Self-Assessment Report - Higher College of · PDF fileSelf-Assessment Report ... teaching – learning process and a training ... when each HoS was handling additional

Department of Applied Sciences_May/2014_Ver4 Page 1 of 61

Higher College of Technology

Department of Applied Sciences

Self-Assessment Report

Academic Year 2013 / 2014

15 May 2014


Table of Contents

Contents Page No.

Section One: Executive Summary

Summary of Operational Plan Results 3

Summary of Strengths and Major Achievements 3

Summary of Challenges Faced by the Unit 4

Summary of Recommendations and Opportunities for Improvement 5

Section Two: Background to the Unit

Human Resources 7

Physical Resources 7

Student Numbers 8

Staff Student Ratio 8

Section Three: College Audit Results & Corrective/Preventative Actions 9

Section Four: QAD Audit Results & Improvement Actions 20

Section Five: Operational Plan Results 33

Appendices

Appendix 1 - Graphical Presentation of SAR Data

Appendix 2 - MANAGEMENET EVALUATION[1]

Appendix 3 - FEEDBACK FORM

Appendix 4 - Staff Satisfaction Survey Report - Applied Science - April 1, 2014[1]

Appendix 5 - Key Areas for Improvement (SAR 2013 - 2013)

Appendix 6 - Proposed Delivery Plan (with student - centred approach)

Appendix 7 - E- learning

Appendix 8- FEEDBACK ON PROGRAM - APPLIED SCIENCE - BIOLOGY[1]

Appendix 9 - FEEDBACK ON PROGRAM - APPLIED SCIENCE - CHEMISTRY[1]

Appendix 10 - STUDENT SATISFACTION SURVEY REPORT[1]

Appendix 11 - Overall Result of Trainings and or events

59


Section One: Executive Summary1 Summary of Operational Plan Results

Goal Percentage of Fully Achieved Targets in Sub-Goals Overall Level of

Achievement* Sub-Goal 1 Sub-Goal 2 Sub-Goal 3 Sub-Goal 4

1 0% 20% 0% -- 7%

2 50% 0% -- -- 25%

3 0% -- -- -- 0%

4 67% -- -- -- 67%

5 50% 0-% -- -- 25%

6 0% -- -- -- 0%

7 0% 0% -- -- 0%

8 -- 0% --- -- 0%

*The average percentage of fully achieved targets of all sub-goals Summary of Strengths and Major Achievements

Goal Strengths and Achievements

1

The staff of the department is satisfied with

the arrangements and / or activities being

conducted by the Departmental Health and

Safety Committee.

The department has consistently and

continually maximized the use of its webpage

in the College website as an effective medium

of communicating with and updating the staff

and other stakeholders of information that

pertains to the department.

The department has developed a proposal on

comprehensive orientation program for new

assistant lecturers (Omani)

2

As a procedure in program design and

development process, the Department of

Applied Sciences has formally and informally

benchmarked its academic programs with

similar academic programs of other colleges

and universities in the region and in other

countries outside the Middle East region prior

to finalization, review and presentation to

concerned authorities for approval and

subsequent implementation.

1 The summary of results, strengths, major achievements, challenges, recommendations, and opportunities for

improvement should be derived from the results, findings and data presented in the body of the report.


Since the Department of Applied Sciences is

also the Specialization Committee for Applied

Sciences (by default), it is safe to conclude that

the changes in the curriculum (i.e. addition of

new courses, deletion of old courses,

amendments in the delivery plans) are

deliberated upon and approved by the

Specialization Committee.

4

Students seem to be satisfied with the co-

curricular activities that the department is

conducting because they are directly involved

in the planning and execution of the student

activity plan.

Summary of Challenges Faced by the Unit

Goal Challenges

To be addressed by the Unit Require College/DGTE Intervention

1 Sustainability of

transparent and

participative financial

planning; and

management in the

department

Proper, full and strict implementation of

the newly approved College policies.

2 Maximization of the use

of the e-learning portal

as a medium for teaching

and learning.

The full implementation of the Curriculum Development and Review Framework and monitoring of its implementation

3 The cooperation with the

industry in promoting

entrepreneurial culture

among students should

be strengthened.

The functioning of the Business Centre needs to be improved to include diverse and properly resourced activities and projects in cooperation with the DGTE’s office.

7 The social responsibility

of the department to the

community through

outreach programs

should be taken into

consideration in the

planning of staff and

student activities


Summary of Recommendations and Opportunities for Improvement

Goal Recommendations and Opportunities for Improvements

To be addressed by the Unit Require College/DGTE Intervention

1 A better mechanism in collecting data through survey / evaluation should be used to ensure that all the expected respondents will actively participate in the evaluation.

The creation of staff grievance committee which must be composed of persons with credibility and unquestionable integrity should be given priority by the top management.

The design, development and approval of new policies (Risk Management Policy, Staff Affairs Policy, Communication Policy), should be expedited and a better mechanism of information dissemination of the policies should be implemented to ensure that all staff and students are aware of the policies.

2 The department council should discuss the possibility of increasing the percentage weight of the mark / grade for practical without violating the provisions stipulated in the College By-laws.

A pilot study on the effectiveness of students centred approach in the teaching – learning process and a training of the academics heads and staff should be conducted before a final decision of its full implementation is arrived at by the top management.

A better salary package and incentives for lecturers should be given by the Ministry

of Manpower in order to recruit staff of high calibre with good teaching and research experience.

5 More short courses to be given to lecturers to improve their teaching skills such as courses on pedagogical techniques and computer skills.

The department should continue to open the opportunity and support for staff (Omani and expatriate) to attend and / or participate in local and or international seminar, trainings or conferences.

Staff training should be based

There should be a clearer and transparent

system in giving staff awards both in the department and in the College


on what the staff actually

need as reflected in the result

of staff appraisal and needs

analysis

6 The department should continue to encourage the staff to conduct research or collaborate with students in conducting publishable researches.

8

More laboratories should be built to accommodate the increasing number of students.

A proper library should be established.


Section Two: Background to the Unit Human Resources

Total

Number

of Staff

Gender Nationality Educational Qualification Designation

M F Om. Exp. PHD Master BA/BSc Others Acdmc Admin Tech. Others

130* 63 67 46 84 36 66 21 7 86 5 39 0

*Note: 14 staff members are on study leave Physical Resources

S.N Resources Current Number Available

Comments

1 Classrooms 10

2 Laboratories 13

3 Meeting rooms 0

4 H.O.D office 1

5 Storage rooms 7

10 Smart boards 1

11 Computers 120

12 Photocopiers 10

13 Scanners 6

14 Printers 20

17 Lamination machines

1

18 Laptops 4

19 Projectors 42

20 Others (please specify and add rows as required) Fax machine

1


Student Numbers

Specialization/Program Term 1 Term 2 Summer Term

Diploma 979 994 976

Advanced Diploma 120 166 189

B. Tech 74 84 100

Staff to Student Ratio

Specialization/Program Term 1 Term 2 Summer Term

Diploma 1:35 1:37 1:40

Advanced Diploma 1:28 1:28 1:29

B. Tech 1:21 1:18 1:20


Section Three: College Audit Results & Corrective/Preventative Actions

# Area of Investigation Findings Reference Corrective/preventative Action proposed

Corrective/preventative Action Implemented

1. Staff a) HoD : 1

HoSs : 4

Lecturers : 92

Technicians : 38

Total No. : 135

b) HoD : 4 teaching hrs/wk

HoS : 6 teaching hrs/wk

Lecturers : 16-17 teaching hrs/wk

Lecturers (with Coordinatorship):

12 teaching hrs/wk

QA Coordinator: 10 teaching hrs/wk

c) 1:25

d) AY 2012-2013 = 12 (6 staff resignations

+ 6 staff end-of-service)

AY 2013-2014 = 1 (staff resignation)

The HoD has the opinion that ‘Exit Interview

Form’ has to be prepared by the HR

Department. However, the department had

conducted verbal interview for those staff

members who left. Besides, a ‘Clearance

Form’ had been completed.

For those staff who previously resigned,

usually a better salary package had been

offered to them by another institution or else it


had been their ‘end-of-service’.

2. Structure and Duties a) The organizational structure is made

available. The ‘Head of Laboratory’ is added

in the structure. The Head of Laboratory leads

& foresees Technical Staff activities and

responsibilities. The basis of change started

when each HoS was handling additional

technical staff matters such as finding

substitution which made more organized with

the presence of Head of Laboratory.

b) Yes. Copies of the structure and the ‘Terms

of Reference/Job Descriptions’ are found on

the key documents of the department such as

‘Orientation Manual’, uploaded in the

department website, and stored in the

department common drive (O-Drive).

College By-

Laws

3. Staff Induction *a) The department conducts a one-on-one staff induction. Staff Induction could not be done in a formal way due to the following: - Newly-joined staff comes at different times; - Difficulty in finding a common time of the newly-hired staff so that they can attend the induction program; and - Logistically infeasible to conduct induction several times in an academic year. The following are the provided alternatives: - Staff Induction Manual (given to staff and uploaded in the website); - Orientation from HoS or Senior Lecturer - Booklets (given to staff and uploaded in the

College By-

Laws

*Correction from DAS

“One on one staff

induction is done at an

early stage once the new

staff arrives and later an

induction program is

arranged for them within

the departmental

activities distributed

throughout the academic

year”. The department has

developed a proposal on

comprehensive orientation

program for new assistant

lecturers (Omani)


website); and - Trainings/workshops being conducted during the academic year (i.e. QA Orientation, Examination and Moderation, Advising, etc.).

The department believes that such mechanism

of conducting staff induction is enough to

satisfy the stipulated requirement of the

College.

4. Staff Appraisal & Staff Development

Staff Appraisal

*a) The department maintains records of Staff

Appraisal. A ‘Post-Conference’ had been

conducted.

The HoD has the opinion that the new Scoring

Guide, forms, and procedures for Staff

Appraisal have been communicated to various

departments ‘through emails’ only.

Staff Development

b) Based on Staff appraisal results, a ‘Master

Plan for Staff Development’ has been

developed & uploaded in the website.

A Training Needs Analysis (TNA) form is also

used to analyze the training needs of staff.

c) Yes. There is a ‘Survey of Attendance’

before the conduct of any upcoming activity.

College By-

Laws

Strategic Plan

Operational

Plan

*Correction from DAS The result of the staff appraisal is discussed by the HoS / HoU with the concerned lecturer / technician before s/he is asked to sign the staff appraisal report. The staff is also given the opportunity to verify or clarify the result of the appraisal.

5. Strategic Plan a) The HoD, HoSs, and QA Coordinator had

participated during the workshop organized by

Strategic Plan


the ministry to draft the SP held last April

2013.

Staff received a copy of the SP via email and it

is also stored in the O-Drive. The HoD has the

opinion that it is the responsibility of the QAC

to upload it in its own website.

6. Operational Plan a) The department has established its own

procedure called ‘Procedure in DAS

Operational Planning’.

b) The OP has been broken down into sections

called “Table of Tasks” which monitors OP

implementation periodically.

c) Yes. There is an obvious link between the

department’s SAR and OP.

d) Yes. staff members had received emails to

review the initial draft of the DAS Operational

Plan.

7. QAM, QSM, PMS QAM

a) The copy of the QAM version 7 which had

been received recently will yet be circulated to

the staff within the week.

QAM

Corrective Action: The

web coordinator of the

department has to upload

the QAM in the

department’s webpage.

Preventive Action: QAC should upload the

The web coordinator of

the department had

uploaded the QAM in the

department’s webpage

(Evidence – DAS Web

page)


b) QSM is made available. A change has been

made as follows:

-Inclusion of the Responsibility of Head of

Laboratory

c) The HoD has the opinion that students do not know the meaning of QSM but the file is uploaded in the department website. Also, topics of QSM are discussed to students before using the laboratories and they are asked to sign the ‘Student Safety Declaration Form’. As requested, ‘Staff Safety Declaration Form’ has to be developed as well. The H&S policy under scope section states the need of “Creating awareness of safety procedures in Quality Sub Manual (QSM) to staff and students.”

PMS d) The College Policies had been emailed to staff. The departmental policies are also included in the DAS Manual of Forms, Guidelines, Policies, and Procedures which are uploaded in the department

QAM in the college

website and inform all

staff of HCT of its

availability in the QAC

webpage. The

information

dissemination can be

collaboratively done with

ETC. Corrective Action: Discuss the matter about students and staff’s QSM awareness with the Department’s HSE. Preventive Action: Include in the HSE plan of activity the orientation of the staff and students of the provisions in the QSM. The HSE is also requested to give each laboratory a hard copy of the sub manual.

Initial discussion with the Department’s HSE Officer had been done regarding this matter. (Probing – Interview with the Department’s HSE Officer)


webpage.

e) The department has other policies. Example,

the ‘No Make-Up Test Policy’ and the basis is

the ‘Continuous Assessment’ set forth by the

College ByLaws.

8. Self Assessment a) Surveys had been conducted in which case

the staff took part in the preparation of the

SAR. Awareness about the results was done

through a presentation and is uploaded in the

department website.

b) There is an obvious link between the Self-

Assessment results and the OP. ‘Table of

Tasks’ is produced to monitor the

implementation of OP.

College By-

Laws

Strategic Plan

9. Communication and Awareness

a) Department Website, Email, O-Drive(staff)

10. Health & Safety (H & S Auditor Only)

(to be audited separately by the College

H&S Committee)

11 Program and Course Review

a)Yes. There have been a number of changes

expected to be implemented in ‘September

2014’ as follows: Offering of Renewable

Energy Course, Radiation Course, First Aid

Course, etc. Also, credit hours have been

changed.

b) This is one of the tasks identified by the

ADAA as discussed in a meeting last 22-Jan-

2014.

c) Online program evaluation is being run by

the ETC at the moment. Some of the questions

College By-

Laws

Strategic Plan

Operational

Plan

Strategic Plan


in the said evaluation pertain to graduate

attributes. Industries were identified and

requested to participate actively in the

evaluation. The department is hoped that

through this mechanism more responses from

industries will be received. a)

12 Teaching Quality a) The HoD has the opinion that the

‘Pedagogical Framework’ cannot be

implemented 100% from each level to level.

b) Projects, Lectures, Field Visits, Practicals,

Group Work, and Reports

c) Not always. The HoD had cited ‘Analytical

Chemistry’ as an example. The HoD has the

opinion that the department is forced to

allocate a course to one staff because there is

no available lecturer who is specialized to

teach the course.

d) The HoS takes the Staff Course Preferences.

However, it is not always followed. Some

lecturers who previously preferred the course

decline to teach the course due to timings and

personal circumstance.

Strategic Plan

13 Course Delivery and Management

a) The department is using a mapping sheet for

Coverage of Course Outcomes. However,

some staff members just do the ticking even if

it is really not covered at all due to time

constraint.

College By-

Laws


The HoD had already raised the need to have a

2-Semester Plan for its programs to adequately

cover the Course Outcomes.

14 Assessment(testing committee files, academic appeals, moderations and benchmarking of assessment)

a) Yes. The policies had been circulated

among the staff via email.

Academic

Appeals Policy

Assessment

Policy

15 Special Programs(e.g. Files/reports of staff members responsible for these programs)

a) The HR Department has been collaborating

with the Department of Applied Sciences in

the offering of short-term courses such as

Health & Safety Trainings

Strategic Plan

16 Benchmarking *a) There is a need to clarify and discuss the

meaning and mechanism on how

benchmarking should be conducted. It seems

that HoDs/HoCs have varied ideas/opinions

about benchmarking.

Strategic Plan *Comment from DAS: Benchmarking has been discussed in one of the ADAA-HoDs meeting. To do benchmarking, a “Memorandum of Understanding” (MOU) between HCT and another college or University needs to take place at the Ministerial level and NOT at the college level. An MOU has been agreed between HCT and Tamasek University of Singapore and the


Heads of Academic Departments alongside the Dean are set to visit Tamasek University to lay out the grounds of benchmarking and other issues.

17 Student registration, induction and advising (Advisory Files, Registrars Files)

a) Student Induction is conducted at the

beginning of every semester among New

Intake. Student Handbook is made available in

the department website.

b) Office hours is 4 hrs/wk.

c) The Committee Coordinator has raised the

following issues:

- High ratio of Advisor to advisees which is

1:21.

- Fast Turn-Over of Advising Responsibilities

- Fast-changing rules and procedures such as

Probation 4, TOEFL, Ministry Students,

Transferred Students, SMS Attendance, etc.

Admission

Advising and

Registration

policy

18 Student Retention and Progression

a) Based on the Student Progression Record,

there were 15 ‘Dismissed’ cases last academic

year.

19 Records of Student Information (graduates and current students with ADSA)

a) The academic advisors play a big role in

maintaining, monitoring, and updating

advisees’ records. On the other hand, OJT

Coordinator maintains OJT students &

graduates’ records.

20 Services(ETC, ADSA, a) The HoD believes that there is a need for SAR

Correction from DAS:


ADAF) ADAF to do the following:

- provision of budget*;

- development of software where staff can

enter their leave applications; and

- updating of the website (e.g. forms, policies).

The HoD shared her sentiments against ETC

about long waiting time on requested orders

such as computers and toners.

*Also, the HoD shared her claims against

Dept. of Student Affairs staff as follows:

- Sending students back to her for the

settlement of an issue even if the matter is

against the College ByLaws;*

- Advising students to go straight to the college

dean even if the matter can be settled at HoD

level; and *

- Providing of wrong forms to students.*

The aforementioned issues were all pointed out

and presented in the department’s Self-

Assessment Report (SAR) which was

submitted to the College Dean through QAC.

*Correction from DAS: In order to avoid confusing the students, the HoD of DAS suggested that the staff of Student Affairs Office should check first if the problem of the student could be settled at the departmental level (as stipulated in the By-laws) before they will send the student to the deanship. On the other hand, if the problem of the student can be settled in the department, then the student need not go to the ADSA. The HoD pointed out also that there were instances that old forms are given to the students by the staff of ADSA.

provision of budget

(should be deleted)


21 Facilities /Resource Management

a) Yes. The department has the Summary of

Inventory of equipment, facilities, and

instruments.

b) Laboratories, Staff Rooms, and Renovation

of the Building.

Strategic Plan

22 Other activities conducted in the Unit (e.g. Files/reports of staff members responsible for these activities, e.g. research/consultancy projects, community engagement activities, joint projects with the industry, etc.)

a) The department encourages students to

publish research papers. Many student course

projects had already been published and the

copy of the list of published researches is

uploaded in the department website.

Strategic Plan

23 Actions taken on previous QAD report

a) Updated Action Plan had been sent to

CQAC.

Yes. QAD recommendations had been

integrated in the OP.

QAD Report

Nov 2012

24 Meeting with Staff a) Fundamental of Biology Lecturer: No

‘Graduate Attributes Covered’ column

included on the Delivery Plan.

Instrumentation Lecturer: No ‘Graduate

Corrective Action:

The HoSs/ HoU have to

be reminded by the HoD

to look into the mapping

of graduate attributes

The HoD had reminded

the HoSs/ HoU to look

into the mapping of

graduate attributes with

the learning outcomes &


Attributes Covered’ column included on the

Delivery Plan.

The Course Coordinator did not use the

prescribed format of Delivery Plan (with

Graduate Attributes column).

b) The lecturer claimed that the objectives and

outcomes of ‘Biochemistry, Hema, Patho &

Microbiology’ course are not clear.

*c) The lecturer claimed that hand-out and

course material preparation should be done by

experts; not by lecturer themselves, and she

believes that it is more of College level issue.

d) Meetings are usually conducted ‘per

section’. Departmental meeting happens once

every academic year.

e) The Senior Lecturer recited the vision of the

department ‘by explanation’; but not the

College vision.

with the learning

outcomes & topics.

Preventive Action:

The mapping of the

graduate attributes

should be discussed with

examples in the QA

orientation and/or in

section meetings with the

subject coordinators.

*Comment from the HoD

I totally disagree with this statement because all universities and colleges utilize lecturers to write teaching hand-outs. This is a known fact.

topics

(Evidence –scanned

email; See attachment)

25 Meeting with Students

a) The students claimed that some teachers are

reading PowerPoint slides, some teachers do

not discuss exam feedback, and SMS is very

slow.

b) Yes. The student mentioned about policies

in using the Laboratories.


Section Four: QAD Audit Results & Improvement Actions

SN. Area of Investigation

QAD’s Findings & Recommendations Action Taken by the Unit to Date

1 Staff

a) HoD Physics HoS + 18 AS + 5 TS Chemistry HoS + 27 AS + 15 TS Biology HoS + 23 AS + 11 TS Env. Sciences HoS + 8 AS + 4 TS b) HoD = 4 hrs / week

HoS = 6 hrs / week Staff = 17 hrs/ week

c) The department is in need of staff to handle specialized courses

especially for the new specialization program (Environmental Sciences) which will open next semester (January 2013) Request are forwarded but not all requisitions are met due to recruitment problems

QAD Recommendation: 1) The HoD should request the Dean to follow-up requirements for staff

with the appropriate qualifications d) None. The Coordinator’s File contains back-up of Lecturer’s files. “No

objection certificate / Clearance Form are produced both for the college and the department levels before a staff leaves.

The HoD regularly submits the department’s requirement for staff and she or her representative is directly involved in the recruitment of staff.


e) Exit interviews are conducted and the most common reason is the

low salary package offered to highly specialized staff. Staff members leave for better offers.

QAD Recommendation: 2) It is suggested that exit interviews are documented and used for

improvement purposes.

The department is still waiting for the official exit interview form that will be drafted by the QAC or HR Unit. Nevertheless, verbal interview with the exiting staff is being conducted by the HoD when a staff member expresses his / her intention to leave or resign from the college.

2 Strategic

Plan

a) QAD was told that the QA Officer gave clear directives on how to complete the SP achievement report templates and that report has been submitted already by the department

3 Operational

Plan

a) What was the process followed to develop the OP for the current academic year?

a) The Department Council reviewed the previous OP before drafting

the new OP. Then it was e-mailed to the staff for feedback. The Council met to deliberate on the inputs and finalized the OP. It was sent to the QA Committee for Approval.

Based on the OP 2011 -2012, there were missing results for some KPI’s (e.g. pages 5 and 7) QAD Recommendation: 1) The department should make sure that the results should be

presented for all KPIs

Measures have been taken to ensure that results for KPI will be presented in the


department’s operational plan after management review of its implementation.

4 Self

Assessment

a) No self assessment (SA) exercise has been conducted since the OAAA

audit visit of the college level. However, the department has conducted surveys and analyzed results and compiled them into a department self assessment report.

However, while reviewing evidences , it was noticed that the SA exercise conducted has not fully addressed the requirements as stipulated by the OAAA Quality Audit Manual QAD Recommendation: 1) The department should initiate steps to re-activate the college level

assessment groups and carry out SA on annual basis at the College level and not at the departmental level.

2) The department through its representative in the SA group should

ensure that the SA is carried out as per guidelines set in the OAAA Quality Audit Manual

The College QAC through its head has initiated a mechanism on how to prepare the Self Assessment Report (SAR) of the College. a) Each department / unit of the college

prepares its SAR based on the data gathered and on the template provided by QAD through QAC.

b) The SAR of each department / unit is submitted to the College QAC

c) The College QAC Head prepares the SAR of the College based on the SARs of the departments / units that he receives


5 QAM, QSM

and Policy

Management

System

a) QAM draft 6.2 is in the process of being updated There is no QSM but there are SOPs for each of the sections of the department QAD Recommendations: 1) Since the College QAM is being updated, the department should

participate actively by giving valuable feedback and input

2) Also, it is suggested that SOPs may be collated into a QSM for the labs

similar to the existing QSM of the Engineering and the IT departments b) New policies are underdeveloped. Only new procedures based on

approved policies were created QAD Recommendation: 3) The department should ensure that the new procedures created have

been approved at the College level and incorporated appropriately into the QAM that is being updated

The department through its QA Coordinator actively participated in the drafting and preparation of the HCT Quality Manual. The QAM was submitted to the Policy Management Committee (PMC) of the College.

A Quality Submanual for the Laboratories had been prepared by both the Department of Applied Sciences and Pharmacy Department based on a CAB decision. The SOPs of the two departments are incorporated in the submanual. The said submanual is posted in the DAS webpage.

A manual of DAS Forms, Guidelines, Policies and Procedures has been designed and developed. Since it is prepared for the department, it was the DAS Council who


c) There were 6 policies reviewed Fair Conduct of Examination,

Academic Advising and Registration, Academic Probation, Attendance, Setting and Moderation of Exam, and Sick Leave. This is done as part of the revision of the PMS and update of the QAM

approved it. Nevertheless, a copy of the manual is submitted to QAC. The said manual is also posted in the DAS webpage.

6 Health and

Safety

a) A health and safety committee has been established at the

department which is responsible for monitoring and addressing all health and safety issue, organizing H &S workshops and trainings and creating general safety awareness among staff in the department A H & S Manual has been prepared which contains safety practices processes for the labs, Attached to it is “Student Safety Declaration Form to be filled in by students before performing any experimental work in the labs

QAD Recommendation 1) This is a good initiative, however, please review a sample QSM and

find out how the H & S Manual or parts of it may be used in the QSM to be developed (see action 5.a.2 above)

A subsection of the department’s QSM is dedicated to the health & safety issues and concern of the department. The department’s HSE Coordinator has been informed of the existence of such subsection (Part 4 – Health and Safety) and he is responsible in implementing the provisions and in updating the said subsection. Moreover, the department’s


HSE was directly involved in the preparation of the said subsection (Part 4 - Health and Safety).

7 Teaching

Quality

a) The department started preparing for the new course and

specialization to be introduced which were approved by the Specialization committee. The department will receive the new intake by next semester AY 2012-2013.

b) The College is receptive to the changes but also apprehensive and

worried because of the human resources requirements which are not fully addressed

QAD Recommendation: 1) Please see action 1.c.1 above (The HoD should request the Dean to

follow-up requirements for staff with the appropriate qualifications) c) The department has requested for more laboratories and equipment

for the department to fulfill the requirements of these curricular changes. A new bridging course is being arranged to help prepare the new intake acquire the appropriate skills and knowledge

In this finding, the new specialization refers to Environmental Sciences. This new specialization is approved by MOM and its curriculum had been reviewed by the Curriculum Review and Evaluation Committee (CREC) convened by the Ministry of Manpower (MOM) through the Office of the Director General of Occupational Standards and Curriculum Development and not by the Specialization Committee.

The HoD regularly submits the department’s requirement for staff and she or her representative is directly involved in the recruitment of staff.

Update: Graduate attributes are mapped out and aligned to the course topics and learning outcomes in the DAS Delivery Plans

Correction from DAS: The second statement in this finding should be corrected. During the interview, the HoD mentioned the plan to admit the lab school technicians who had finished their two--year training program in the


d) The department plans to prepare their course outlines to contain the GA to be acquired by the students for each course. The request is with the QA Committee pending approval

e) The college conducted program evaluation and external stakeholder’s feedback also was sought

QAD Recommendation: 2) The department should coordinate with the QA Committee for

conducting a separate evaluation from external stakeholder specifically to gauge the appropriateness of GAs and attainment of GAs by HCT graduates.

DAS and who are currently employed by the Ministry of Education (MOE), if the school’s laboratory technician signifies his / her intension to come back and finish the Diploma to B. Tech. program of the department. This however would depend on the request and endorsement of MOE. As part of the plan, a “bridging semester” should be included in the program and special courses should be taken by the said school’s laboratory technicians during the “bridging semester” to prepare them in their entry into the Diploma to B.Tech program of the department)

As reflected in the Self Assessment Report of DAS for 2013, a program evaluation which includes questions regarding appropriateness and attainment of the College graduate attributes by its graduates had been undertaken. However, a limited number of responses was retrieved and analyzed.


1) A delivery plan is prepared for each course

which includes various teaching methods used, as well as the assessment tools. Monitoring is done by Course Coordinators using the Monitoring sheet. HoS through class observations and checking of examination papers. Also, student feedback on teaching is also done

2) Each lecturer has a course file which is checked by the course coordinator. Also random checks are done by HoSs and corrective actions are given to lecturers, if needed.

8 General

Foundation

(Only for

ELC and IT)

Not applicable

9 Staff

Induction

There is a new Staff Orientation Handbook prepared in September 2012. This was produced base on QAD feedback on the previous audit visit

As an update to this finding, it is noteworthy to mention that DAS has a newly revised Staff Orientation Manual which is now in the department’s webpage at the College website. In addition, each section of the department has prepared section’s staff orientation handbook

10 Staff

Appraisal

Staff appraisal is conducted and results are communicated to staff. In addition to the staff appraisal, training needs analysis is conducted from academic and technical staff. Results are used as basis for staff development program.


11 Problems

and

Challenges

faced

The department cited the following problems and challenges: a) Teaching loads for HoD and HoS as stated in the by-laws should be

reviewed. In colleges where staff population is small, allotting them with teaching loads may not be a problem. However, in colleges where staff population is big, having both teaching and supervisory duties is difficult

b) Staff recruitment committee for the Science should also include people from the college with the same specialization to be able to recruit candidates with suitable academic qualifications and teaching qualities

c) Severe insufficiency in physical resources leads to other problems like: - Student do not have a place to study / stay during their free time - Lecturers use their personal laptop and carry the LCD projector in

classroom that are not properly equipped with the necessary teaching resources

- Students are forced to stay from 8AM to 8PM due to shortage of laboratories

- Lab provisions are supplied in small quantities causing delays in performing experiments and costing more than buying in large quantities

d) Technicians perform the task of purchasing materials needed for lab experiments without any allowance (fare, petrol etc.) provided

e) There is no financial autonomy and authority for the Dean to dispense budget even for requisitions involving small amounts which is affecting the operational efficiency of the department and the college as a whole

Correction: Instead of “colleges” it should be “departments”. The comparison made by the HoSs during the interview is between and among departments in the College and not between or among Colleges of Technology.

Correction: The department has to bear with the limited budget. There is no commensurate increase in the budget allotted to the department in spite of the increase in the number of students and the expansion of physical resources that


support its academic programs. The petty cash allocated to the department has not changed since OND days. In addition, the “waiting period” for the approval and release of requisitions that requires financial consideration or obligation is quite long. Moreover, all financial requests have to be done in 6-7 months simply because the financial audit takes place in December and January and no one is there from the finance during the summer holidays.

12 Meeting

with Staff

a) They are fully aware and happy of the current situation in the department and college

b) Dissemination of information is through e-mails and meetings as there is a section meeting twice a semester and one departmental meeting per academic year

c) They are involved in decision making in all important aspects of the college like OP, policy implementation and review etc.

d) They are maintaining course files according to the checklist provided to them. The course file are checked by the course coordinator and randomly by the respective HoS

e) Civil service staff are appraised twice (using civil service form and college appraisal forms) while agency’s staff are appraised once (using college appraisal forms). They feel that staff appraisal is conducted fairly and transparently. They are given a one – to-one feedback after the college forms appraisal results are finalized

f) There is no formal mechanism to report grievances but in case of a grievance, staff report the matter according to the organizational structure

g) They are satisfied with the support they receive from the top


management both at the department level and in the college level., but are not satisfied with the support and treatment from the recruitment agencies

QAD Recommendation: 1) The HoD should investigate the problem and issue regarding recruitment agencies and discuss them with the Dean for appropriate action f) Differences in salary package and benefits between the Ministry and

agency staff is causing frustration and low morale g) Manpower agencies for the department do not provide good CV of

prospective staff QAD Recommendation: 1) The department should raise these concerns to the Ministry through the Dean for appropriate actions.

- Revision of the By-laws - Recruitment - Physical Resources - Problem with agencies

Steps have been initially taken by the HoD on these problem and issues.

These concerns were pointed out in the Self Assessment Report (SAR) for 2013, of the department which was submitted to the Dean through the College QAC. Actions on these concerns are left to the discretion of the Dean / MoM.

13 Meeting

with the

Students

QAD team met students from all levels and they expressed the following: Support given by the HoD / HoS / Staff

a) Students are generally satisfied with the support given by the department


Academic Advising b) Students are not fully satisfied with the advising they receive

- They are of the opinion that the advisers need not be changed every year

- Advisers should also be more student centric and give them more time

Teaching effectiveness and assessment c) - Students are not satisfied with

the quality of teaching they receive, they are of the opinion that most of their lecturers explain the lesson very brief and do not follow the delivery plans

- Students complained that they need to be aware of the scientific terminology before joining department

- Student complained that the exam are very difficult and not fully from the handouts

Mechanism for raising issues

d) They go directly to their HoS Support given by the Student Affairs:

e) – Students are satisfied with the help and support given by the student affairs. However, there are no opportunities for extracurricular activities in the College – Students are not satisfied with the online registration system as it is very slow and hence they are unable to register in the section of their choice

Support given by ETC f) The textbooks, references and journals in the library are

inadequate


- The library is not organized, very busy and there is not enough space

- There is no free labs in the old building g) Students are not happy with the general facilities like prayer

rooms, restaurant, and rest places for them to use during free hours

QAD Recommendations: 1) The department should study all the problems raised by students in

the following areas and try to solve them appropriately: - Academic Advising - Teaching quality - Registration system - Library resources - Extracurricular activities - College general facilities

2) The department should also try to conduct regular meetings with

students to listen to their problem and communicate back all decisions or solutions arrived at.

The DAS Council which is headed by the HoD tried to address the problems that are under its direct jurisdiction or authority, however, for problems which are beyond their control and jurisdiction, (i.e. registration system, library resources college general facilities), solutions to the problems are left to the action that will be taken by the concerned unit of the College

The department and sections do not conduct regular formal meeting or general assembly with the students, however, students have the freedom to see / consult their HoS and the HoD at anytime to communicate their problem, concern or issues. The DAS Council discusses the problem in their DC meeting, conducts discretely an investigation and ethically communicates its solution to the problem or its decision, to the concerned person, committee or unit.


Section Five: Operational Plan Results

GOAL 1: We will provide excellent governance and administration with transparency and adherence to ethical principles

Sub-Goals

Key Performance Indicators (KPIs) Results

Continual Improvement

Indicator

Measure

Target

Actual Results

Brief

Description of the Basis of

Results

Level of

Achievement (Please tick the right box)

F P N

1.1 To achieve

efficient operation of

the management of

the College

1.1.a

Comprehensive

evaluation of

the performance

of CC, depts.

and centres

Stakeholder

satisfaction with

the effective

performance of

the CC, depts. and

centres.

≥ 4 satisfaction rating

on a 5-point scale

The Department / Center Management Evaluation Survey by the staff shows an overall result of 3.91whcih corresponds to the description, “Good”. It is however noteworthy to mention that the student evaluation of transparency of management in the College has a result equivalent to 3.04. The statistical

The Department / Center Management Evaluation Survey prepared by the QAC was used in collecting the data which was done through on-line evaluation. It is important to note that the number of respondents is only 39 out of 112 which gives a percentage of 33.90%

A better mechanism in collecting the data should be used to ensure that all the expected respondents will actively participate in the evaluation. Nevertheless, the answer to the open ended questions should be reviewed by the management and do an honest to goodness action.


reliability and validity of the result can be considered to be very low because out of 11,865 expected respondents, only 48 students responded. Seven (7) of the 48 respondents are from the Department of Applied Sciences


1.1.b

Availability,

awareness of,

and compliance

with the

communication

policy

Stakeholder

satisfaction with

the availability

and awareness

Compliance with

the policy

≥ 4 on a 5-point scale

100% Compliance

Since there is no Communication

Policy, no

evaluation as to its implementation has been conducted.

There is no Communication Policy formulated by the Policy Management Committee (PMC). Despite the absence of Communication Policy, the department through its HoD encouraged the use of e-mail and the DAS webpage for information dissemination and as a medium for transparent governance. The DAS Council will continue to adopt and maintain such mechanism until a College Communication Policy is designed and approved. This mechanism of

√ The Policy Management System of the College needs to consider the Communication Policy as one of its priorities.


* However as to the result of staff satisfaction on the dissemination of information, the result is 3.4 in a scale of 1 to 5

communication or information dissemination adopted by the department is commended by the auditors during the College Internal Audit and the QAD audit / visit. Based on the result of a subsection in Staff Satisfaction Survey which was conducted through on-line.

Percentage of Fully Achieved/Partly Achieved/Not Addressed Targets in Sub-Goal 1.1 0 100 0

1.2 To establish clear

and sustainable

planning and

management systems

ensuring adherence

to ethical principles

(transparent and

informed decision

making)

1.2.a Feedback

on PMS

implementation

Staff and student

satisfaction with

PMS


There was no evaluation of Policy Management System because the College policies have just been recently approved and disseminated to the staff

The evaluation of the PMS could have been integrated in the student and staff satisfaction surveys. However, The Department of Applied Sciences has initially taken a

The Policy Management Committee needs to heighten the information dissemination and implementation of the recently approved and existing policies


step in collecting feedback upon the approval of its HoD by formulating a feedback form and disseminated to the staff through e-mail and uploading in the department’s webpage.

of the College. The Department of Applied Sciences will monitor if the implementation of the “Open” feedback form is effective in collecting feedback from stakeholder, if not, a new template and user-friendly form will be designed and developed.

1.2.b

Contingency

plan

Number of risks

identified and

mitigated

At least 90%

mitigation of

identified risks

The following mechanisms have been adopted and implemented by the department as measures to mitigate the risk associated with staff leaving the department: 1) Course

Coordinator’s

Files which

The narrative of the actual result is based on the action plan of DAS on QAD recommenda-tions regarding risk management

The DAS Council must include in their annual planning the identification of possible risk and the mitigating measures that must be undertaken to prevent or reduce the occurrence of the risks.


contain copies of the salient or most important contents of the Lecturer’s Course files are kept in the HoSs / HoU Offices and are regularly checked by the course coordinator. The course coordinator is also required to update the file at the end of each academic year so that it will be ready before the start of the next academic


year. 2) A common

PowerPoint slides are prepared by the lecturers who are teaching the same course. Such PowerPoint slides are uploaded in the e-learning and the soft copy is filed by the course coordinator.

3) Soft and as well as hard copies of handout are filed in the HoS Office.

4) Assessments are properly marked and returned to the students (except the


final exam) for three obvious reasons, a) for students to use as a review material b) for students to know their academic standing c) the marked test paper serves as an evidence for the mark of the student in case the lecturer leaves his / her post without an official leave of absence or resignation.

5) Attendance of staff is closely


monitored and the attendance records are weekly signed by the HoS and HoD. In case unusual absences are detected, this signals the DAS Council to do management

investigation and remediation for classes that are affected.

1.2.c

Staff

satisfaction with

financial

management

systems

Satisfaction level

≥ 3.5 on a 5-point

scale

Result of Staff satisfaction survey shows a 3.42 result on this particular aspect of the evaluation

The result of on-line Staff Satisfaction Survey prepared by QAC and administered by the ETC specifically, Section G3 which is labeled

The department, in particular and the college, in general, must continue their effort to make the process of financial planning and management


as “Financial Planning and Management”, was used as basis for the actual result. The data also shows that 61 of the 130 DAS staff members (management included) responded / participated in the staff satisfaction survey.

more systematic and transparent.

1.2.d

Stakeholder

satisfaction with

the H&S

arrangements in

the College

Satisfaction level ≥ 3 on a 5-point scale The health and safety section of the staff satisfaction survey received a result of 3.38 (in a scale of 1 to 5), which is greater than the required result of 3.0

The actual result is based on Section G.2 of Staff satisfaction Survey. The said section has seven questions which are intended to evaluate the health and safety in the college.

The H & S committee of the department must continue its effort to improve the health and safety in the department through meaningful trainings, monitoring, proper and strict implementation of the provisions of the


department’s quality assurance sub manual and the conduct of a semi - annual audit.

1.2.e

Existence of an

annual college

wise Self-

Assessment

Report (SAR)

Improvements

identified and

addressed

80% of identified

improvements are

addressed

Five (5) out of the 11 (45%) recommendations and opportunities of improvement that can be addressed within the department which are stipulated in the 2012 -2013 SAR of DAS were achieved.

This result is based on the Management Review of the implementation of the key areas of improvement in the departmental level which are included in the DAS Self-Assessment Report for A.Y 2012 -2013.

The implementation of the recommendation specified in the SAR should be reviewed by the management every after a semester (2 times in an academic year)


1.3 To achieve an

effective human

resources

management system

1.3.a

Availability,

awareness of,

and compliance

with the Staff

Affairs policy.

Stakeholder

satisfaction with

the availability

and awareness

Compliance with

the policy


100% Compliance

There is no existing Staff Affairs Policy. The Staff Affairs Policy that was designed and developed by PMC is still on the process of being reviewed by CAB for possible approval.

The Staff Affairs Policy which addresses the non academic concerns of staff and helps protect their right as employees should also be given priority by


Nevertheless, Section C of the Staff satisfaction Survey shows a result of 3.40 which is lower than the required > 4.0 in a scale of 1 to 5

Section C which is labeled as, “Staff Affairs” is one of the sections in the on-line Staff Satisfaction Survey.

the Policy Management Committee of the College for its finalization and approval

1.3.b

Existence of a

transparent staff

grievance

system

Number of

(appeals,

Complaints and

issues) raised

and addressed

At least 80% of raised

issues are addressed

No documented result

There is no official staff grievance system that is being implemented in the College.

√ The top management needs to seriously look into this aspect to translate “Transparent and Fair Management and Governance” into reality


Goal 1 Overall Percentage of Achievement 7 77 16

GOAL 2: We will offer all students high quality teaching, learning and training opportunities through continuous market analysis and curriculum

review process and using recent technology

Sub-Goals



Indicator

Measure

Target

Actual Results

Brief Description

of the Basis of Results

Level of

Achievement (Please

tick the right box)


F P N

2.1 To enhance the

quality of

teaching and

learning

2.1.a

Use of student-

centered

methods in

teaching,

learning and

training

activities.

Stakeholder

satisfaction with

the student-

centred

approaches

≥ 4 on a 5 point scale


No study or evaluation has been conducted on the implementation of student-centered approach in the different courses. In spite of the absence of clear cut directive as to its full implementation, the DAS has been implementing the said teaching approach in most of its courses as shown in the result of a management review of the use of student-centered approaches in the different courses of the department.

√ A study on the effectiveness of student-centered approaches should be conducted after piloting its implementation in some courses of the Colleges of Technology. This should be followed-up by a review of the result and a decision whether to implement, modify or not to implement the student-centered approach in the College’s of Technology

2.1.b

utilization of the

e-learning portal

Number of active

courses on e-

learning portal

100% of courses

uploaded in the e-

learning portal

96% (80 out 0f 83) courses are active in the e-learning portal.

The actual result is based on the Semester Activity Report

More efforts should be exerted by the e-learning


AC 2013 – 2014 (JAN 04, 2014 to APR 24, 2014) provided by ETC

coordinator with the support of the DAS Council in implementing a 100% maximization of the use of the e-learning portal by all the courses in DAS

2.1.c

Stakeholder

satisfaction with

teaching

Satisfaction level

Average rating of 3.5

on a 5-point scale

Based on the results of manual evaluation of the performance of some lecturers, the average results of the three components of the Staff Appraisal namely, Student Evaluation of the Lecturer, Management Evaluation of the Lecturer in class and the General Performance Evaluation of the Lecturer, is 3.5 in a scale of 1 to 5.

The three evaluation tools used in the appraisal of lecturers were designed and developed by the QAC. Only the results of the manual evaluation conducted by the department are considered in this aspect because of the poor turn-out of the online student appraisal of the lecturer in spite of the information dissemination and encouragement done by the

√ Instead of using the e-mail as a the tool in the on-line evaluation of the students of their lecturers, students should be brought to the computer laboratory by their lecturers based on a schedule prepared by each academic section / unit in order to capture a higher number of student respondents. The Department of Applied Sciences should


department. coordinate with ETC on the schedule of evaluation and the use of the computer laboratories. The other components of the staff appraisal namely, Management Evaluation of Lecturer in class and Lecturer’s General Performance Evaluation should also be done online by the concerned respondents.

2.1.d

Existence of

established

partnerships

Number of

programs

benchmarked

At least 80% of

programs

benchmarked

[20% of programs

benchmarked - Each

year]

100% As a common practice and as a part of the design and development protocol of program -curriculum in the Department of Applied Sciences, academic programs are to

The College through the Policy Management Committee (PMC) must design a standardized procedure on how to do formal


be benchmarked with other colleges and universities in the region and international by downloading their curriculum from the net and use them as one of the bases and references in the design and development of academic programs in the department.

benchmarking as discussed and decided upon by the CAB.

2.1.e

Stakeholder

satisfaction with

programs and

courses

Satisfaction level


on a 5-point scale

Applied Biology Program = 4.34 Applied Chemistry Program = 3.62

Results show a rating which is higher than the required 3.5 rating. However, the reliability and validity of the results cannot be considered statistically valid and reliable considering the fact that the number of respondents is 2 out of 49 for Biology Program

A better mechanism of gathering data for Program evaluation should be decided upon by the top management in order to get a more reliable and valid result.


and 9 out of 119 for Chemistry Program.

2.1.f

Curriculum

review reports

sent to

Specialization

Committees

Changes

approved by the

Specialization

Committees

100% of approved

changes are

implemented

Since the Department of Applied Sciences is also the specialization committee (by default), it is safe to conclude that the changes in the curriculum is deliberated upon and approved by the Specialization Committee members

Applied Sciences programs are offered only in Higher College of Technology of all the 7 Colleges of Technology. Mandate from the Ministry of Manpower has been issued which gives the Department of Applied Sciences the authority to act as the Specialization Committee for Applied Sciences programs.

The Curriculum Development and Review Framework for Colleges of Technology which is issued by the Ministry of Manpower Directorate General of Technological Education should be fully and strictly implemented.


2.2 To enhance the

practical training

offered to students

2.2.a

Review reports

percentage of

changes

incorporated in

the training

programs

90% of changes are

implemented


No review and evaluation of the practical aspect of the courses of Applied Sciences has been conducted. The practical aspect of the courses in the department is

A review of the percentage or weight distribution for the assessments of the courses should be conducted in order to see the possibility of


given a very little percentage in the assessment scheme hence the students do not consider “Practical” as an essential component of the teaching –learning process.

increasing the percentage weight given to the practical component of the course.

2.2.b

Stakeholder

satisfaction

Satisfaction level


on a 5-point scale

No survey has been conducted on this regard

-- Relevant questions pertaining to the practical aspect of the course should be incorporated in the course and program evaluation instruments.



GOAL 3: We will offer quality programs that promote entrepreneurial skills and respond to the changing market needs and

developments in technology. Key Performance Indicators (KPIs) Results


Sub-Goals

Indicator

Measure

Target

Actual Results

Brief


Results

Level of



F P N

3.1 To promote

entrepreneurial

culture.

3.1.a

HCT graduates

becoming

entrepreneurs

through College

support systems.

Number of HCT

students

becoming

entrepreneurs

Creating 20

entrepreneurs

[5 entrepreneurs each

year]

Not applicable to the department

--

3.1.b

Involvement of

external

companies/

entrepreneurs in

College

activities for

promoting entrepreneurship

Number of

companies from

the private sector

involved in

promoting

entrepreneurship

culture

At least 5

distinguished

entrepreneurs

/companies are

involved

[At least 1

distinguished

entrepreneur/company

each year]

Not Applicable to the department

--

3.1.c

Stakeholder

(current

graduates and

alumni)

satisfaction with

the activities

Satisfaction level At least 70%

Not Applicable to the department

--




Goal 4: We will ensure that our graduates develop into responsible citizens by enriching their values and attributes to

positively affect the socio economic development

Sub-Goals



Indicator

Measure

Target

Actual Results

Brief


Results

Level of


F P N

4.1 To provide the

students with

opportunities for

personal

development and

acquisition of values

and work ethics

4.1.a student

satisfaction

Satisfaction level

≥ 3 on a 5-point scale >3.in a scale of 1 to 5

The result is based on the student evaluation of the training / event through random verbal interview

An annual activity plan should be prepared by the student leaders of the department with the guidance and supervision of the student activity coordinator. The plan should be submitted to the DAS Council for approval and support of its implementation.

4.1.b Student

participation in

outreach

activities

%age of students

who participate in

the outreach

activities

At least 10% >10% of DAS students participated (approximate)

No. of attendees in the Open Day activities

4.1.c Events and

activities

managed by

students

Number of events

and activities

managed by

students

At least 4 activities

per year

1 activity (Open Day)

Student Activity Coordinator Report for 2013 - 2014




Goal 5: We will develop staff by offering opportunities for professional and personal development, rewarding hard work and

innovative thinking

Sub-Goals



Indicator

Measure

Target

Actual Results

Brief


Results

Level of


F P N

5.1 To offer

opportunities for

professional and

personal

development of

College Staff

5.1.a Provision

of quality

training to staff

Satisfaction with

the training

provided


4.3 in a scale of 1 to 5 (attended and participated in by an average 63% of the DAS staff)

The evaluation tool entitled Feedback on Training / Event which was designed and developed by QAC was used in gathering the feedback of staff on the training or activities participated in or attended by the staff.

√ The staff activity coordinator should prepare the staff annual activity plan based on the result of Staff Appraisal and training needs analysis.

5.1.b

Participation of

staff in external

Percentage of

staff participating


3.09 in a scale of 1 – 5 where 5 is the highest and 1

This result is based on the result of staff

There should also be provision of including


training events

is the lowest satisfaction survey, particularly section J which is on training program

expat in the selection of staff who must attend external trainings.


5.2 To implement a

system for

recognition and

incentives

5.2.a Staff

satisfaction with

the rewards and

incentives

system

Satisfaction level ≥ 3 on a 5-point scale 2.95 in a scale of 1 to 5

The result is based on Section C labeled as Staff Affairs, question number 14 of the Staff Satisfaction Survey. The number of respondents = 61 (11.11%)

As stipulated in one of the comments of the staff, there should be a clearer and transparent system in giving staff awards both in the department and in the College



Goal 6: We will encourage opportunities for applied research and consultancy

Sub-Goals



Indicator

Measure

Target

Actual Results

Brief


Results

Level of


F P N

6.1 To support

applied research and

6.1.a Joint

research and

Number of joint

research and

≥ 5 joint research and

consultancy projects

< 5 joint research The result is based on the

A scheme of reducing


consultancy by staff consultancy

projects

consultancy

projects

[≥1 joint research and

consultancy, each

year]

number of researches that are collaboratively done by the department with other colleges or universities like Sultan Qaboos University

teaching load should be designed by the DAS council for those lecturers and lab technicians who are conducting research/es that are approved and funded by the TRC of Oman. This can encourage and motivate lecturers and technicians to get involved or conduct quality and meaningful researches.

6.1.b staff

participation in

research

oriented events

Number of staff

participating

≥ 5 staff participating

[≥1 staff participating

each year]

< 5 staff The seminar was sponsored by The Research Council (TRC) that was conducted at HCT

The College should continue to encourage the staff to conduct research or collaborate with students in conducting publishable researches.


6.1.c Staff

satisfaction with

training

provided

Satisfaction level


on a 5-point scale

No evaluation was conducted

- - Should the top management decides to consider research as one of the vital academic activities in the College despite its being a teaching college, training of staff on the conduct and publication of research should be conducted.



Goal 7: We will foster mutually beneficial constructive partnership with various public and private sector organizations,

professional bodies, and local and international communities that benefit the community at large.

Sub-Goals



Indicator

Measure

Target

Actual Results

Brief


Results

Level of


F P N

7.1 To enhance

engagement with the

7.1.a

stakeholder

Satisfaction level ≥ 3 on a 5-point scale No evaluation was conducted

-- Community engagement


industry and the

Community at large satisfaction should be

considered in the planning of staff and student activities.

7.1.b Public

Relations and

Marketing Plan

Number of PRM

initiatives/projects

≥ 1 PRM

initiatives/projects

No Public

Relations and

Marketing Plan

--

7.1.c

Conferences

organized

Number of

Conferences held

≥ 1 Conference held

annually

No conference organized

--

7.1.d Events

conducted in

collaboration

with the

community

Number of events

organized and

conducted jointly

At least one event

annually

No events organized or conducted

--


7.2 To establish and

maintain effective

relationships with

national/internationa

l professional bodies

7.2.a Staff and

student

membership in

professional

bodies

Number of staff

and student

memberships in

professional

bodies

≥ 5% staff and ≥ 2%

of students are

members in

professional bodies

>5% of the staff are members of professional bodies. <2% of the students have membership to professional bodies

The result is based on the list prepared by the different sections in the department

A more aggressive campaign and encouragement should be undertaken by the department to encourage or motivate staff and students to become members of professional bodies.



Goal 8: We will provide facilities and learning resources that are effectively utilized and well-managed to ensure efficient


student and staff services.

Sub-Goals



Indicator

Measure

Target

Actual Results

Brief


Results

Level of


F P N

8.2To improve

student support

services towards

enriching their

learning experiences

8.2.a Student

satisfaction(incl.

training

programs,

advising and

counselling)

Satisfaction level ≥ 3.5 on a 5-point

scale

3.28 in a scale of 1 to 5

The result is based on Section C of the Student Satisfaction Survey

Training on advising should be one of the important highlights and aspects of staff induction in the different department.



F: Fully Achieved P: Partly Achieved N: Not Addressed

Sub-Goal Percentage of Achievement is calculated by dividing the number of targets Fully/Partly/Not Addressed by the total number of targets identified for the same Sub- Goal, multiplied by 100.

Goal Overall Percentage of Achievement is calculated by summing up the Sub-Goal Percentages of Achievement and then dividing the total by the number of Sub-Goals identified for that Goal.


This table should be replicated for each and every Goal included in the Operational Plan of a Unit.

For ease of reference, information about the types of evidence used, assessment instruments, sampling, data collection and data analysis should be reported for each KPI in the “Brief Description of the Basis of Results” column next to the “Actual Results”.


Appendices (Please see attachments)

Documents

Self-Assessment Report - Higher College of · PDF fileSelf-Assessment Report ... teaching – learning process and a training ... when each HoS was handling additional