Area II - Parameter B

VISION MISSION A research university advancing quality WVSU commits to develop life-long learners education towards societal transformation empowered to generate knowledge and and global recognition. technology, and transform communities as agents of change. AACCUP Level 1 Accreditation BEED PROGRAM B. RECRUITMENT, SELECTION AND ORIENTATION SYSTEM Inputs and Process S.1. There is an institutional Human Resource Development Plan/Program designed for faculty recruitment  Process flow on Hiring of Faculty Members  SOI of Risk Registry Sheet IMPLEMENTATION I.1. Recruitment and selection of faculty is processed by the Faculty Selection Board using the following criteria  List of HR Merit Promotion and Selection Board

 Letter of Request to the University President for Additional Teaching Force Mandatory I.1.1. academic qualifications;  Transcript of Records  Diploma I.1.2. personal qualities;  Interview result  Teaching Effectiveness (Descriptive Comments) I.1.3. communication skills;  Interview result, Teaching Demo I.1.4. teaching ability;  Teaching Demonstration I.1.5. medical examination results;  Medical Examination I.1.6. psychological examination results;  Psychological Examination Optional I.1.7. relevant/professional experiences;  PDS (trainings/seminars attended) I.1.8. previous record of employment;  PDS (work Experience) I.1.9. technical/special skills & abilities;  PDS (special skills and hobbies) I.1.10. previous performance rating  FPES Evaluation Result I.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 communication

 Merit Selection Plan  Recruitment, Selection and Placement  print media (newspaper, flyers, CSC Bulletin of Vacant Position);  broadcast media (TV, radio)  website;  bulletin boards; and  others, please specify  Note: only flyers, website, and bulletin boards were used I.3. Recruitment and selection process involves the Dean, concerned Chair, faculty representative/s, and other administrators concerned  Minutes of Screening Committee  Human Resource Merit Promotion and Selection Board  Faculty Manual I.4. A Screening Committee selects and recommends the best and most qualified applicants  Summary Point Evaluation of Applicants I.5. Measures to avoid professional in-breeding are observed  Campus Administrator’s Memo encouraging Faculty to pursue Graduate Studies in other Reputable Institutions  Matrix of the Faculty showing their Educational Qualifications and the Institution where the Degree was attained I.6. 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  Memo

 Pictures of Virtual Orientation for Newly- Hired Faculty OUTCOME/S O.1.The most qualified faculty are selected  Process flow of Hiring of Faculty Members  Summary Point Evaluation of Applicants  Faculty Manual

AACCUP Level 1 Accreditation BEED PROGRAM SYSTEM Inputs and Process S.1. There is an institutional Human Resource Development Plan/Program designed for faculty recruitment.  Process flow on Hiring of Faculty Members  Faculty Manual- Standard Operating Instructions on the Process flow in the Selection and Hiring of Faculty  SOI of Risk Registry Sheet

BEED PROGRAM Process flow on Hiring of Faculty Members

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BEED PROGRAM Standard Operating Instructions on the Process flow in the Selection and Hiring of Faculty

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BEED PROGRAM SOI of Risk Registry Sheet

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AACCUP Level 1 Accreditation BEED PROGRAM IMPLEMENTATION I.1. Recruitment and Selection of Faculty is processed by the Faculty Selection Board using the following Criteria  List of HR Merit Promotion and Selection Board  Interview Form, Demonstration Teaching Rating Sheet, Criteria for Teacher Applicants (Criteria for Recruitment and Selection of Faculty)  Letter of Request to the University President for Additional Teaching Force  Pictures during the Conduct of Virtual Interview for Faculty Applicants Mandatory I.1.1. academic qualifications;

 Transcript of Records  Diploma I.1.2. personal qualities;  Interview Result  Teaching Effectiveness (Descriptive Comments) I.1.3. communication skills;  Interview result, Teaching Demonstration I.1.4. teaching ability;  Teaching Demonstration I.1.5. medical examination results;  Medical Examination I.1.6. psychological examination results;  Psychological Examination Optional I.1.7. relevant/professional experiences I.1.8. previous record of employment I.1.9. technical/special skills & abilities I.1.10. previous performance rating  FPES Evaluation Result Evidences that support the Benchmarks: I.1.7 – I.1.9 (relevant/professional experiences, previous record of employment, and technical/special skills & abilities respectively) are reflected in the PDS of the faculty specifically trainings/seminars attended, work experience and special skills and hobbies.

BEED PROGRAM List of HR Merit Promotion and Selection Board

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BEED PROGRAM Criteria for Recruitment and Selection of Faculty

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BEED PROGRAM Letter of Request to the University President for Additional Teaching Force

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BEED PROGRAM Pictures during the Conduct of Virtual Interview for Faculty Applicants

BEED PROGRAM Academic Qualifications (TOR & Diploma)

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BEED PROGRAM Personal Qualities (Interview Result), Teaching Effectiveness (Descriptive Comments) and Communication Skills

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