DOCTOR OF EDUCATION

Major in Educational Management

LEVEL III Phase 2

FACULTY DEVELOPMENT
Narrative Report
 FACULTY Description of the Faculty
DEVELOPMEN Development Program
T

Doctor of Education
Level III Phase 2
Doctor of Education

• All faculty members have earned their degree in

government recognized higher education institutions,
with adequate length of service, and tenured academic
rank as Associate Professor, Full-fledge Professor and
College Professor.

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• The strong faculty profile of the program is enhanced by their administrative

experience in managing educational institutions having served the University in
their capacity as:
• College President,
• Vice President for Academic Affairs,
• Vice President for Research,
• Development and Extension,
• Director for Graduate Studies, Director for Administrative and Finance Services,
• Director for Instruction and
• Director for Student Welfare and Services.
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Well defined objectives

• The Graduate Studies of the Mindoro State University as the
apex of education contribute to the process of knowledge
and technology acquisition, generation, and dissemination.
• As such it serves to promote the advancement of
professional competencies among Graduate Students and
provide opportunities for scholastic achievement and
increased competence in the field of education and
government service.

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• The Doctor of Education (Ed.D.) major in Educational

Management seeks to provide advanced training to the
leaders, policy makers, faculty members and researchers
in the education sector to prepare them to address the
challenges in the education industry.

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Specifically, the program provides the students with:

• an integration of formal academic training and
professional training expertise, a substantial theoretical
skill in policy analysis, quantitative and qualitative
analysis, financing, and educational management,

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• a knowledge on the interdisciplinary and

multidisciplinary nature of education,
• an opportunity to learn from colleagues with different
backgrounds, experiences and career goals,
• a strong set of inter-personal skills and experiences in
group work, which are part and parcel of the educational
system,

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• an opportunity for the advancement of professional

competencies, scholastic achievement, and increased
competence in the field of education and government
services, and
• an appreciation of the role educational policy research
plays in shaping current and future policy decisions.

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• The University Faculty Development Program is an

integral part of the FSDP Guidelines, Faculty, Research
and Extension Manuals duly approved by the University
Academic and Administrative Councils and the Board of
Trustees.

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Specifically, the policy guidelines aim to:

1. device a systematic screening and selection scheme for scholars,

2. set define policies on the responsibilities, duties, and accountabilities of
scholars,
3. provide a basis for the continuing faculty and staff development program,
4. provide financial assistance to deserving faculty and staff,
5. upgrade the qualifications and competence of faculty and staff,
6. keep abreast with the current trends/ innovations in education, and
7.support the noble goal of the university towards ensuring quality
education.

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Adequate and relevant projects/activities to achieve objectives

caters to the training needs, and related educational
experiences/ exposures that the faculty need to effectively
discharge their role as mentors, supervisors, and advisors to their
dissertation students.

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To continuously develop and enhance faculty competence, the

following activities are undertaken:
1. Policy drafting and implementation
2. Professional/specialized trainings along the areas of instruction,
management, leadership, and other related functions (research and
extension)
3. Initiatives to enhance faculty instructional technology skills
4. Attendance to national and international seminars, workshops,
and conferences

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To expand educational experiences and professional

qualifications, the following opportunities are explored.
1. Designation to various key positions
2. Promotion to higher academic rank
3. Professional Publication
4. Sponsored research
5. Speakership
 

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Policy Drafting and Implementation

• The university has an approved internal policies and guidelines
to ensure continuous faculty and staff development. Through
the initiative of the Human Resource Development Unit of the
University the Proposed Unified Faculty and Staff Development
Program of the Mindoro State University was approved by the
Board of Trustees as per Resolution No. 23,s. 2009.

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• To update its provisions and expand its

program, it was revised as Policy Guidelines
Governing the MinSCAT Faculty and Staff
Development Program (BOT Resolution No.
45-2014).

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Professional/specialized trainings along the areas of

instruction, management, leadership, and other
related functions

• To continuously update knowledge and skills, the

faculty of the Doctor of Education program attend
specialized trainings and seminars to enhance
instruction, management and research and extension
functions.

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Initiatives to enhance faculty instructional technology

skills

• Faculty professional development is further enhanced

by providing them with relevant trainings on
educational technology which enhanced access,
participation, and engagement among students.

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• With the implementation of blended learning modality,

the University invested in learning management system
and subscribed to MS Teams to ensure learning
continuity.

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Attendance to national and international seminars,

workshops, and conferences

• The faculty of the Doctor of Education program continually

upgrade, attend and engage in academic activities that
further their qualifications. They are invited and sent to
different seminars, trainings, conferences, and workshops
to gain better insights in their respective discipline.

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Educational/administrative experiences and

professional qualifications
Designation to various key positions

•the faculty of the Doctor of Education Program are

selected on the basis of their educational
qualifications, expertise, and professional
experience.

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Professional Publication and Research

• They actively engage in research capability building

seminar workshops, paper presentations, resource
generation, publications, knowledge management, and
technology transfer.

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Faculty membership and affiliation

• Faculty of the Doctor of Education program are
encouraged to become members of different
professional/scientific organization and honor societies
to be updated on the recent trends in the teacher
education program.

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Systematic and effective procedures

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• Attendance to Trainings and Seminars

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• Curriculum Development. To implement CMO 15, s. 2019

Policies and Guidelines for Graduate Programs, all graduate
program offering is currently being revisited.
• Development of Instructional Materials. All faculty
members are encouraged to come up with their own
instructional materials be it in print or electronic as an
alternative for a textbook and to reinforce learning inside the
classroom.

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• Conduct of Researches
• The faculty of the Doctor of Education program are
experienced Research Managers and Project and Study
Leaders.

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• Evaluation of Faculty Performance (IPCR). Faculty

performance is being evaluated in order to standardize
the delivery of instruction. Teacher’s effectiveness is
evaluated by supervisors, students, and the faculty itself.

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• Hiring of Faculty. For quality hiring of faculty applicants,

standard operating procedure (SOP) is also followed through
the College Personnel Selection Board (PSB) that assists the
College President in the proper selection of applicants or
candidates for appointment to faculty ranks. The
implemented policies and guidelines ensure to bring about
highly educated and professionalized faculty and academic
staff.

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• Faculty meetings. Faculty meetings are conducted

periodically where faculty members are valued and
encouraged to be interactive during the meeting, serve to
improve teaching and learning as well as building cooperative
culture with colleagues.
• Faculty consultation with students. Faculty members also
allot time in a week for consultation with their class. All faculty
members are committed to supporting their students to
achieve their academic goals.

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Reasonable Budget

• A budget is allotted yearly for faculty development which

includes Faculty and Staff Development Program scholarship
grant, official travel expenses, attendance to training,
seminars and conferences, research and extension incentives,
overload pay, and other related activities.

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Provision of materials and other resources

• The University provides materials and other resources to
further enhance their capabilities and skills. Among the
materials and resources, they can use freely are internet
connectivity, library resources, research resources and
materials, teaching and learning resources among
others.

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Participation of significant number of

faculty/staff/students/community in
major projects/activities

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•Through the leadership of the VP for Academic

Affairs, curriculum development and revision count
active participation of faculty, students, and other
stakeholders.

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Awards of distinction and achievement and grants including best

practices
• There shall have established a Program on Awards and Incentives
for Excellence (PRAISE) Committee in MinSU. To encourage
creativity, innovativeness, productivity and integrity in the public
service of faculty members, individually or in groups, for their
suggestions, inventions, superior accomplishments and other
extraordinary acts or services in the public interest that speed up
MinSU growth and development or heighten its prestige.

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• Service and Loyalty Awards. Service and loyalty awards

are given to faculty who render service to the College for
at least 10 years.

• Faculty designation. The college provides the

opportunity to faculty and staff to be part of the
administration considering its vital role in the operations
of every institution.

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• Speakership. The administration supports the faculty

towards attaining competence to become agents in achieving
excellence.

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• Grants. Grants are given to aid faculty in continuing their studies, this
will help to improve their professional growth.

• Academic Awards. Faculty of the Doctor of Education Program

received academic awards as Honor Graduates in their Masters and/or
Doctorate Degree programs.

• Research Awards. The Faculty of the Doctor of Education program are

recognized in the field of research.

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BEST PRACTICES

Among the milestones/best practices adopted for faculty

development are the following:

• Faculty members have attended an extensive number of

seminars ranging from local, regional, national, and
international level.

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• Faculty members stay connected with their students through

consultation meetings

• The University implements NBC461 and salary

standardization law. This ensures equal treatment of
employees and recognition of their achievement. It also
increases the morale of the employee.

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Compliance
Recommendations Extent of Action Taken
Compliance
1. If possible, renewal of professional 100% All faculty members teaching in
license of the faculty may be undertaken. the Doctor of Education
Program have renewed
PRC license
2. Faculty members are encouraged to 85% Faculty members produce
produce instructional materials to instructional materials
enhance the teaching-learning process of and have published
students for a more effective quality of creative works
instruction.
3. Faculty should engage in research and 100% All faculty members in the
extension activities. Doctor of Education Program
are engaged in research and
extension activities
4. The administration may consider other 100% Other modes of
means to announce or disseminate dissemination of vacancy in
vacancy in faculty positions such as faculty positions have been
advertisements in newspapers, explored.
televisions and radio stations.

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