Transcript “Impact Of Globalization On UGC Regulated CHB Teacher

“Impact Of Globalization On UGC Regulated
Teacher Appointments In Higher Education
Institutions - A Perception Study”
Dr Snehal. S. Donde
Principal, Public Night Degree College,
Santacruz. (E)
Mumbai- 400055
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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
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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 study
Data 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 tested
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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 perception
2. 60%- 69%
3. 51%- 59%
4. 60% -100%
5. Below 50%
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: Moderately high perception
: Moderate perception
: Positively perceived
: Low /Negatively perceived
Table 1. Overall distribution of degree college
teachers perception towards contractual/CHB
basis appointments
(Values in terms of percentage)
UGC's
Sixth
Pay
Regulat
ion
Contra
ctual
appt
GENDER-WISE DISTRIBUTION
Male
Jr
N=
31
68.5
(31)
Sr
N=
56
71.9
(28)
Female
Sc
N=
55
71.0
(28)
N.S
N=
32
70.8
(29)
Jr
N=
33
64.2
(35)
Sr
N=
40
74.0
(26)
Sc
N=
42
71.7
(28)
N.S
N=
31
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 under8-1-11
this area were worded negatively.
Fig 1: Perception of degree college teachers towards
UGC's Fifth Pay commission regulation- Clock hour
basis (CHB).
35
% of perception
30
25
20
15
10
5
0
M al e
Femal e
J uni or
Seni or
Male Female Junior Senior Science Non-science
Dis tribution of de gre e colle ge
te ache rs
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Sc i enc e
N on-s c i enc e
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
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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.
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Social Implications as observed by CHB
 Dearth of providers, who are considered to be the building
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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 courselack of employable skill
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Suggestions

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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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Discipline-wise perception of degree college teachers towards
UGC's Fifth Pay regulations (Values in terms of percentage)
DISCIPLINE-WISE
UGC's Fifth Pay
(N=97)
Non-science Average
(N=63)
NET/SET
60.57
62.96
61.76
CHB/
*71.39
*70.37
*70.88
Regulation
Science
Ranking
Perception level
pattern
IV
Moderately high
Negatively
V
Contractual
(28.61)
(29.63)
(29.12)
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
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perceived
Discipline-wise perception of degree
college teachers towards
UGC's '8' regulations
80
III
IV
70
III
IV
III
II
I
60
% of Average
perception
50
V
40
30
20
10
0
1
2
3
4
5
6
7
8
UGC regulations
1
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2
3
4
5
6
7
8
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.
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
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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
Assistant Professor- Stage I
Pay Band : 15600 – 39100 . AGP Rs. 6000/Without M.Phil.
With M.Phil.
With PhD
Professional
Professional
Professional
Master’s Degree
Master’s Degree
Master’s Degree
(after 6 yrs service)
(after 5 yrs service)
(after 4 yrs service)
1orientation,1 refresher/RM
all stage API score of Tab I &III
of Appendix III
Stage II : AGP of Rs. 7000
After 5 yrs at AGP of Rs. 7000 other requirements as laid down by UGC
1 refresher/ course
or workshop 2/3 week
Stage III : AGP Rs. 8000/-.
3/2/1 publication in all yrs/
course of 1week
Stage IV : AGP Rs. 9000/-.
After completion of 3 yrs at AGP of Rs. 8000 s.t. other requirements as laid down by UGC
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Designated as Associate Professor
Stage IV : AGP Rs. 9000/-.
Designated as Associate Professor
Yearly/cumulative API
2&3 stage score, 5 publn
since 3 stage
Stage V : AGP Rs. 10000/-.
Associate Professors who have Completed 3 yrs at AGP of Rs. 9000
and have the Ph.D. degree and subject to other requirements
as laid down by UGC.
Designated as Professor
Only for univ,
cumulative API score
for assessment period
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
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Association Professor to Professor
BY PROMOTION
 Eligibility: Ph.D. Degree in relevant subject & must
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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 CollegesChairperson 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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Principal
Assess 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 activities
Marks based on self assessment and finalized by screening/selection committee
after interview of a teacher
Sr
no
Nature of activities
Max
Score
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
25
Total Score
125
Minimum APIS required
75
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Marks
obtained
Category:II Co-curricular, extension and
professional development related activities)
Sr
no
Nature of activities
Max
Score
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
15
Total Score
50
Minimum APIS required
15
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Marks
obtained
Category:III Research and Academic contribution
Sr.
no
Nature of Activities
Max
score
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) Completed Project: Major and Minor Research Project
C(iv) Projects outcome/Patent/technology transfer/Product
20&10
50/30
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)
10
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Marks
obtained
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
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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:
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Fifth pay
Refused to do 5hr work
Behavior outburstassessment by student
Strong Apposition to
NET/SET/PhD
Least interest in research
and publications
Poor documentation and
record maintenance
Ignorance towards many
college activities
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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
?????
Education is an ornament in prosperity and a refuge
in adversity.” Aristotle.
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