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PPP
Compliance Report
Self Survey Report
Prameters with evidence
Areas
Area I
Area II
Area IV
Area V
Area VI
Area VII
Area VIII
Area IX
Area X
AREA II: Faculty
PROGRAM PERFORMANCE PROFILE (PPP)
COMPLIANCE REPORT
SELF-SURVEY REPORT
PARAMETERS WITH EVIDENCE
PARAMETER A
Academic Qualifications and Professional Experience
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PARAMETER B
Recruitment, Selection and Orientation
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PARAMETER C
Faculty Adequacy and Loading
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PARAMETER D
Rank and Tenure
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PARAMETER E
Faculty Development
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PARAMETER F
Professional Performance and Scholarly Works
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PARAMETER G
Salaries, Fringe Benefits, and Incentives
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PARAMETER H
Professionalism
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PARAMETER A: ACADEMIC QUALIFICATIONS AND PROFESSIONAL EXPERIENCE
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System
Implementation
Outcome
S.1. The required number of faculty possesses graduate degrees appropriate and relevant/allied to the Computer Engineering program.
S.2 Other qualifications such as the following are considered.
S.3. Faculty handling OJT/practicum courses have had at least three (3) years of teaching and industry-based experience in the field
S.4. At least 50% of the faculty are graduate degree holders.
l.1. The faculty demonstrate professional competence and are engaged in any or a combination of the following.
l.2. The faculty pursue graduate degrees in Computer Engineering and/or allied fields from reputable institutions (with at least Level II accreditation status or World/Asian rank).
O.1. The institution has qualified and competent faculty.
PARAMETER B: RECRUITMENT, SELECTION AND ORIENTATION
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System
Implementation
Outcome
S.1. There is an institutional Human Resource Development Plan/Program designed for faculty recruitment.
I.1. Recruitment and selection of faculty is processed by the Faculty Selection Board using the following criteria.
l.2. The hiring system adopts an open competitive selection, based on the CSC-approved Merit System and Promotion Plan of the institution published and well-disseminated through various means of communications.
l.3. A Screening Committee selects and recommends the best and most qualified applicant.
l.4. Measures to avoid professional in-breeding are observed.
l.5. The institution conducts orientation for newly-hired faculty on its institutional vision and mission, CSC, PRC, DBM, and administration policies on their duties, responsibilities, benefits and other academic concerns
O.1 The most qualified faculty are selected
PARAMETER C: FACULTY ADEQUACY AND LOADING
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System
Implementation
Outcome
S.1. Faculty-student ratio is in accordance with the program requirements and standards as follows
S.2. There is a provision for incentives of overload teaching in accordance with the CMO of the program and/or Institutional guidelines
S.3. There are full-time faculty classified by rank, subject/specialization
S.4. Faculty schedule has time for preparation of lessons, scoring of test papers, record-keeping, class evaluation and other instruction-related activities
S.5. Workload Guidelines contain sufficient time for teaching and/or research, extension, production and other assigned tasks
S.6. There is equitable, measurable and fair distribution of teaching load and other assignments
l.1 The maximum total load is assigned to regular full-time faculty in accordance to the CMO of the program and Institutional guidelines.
l.2. A Faculty Manual is published formalizing faculty policies, standards and guidelines.
l.3. Professional subjects are handled by specialists in the discipline/program.
l.4. Faculty are assigned to teach their major/minor fields of specialization, for a maximum of four (4) different subject preparations within a semester.
l.5 Administrative arrangements are adopted when vacancies/leaves absence occur during the term.
l.6 No less than 60% of the professional subjects in Computer Engineering program are handled by full-time faculty.
l.7 Teaching schedule does not allow more than six (6) hours of continuous teaching.
l.8. Administrative, research and/or professional assignment outside of regular teaching are given credits.
l.9. Consultation, tutorial, remedial classes, expert services, and other instruction-related activities are given credits in consonance with faculty workload guidelines.
l.10. Workload assignments and number of preparations follow existing workload guidelines.
O.1. The faculty are efficient and effective, with sufficient time for instruction, research, extension, production and other assigned tasks.
PARAMETER D: RANK AND TENURE
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System
Implementation
Outcome
S.1. The institution has a system of promotion in rank and tenure based on official issuances.
S.2 The institution has a policy on probationary status of employment.
S.3 At least 50% of the full-time faculty teaching the professional courses are under permanent or regular status
l.1. The institution implements the system of promotion in rank and salary based on existing policies and issuances (e.g. NBC 461).
l.2. Retirement, separation or termination benefits are implemented in accordance with institutional and government (CSC, GSIS/DBM) policies and guidelines.
l.3. The faculty are officially informed of their rank and tenure after evaluation of the credentials and performance.
l.4. The faculty concerned is officially informed of the extension, renewal, or termination of their appointments.
l.5. The institution implements a CSC-approved Strategic Performance Management System (SPMS) which emphasizes quality teaching performance, research, creative work, extension and production services.
l.6. The probationary period or temporary status required before the grant of permanent status to the faculty is in accordance with Civil Service and institutional policies and guidelines.
O.1. The faculty are satisfied with their rank and employment status.
PARAMETER E: FACULTY DEVELOPMENT
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System
Implementation
Outcome
S.1. The institution has an approved and sustainable Faculty Development Program (FDP).
S.2. There are policies on faculty academic recognition and grant of scholarships/fellowships and awards.
S.3. Every faculty member has at least one active membership in professional/scientific organization or honor society relevant to his/her assignment and field of specialization.
S.4. The budget allocation for faculty development is adequate.
I.1. The institution implements a sustainable Faculty Development Program based on identified priorities/needs as follows
l.2. The institution supports the professional growth of the faculty through attendance in educational lectures, symposia, seminars workshops, conferences, and other forms of training.
l.3. The institution conducts in-service training activities regularly at least once per term.
l.4. Selection of deserving faculty to be granted scholarships, fellowships, seminars, conferences and/or training grants is done objectively.
l.5. The budget for faculty development is adequately allocated.
l.6. The budget for faculty development is wisely utilized
l.7.The Faculty Development Program is implemented with the following provisions.
l.8. Opportunities for the faculty to attend/participate in capability building and enhancing activities are fairly distributed.
l.9. Tuition fee privilege and other forms of assistance are utilized by faculty pursuing advanced (masters and/or doctoral) degrees.
l.10. Faculty are given incentives for book writing, manuals, handbooks, compilations and instructional materials to keep up with new knowledge and techniques in the field of specialization.
O.1. The faculty are well-trained and competent to serve the institution.
O.2. The faculty are committed to serve and support the programs and projects of the institution.
PARAMETER F: PROFESSIONAL PERFORMANCE AND SCHOLARLY WORKS
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System
Implementation
Outcome
S.1. The institution has a system of evaluating the faculty on the following
l.1. demonstrate skills and competencies in all of the following
l.2. promptly submit required reports and other academic outputs.
l.3. update lecture notes through an interface of relevant research findings and new knowledge.
l.4. serve as resource person/lecturer/consultant in the field of Computer Engineering.
l.5. present papers in local/regional/national and/or international fora.
l.6. publish papers in regional, national and international magazines/journals.
l.7. conduct research and publish outputs in refereed journals of national and international circulation.
l.8. conduct extension and outreach activities.
l.9. regularly update respective course syllabi.
l.10. utilize ICT and other resources in the enhancement of the teaching-learning process.
l.11. produce instructional materials, e.g. workbooks, manuals, modules, audio-visual aids, etc. to facilitate teaching and learning.
O.1. The faculty performance is generally satisfactory
O.2. The scholarly works of faculty are commendable
PARAMETER G: SALARIES, FRINGE BENEFITS, AND INCENTIVES
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System
Implementation
Outcome
S.1. The institution has a system of compensation and rewards to faculty and staff
l.1 The following fringe benefits are granted
l.2. Policies on salaries/benefits and other privileges are disseminated to the faculty
l.3. Salaries are paid regularly and promptly
l.4. Teaching assignments beyond the regular load are compensated (e.g., overload pay, service credits, etc.)
l.5. Faculty who are actually involved in the production of scholarly materials are given credits for their work.
l.6. Faculty with outstanding performance are given recognition/awards and incentives.
O.1. The faculty are satisfied with their compensation and rewards.
PARAMETER H: PROFESSIONALISM
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System
Implementation
Outcome
S.1. There are approved SUC Code and SUC Faculty Manual that define the policies, guidelines, rules and regulations affecting the faculty.
l.1. responsibly observe the following
l.2. Follow the Code of Ethics of the Profession and, the Code of Ethical Standards for Government Officials and Employees (RA 6713)
l.3. Exercise academic freedom judiciously.
l.4 Show commitment and loyalty to the institution as evidenced by
l.5. maintain harmonious interpersonal relations with superiors, peers students, parents, and the community.
l.6.demonstrate knowledge of recent educational trends/issues/resources in the field of Computer Engineering.
l.7. show evidence of professional growth through further and continuing studies
l.8. engage in practices which enable the faculty to demonstrate harmonious interpersonal relations with the students, parents and the community.
O.1. The corps of faculty manifests a commendable level of professionalism.