• Systems - Inputs and Processes

S.1. The required number of faculty have earned graduate degrees and qualifications appropriate and relevant to the program, namely

S.2. Other qualifications such as the following are considered:

S.2.1. related professional experience;

S.2.2. licensure;

S.2.3. specialization;

S.2.4. technical skills and competence; and

S.2.5. special abilities, computer literacy, research productivity.

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 members have earned relevant graduate degrees.

• Implementation

I.1. The faculty demonstrate professional competence and are engaged in or a combination of the following:

I.1.1. instruction;

I.1.2. research;

I.1.3. extension;

I.1.4. production;

I.1.5. consultancy and expert service; and

I.1.6. publication, creative and scholarly works.

I.2. Faculty Pursue Graduate Degrees Related to the Program and/or Allied Fields from Reputable Institutions (with at least Level II accreditation status or World/Asian rank)

• Outcome/s

O.1. The institution has qualified and competent faculty.

• Systems - Inputs and Processes

S.1. Faculty recruitment is based on an Institutional Human Resource Development Plan/Program (HRDP)

• Implementation

I.1. Recruitment and selection of faculty is processed by the Faculty Selection Board using the following criteria:

I.1.1. academic qualifications;

I.1.2. personal qualities;

I.1.3. communication skills;

I.1.4. teaching ability;

I.1.5. medical examination results;

I.1.6. psychological examination results;

I.1.7. relevant professional experiences;

I.1.8. previous record of employment;

I.1.9. technical/special skills & abilities; and

I.1.10. previous performance rating.

I.2. The hiring system adopts an open competitive selection, based on the CSC-approved Merit System of the institution, published and well-disseminated through various media outlets:

I.2.1. print media (newspaper, flyers, CSC Bulletin of vacant positions;

I.2.2. broadcast media (TV, radio);

I.2.3. website;

I.2.4. bulletin boards; and

I.2.5. others

I.3. A Screening Committee selects and recommends the best and most qualified applicant.

I.4. Measures to avoid professional in-breeding are observed;

I.5. The institution conducts orientation for newly-hired faculty on its vision and mission and CSC, PRC, DBM and administration policies on their duties, responsibilities and other concerns.

• Outcome/s

O.1. The most qualified faculty are selected.

• Systems - Inputs and Processes

S.1. Faculty-student ratio is in accordance with the program requirements and standards as follows:

S.1.1. lecture (1:40), maximum of 1:50; and

S.1.2. laboratory (1:25), maximum of 1:30.

S.2. There is a provision on incentives for overload teaching in accordance with CMO of the program and/or institutional guidelines.

S.3. The full-time faculty members are distributed among ranks and subject/specialization.

S.4. Faculty schedule allows time for preparation of lessons, scoring of test papers, record-keeping, class evaluation and other instruction-based 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 requirements.

• Implementation

I.1. The maximum total load of a regular full-time faculty member is based on the CMO of the program and/or institutional guidelines.

I.2. A Faculty Manual is published formalizing faculty policies, standards and guidelines.

I.3. Professional subjects are handled by specialists in the discipline/program.

I.4. The faculty members are assigned to teach their major/minor fields of specialization, with none of them assigned more than four (4) different subject preparations within a semester.

I.5. Administrative arrangements are adopted when vacancies/leaves of absence occur during the term.

I.6. No less than 60% of the professional subjects in the program are handled by full-time faculty members.

I.7. Teaching schedule does not allow more than six (6) hours of continuous teaching.

I.8. Administrative, research or professional assignment outside of regular teaching is given credit.

I.9. Consultation, tutorial, remedial classes, expert services, and other instruction-related activities are given credit in consonance with faculty workload guidelines.

I.10. Workload assignments and number of preparations are in accordance with existing workload guidelines.

• Outcome/s

O.1. The faculty are efficient and effective, with sufficient time for instruction, research, extension, and other assigned tasks.

• Systems - Inputs and Processes

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 temporary status of employment.

S.3. At least 50% of the full-time faculty members teaching the professional courses are under permanent or regular status.

• Implementation

I.1. The institution implements the system of promotion in rank and salary based on existing policies and issuances (e.g. NBC 461).

I.2. Retirement, separation or termination benefits are implemented in accordance with institutional and government (CSC, GSIS/DBM) policies and guidelines.

I.3. The faculty members are officially informed of their rank and tenure after evaluation of their credentials and performance.

I.4. The faculty concerned are officially informed of the extension, renewal or termination of their appointments.

I.5. The institution implements a CSC-approved Strategic Performance Management System (SPMS) which emphasizes quality teaching performance, research, creative work, extension and production services.

I.6. The probationary period or temporary status required before a permanent status is granted to the faculty in accordance with Civil Service and Institutional policies and guidelines.

I.7. Probationary period of at least one (1) or two (2) years is required to allow the faculty member to prove his/her worth.

• Outcome/s

O.1. The faculty are satisfied with their rank and employment status.

• Systems - Inputs and Processes

S.1. The institution has an approved and sustainable Faculty Development Program (PDP).

S.2. There are policies on faculty academic recognition and grant of scholarships/fellowships and awards.

S.3. Every faculty member is an active member of at least one professional/scientific organization or honor society relevant to his/her assignment and/or field of specialization.

S.4. The budget allocation for faculty development is adequate.

• Implementation

I.1. The institution implements a sustainable Faculty Development Program based on identified/needs and in accordance with the CMO of the program and/or institutional guidelines.

I.2. The institution supports the professional development of the faculty by requiring them to attend continuing education, seminars, workshops, conferences, and other forms of training.

I.3. The institution conducts in-service training program regularly at least once per term.

I.4. Selection of deserving faculty members to be granted scholarships, fellowships, seminars, conferences and/or training grants is done objectively.

I.5. The budget for faculty development is adequately allocated.

I.6. The budget for faculty development is wisely utilized.

I.7. The Faculty Development Program provides for the following:

I.7.1. adequate and qualified supervision of faculty;

I.7.2. scholarships, sabbatical leaves, research and travel grants;

I.7.3. financial support for active membership in professional organizations;

I.7.4. deloading to finish the faculty members' thesis/dissertation;

I.7.5. attendance in continuing professional education (CPE) programs such as seminars, workshops, and conferences or some in-service training courses;

I.7.6. conducting research related to the program;

I.7.7. publishing scholarly articles and research outputs;  and

I.7.8. production of instructional materials (IM's). 

I.8. Opportunities for the faculty members to attend capability-building and enhancing activities are fairly distributed.

I.9. A tuition fee privilege and other forms of assistance are available for faculty members pursuing advanced (masters' and doctoral) degrees.

I.10. The faculty members 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. 

• Outcome/s

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.

• Systems - Inputs and Processes

S.1. The institution has a system of evaluating the faculty on the following:

S.1.1. professional performance; and 

S.1.2. scholarly works.

• Implementation

I.1. The faculty demonstrate skills and competencies in all of the following:

I.1.1. knowledge of the program objectives/outcome(s);

I.1.2. reflecting clearly the program outcomes in the course objectives;

I.1.3. knowledge and mastery of the content, issues and methodologies in the discipline;

I.1.4. proficiency in the use of the language of instruction;

I.1.5. the use of higher order thinking skills (analytical, critical, creative, innovative and problem-solving);

I.1.6. innovativeness and resourcefulness in the different instructional processes;

I.1.7. integration of values and work ethic in the teaching-learning process; and

I.1.8. integration of Gender and Development (GAD) activities.

I.2. The faculty promptly submits the required reports and other academic outputs.

I.3. The faculty updates lecture notes through an interface of relevant research findings and new knowledge.

I.4. The faculty serves as resource person/lecturer/consultant in the field of Accountancy.

I.5. The faculty presents papers in local, regional, national and/or international fora.

I.6. The faculty conduct extension and outreach services.

I.7. The faculty regularly updates respective course syllabi.

I.8. The faculty conducts research and publish outputs in refereed journals of national and international circulation.

I.9. The faculty utilizes ICT resources and other resources in the enhancement of the teaching-learning process. 

I.10. The faculty publishes papers in the regional, national and/or international magazines and journals.

I.11. The faculty produces instructional materials e.g. workbooks, manuals, modules, audio-visual aids, etc. to facilitate teaching and learning.

• Outcome/s

O.1. The faculty performance is generally satisfactory.

O.2. The scholarly works of the faculty are commendable.

• Systems - Inputs and Processes

S.1. The institution has a system of granting compensation and rewards to its faculty and staff.

• Implementation

I.1. The following fringe benefits are granted:

I.1.1. maternity leave/paternity leave with pay;

I.1.2. sick leave;

I.1.3. study leave (with or without pay);

I.1.4. vacation leave;

I.1.5. tuition fee discount for faculty dependents;

I.1.6. clothing/uniform allowance;

I.1.7. performance based bonus (PBB);

I.1.8. anniversary bonus;

I.1.9. honoraria/incentives for conducting research or for the production of scholarly works;

I.1.10. housing privilege; (optional)

I.1.11. sabbatical leave;

I.1.12. compensatory leave credit;

I.1.13. deloading to finish thesis/dissertation;

I.1.14. thesis/dissertation aid; and

I.1.15. others.

I.2. Policies on salaries/benefits and other privileges are disseminated to the faculty members.

I.3. Salaries are paid regularly and promptly.

I.4. Teaching assignments beyond the regular load are compensated (e.g., overload pay, service credits, etc.)

I.5. Faculty members who are actually involved in the production of scholarly materials are given credit for their work.

I.6. Faculty members with outstanding performance are given recognition/awards and incentives.

• Outcome/s

O.1. The faculty are satisfied with their compensation and rewards.

• Systems - Inputs and Processes

S.1. There are approved SUC Code and SUC Faculty Manual that define the policies, guidelines, rules and regulations affecting the faculty

• Implementation

I.1. The faculty responsibly observe the following:

I.1.1. regular and prompt attendance to classes;

I.1.2. participation in faculty meetings and university/college activities;

I.1.3. completion of assigned tasks on time;

I.1.4. submission of all required reports promptly; and

I.1.5. decorum at all times.

I.2. The faculty follow the Code of Ethics of the Profession and the Code of Ethical Standards for Government Officials and Employees (RA 6713).

I.3. The faculty exercise academic freedom juriciously.

I.4. The faculty show commitment and loyalty to the institution as evidenced by:

I.4.1. observance of official time;

I.4.2. productive use of official time;

I.4.3. performance of other tasks and assignments with or without compensation; and

I.4.4. compliance with terms of agreement/contracts (e.g., scholarships and training)

I.5. The faculty maintain harmonious interpersonal relations with superiors, peers, students, parents and the community.

I.6. The faculty demonstrate knowledge of recent educational trends/issues/resources in the field of Entrepreneurship.

I.7. The faculty show evidence of professional growth through further and continuing studies.

I.8. The faculty engage in practice which enable the faculty to demonstrate harmonious interpersonal relations with the students, parents, and the community

• Outcome/s

O.1. The corps of faculty manifests a commendable level of professionalism.