According to Celis, Festijo and Cueto (2013), one of the factors that determine
the effectiveness of an academic institution is through the employability of its graduates.
The quality of graduates is very much a function of quality instruction and facilities
because these will help ensure that graduates are equipped with the knowledge, skills
and values that will enable them to work in their respective field.
In an increasingly globalized world there is a growing pressure for fresh
graduates to compete for jobs which are not growing at the same pace with the growth
in population of young people seeking gainful employment. According to the
International Labor Organization Youth Employment Networks (YEN), young people are
actively seeking to participate in the world of work and are two to three times more likely
than the older generations to find themselves unemployed ( ILO. 2006).
Young people are defined by the UN as individuals between the age of15-24
years and adult as individuals of age 25 and over. According to UN Statistics there are
over 1 billion young people in 2000, which translates to one in every five who could be
classified in this category. Thus, young people accounts countries of which 60 % are
located in Asia. In the UN report of 2005, it was estimated that about 100 million of
these youths are enrolled in university level education. However and despite the fact
that young people appear to be receiving more and better education, youth
unemployment has increased steadily since 1993. This situation is worsening with yen
projecting about 1 bilion people entering or becoming of working age within the next
decade ( ILO, 2006.)
The unemployment rate in Philippines was last reported at 7.00 percent in July of
2012, 21% of whih are college graduates. Historically, from 1995-2012, Philippines
unemployment rate averaged 9.0 percent reaching an all-time high of 13.9 percent in
April of 2002 and a record now of 6.3 % in October of 2007. The unemployment rate
can defined as the number of people actively looking for a job as a percentage of labor
force ( Bles, 2012).
Education has long been regarded as one of the primary components for poverty
reduction and socio-economic upliftment. Tertiary education particularly is tasked to
train the nation’s man power in the skills required for national development, and to instill
and foster the appropriate relevant, knowledge, skills and attitude to enable each
individual to become a useful, productive and gainfully employed member of society.
Investments in education would be considered “wasted”. If people do not move into
productive jobs that enable them to pay taxes and support public services.
Higher educational institutions (HEIs) in the Philippines particularly the State
Universities and Colleges (SUCs) sector has historically provided a dominant role in the
delivery of educational services to the country’s citizenry. Together with the private
sector, it has contributed immensely in producing the country’s highly qualified
manpower, estimated to be more than 80 percent of all those who have joined the work
The image of a tertiary education institution in the Philippines is most likely
related to its reputation of producing excellent graduates who easily land a job after


graduation. Graduate Tracer studies are common research methods for these
educational institutions to check on the employability of their recent graduates.
It is on this premise that study will be conducted to discover if the preferred route
and hence embedded culture of employment among SKSU Alumni/Fresh graduates still
This study was conducted to answer the following questions:
1. What are the profile of the graduates in terms of:
Civil status
Gender, and
Place of origin;
Examinations taken and passed
Reasons for taking the course
What post baccalaureate activities do SKSU graduates engaged in?
2. What are the employment characteristics of the graduates as classified according
to their course in terms of:
Employment Status
First job after college
First job related to their course
Tools in finding the first job
Length of job search
Present position
Nature of job/business
The relevant of the curriculum to the job
Place/Area of work
2.10 The reason of changing or staying on the job; and
3. What are the suggestions and recommendations of the SKSU graduates about
the changes needed to improve their competitive edge?
The study was conducted to provide details on the status of the alumni when it
comes to readiness and their competitive edge to employment not only in the country
but also abroad.
Findings of the study are regarded to be of help among administrators and
faculty members in designing curricular programs or teaching methodologies that are up
to date and viewed necessary in producing competent and competitive graduates. The

The professors are not sticking to one method of teaching instead. 2013). Likewise. Regarding the assessment of the engineering students they prefer all the methods of teaching for them to fully understand and learn effectively concerning on their career choice ( Abanador. quizzes. activities/exercises as direct assessment techniques in OBE ( Laguador & Dotong. 2014) Nursing students perform fairly in their professional subjects despite of satisfactory time management styles of their are also needed in the University’s endeavor of passing accreditation processes. 2014).21).. Consistently monitoring of the academic performance and behavior of students would provide thorough guidance for those who are low achievers ( Laguador & Dizon. The College produced a total of 215 graduates. In the era of globalization. irrefutably skilled and learned faculty members contribute to the delivery of quality instruction and utilize their research finding with an aid of state of the art facilities ans shared core values of achieving its great mission of helping its community. Different cultures view learning in various forms. SCOPE AND LIMITATION The SKSU graduates within the period 2009 to 2016 were the respondents of this study. 2014) . Remo & Maniba. the data contained in this study were only from 62 graduates (Midwifery . teachers therefore. Students have clear perception on OBE and aware to the implementation of OBE. they apply all these methods. the study will serve as reference to the future research undertakings. should continuously compare. students. 3 . Research. Buesa. however. 2013). Extension and Production.41 and Nursing . faculty and staff organizations have been involved in providing community extension to the community (Chua et al. 2014). (Cabaquez et al.. The institution together with the different academic departments. Engaged time is a significant predictor of students’ academic achievement ( De guzman & Guy. 2014) Teachers must treat students equally even the slow learners and give them proper attention to develop the appropriate way of study habits and practices inside and outside the classroom ( Laguador. 2013) There is a great extent in the knowledge of faculty members in terms of knowing how to deliver instructions through student-centered approach and understanding how the OBE process is being facilitated in the university as well as the level of awareness in the use of assignments and projects. LITERATURE REVIEW Education in Higher Institution The Sultan Kudarat State University is a pedagogical institution which mandates fourfold functions namely: Instruction. analyze and evaluate the methods being used in order to motivate students and to make learning as effective as possible ( Camiilo.

Mercado (2004) mentioned the initiative of the Commission on Higher Education in the Philippines to spearhead the conduct of GTS among selected Higher Education Institutions in order to obtain data that would show if HEI’s are offering courses or programs that produce graduates to meet the needs of industry and society. skills and competencies will also promote productivity. 11. efficiency and expertise in the graduates’ present job. the components units of the program and the entire learning environment are essential aspects for quality enhancement( Bay & Subido. increasingly it is necessary for students to gain skills which will enhance their prospects of employment.Student evaluation and assessment has become an integral process of any educational institution towards an improved and quality learning experience. Their prime task is to ensure that education and training are market driven and responsive to the changing needs of the various sectors of an economy. an institution able to evaluate the quality of education given to their graduates by knowing the graduates placements and positions in the society which later can be used as a benchmark in producing more qualified and competitive graduates. 4 . Historically. 2006. Likewise. s. Higher Education Institutions must be responsive to these changes. academic institutions have tended to serve as institutions for moral and intellectual development as well as centers of civilization. Through tracer study. With rapid economic development. In the study conducted by Lalican (2007) she emphasized that the acquisition of knowledge in the undergraduate specialization. (CHED CMO #s 38. Tracer Study Today’s challenging economic situation means that it is no longer sufficient for a new graduate to have knowledge of an academic subject. they are now more utilitarian with emphasis on professional training. s. 2014). its programs. 1999) Tracer study is an approach which widely being used in most organization especially in the educational institutions to track and to keep record of their students once they have graduated from the institution. through the GTS. Hence. Student views about their experience at any educational system. In connection with this. HEIs would be able to align their efforts with the manpower needs of industry.

Philippines unemployment rate averaged 9. health. The unemployment rate can be defined as the number of people actively looking for a job as a percentage of the labor force (BLES. feel doubly deprived. there is a growing pressure for fresh graduates to compete for jobs which are not growing at the same pace with the growth in population of young people seeking gainful employment ( De-Ocampo.0 percent reaching an all-time high of 13. The unemployment rate in Philippines was last reported at 7. Knowingly that it is very hard to find a job suitably to their course right away after graduation that nay cause to trigger them to work not aligned to the profession they graduate for their usual reason the salary they can get right away. it is more difficult for newly qualified nurses to gain employment when they have finished their university programs were one university has recognized this problem and provided full-day programs. Historically.9 percent in April of 2002 and a record low of 6. their first problem is seeking job after graduation. September 2012). 2012) . In this matter. sciences and law to name a few. In the case of graduates nowadays. 2011). In the book Employment and Career Opportunities after Graduation by Arcelo and Sanyal. The Philippines as a developing country faces this same challenges having been beset for decades with structurally high unemployment and underemployment rates. known as ‘Enhanced Employability Events’. for primarily related economic conditions.3 percent in October of 2007. The employment after qualifying has been almost assured with sufficient vacancies available for newly qualified nurses. the analysis of the unemployment situation in the Philippines shown that the young graduates is still in the job-hunting stage. Philippine society nowadays has encountered so many problems in terms of labor or employment. Recently. 21% of which are college graduates. improve their interview techniques and succeed at additional tests and activities related to gaining employment as nurses (Dray. High population and labor force growth continues to outpace formal job creation. to enable them to further develop the skills required to apply for posts. engineering.00 percent in July of 2012.Employment In an increasingly globalized world. 2012). from 1995 until 2012. But the jobs are not really created as fast as the universities handing out of the college diploma ( De-Ocampo. for they being among the educated class and knowledgeable about the privileges society can offer. 5 . the existence of a huge number of educated unemployed can lead to a certain amount of political instability in a country. The Philippine education system churns out more and more college graduates with various professional disciplines such as commerce.

The data from the graduates were collected by asking them to complete personally the questionnaires based on the variables identified in the study. Study Gathering Instruments The researchers adopted and modified the survey questionnaire constructed by the Commission on Higher Education (CHED) which was earlier modified by the University of Southern Mindanao (USM) and University of Southeastern Philippines (USEP). 6 . there were only 62 (Midwifery-41 and Nursing (21). The instrument dealt specifically on the demographic and employment profiles of the respondents. tabulation and analysis. Sampling Technique Graduates were traced from the available listing of the College and from referral to their former faculty members. Source of Data A total of 215 graduates were produced by the SKSU College of Nursing from the Academic Year 2009 to 2016 in which 137 of these graduates attained the Diploma in Midwifery and the remaining 78 were graduates of the Bachelor of Science in Nursing. Completed questionnaires were then immediately collected and processed for collation. The respondents were chosen via “convenience sampling” where most of the surveys happened at the premises of the College. their fellow graduates and through their social networking accounts. Data Gathering Procedure The researchers asked the respondents for their participation in the SKSUCNGTS. However.METHODOLOGY Research Design The study utilized a descriptive type of research method to determine and describe the status of the graduates after earning their degrees in the University. out of these graduates. voluntarily who participated in the study.

The table implies that the graduates remain single after graduating from their course probably because Midwifery graduates for instance finish the course at the age of 18 which is still an ideal age for tertiary education. the place of origin of the majority of these graduates which comprise 90.24) and that of the nursing (81%) are still single.24% Midwifery and 85. As regard to civil status. On the other hand. As shown in the Table.33% male graduates. means and ranking. majority of the midwifery graduates (90. RESULTS AND DISCUSSION Demographic Characteristics Table 1 presents the demographic characteristics such as the civil status. There is no doubt that. Females as to gender account a percentage of 82. there are only 41 Midwifery and 21 Nursing which accounted for 29% of the graduate respondents from 2009-2016 who participated in the study. takers of both the midwifery and nursing courses were mostly residents of Sultan Kudarat which is expected due to close distance of the school from the graduates’ residences.93% of the midwifery graduates and 66. There were only 17.71% Nursing graduates were from Sultan Kudarat. 7 . many of these graduates proceed to Nursing education.Statistical Treatment The data gathered from the study were analyzed using descriptive statistics mainly represented by percentile.64% of the nursing graduates.07% (Midwifery) and 33. both courses were dominated by female graduates in the sense that both professions and jobs are highly identified for females. frequency count. gender and place of origin of the graduate respondents from 2009-2016. On the other hand. As expected.

53 Total 41 100.00 21 100.00 Married 4 9.00 Gender Male Female Total 7 34 41 17.93 100. ================================================================== MIDWIFERY NURSING Profile Frequency Percentage Frequency Percentage (f) (%) (f) (%) --------------------------------------------------------------------------------------------------------------------Civil Status Single 37 90.76 Sarangani Others 2 9. SKSU. SKSU.07 82.Table 1.00 Total 41 100.23 Civil Service Professional Examination Civil Service Sub-professional Examination -------------------------------------------------------------------------------------------------------------------8 . ================================================================== MIDWIFERY NURSING Examination Frequency Percentage Frequency Percentage (f) (%) (f) (%) N = 41 N= 21 --------------------------------------------------------------------------------------------------------------------Midwife Licensure Examination (MLE) 37 90. Tacurong City. Tacurong City.33 66.71 South Cotabato 4 9.00 7 14 21 33.00 21 100.64 100.00 ================================================================== Table 2.00 Place of Origin Sultan Kudarat 37 90. Demographic profile of the College of Nursing graduate respondents from 2009-2016.75 1 4.2016. Licensure examination taken and passed by the graduate respondents of the College of Nursing from 2009.24 Nurse Licensure Examination (NLE) 20 95.24 18 85.76 Separated Single parent 4 9.24 17 81.

Rank 2). Rank 3). On the other hand. It follows then that those who took and passed the NLE did pass ahead the MLE. “inspired by a role model” (24. The group of Nursing graduates declared that they were mostly “influenced by their parents or relatives” (61. Reasons for Taking the Course The reasons of graduate respondents for taking/selecting the course offered in the College of Nursing are presented in Table 3. It was noted that the respondents did not try taking any examination apart from the board examination required of their course.24% of the 41 total graduate respondents from 2009 to 2016. Rank 1).39%. It can be inferred from the table that parents or relatives primarily decide on the course to be taken by their children.86%. the graduates had the interest in taking up the course. or were “inspired by a role model” (42. “influenced by peers” (42.39%.46%.9%. Midwifery graduates who passed the licensure examination accounts for 90. Rank 2). The table shows that midwifery graduates’ main reasons why they took up the course are: “influence of parents or relatives” (41.Examinations Taken and Passed As reflected in Table 2. The table implies that high percentage of the graduate respondents took and successfully passed both the two levels of examinations. Rank 3). only one BS Nursing graduate respondent failed in the Nurse Licensure Examination of which 20 (95.23%) passed from 2011 to 2016. Although in some point.39%. Rank 2). “high grades in the course or subject area (s) related to the course” (24. Rank 3). and they had “no particular choice or no better idea” (24. 9 .86%.

63 10 9 42.57 8 Prospect of career advancement 6 14.51 8 6 28.1 4 Opportunity for employment abroad 5 12.63 10 6 28. Reasons of graduate respondents for taking/selecting the course offered in the College of Nursing from 2009.2 15 3 14.86 2 Strong passion for the profession 9 21. ================================================================== MIDWIFERY NURSING Reasons f % Rank f % Rank N = 41 N = 21 --------------------------------------------------------------------------------------------------------------------High grades in the course or subject area (s) 10 24. On the other hand.95 6 7 33. SKSU.63 10 6 28.57 8 Influence of parents or relatives 17 41.51 8 7 33.33 5 Status or prestige of the profession 9 21.46 2 13 61. Tacurong City.9 1 Peer Influence 6 14.95 6 6 28.39 3 9 42.86 2 Inspired by a role model 10 24.Table 3.5%).57 8 Availability of course offering in chosen institution 6 14. more than half (56.09%) of the Midwifery graduates continue their BS Nursing course.39 3 7 33.87% respondents or same persons (graduate of both Midwifery and Nursing) who currently take up a Master’s degree.29 13 No particular choice or no better 10 24.39 6 idea Others (No answer) 21 51. 10 . The reasons why advance study became part of the respondents’ plan are mainly for professional development (94%) and for promotion (17.63 10 5 23.33 5 Prospect for immediate employment 8 19.2016.57 8 Affordable for the family 6 14.63 10 8 38.33 5 related to the course Good grades in high school 8 19.22 1 Taking-up Advance Study It is evident from Table 4 that there are only two (2) or 4.81 12 Prospect of attractive compensation 6 14.

Among the Nursing graduates.09 --------------------------------------------------------------------------------------------------------------------Total 41 100 21 100 11 . Tacurong City. SKSU.71 Not employed 1 2. 2016 ================================================================== MIDWIFERY NURSING Employment Status f % f % --------------------------------------------------------------------------------------------------------------------Employed 17 41.43 3 14. 85.Table 4. Number of graduate respondents who took up advance study and their reasons of taking such. SKSU.5 - Reason for taking up advance study 2 8 2 9.5 23 92 2 9.28 Others (On-going studies) 23 56.09 Master’s Law Medicine Others (Continued the BS Nursing course) N=21 2 - 9.87 23 56. The data reveal that there is still a high demand for Midwifery and Nursing graduates as shown that majority of the graduates were hired for a job.09%) opted to continue their Ladderized Nursing course. nearly half (41. Employment status of graduate respondents. Table 5. Apparently.71% are employed while nearly 15% are not yet employed.46%) of the Midwifery graduate respondents are employed while more than half (56. ================================================================== MIDWIFERY f % Advance Study NURSING f % N =41 2 4.46 18 85.5 For promotion For professional development Others ================================================================== Respondents’ Employment Status The employment status of the graduate respondents is presented in Table 5.

advance or further study has been prioritized by one (4.25 1 5.76 Family concern and decided not to find a job Health-related reason/s Lack of work experience No job opportunity 1 4.1% of the Midwifery graduates chose to continue and obtain a Nursing course.61 Temporary 1 6.25 1 5.25 1 5. SKSU.55 Self-employed 1 6.25 10 47.1 1 4. It shows that 56.77%) are permanent in their job assignment. One claimed that there is no job opportunity at the moment while the other two are on review classes (6. In the case of Nursing graduates. Table 7.25%) of the Midwifery graduates landed a contractual job but one fourth or 25% were hired into a regular or permanent status.76 Did not look for a job Others (On review) 1 2.61% has a contractual job while five (27. SKSU. Table 6 . More than half (56.0 1 4.55 --------------------------------------------------------------------------------------------------------------------Total 16 100 18 100 12 . Present employment of graduate respondents. a total of 34 graduate respondents (Midwifery-16 and Nursing – 18) are employed (Table 7).55 Casual 1 6. 2016 ================================================================== MIDWIFERY NURSING Reasons f % f % N=41 N=21 --------------------------------------------------------------------------------------------------------------------Advance or further study 23 56. Reasons for being not employed of graduate respondents. The same trend is observable of the Nursing graduates’ employment status where 47.Reasons for not employed Table 6 has the data on the reasons why the graduates are unemployed. 2016 ================================================================== MIDWIFERY NURSING Employment Status f % f % --------------------------------------------------------------------------------------------------------------------Regular or permanent 4 25 5 27.76%).77 Contractual 9 56.76%) of the graduates than to look for a job.76 --------------------------------------------------------------------------------------------------------------------Present employment Currently.

Table 8.55 Special occupation (caregiver) 1 6.7%) who are working abroad were registered nurses and midwives at the same time.25 1 5. Managers. This implies that the graduates are still in demand in the country although there are opportunities abroad.Occupation of graduate respondents Table 8 presents the classification of occupation of the graduate respondents. The three graduates (18.25 1 6. SKSU. A very minimal percentage is employed as clerk or in a special occupation such as caregiving. Corporate Executives.11 Private household with employed persons 1 6. 2016 ================================================================== MIDWIFERY NURSING Classification of Occupation f % f % --------------------------------------------------------------------------------------------------------------------Officials of Government and Special-Interest Organizations.75 and 16.5 2 11.25 1 6.25% and 83. As presented earlier in Table 7 on employment status of the 13 .25 --------------------------------------------------------------------------------------------------------------------Total 16 18 --------------------------------------------------------------------------------------------------------------------- Place of work It is shown in Table 9 that. majority of the respondents work in the country having 81.88 Clerks 1 6.1%). Classification of occupation of graduate respondents.25 1 5. Managing Proprietors and Supervisors Professionals 14 87.8%) of the graduates are employed into health and social work sectors.25 Education 2 12. As expected three fourths (Midwifery-75% and Nursing 77.77 Financial intermediation 1 6. respectively.5% and Nursing 11.55 -------------------------------------------------------------------------------------------------------------------Total 16 100 18 100 --------------------------------------------------------------------------------------------------------------------Sector Health and social work 12 75 14 77.5 16 88. Nearly 90% of both employed Midwifery and Nursing graduates work as health professionals.3% for Midwifery and Nursing graduates. There are also those who are into education or teaching (Midwifery-12.

Present place of work of graduate respondents. some of those who are in contract basis are just gaining experience in order to qualify themselves for opportunities to work abroad in the future. staying.graduates.7 --------------------------------------------------------------------------------------------------------------------Total 16 100 18 100 Reasons for accepting. and changing job Table 10. and changing job. SKSU. staying. SKSU.25 15 83. family influence) 5 3 7 2 Reasons for staying on the job Salaries and benefits Career challenge Related to special skill Related to course or program of study Proximity to residence Others (family influence) 8 6 5 3 1 4 1 2 3 5 6 4 8 6 5 5 3 4 1 2 3 3 6 5 Reasons for changing job Salaries and benefits 6 1 9 1 Career challenge 6 1 6 2 Related to special skill 5 3 5 3 Proximity to residence 1 4 2 4 Others (Family influence) 1 4 1 5 --------------------------------------------------------------------------------------------------------------------14 .3 Abroad 3 18.75 3 16. 2016 ================================================================== MIDWIFERY NURSING Place of Work f % f % --------------------------------------------------------------------------------------------------------------------Local 13 81. 2016 ================================================================== MIDWIFERY NURSING Reasons for accepting the job f Rank f Rank --------------------------------------------------------------------------------------------------------------------Salaries and benefits 7 1 8 1 Career challenge 6 2 6 3 Related to special skill 5 3 5 4 Proximity to residence 3 5 1 5 Others (related to program. Table 9. Reasons of graduate respondents for accepting.

As discussed earlier in Table 10.90% and Nursing-35%) and had the information about the job opening from their friends (Midwifery – 27. It shows that most of them were recommended by someone (Midwifery – 40. career challenge and the relatedness of the work to the special skills of the graduates. Workers tend to stay at the job if the salary is enough to finance their personal or family spending/needs. and “related to special skill” (Rank 3). Period stayed in the first job of the graduate respondents.72% and Nursing-66. SKSU. the top three reasons identified by the graduate respondents for accepting the job are the following: “salaries and benefits” ( Rank 1).27% and Nursing-33. “related to program and family influence” (Rank 2). This seems to explain that health workers or the graduates are in demand at the moment. and had their first job one month to less than a year after graduation.27% and Nursing-30%). it shows that the financial aspect of the job has a bearing on the employee’s contentment to remain in their employment. Regarding the reason of the respondents why they were able to find their first job.66%) or less than a year (Midwifery – 27. Table 12 has the data. The data indicates that salaries and benefits are really a big issue in employment. 2016 ================================================================== MIDWIFERY NURSING Period f % f % --------------------------------------------------------------------------------------------------------------------Less than a month 1 to 6 months 8 72.33%).33 1 year to less than 2 years 2 years to less than 3 years 3 years to less than 4 years --------------------------------------------------------------------------------------------------------------------15 . The length of job search after graduation of the respondents before landing a job is presented in Table 13.In table 10.72 6 66. The rest of the employed graduates had their first job as walk-in applicant and had responded to advertisement. “career challenge” (Rank 2).27 3 33. First job of the graduate respondents Table 11 shows that majority of the graduate respondents did only stay less than six months in their first job (Midwifery – 72. On the other hand. The table indicates that many of the graduates did not encounter so much difficulty in finding a job. the top three reasons why they stay in the job or some had changed their job are due to salaries and benefits. Table 11.66 7 to 11 months 3 27.

Length of job search after graduation of the respondents before landing a job. 16 .11 1 to 6 months 6 35. SKSU.29 6 33.55 --------------------------------------------------------------------------------------------------------------------Total 17 18 --------------------------------------------------------------------------------------------------------------------Job level position of the graduate respondents Table 14 shows that majority of the respondents work as professional midwives and nurses in their first and present jobs. 2016 ================================================================== MIDWIFERY NURSING Period f % f % --------------------------------------------------------------------------------------------------------------------Less than a month 2 11.88 1 5. SKSU.63 3 15 As walk-in applicant 4 18.90 7 35 Information from friends 6 27.4% out of the eighteen nurseemployees.27 6 30 Arranged by school’s job placement officer Family business Job fair or Public Employment Service Office (PESO) --------------------------------------------------------------------------------------------------------------------Total 22 100 20 100 --------------------------------------------------------------------------------------------------------------------Table 13.11 2 years to less than 3 years 3 years to less than 4 years 1 5.88 7 to 11 months 6 35.29 7 38.7% and 17 or 94. wherein there are 15 (88.33 1 year to less than 2 years 2 11.76 2 11.76 2 11.2% and 88.Total 11 9 Table 12.4%) out of 17 employed midwives while 16 or 88. 2016 ================================================================== MIDWIFERY NURSING Reasons f % f % --------------------------------------------------------------------------------------------------------------------Response to an advertisement 3 13. Reasons why graduate respondents found the first job.18 4 20 Recommended by someone 9 40.

94 9 50 1 5. Job level position of graduate respondents.000.28% among midwives earn from 5.000. Based on the data.000.00 9 52.00.55 1 5.4 Technical Supervisory Managerial Executive Self-employed 1 5.000. SKSU. Table 15.88 1 5.94%) of the midwifery and 50% of the nursing graduate respondents earn a gross monthly income below Php 5.00 to less than P 20.11 P 5.00 to less than 10.000 to 25. 2016.88 1 5.000 and 38.88% of the nurses earn from 5.000. it is seen that more than half (52.000. 2016 ================================================================== MIDWIFERY NURSING Gross Income f % f % --------------------------------------------------------------------------------------------------------------------Below P 5. ================================================================== MIDWIFERY NURSING First Job Present Job First Job Present Job Job Level f % f % f % f % --------------------------------------------------------------------------------------------------------------------Clerical 1 5.00 17 .8 17 94.000 to less than 20.000.2 15 88.55 --------------------------------------------------------------------------------------------------------------------Total 17 16 18 18 100 Monthly Income In Table 15.4 16 88.00 3 17.55 P 15.00 while only 35.88 1 1 5. Gross monthly income of graduate respondents in their first job after College. SKSU. employed midwives and nurses are receiving similar amount of salaries.Table 14.64 2 11.55 Professional 15 88.

Relevance of college curriculum to first job of graduate respondents.00 3 17.000.00 to less than P 15.00 and above 1 5.12 --------------------------------------------------------------------------------------------------------------------Total 17 100 18 100 --------------------------------------------------------------------------------------------------------------------Learned competencies in college Table 17 shows which skills or competencies the graduate respondents learned from college that contributed much in finding their job. The remaining 11% felt at the moment that their course is not relevant as they work outside of their expected profession.88 Irrelevant 2 11.000.23 16 88. SKSU.11% and nursing .000.76 2 11. Table 17. Although critical thinking skills and problem-solving skills form part of the skills they attained from their higher education.88 1 5.000.10%) had strong impact and made them land a job.000. SKSU. 2016 ================================================================== Competencies MIDWIFERY NURSING f % f % --------------------------------------------------------------------------------------------------------------------18 . Table 16.11 3 16. It appears from the table that the respondents’ communication skills (35%) followed by their skills in human relations (midwifery .55 --------------------------------------------------------------------------------------------------------------------Total 17 100 18 100 Relevance of College curriculum to first job Data in Table 16 shows that the College curriculum was found by the 88 % of the respondents relevant in finding their first job as either professional midwife and nurses (Table 8).2 11.66 P 20.64 P 10.00 to less than P 25. 2016 ================================================================== MIDWIFERY NURSING Relevance of College Curriculum f % f % --------------------------------------------------------------------------------------------------------------------Relevant 15 88.00 P 25. Competencies learned in college which are very useful in finding a job. The former skills mentioned are expected skills in a profession dealing with people just like nursing. The latter skills are very important and must be learned before graduation as these will determine how skillful the nurse will be in delivering care to the clients.

Suggestions and recommendations of the SKSU graduates about the changes needed to improve their competitive edge. such number is not enough to handle all the subjects offered from first year to fourth year levels. For instance. The hiring of part time faculty or Clinical Instructors to solve the gap results to scheduling of classes or clinical duty after office hours and weekends. SKSU.88 8 20. if there are activities. The data implies that there are still many things to consider to further enhance the competitive edge of the graduates.89 28. the College has only three (3) permanent and two (2) full time job order faculty members.51 8 22. there must still be classes but with shortened schedule. making the students miss spending their weekends. Other suggestions and recommendations mainly dealt on hiring additional staff and full time Clinical Instructors as well as improving the laboratory facilities or curriculum. Moreover.77 13. Table 18. ================================================================== MIDWIFERY NURSING Suggestions and Recommendations f Rank f Rank --------------------------------------------------------------------------------------------------------------------Improve the laboratory facilities 3 3 4 2 Hire additional staff and full time Clinical Instructors 4 2 4 2 Improve the curriculum 2 4 2 4 Have shortened classes during school activities 2 4 Others (Satisfied with the curriculum offered) 5 1 5 1 --------------------------------------------------------------------------------------------------------------------Total 16 15 19 .38 13 10 5 36.20 15.11 27.22 Problem-solving skills Critical Thinking skills --------------------------------------------------------------------------------------------------------------------Total 39 100 36 100 Suggestions and Recommendations to Improve the Graduates’ Competitive Edge Table 18 reflects that most of the graduates who answered this item were satisfied with the curriculum offered. 2016.Communication skills Human relations skills Entrepreneurial skills 14 11 6 35. the implementation of the outcome-based curriculum may answer the suggestions in improving the ladderized curriculum in order to maximize resources utilization and produce highly competent graduates.

The graduates’ social and technical skills gained in the university and being Registered Nurses or Midwives put them an advantage to get a job. The College and the Alumni Office may get all the details on the graduates’ address. majority of the graduate respondents after their graduating from the Diploma in Midwifery proceeded to enroll in the Bachelor of Science in Nursing. contact number. The employment rate among the graduates of the Ladderized Nursing Program of the University is high despite a lower salary and contractual position offered by employers locally. 20 .CONCLUSION Based on the foregoing data. RECOMMENDATIONS It is recommended that more graduates be involved in the research to include even those who are employed abroad. email address or facebook account or contact persons before graduation so that they can easily be communicated whenever their participation to University activities are needed.

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