowledge and administrative and secretarial work. The up-to-date knowledge will help the Faculty to operate successfully.

หลักฐาน

5.1.1.1 แผน 5 ปี

5.1.1.2 HS 09

5.1.1.3 HS 10

5.1.1.4 HS 11

5.1.1.5 HS 12

5.1.1.6 HS 13

5.1.1.7 HS 23

5.1.1.8 HS 25

5.1.1.9 HS 27

5.1.1.10 HS 28

5.1.1.11 HS 29

5.1.1.12 HS 30

5.1.1.13 ชั่วโมงอบรมอาจารย์ และ เลขา

5.1.1.14 รูปภาพการอบรม หรือเข้าร่วมสัมมนา

5.1.1.15 งานวิจัย และ KM

2. Workforce Capability and Capacity (New Workforce Members). How does the faculty recruit, hire, and onboard new workforce members?

For recruiting, hiring, and supervising new workforce members, the Faculty maneuvers following the College’s regulations.

1. The Faculty determines the qualifications for an academic position (a lecturer).
2. The College’s public relations announce the vacant position and the required qualifications on College’s website.
3. The applicant is interviewed by the committee appointed by the College.
4. The winning applicant is offered the job by the College under the term of the contract between the College and the applicant.
5. The Faculty holds an orientation for the new member. The orientation includes the following information:

• The roles and duties
• A clear understanding of the curriculum of the program s/he will work for
• The rights and benefits s/he will receive
• The code of conduct required as a member of the College
• The introduction to the MIS on how to use it and the advantages the system provides for all aspects of teaching

6. The Faculty appoints an experienced faculty member as a mentor to help the new member to adjust to the new environment and organizational culture.

หลักฐาน

5.1.2.1 ประกาศรับสมัครอาจารย์

5.1.2.2 ปฐมนิเทศอาจารย์ใหม่

3. Workforce Capability and Capacity (Workforce Change Management). How does the faculty prepare the workforce for changing capability and capacity needs?

As already mentioned that the Faculty has determined the workforce capacity based on the FTES and the number of prospective students and has stated the number of lecturers needed in 2025.

Regarding the workforce change management, the Faculty has two approaches to promote this aspect.

1. The five-year plan: The Faculty has planned for workforce change management by stating in which the year in which faculty members will pursue a Ph. D, produce research or academic work, or apply for an academic title.
2. The annual plan: The Faculty has launched 46 projects eleven of which aim at developing faculty members regarding pedagogical techniques, research and publication, textbook writing, test-item writing, and etc.

Through these approaches, the faculty members improve the capacity for the benefits of themselves – elevate their academic status- and of the Faculty.

หลักฐาน

5.1.3.1 แผน 5 ปี

5.1.3.2 HS 09

5.1.3.3 HS 10

5.1.3.4 HS 11

5.1.3.5 HS 12

5.1.3.6 HS 13

5.1.3.7 HS 23

5.1.3.8 HS 25

5.1.3.9 HS 27

5.1.3.10 HS 28

5.1.3.11 HS 29

5.1.3.12 HS 30

4. Workforce Capability and Capacity (Work Accomplishment). How does the faculty organize and manage the workforce?

For work accomplishment in relation to workforce capability and capacity, the Faculty ensures such accomplishment by doing the following:

1. Setting up an effective plan to promote workforce capability based on last year’s results
2. Hierarchical distribution tasks and responsibilities from the Dean to the Program Heads and to the lecturers in each program.
3. Sharing responsibility with faculty members by appointing each of them to be in charge of the same projects under his or her responsibility from last year. The faculty members write out the project’s objective(s), budget, procedure, and expected results following the PDCA cycle and submit them to the Dean for approval.
4. Following up on the project operations is done during the operation and after the project is finished.
5. The faculty member summarizes the report and submits the report to the Dean.
6. Project summaries are submitted to the Department of Research and Planning.

Through this procedure, the achievement is reached every year.

หลักฐาน

5.1.4.1 แผน 5 ปี

5.1.4.2 โครงการและชื่อผู้รับผิดชอบ

5.1.4.3 สรุปโครงการ

5. Workforce Climate (Workplace Environment). How does the faculty ensure workplace health, security, and accessibility for the workforce?

Two types of environments—physical and atmospheric—are taken care of for the well-being of faculty members and supporting staff.

1. Physical environments such as working stations, the Internet, parking lots, classrooms are under supervision of the College.
2. For safety, CCTV cameras are installed inside the buildings. Security guards are on duty 24/7.
3. For the atmospheric environment, as faculty members are from different racial and cultural backgrounds, the Faculty has created an atmospheres of collaboration, equality, and understanding to unite them as one to ease all tasks. This approach has been successful as there is no conflict among them and collaboration and solidarity are obvious from the results of the projects executed by them.
4. For faculty members’ physical well-being, the College and Faculty encourage faculty members to follow safety measures during and after the COVID 19 pandemic. This practice is successful, as no faculty member in the Faculty got COVID 19.

หลักฐาน

5.1.5.1 รูปห้องทำงานของอาจารย์

5.1.5.2 รูปกล้องวงจรปิด

5.1.5.3 รูปอาจารย์ในคณะถ่ายรูปร่วมกัน

6. Workforce Climate (Workforce Benefits and Policies). How does the faculty support workforce via services, benefits, and policies?

The main workforce benefits, including salary, residence, and social security, are managed by the College. Other benefits relate to faculty members’ academic development, teaching endeavors, and research and academic work production, which are the Faculty’s responsibility.

1. For academic development, the Faculty allows faculty members to attend training sessions or seminars they think are beneficial for their improvement. Additionally, the Faculty launches projects providing them with quality-teaching benefits such as how to write good test items, or academic work articles.
2. As for research, the Faculty has two projects to support faculty members’ research endeavors: ‘Research Fund Project’ (HS 23) and ‘Publication Fund Project’ (HS 25). In addition, the Faculty provides faculty members with criteria and conditions for applying for an academic position.
3. Faculty members can request equipment and tools for work relating to their teaching and project operations.
4. For the secretary (supporting personnel), the Faculty encourages and allows her to attend both outside and inside training and seminars to improve her administrative work. Additionally, she will get paid from the Faculty for outside-scheduled or extra work.

หลักฐาน

5.1.6.1 การอบรมอาจารย์

5.1.6.2 HS 23 

5.1.6.3 HS 24

5.1.6.4 ชั่งโมงอบรมของอาจารย์และเลขา

5.1.6.5 เกณฑ์การขอตำแหน่งทางวิชาการ

7. Personnel potential development is set up to improve performance continuously.

As already mentioned in item 1, the Faculty has 2 types of plans that have been continuously executed to improve workforce capability.

1. The five-year plan (2022 – 2026) has set the timeline for faculty members’ personal development regarding the pursuit of a Ph.D., research and academic work production, and application for an academic title.
2. The annual plan is executed through projects (46 projects I 2022). Seven projects are aimed directly at improving faculty members’ capacity, and four projects indirectly improve such capacity. These projects are continuous, i.e., they are done annually. The reason is that some capabilities relating to research production, teaching, and assessment are not static. New ideas, philosophies, or approaches are always introduced; thus, the Faculty requires all faculty members to learn and accommodate these new innovations to improve themselves and, in turn, to improve students.
3. As for the supporting staff, they are encouraged to attend training sessions or seminars both outside and inside the College to improve their IT knowledge and administrative and secretarial work. The up-to-date knowledge will help the Faculty to operate successfully.

หลักฐาน

5.1.7.1 แผน 5 ปี

5.1.7.2 HS 09

5.1.7.3 HS 10

5.1.7.3 HS 11

5.1.7.4 HS 12

5.1.7.5 HS 13

5.1.7.6 HS 23

5.1.7.8 HS 25

5.1.7.9 HS 27

5.1.7.10 HS 28

5.1.7.11 HS 29

5.1.7.12 HS 30

5.1.7.13 ชั่วโมงอบรมอาจารย์ และ เลขา

5.1.7.14 รูปภาพการอบรม หรือเข้าร่วมสัมมนา

5.1.7.15 งานวิจัย และ KM

8. The management system promotes the full use of human potential.

The Faculty manages a system that promotes the full use of workforce potential as follows:

1. Peer observation is done with a constructive purpose, that is, the results of the observation are informed to the observed faculty member to point out the good and weak points for improvement.
2. Faculty members’ examination papers are reviewed by the Dean to make them reliable and valid based on the course syllabus. The faculty members meet with the Dean for clarifications.
3. Faculty members are assigned to be responsible for the Faculty’s annual projects. With this assignment, the faculty members elicit their knowledge, skills, leadership, social skills, and all required soft skills and put them together to operate the projects until finish.
4. Faculty members are encouraged to create extracurricular activities to help students practice how to transfer theoretical knowledge into practice, which will be of great advantage for their future careers.
5. Faculty members are encouraged to produce research or academic work. For novice researchers, the Faculty provides help by arranging co-researchers or research mentors. With this encouragement and help, faculty members are able to develop research skills.

 หลักฐาน

5.1.8.1 Peer observation

5.1.8.2 ตัวอย่าง Exam paper review

5.1.8.3 โครงการและชื่ออาจารย์ผู้รับผิดชอบ

5.1.8.4 หนังสือพิมพ์ คลิปวีดีโองานของนศ

5.1.8.5 งานวิจัย

Self-Assessment

Goal	Performance Qualitative indicators (indicated items)		Self-Assessment
5 items	IQA (1-8)	1,2,3,4,5,6,7,8	8 items	5 marks
	EdPEx (1-6)	1,2,3,4,5,6	Percentage 10	4 marks

Evidence

Evidence No.	List of evidences
5.1.1	5.1.1.1 แผน 5 ปี 5.1.1.2 HS 09 5.1.1.3 HS 10 5.1.1.4 HS 11 5.1.1.5 HS 12 5.1.1.6 HS 13 5.1.1.7 HS 23 5.1.1.8 HS 25 5.1.1.9 HS 27 5.1.1.10 HS 28 5.1.1.11 HS 29 5.1.1.12 HS 30 5.1.1.13 ชั่วโมงอบรมอาจารย์ และ เลขา 5.1.1.14 รูปภาพการอบรม หรือเข้าร่วมสัมมนา 5.1.1.15 งานวิจัย และ KM
5.1.2	5.1.2.1 ประกาศรับสมัครอาจารย์ 5.1.2.2 ปฐมนิเทศอาจารย์ใหม่
5.1.3	5.1.3.1 แผน 5 ปี 5.1.3.2 HS 09 5.1.3.3 HS 10 5.1.3.4 HS 11 5.1.3.5 HS 12 5.1.3.6 HS 13 5.1.3.7 HS 23 5.1.3.8 HS 25 5.1.3.9 HS 27 5.1.3.10 HS 28 5.1.3.11 HS 29 5.1.3.12 HS 30
5.1.4	5.1.4.1 แผน 5 ปี 5.1.4.2 โครงการและชื่อผู้รับผิดชอบ 5.1.4.3 สรุปโครงการ
5.1.5	5.1.5.1 รูปห้องทำงานของอาจารย์ 5.1.5.2 รูปกล้องวงจรปิด 5.1.5.3 รูปอาจารย์ในคณะถ่ายรูปร่วมกัน
5.1.6	5.1.6.1 การอบรมอาจารย์ 5.1.6.2 HS 23  5.1.6.3 HS 24 5.1.6.4 ชั่งโมงอบรมของอาจารย์และเลขา 5.1.6.5 เกณฑ์การขอตำแหน่งทางวิชาการ
5.1.7	5.1.7.1 แผน 5 ปี 5.1.7.2 HS 09 5.1.7.3 HS 10 5.1.7.3 HS 11 5.1.7.4 HS 12 5.1.7.5 HS 13 5.1.7.6 HS 23 5.1.7.8 HS 25 5.1.7.9 HS 27 5.1.7.1 แผน 5 ปี 5.1.7.2 HS 09 5.1.7.3 HS 10 5.1.7.3 HS 11 5.1.7.4 HS 12 5.1.7.5 HS 13 5.1.7.6 HS 23 5.1.7.8 HS 25 5.1.7.9 HS 27
5.1.8	5.1.8.1 Peer observation 5.1.8.2 ตัวอย่าง Exam paper review 5.1.8.3 โครงการและชื่ออาจารย์ผู้รับผิดชอบ 5.1.8.4 หนังสือพิมพ์ คลิปวีดีโองานของนศ 5.1.8.5 งานวิจัย