DISTINCTIVE POLICY AS HEAD OF AN AGENCY

Abstract

Realization of the four-fold mandate of State Universities and Colleges in the Philippines namely- Instruction, Research, Extension, and Production- as these are carried-out by the academicians but overtly perceived as over-demands due to excessive teaching. The problem at hand needs to be addressed for the clients welfare is at stake. What policy would be fair to all stakeholders in terms of gains and impact to the community by which SUCs existence and operation are anchored to? Following the dictum, with great power comes great responsibilities, when much is given, much is demanded- the distinctive policy that I want to be remembered of is Proportional work tasking according to rank with incentives intended to encourage healthy competitive academic environment; as antidote to comfort zone mentality; and to maximize gains for students and the community.

Rationale 1. This policy is specific. As an academic institution, the Laguna State Polytechnic University should render its service not only in the classroom setting but the outside community as well. Essential components of its existence are Research, Extension, Production as equally important with regards to Instruction. Instruction could be better developed and enhanced through real situations and experiences by both teachers and students with the three other functions stated above.

2. This policy is Measurable. The Four-fold functions are measured through Performance Evaluation System (PES). See forms attach.
Instruction teachers performance is determined through students and

peers evaluation as reflected in his/her subject syllabus regarding accomplishments of the target areas.

 Research the teacher is required to do one research in a school year which is subject to in-house review. Extension the teacher makes a proposal and adopts an area/barangay to render service. Production out of the research and extension projects, the teacher is expected to come out with a concrete output.

3. This policy is achievable. Considering the tediousness of these functions, limiting the teaching workload to 18 units per week is the ideal set-up to implementing this policy.

4. This policy is Realistic. This would address the issue mentioned for it considers the situation, working attitudes of the teachers.

5. This policy is Time-oriented. Evaluation of the efficacy of the policy is done by semester and per school year. Time constraints will not be a problem as each function could now be given ample attention.

Resolution This policy is an answer to the prevailing grievance of LSPU teachers to what they perceive as undue and over-demanding regulation as to the carrying out of the mandates. The current teaching workload is maximum of 24 units and usually higher during the first semester due to increase enrolment. Thus efficiency is clouded.

Though overload pay for extra units is implemented but research and extension works are prerequisites, consists six hours each respectively, before the compensation is released. This arrangement is inimical as it is perceived as compulsive and against the

freedom and initiative of the teachers. Its eventual result is inferior instruction, research, extension and production or noncompliance of the three latter mandates. The policy envisions greater voluntary participation of the teachers relative to research, extension and production. More lower ranking members of the academe would be enthusiastic as their tasks will be bracketed and therefore a step by step upward movement of their ability and knowledge is guided through as they advance in rank after the accomplishment of their particular task at hand.

Prepared by:

ROLANDO R. CRUZADA, JR. PA203