OBSERVATION SUMMARY (Resurvey) NAME OF INSTITUTION SURVEYED: PROGRAMS SURVEYED DATE OF SURVEY AREA OF SURVEY EVALUATION : 2.

90 : : : : ADAMSON UNIVERSITY SCIENCES BS.Biology/BS. Psychology July 21-22,2011 FACULTY SELF-SURVEY RATING: 4.70

FOLLOW-UP ACTION ON PREVIOUS SURVEY RECOMMENDATIONS: Follow up Action Action Taken 1. Partially implemented. Reiterated. Some restructuring of the salary scale of the faculty had been done; however, the variance between ranks and steps within ranks has not been improved. 1. Partially implemented. Researches ongoing;;;;; Reiterated. Faculty members are not doing enough research; hence the budget allocated is not fully utilized. Budget CRECE

Recommendations 1. There is a need to further restructure the salary scale of the faculty. The variance between ranks should be improved.

2. While faculty members have received encouragement to do research by way incentives, the unused research fund shows that the budget allocated for research has not been fully utilized. The departments should pursue a more aggressive research program for the faculty. 3. Department-based training programs to improve teaching should be instituted in the science departments. Among others, sharing teaching strategies and methods with teachers belonging to the same academic discipline can be done. 4. There is a need for faculty members to be consulted when

3. Partially implemented. Reiterated. Department-based training programs have been conducted but there is not much improvement in instructional methods and strategies.

Ongoing training2011-2013

4. Implemented.

formulating policies that affect them, e.g. HRDO policies on monitoring faculty attendance. BEST FEATURES: The team commends: 1. 2. the three-unit pay given to all faculty for their consultation hours. the camaraderie among the faculty which results to good working relationships in the departments.

RECOMMENDATIONS: 1. 2. Overloading should be avoided. There is a need to overhaul the whole ranking and promotion system such that: a. b. c. 3. faculty with no Masters degrees should not be ranked professor ranking points should be appropriately distributed based on set criteria the pay between ranks and between steps should be significant

The faculty should earn graduate and post-graduate degrees along their line of specialization. The Research Manual should be reviewed and revised to delete obsolete provisions; to formulate new policies and guidelines; to develop attractive incentives; and to design a new set of research agenda. The faculty should teach subjects only in their field of specialization. Trainings to upgrade and hone the research skills of the faculty should be regularly conducted to keep up with the demand for a higher level of quality and quantity research outputs. Opportunities for research collaboration with the South Manila consortium, industry, government and private entities should be sought and maximized to increase research outputs. The following recommendations of the previous team are reiterated: a. the restructuring of the salary scale should be pursued

4.

5. 6.

7.

8.

b. c.

the annual research budget should be fully utilized instruction should be improved by the sharing of teaching strategies and methods with colleagues in the department.

A. ACADEMIC QUALIFICATIONS 1. FOR ALL FACULTY MEMBERS TEACHING GENERAL EDUCATION ( SERVICE COURSES) DEGREES COMPLETED FULL TIME FACULTY PART-TIME FACULTY No. % No. % Doctorate in discipline taught Doctorate in other fields Masters in field of specialization Masters in other fields Bachelors degree TOTAL

11. FOR ALL FACULTY MEMBERS TEACHING PROFESSIONAL SUBJECTS Program: _______________________ DEGREES COMPLETED Doctorate in discipline taught Doctorate in other fields Masters in field of specialization Masters in other fields Bachelors degree TOTAL Program:_________________________________ No. OF FACULTY ENROLLED Working towards a Doctorate but lacks dissertation Working towards a Doctorate Working towards a Masters but lacks thesis Working towards a Masters degree TOTAL FULL TIME FACULTY No. % PART-TIME FACULTY No. % FULL TIME FACULTY No. % PART-TIME FACULTY No. %

B. EDUCATIONAL AND PROFESSIONAL EXPERIENCE AND LENGTH OF SERVICE 1. Teaching Experience and Length of Service
YEARS OF EXPERIENCE YEARS OF SERVICE In this school In other schools FULL-TIME PART-TIME FULL-TIME PART-TIME

15 and above 10-14 7-9 4-6 1-3 Less than 1 TOTAL

2. Professional Experience
YEARS FULL-TIME 15 and above 10-14 7-9 4-6 1-3 Less than 1 TOTAL YEARS OF SERVICE PRT-TIME

3. Indicate the instructional staff mobility by completing the following chart NO. OF FULL-TIME FACULTY SY 2010-11 SY 2011-12 WHO HAVE LEFT Reasons for Turn over: Retirement Retrenchment Resignation Others ( on-leave, etc.) TOTAL

SY 2012-13

FACULTY MEMBERS FULL-TIMERS PART-TIMERS

E. TEACHING ASSIGNMENT Total no. of units taught 24 + 3 units overload 12 units TOTAL

Percent

FACULTY WITH Doctorate Masters Bachelors

Total Number of units taught 24 units + overload

Percent

TOTAL

K. SALARIES AND FRINGE BENEFITS 1. Number of full-time faculty members who are paid: PER MONTH FOR 10 MONTHS FOR 11 MONTHS 15,001 20,000 20,001 - 25,000 25,001 30,000 30,001 - 35,000 35,001 40,000 40,001 - 45,000 45,001 - 50,000 50,001 - 65,000 65,001 - 70,000 Above 70,000 TOTAL

FOR 12 MONTHS

2. Number of full-time and part-time faculty who are paid: PER UNIT/MONTH P1,275 1,265 1,255 1,245 1,235 1,225 1,215 1,205 1,195 1,185 1,175 1,075 TOTAL Lecture FULL-TIME Laboratory FULL-TIME

PART-TIME

PART-TIME