“Impact Of Globalization On UGC Regulated Teacher Appointments In Higher Education Institutions - A Perception Study”

Dr Snehal. S. DondePrincipal, Public Night Degree College, Santacruz. (E) Mumbai- 400055 8-1-11

Content Understanding globalization Introduction to impact of globalization on

UGC regulations Research analysis of fifth pay regulations on

teacher appointments Fifth pay regulation implications Latest reforms- Sixth pay regulation PBAS documentation

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WTO – GATS (1994) – Demands In Education

Demand for - new skills

Demand for - new knowledge Demand for - new emotional strength Changes in - the demand in employment

Global demands for global education

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Quality agenda

• Restructuration of HE into a system combined with a credit system for accumulation and transfer.

• Teacher centered into student centered approach to teaching and learning.

• Focus on research staff and graduates across.

INTRODUCTION Indian Higher Education has seen an unprecedented growth in last 60 years and it is

one of the biggest higher education systems in the world today.

World over higher education is confronted with the challenges of Globalization, that is placing institutions all over in a similar state of transition.

In India, the UGC, a statutory body (UGC – established in 1953) plays a lead role in coordinating, determining and maintaining standards in Higher education.

UGC has taken cognizance of Globalization and its impending impact on Higher Education and accordingly arrived at regulations to meet the challenges of transition.

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BACKGROUND The Indian education system has given a new image to India both

internally and also at a global level.

The process of regulation formulation for quality education. (GAT, WTO, privatization and globalization are the external forces currently influencing the formulation of regulations)

In fifth pay an issue that grabbled education system was the Quality of faculties and lack of qualified/eligible teachers in higher education.

Teacher appointed at consolidated amount (contractual) for a period of 2 years.

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Aim and objective of the study Aim- to study the perception of degree college teachers

towards faculty appointment proposed by 5th pay commission.

Specific objective- monitoring and evaluating the regulation through perception of degree college teachers keeping in view:

(a) Gender (Male/Female), (b) Experience (Junior (5-10 years)/Senior (>10 years)), (c) Discipline (Science/Non science i.e. commerce and arts), (d)Overall perception- (Considering a, b, c together).

This research work is an attempt, to find out the extent to which UGC regulation of teachers appointment proved to be of substance.

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Need of the study A paradox of higher education in our country is that, we

seem to be climbing the steps of a ladder without making sure of the foundation.

This study is an attempt to identify policy concepts of contractual/CHB (visiting) system in context of globalization and strategically plan and apply it for managing educational organization, with a view to enhance the effectiveness and efficiency and thus bring about a qualitative improvement in education system.

To ensure the right balance between control and exploratory.

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Methodology of the studyData collected from the teachers of degree college of Arts, science and commerce was analysed as follows:

Methodology- descriptive survey. Sample used -160 teachers from 25 colleges in and

around Mumbai were randomly selected. Tool administered: A four point rating scale

including 34 items. Informal interview schedule. Technique of analysis: Percentage analysis and

inferential techniques. Test applied: ‘t’ test Hypotheses was tested8-1-11

Cont--- The comparison of perception towards the UGC

regulations were studied in terms of percentage value. The values obtained for each study were distributed

into various groups to explain the perception level on the basis of following range:

1. 70% and above: High perception2. 60%- 69% : Moderately high perception3. 51%- 59% : Moderate perception4. 60% -100% : Positively perceived5. Below 50% : Low /Negatively perceived

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Table 1. Overall distribution of degree college teachers perception towards contractual/CHB basis appointments (Values in terms of percentage)

UGC's Sixth Pay Regulation

GENDER-WISE DISTRIBUTION

Male FemaleJr N=31

Sr N=56

Sc N=55

N.S N=32

Jr N=33

Sr N=40

Sc N=42

N.S N=31

Contractual appt

68.5(31)

71.9(28)

71.0(28)

70.8(29)

64.2(35)

74.0(26)

71.7(28)

69.6(30)

N- no. of respondent, Jr- junior, Sr- Senior, Sc- science, NS- Non-science

*Values in parentheses indicate the values considered for computing average, as the item under this area were worded negatively. 

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Fig 1: Perception of degree college teachers towards UGC's Fifth Pay commission regulation- Clock hour basis (CHB).

Male Female J unior Senior Science Non-science

0

5

10

15

20

25

30

35

% o

f per

cept

ion

Distribution of degree college teachers

Male Female Junior Senior Science Non-science

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Major findings of the study Gender-wise (overall) the perception was

similar and highly negative.

Experience-wise study revealed that seniors perceived highly negative than the juniors.

Discipline-wise Science faculty show marginally high negative perception than the non- science teachers.

Overall highly negative 8-1-11

Cont--- Informal interview report low perception level reasons: 1.Teachers feel that though qualified, services are not not considered on par with their counterparts.

2. Deciding to make appointments contractual, to solve the problem of competitions faced by globalization, by adding an element of impermanence to the appointments, is not a solution.

3. ‘Quick-fix’ solutions will not solve problem.

4. Complicated the problem manifold.

5. Gravely affected teaching-learning process

6. CHB, use this opportunity as a stop gap arrangement (or for getting experience certificate) before getting a more promising one.

7. Senior teachers are feeling the pinch of quality deterioration. 8-1-11

Social Implications as observed by CHB

Dearth of providers, who are considered to be the building blocks in education.

Further alienating the best brains from teaching jobs, Bringing the standards further down, Lack of accountability and spirit of professionalism. Efficiency and effectiveness in teaching job is reduced, Few argue with the proposition that India need a new infusion of

dynamic and committed faculty. Psychological impact on young faculty. Industry experience not consider for professional course-lack of

employable skill

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Suggestions A young, dynamic faculty is pre-requisite to attract students, Evolve code of conduct, judge teaching and classes that are not conducted, Higher Salary package than regular ones and stringent monitoring rules (student’s appraisal report). Contractual system for higher position also. Bureaucracy must be minimized. Stop treating faculty as hired labourers and allow them to be part of

decision making and implementing machinery of the system. The system must be modified to facilitate the recognition of talent and

merit and create healthy competitive spirit. Lack of commitment and dedication is spoiling the noble profession,

provide Job security.

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Conclusion

The CHB/contractual appointment was introduced for resolving the teacher resource availability gap, in addition to maintaining standards and at the same time providing employment to aspiring entrants into the profession and to make young generation more conscious to deliver their best.

Initially this regulation was conceived as a savior for meeting teacher requirements and building quality in higher education institutions, however it has only caused turbulence, bringing down the quality of instruction.

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UGC's Fifth Pay

Regulation

DISCIPLINE-WISE

Average Ranking

patternPerception levelScience

(N=97)

Non-science

(N=63)

NET/SET 60.57 62.96 61.76 IV Moderately high

CHB/

Contractual

*71.39

(28.61)

*70.37

(29.63)

*70.88

(29.12)V

Negatively

perceived

Work Duration 66.34 64.46 65.40 III Moderately high

In-service training 65.70 65.27 65.48 III Moderately high

Promotion condition 61.37 62.80 62.08 IV Moderately high

Retirement Age 64.66 65.89 65.27 III Moderately high

Research 71.36 72.53 71.94 II Highly perceived

Benefits 74.63 72.22 73.42 I Highly perceived

Average Perception 61.65 61.97 61.80 Positively perceived

Discipline-wise perception of degree college teachers towards UGC's Fifth Pay regulations (Values in terms of percentage)

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1-NET/SET 2- CHB 3- Work duration 4 - Extension programme 5 - Promotion condition 6 - Retirement Age 7 - Research 8- Benefits

of Fifth Pay commission.

0

10

20

30

40

50

60

70

80

1 2 3 4 5 6 7 8

% of Averageperception

UGC regulations

Discipline-wise perception of degree college teachers towards

UGC's '8' regulations

1 2 3 4 5 6 7 8

IV

V

III III IIIIVII I

Conclusion:Unless some regulatory changes take place, it will not be possible to improve the quality and standard of education and further more, it will also not be possible to sustain and survive in this competitive world.

It is necessary that the proposed change (regulations) is properly implemented and adopt measures that will make education attractive to others.

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U.G.C. Regulations 2010

In supersession of UGC regulations dated 04/04/2000

Will apply to every University

Will come into force with immediate effect

Applicable to candidate who becomes eligible for promotions under

CAS after 31.12.2008 (Earlier to 31.12.2008, CAS will be

governed by UGC 2000 regulations)

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Pay Scales : General Information Three Designation for teaching staff in the University & Colleges :

Assistant Professor, Associate Professor and Professor (instead of

Lecturer, Lecturer in Senior Scale and Lecturer in Selection

Grade. Not direct replacement of title)

No change in the designation of Librarian and Director of Physical

Education.

Only those teachers with Ph.D. and who satisfy the other academic

conditions can be promoted, designated or appointed as Professor.

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: General Information Cont….

Two Pay bands : Rs. 15600 – Rs. 39100 and Rs.37400 3 00 –

Rs. 67000 with appropriate Academic Grade Pay (A.G.P.)

Each pay band has different stages of AGP to enable multiple

opportunities for upward movement during the career.

Posts of Professor at UG (10% of the number of posts of

Associate professor) and PG Colleges (as many posts as

number of PG department in the college)

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Workload

The workload of teachers in full time employment should not be less than 40 hours a week for 30 working weeks i.e. 180 working days.

It should be necessary for the teacher to be available for at least 5 hours daily in the college.

Direct teaching learning process hours should be as follows: a) Assistant Professor : 16 hours

b) Associate Professor / Professor : 14 Hours Relaxation of two hours may be given to Professors who are

actively involved in the extension activities and administration. A minimum of 6 hours per week may have to be allocated for

research activities of a teacher.

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Sixth Pay Scale – Measure for Maintenance of Standards (RECRUITMENT AND QUALIFICATIONS)

Assistant Professors: good academic record, 55% of the marks at the master’s level and qualifying in the National Eligibility Test (NET),

Associate Professors: good academic record (with a Ph.D. Degree For Direct recruitment only), 55% at the Master’s level, eight years of teaching experience and contribution to educational innovation, design of new curricula and minimum 5 publication and guided doctoral candidates .

Professor : Ph.D. qualification and published work of high quality, minimum 10 publications, 10 years of experience including experience of guiding candidates for research at doctoral level. Contribution to educational innovation, design of new curricula and courses, and technology

Principal : Master’s Degree with at least 55% of the marks. Ph.D. qualification with evidence of published work and research guidance. Total experience of 15 years of teaching/research/administration

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Promotion under CAS

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Assistant Professor- Stage I Pay Band : 15600 – 39100 . AGP Rs. 6000/-

Without M.Phil. ProfessionalMaster’s Degree (after 6 yrs service)

With M.Phil. ProfessionalMaster’s Degree (after 5 yrs service)

With PhD ProfessionalMaster’s Degree(after 4 yrs service)

Stage II : AGP of Rs. 7000 After 5 yrs at AGP of Rs. 7000 other requirements as laid down by UGC

1orientation,1 refresher/RMall stage API score of Tab I &III of Appendix III

Stage III : AGP Rs. 8000/-.

Stage IV : AGP Rs. 9000/-. After completion of 3 yrs at AGP of Rs. 8000 s.t. other requirements as laid down by UGC Designated as Associate Professor

1 refresher/ course or workshop 2/3 week

3/2/1 publication in all yrs/ course of 1week

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Stage V : AGP Rs. 10000/-. Associate Professors who have Completed 3 yrs at AGP of Rs. 9000and have the Ph.D. degree and subject to other requirements as laid down by UGC. Designated as Professor

Stage VI : AGP Rs. 12000/-. 10% of Professor. As per the conditions and other requirement as

s.t. other requirements as laid down by UGC

Only for univ, cumulative API score for assessment period

Stage IV : AGP Rs. 9000/-. Designated as Associate Professor

Yearly/cumulative API2&3 stage score, 5 publn since 3 stage

Association Professor to ProfessorBY PROMOTION Eligibility: Ph.D. Degree in relevant subject & must have

completed 3 years of service as Associate Professor with AGP of Rs. 9000. Only the Senior most Associate professor of the

Department Post will exist till the Appointed staff is in service. On superannuation or otherwise the post will revert to

Associate Professor. Resultant vacancy to be filled as per merit promotion of the

Senior most Associate Professor in the same or different department.

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Refer: Conversion of 10% posts of Associate Professor to Professor UGC Regulations 2010 of 30.06.2010. Gazette dated 18-24th

September 2010 Circular no. Sankirna-2011/(25/11)-Vishi-1 dated

15.02.2010 Circular no. CONCOL/ 119 / of 2011 dated 7th June 2011. GR no. NGC-2010/(415/10)-Uni-1 dated 30th July 2010 GR no. NGC-2009/(243/09)-Uni-1 dated 12th August 2009 Circular No. JDHEMUMBAI/Office-5/2010-2011/5 dated 04.01.2011.* Not more than one post per dept, 25% by direct appt and 75%

by promotion

Overall selection procedure

API-Academic Performance Indicator (API) system – satisfactory scoring, WP- Weightage Points (WP) tables provided in this guideline, Performance Appraisal Scoring System (PASS) for Analysis of the merits and credentials of the candidates (AppendixIII Table III at 7955 of gazette)

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Screening Committee for CAS CAS promotions from one AGP to the higher AGP shall be conducted by a “

Screening cum Evaluation Committee” adhering to the norms laid out as API/WP and PASS in Table I to III of Appendix-III.

Committee for Assistant professors from one AGP to the other higher AGP shall consist of - The Chairman of the GB, Principal, HOD, two VC nominee (1 subject expt), 2 subject expert approved by statutory body (5 quorum)

Associate Professor and Professors in Colleges- Chairperson GB; Principal, HOD, Two VC nominee one Dean or equivalent position in the University and the other must be expert in the concerned subject; 2 subject expert

 

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PrincipalAssess following dimensions with given weightage Aptitude for teaching, research admin (20%) Ability to communicate clearly & effectively (10%) Ability to plan institutional programme, analyze and discuss

curriculum development & delivery, research support and college development (20%)

Ability to deliver lecture and encourage participation (10%) Merits and credentials (40% of total API) Selection panel- 3GB, 3 experts of principal & prof, 1 VC

HE expert

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Recommendation Direct recruitment as well as Career Advancement Promotions

ratio/percentage of minimum requirement of category-wise credit points to each of the cadres vary

The Screening cum Evaluation Committee on verification/evaluation of AGP score secured by the candidate through the ‘PASS’ methodology

Candidates who do not fulfil the score required under API scoring system or who obtain less than 50% in the expert assessment of the selection process can be re‐assessed only after a minimum period of 1 year.

For each of the cadre of Assistant Professor/Associate prof/Prof, shall recommend to the Executive Council of the University about the suitability of the promotion of the candidate(s) under CAS.

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Academic Performance Indicator Scores for recruitment and CAS promotions

CATEGORY:I Teaching, learning and evaluation related activitiesMarks based on self assessment and finalized by screening/selection committee

after interview of a teacherSr no

Nature of activities Max Score

Marks obtained

1 Actual no. of lecture engaged (ug/pg)Fill information here

50

2 Other duties of teachers in excess (remedial/special coaching) 10

3 Syllabus enrichment by providing resources to students (BoS member/Chairman)

20

4 Use of innovative and participating TL methodology 20

5 Examination duties-invigilation, paper setting, assessment of papers of college and university

Total Score

Minimum APIS required

25

125

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Category:II Co-curricular, extension and professional development related activities)

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Sr no

Nature of activities Max Score

Marks obtained

1 Students related extracurricular activities such as NSS, NCC, counseling etc. sports/cultural

20

2 Contribution to corporate life and management of department through participation in academic and administrative committees and responsibilities

15

3 Professional development activities such as participation in seminars, conferences, short term training prog, talks, lectures

Total Score

Minimum APIS required

15

50

15

Category:III Research and Academic contribution

Sr. no

Nature of Activities Max score

Marks obtained

A Research paper: referred / non referred journals 15/10

B Research publications: Text, research books published by national and international journals (Author50/25/15/Chapter 10/5)

50/10

C (i) Research project: Major & Minor 20&10

C (ii) Compulsory service extended 10

C(iii)C(iv)

Completed Project: Major and Minor Research Project Projects outcome/Patent/technology transfer/Product

20&1050/30

D Research Guidance: M.Phil & PhD (each candidate-wise points respectively and Phd submitted 7 points each)

3 &10 points

E (i) Training courses/conferences/workshop papers:1-Refresher courses (two week), 2-workshops (one week), 3- skill development prog, Faculty development prog (max 30 points)

20 & 10

E (ii) Papers in Conferences/Seminars (Participation and presentation)Interntl-10, Natnl-7-5. State-5, local-3

10

E(iii) Invited for presentation in conference or symposia (same as above) 108-1-11

Academic Grade Pay (AGP) The Career Advancement of Assistant

Professors from one AGP level to the other AGP until they become eligible for promotion to Associate Professor

CAS promotions of Assistant Professors from one AGP to the higher AGP shall be conducted by a “ Screening cum Evaluation Committee” adhering to the norms laid out as API/WP and PASS

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Strengthen Internal system

Role of IQAC The Internal Quality Assurance Cell (IQAC) shall act as the documentation and record-keeping Cell for the institution including assistance in the development of the API/WP based PASS methodology

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Implication of globalization on UGC: Regulations for transformation!Care in UGC regulation Anomaly (Fifth pay):

No Govt. nominee on selection panel Associate Professor (merit cum seniority) & professor position (can

be claimed if 8 post) Selection procedure outlined systematically with weightage points

and PASS/PBAS Teacher has to claim for CAS 3 months in advance & not automatic Date of promotion shall be the date of successful assessment Candidate who do not fulfill minimum score will be reassessed after

one yr University shall send a general circular twice a year calling for

applications for promotions under CAS. Associate Professors can also apply for selection as Professor by

Direct Recruitment.

Attitude factor:

Fifth pay Refused to do 5hr work Behavior outburst-

assessment by student Strong Apposition to

NET/SET/PhD Least interest in research

and publications Poor documentation and

record maintenance Ignorance towards many

college activities

Sixth Pay Least resistance Almost no behavior

problems No apposition Enrolment in PhD high

and participation in research projects

Better awareness Participation and

involvement better

Education as a way of life begins with the joy and satisfaction of achievement, mastery and growth in response to stimulating experiences and challenges.

WHEN WORK IS PLEASURE, PERFECTION IS THE OUTPUT!

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Q & A?????

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Education is an ornament in prosperity and a refuge in adversity.” Aristotle.