Component 7: Indicator 7.3 Workforce Results (Workforce Results) – Faculty of Humanities and Social Sciences

Component 7 Results

Indicator 7.3 Workforce Results (Workforce Results)

MHESI IQA (Items 1-6) assessment is indicated in the table below

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

According to EdPEx standard, the total score to assess items 1-4 is 80 marks, the factors used to evaluate the process are LeTCI.

Performance

1. Workforce-focused results (Workforce Capability and Capacity Rate). What are workforce Capability and Capacity rate results?

As of this year, the Faculty has a sufficient number of lecturers based on the FTES; however, based on the 5-year plan, in 2025, two lecturers, one for BE and the other for CA will be recruited on the condition that the determined number of new students to be recruited from 2022 – 2024 is as expected. A

As for competency, the Faculty states exactly in the plan which faculty members will do self-improvement in which area: pursuing a Ph. D., conducting research, producing academic work, and applying for an academic title.

Workforce and Competency of the Faculty of Humanities and Social Sciences

Degree

Position

Professor

Asso. Professor

Asst. Professor

Lecturer

Total

Ph.D

Full – time

Part – time

Two faculty members are pursuing a Ph. D.

หลักฐาน:

7.3.1.1 แผน 5 ปี

2. Workforce-focused results (Workforce Climate). What are workforce climate results?

From creating a work atmosphere to support faculty members’ and support personnel’s mental and physical well-being, the Faculty has seen good results that benefit both the Faculty and the faculty members and support personnel.

Position

Results

Faculty member

1. They are happy working here as evidenced by the ‘Happy Workplace Index’ questionnaire. The happiness levels of 8 categories are over 3.51, except for ‘Financial Hppainess’.

2. They are hardly absent from work and extra activities and events. From the record of asking for leave, two lecturers have asked for sick leave, which counts only for 8 days (out of the allowed 30 days). One lecturer asked for 31 days of leave as he had to return home to see his mother.

3. For self-evaluation, high levels of measured pedagogical skills imply that the support and friendly atmosphere urges them to develop themselves.

4. They are willing to help and participate in the Faculty’s projects and activities.

Support personnel

1. She is eager to improve herself by attending training or seminars specifically arranged for all support personnel by the College. Additionally, she is willing to attend online training on her own.

2. Her number of hours for self-improvement exceeds 15 hours.

หลักฐาน

7.3.2.1 Happy workplace index

7.3.2.2 บันทึก การลา

7.3.2.3 การประเมินตนเอง

7.3.2.4 จำนวนชั่วโมงอบรม

3. Workforce-focused results (Workforce Engagement). What are workforce engagement results?

The Faculty has not created a specific tool to measure the engagement of faculty members and support personnel. However, the Faculty can assume their engagement based on the results of a supportive work atmosphere, long years of work, participation in the Faculty’s projects and activities, zero complaints, the Dean evaluation results, and the results of IQA of both CA and BE, and of the Faculty.

หลักฐาน

7.3.3.1 รายชื่อาจารย์ระบุ วุฒิการศึกษา และปีที่ทำงาน

7.3.3.2 รูปการเข้าร่วมกิจกรรมของอาจารย์

7.3.3.3 ผลการประเมินคณบดี

7.3.3.4 ผล IQA ย้อนหลัง 3 ปี ของคณะ

7.3.3.5 ผล IQA ย้อนหลัง 3 ปีทั้งสองหลักสูตร

4. Workforce-focused results (Workforce Development). What are workforce and leader development results?

According to the processes in Section 5.2, and the 5-year plan, the Faculty details the development results of each faculty member as follows:

Research production and publication	Academic work production for an academic title	Supplementary teaching material	Application for an academic title	Textbook production
Dr. Ubon + Aj. Leo	Aj Khomson	Aj. David	Aj. Khomson	Dr. Joe
Aj. Thitawee		Aj. Leo	Aj. Leo
Aj. Sitthipun		Aj. Khomson	Aj. Prisana.
Aj Rose		Aj. Thitawee	Aj. Thitawee
		Aj. Prisana	Aj. Sitthipun
		Aj. Sitthapun	Aj. Rose
		Aj. Rose

5. Every staff member attends training sessions for over 15 hours per year.

One of the important strategic objectives as stated in Section 2.1.5 is to develop faculty members and support personnel to reach the highest potential in relation to their jobs and responsibility. To accomplish this objective, the Faculty launches a number of projects for faculty members’ and support personnel’s development. Additionally, the Faculty encourages all personnel to attend both external and internal training and seminars. Each faculty member and support personnel must accomplish at least 15 hours of personal development as shown in the evidence.

หลักฐาน

7.3.5.1 การอบรมอาจารย์และบุคคลากร

6 Happy Index Workplace ของบุคลากร มากกว่า 3.51

As a result of a supportive work atmosphere, engagement, career and personal development scheme, the Dean can notice the faculty members’ and support personnel’s mental state of happiness and security which is evidenced by the results of the ‘Happy Workplace Index’. The faculty members have rated the levels of their happiness at a high level being over 3.51 in 7 aspects except for the financial aspect.

หลักฐาน:

7.3.6.1 Happy Workplace Index

Self Assessment

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

Evidence

Evidence No.	List of evidences
7.3.1	7.3.1.1 แผน 5 ปี
7.3.2	7.3.2.1 Happy workplace index 7.3.2.2 บันทึก การลา 7.3.2.3 การประเมินตนเอง 7.3.2.4 จำนวนชั่วโมงอบรม
7.3.3	7.3.3.1 รายชื่อาจารย์ระบุ วุฒิการศึกษา และปีที่ทำงาน 7.3.3.2 รูปการเข้าร่วมกิจกรรมของอาจารย์ 7.3.3.3 ผลการประเมินคณบดี 7.3.3.4 ผล IQA ย้อนหลัง 3 ปี ของคณะ 7.3.3.5 ผล IQA ย้อนหลัง 3 ปีทั้งสองหลักสูตร
7.3.4	–
7.3.5	7.3.5.1 การอบรมอาจารย์และบุคคลากร
7.3.6	7.3.6.1 Happy Workplace Index