Component 5 Faculty Members and Staff
Indicator 5.2 Engagement (Workforce Engagement)
MHESI IQA (Items 1-9) 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 | 7-9 items |
According to EdPEx standard, the total score to assess items 1-7 is 45 marks, the factors used to evaluate the process are ADLI.
Performance
1. Assessment of workforce engagement (Drivers of Engagement). How does the faculty determine the key drivers of workforce engagement?
The faculty members’ engagement is important to the success of the faculty. This engagement is assessed by the happiness, good performance, and long years of work of faculty members. The Faculty determines important engagement drivers as follows:
- Meaningful work: the Faculty assigned faculty members tasks that required their contributions for success.
- Empowerment and recognition: the Faculty recognizes and honors faculty members when they accomplish work, either the faculty’s work or their personal work.
- Sense of belonging: the Faculty builds a positive workplace, coworker relationships, and a sense of solidarity.
- Psychological safety: the Faculty creates a space that encourages honesty and integrity to ensure a safe work environment.
- Transparency: the Faculty ensures clarity in all aspects of faculty policy and equality for all faculty members.
- Fairness: The Faculty ensures fair treatment for every faculty member.
The Faculty evaluates the success of the implementation of these drivers based on the results of two sets of questionnaires: one is the ‘Happiness Index Questionnaire” conducted by the Department of Research and Planning, the other is the ‘Dean Evaluation’ conducted by the Faculty.
หลักฐาน
5.2.1.1 ผลของแบบสอบถามดัชนีความสุข
5.2.1.2 ผลการประเมินคณบดี
5.2.1.3 ระยะเวลา (จำนวนปี) การทำงานของอาจารย์
5.2.1.4 จดหมายแสดงความชื่นชมงานวิจัย
5.2.1.5 Website / Fan page คณะแสดงผลงานอาจารย์
2. Assessment of workforce engagement (Assessment of engagement). How does the faculty assess workforce engagement?
Based on the engagement drivers mentioned in section 1, the Faculty evaluates the success of the implementation of these drivers based on the results of two sets of questionnaires: one is the ‘Happiness Index Questionnaire” conducted by the Department of Research and Planning, the other is the ‘Dean Evaluation’ conducted by the Faculty. In addition to questionnaire, the success of the Faculty’s operation and the length of work also shows faculty members’ engagement.
หลักฐาน
5.2.2.1 ผลของแบบสอบถามดัชนีความสุข
5.2.2.2 ผลการประเมินคณบดี
5.2.2.3 ระยะเวลา (จำนวนปี) ของอาจารย์ทำงาน
5.2.2.4 ผล IQA ของคณะ 3 ปีย้อนหลัง
3. Organizational Culture. How does the faculty foster an organizational culture that is characterized by open communication, high Performance, and an engaged workforce?
The Faculty promotes and pushes for the Faculty’s organizational culture which emphasizes ‘collaboration, unity, efficiency, equality, and morality via different procedures that are open to all faculty members and staff within the Faculty, namely:
- Listening and accepting all opinions from all faculty members into consideration for the formulation the Faculty’s strategic plan
- Arranging open communication among faculty members and between the faculty members and the Dean via e-mail, Line, or face-to-face
- Hierarchical distributing tasks and responsibilities from the Dean to the Program Heads and to the lecturers in the program
- Opening floor for evaluations: faculty members’ self-evaluation and dean evaluation
- Encouraging teamwork by urging faculty members to participate in projects and activities launched by the Faculty, or in the activities arranged by the College
- Acknowledging and honoring the faculty members or staff for their accomplishment
- Ensuring equality in all aspects including workload, responsibility, and extra-workload
The Faculty is confident that via the above procedures the Faculty’s organizational culture reaches every faculty member which not only creates mutual understanding and respect; but also engagement.
The Faculty is certain that faculty members have a strong engagement with the Faculty as evident from their participation in and help out with the Faculty’s projects and activities, and also from zero complaints.
หลักฐาน
5.2.3.1 รูปภาพการร่วมกิจกรรมต่างๆของอาจารย์
5.2.3.2 โครงการและผู้รับผิดชอบ
5.2.3.3 ตารางเวลาอาจารย์ที่ปรึกษา
5.2.3.4 จดหมายยกย่องงานวิจัย
5.2.3.5 Website และ Fan page ของคณะเผยแพร่ผลงานของอาจารย์
4. Performance Management and Development (Performance Management). How does the faculty workforce performance management system support high performance?
The Faculty determines the performance management system to support, monitor, and evaluate faculty members’ performance to ensure their effectiveness.
- For teaching – faculty members’ main duty, the Faculty ensures that all faculty members plan their teaching thoroughly starting with completing the course syllabus (TQF 3), attending every teaching section, providing suitable formative and summative assessments, and concluding the course results in TQF 5.
- For teaching development, the Faculty launches projects aimed at developing faculty members’ knowledge and skills to elevate the quality of their teaching. Additionally, ‘peer observation’ is arranged every semester to evaluate classroom practice.
- For research and academic production, the Faculty arranges mechanisms to support research production.
- For contract renewal, the Dean gives faculty members ideas and suggestions to be written in the contract renewal proposal.
หลักฐาน
5.2.4.1 ตัวอย่างการ review ข้อสอบ
5.2.4.2 HS 23
5.2.4.3 flowchart การทำวิจัย
5. Performance Management and Development (Performance Development). How does the learning and development system support the personal development of workforce members and organization’s needs?
The Faculty establishes a learning and development system to support faculty members’ needs for self-development.
- For new faculty members, the Faculty arranges an orientation to introduce them to the College’s IT system from which they can learn various knowledge which helps to develop themselves regarding the overall process of teaching and assessment.
- For senior faculty members, the Faculty launches projects that help them develop their performance such as ‘Test-item Writing’ (HS 09), ‘Textbook and Academic Work Production’ (HS 25), and ‘Knowledge Management (HS 45).
- The Faculty encourages all faculty members and supporting staff to attend training and seminars according to their own needs at least 15 hours a year.
หลักฐาน
5.2.5.1 การเข้าร่วมอบรม สัมมนา (ขื่อหัวข้อ รูปภาพ) ทั้ง BE / CA
5.2.5.2 ชั่งโมงการอบรม
5.2.5.3 อบรม MIS
5.2.5.4 ปฐมนิเทศอาจารย์ใหม่
6. Performance Management and Development (Learning and Development Effectiveness). How does the faculty evaluate the effectiveness and efficiency of your learning and development system?
The Faculty employs different approaches to evaluate ‘Learning and Development Effectiveness’.
- Output evaluation: the Faculty evaluate faculty members’ outputs. For example, the faculty members participating in the ‘Knowledge Management Project’, would finally create a new body of knowledge. The final outcomes are reported to the Dean and are presented at the KM events.
- Acquired knowledge and satisfaction evaluation: for certain projects such as ‘Textbook and Academic Work Production’, faculty members learn the production process which will be used later when a faculty member starts the production. At the end of the seminar, no output is produced. Thus, the Faculty evaluates faculty members’ knowledge and understanding, the application of the knowledge to practice, and the satisfaction with the seminar.
- At the end of the year, the Faculty evaluates faculty members’ efficiency using a questionnaire requesting each faculty member to evaluate themselves.
หลักฐาน
5.2.6.1 ผลงาน KM
5.2.6.2 ผลประเมิน โครงการเขียนตำรา
5.2.6.3 ผลการประเมินตนเองของอาจารย์
7. Performance Management and Development (Career Development). How does the faculty manage career development for the workforce and future leaders?
To advance in a career, faculty members and supporting staff must be equipped with the required knowledge and skills relating to their job characteristics. Hence, the faculty determines an approach to managing the career advancement of faculty members and support staff and future leaders.
- To develop work for an academic title, the Faculty has created a five-year plan stating in which year which faculty member will produce research work, academic work, apply for an academic title, or pursue a Ph.D.
- To develop pedagogical knowledge, the Faculty launches projects aimed at developing test-item writing skills, textbook writing, and classroom practice skills.
- As new education trends are introduced, the Faculty encourages faculty members to learn these trends by attending seminars arranged by the Faculty, or external institutes.
- To develop the quality of leadership, the Faculty appoints faculty members to take full responsibility to operate the projects matching their expertise. Through this practice, the faculty members build and develop administrative skills, social skills, and other soft skills required to be a leader.
หลักฐาน
5.2.7.1 แผน 5 ปี
5.2.7.2 HS 09
5.2.7.3 HS 10
5.2.7.4 PowerPoint “Teacher in Disruptive Education Age” / “Assessment”
5.2.7.5 อบรม MIS
8. The faculty supervises and monitors the implementation of the personnel development plan to meet the specified goals.
Under the personnel development plan, the Faculty launches projects to develop specific skills or knowledge including ‘Test-item Writing’ (HS 09), ‘Teaching Potential Develop’ (HS 10), ‘Internal and External Training and Seminar’ (HS 12), ‘Research Fund’’ (HS 24), ‘Textbook an Academic Work Production’ (HS 25), and ‘Knowledge Management (HS 45). These projects are operated following the timeline stated in the project procedure and within the quarter determined by the Faculty.
With a specific timeline, the Dean can monitor, supervise, and follow up on each project systematically and efficiently which ensures effective results as planned.
หลักฐาน
5.2.8.1 HS 09
5.2.8.2 HS 10
5.2.8.3 HS 12
5.2.8.4 HS 24
5.2.8.5 HS 25
5.2.8.6 HS 45
9. The faculty encourages morale and praises personnel whose performance exceeds the target.
The Faculty realizes and recognizes all work of faculty members and always elevates their work spirit and morale by verbally complimenting them whenever they complete any work or task. However, when faculty members accomplish outstanding work or a task, the Faculty honors them officially. For example, when faculty members complete and publish their research work in an accredited journal, the Faculty honor them by offering them a letter of recognition and publicizing this honor on the Faculty’s website and Facebook fan page.
หลักฐาน
5.2.9.1 จดหมายยกย่องงานวิจัย
5.2.9.2 Website คณะ ยกย่องชมเชยผลงานอาจารย์
Self-Assessment
|
Goal |
Performance Qualitative indicators (indicated items) |
Self-Assessment |
||
|
5 items |
IQA (1-9) |
1,2,3,4,5,6,7,8,9 |
9 items |
5 marks |
|
EdPEx (1-7) |
1,2,3,4,5,6,7 |
Percentage 10 |
4.5 marks |
|
Evidence
Self-Assessment
| Self-Assessment | IQA | EdPEx |
| Indicator 5.1 | 5 | 4 |
| Indicator 5.2 | 5 | 4.5 |
| Overall Average Score(IQA)/ Overall Score (EdPEx) | 5 | 8.5 |