With its vision of forming responsible, competent and committed individuals who will participate meaningfully in social transformation, Lipa City Colleges (LCC) supports employees, teaching and non-teaching, in their technical and non-technical learning needs and holistic development. LCC is committed to develop, nourish and support its faculty, staff and administrators, for their competency (knowledge, skills and attitude) requirement and advancement in their discipline.
In close coordination with the superiors and heads, the college, through its Human Resources Department, the Office of the Director for Academic Affairs, and with the approval of the Office of the Vice President for Administration & Corporate Affairs and Vice President for Finance & Internal Affairs, provides appropriate and relevant educational, professional, physical, socio-cultural and spiritual programs to LCC faculty, staff and administration.
This program is only one of LCC's continuing efforts that seek to ensure the effectiveness of its educational pursuit not only to the students but to the other members of the LCC Community. The Employee Learning and Development Program, along with these efforts, is anchored on the profound commitment of forming leaders by offering quality education and services who will bring change, transformation and difference in the community and the society.
FRAMEWORK AND RATIONALE
LCC Employee Learning and Development Program is aimed at:
- 1. Programs and activities that are anchored on the vision, mission and core values of the institution
- 2. The holistic development of all the members of the community represented in the five areas, i.e. educational, professional, socio-cultural, physical and spiritual development
- 3. Continuous learning and practice to achieve excellence and competence in their chosen field and discipline, and
- 4. Initiatives, efforts and learning programs that add value not only to the individual but also to the organization as a whole, moreso to the community it serves.
Institutional and departmental programs intended for learning and development are results of combined inputs from faculty survey results, interviews, meetings, felt need assessment, environmental scanning, organization diagnosis, strategic planning and management direction. It also includes recommendation of immediate superior based on the performance review for competency assessment and identification.
The program consists of five areas: Educational, Professional (Technical), Physical (Wellness Program), Socio-cultural and Spiritual development.
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A. EDUCATIONAL
Developing high potential employees, teaching and non-teaching, and building a pipeline of strong leaders promoting quality education is a top priority of Lipa City Colleges. LCC management gives importance for the excellent performance and loyalty of its employees. Thus, a scholarship grant may be provided to pursue further studies that are related to the employee's field of specialization. Through the recommendation of immediate superior, request for scholarship grant may be given consideration. To facilitate an employee's participation in professional development activities, the department head and the Human Resource Department may approve: flexible work options such as alternate work schedules; a period of paid or unpaid leave or partial or full payment or reimbursement of training expenses.
The institution's objective is to continuously enhance the quality of output in teaching and research that has led it to rethink the ways in which faculty are supported and evaluated. LCC strives to provide with a supportive professional environment, programs, resources, services, and incentives needed to carry out these responsibilities that will enable to focus on excellence.
This section presents programs, practices implementation strategies and resources for continuing education and further studies
Support for Graduate Studies. LCC encourages career development that allows an employee to pursue further studies at his own expense provided that it will not be in conflict with his/her schedule. Prior to the acceptance of the employee to top rate universities, he or she must secure approval from his immediate superior, the HR/Academic Affairs and Admin.
Study Grant and Scholarship for Graduate Studies. LCC management provides scholarship grants to selected faculty and non-teaching employees to pursue further studies that are related to the employee's field of specialization. Through the recommendation of immediate superior, request for scholarship grant may be given consideration by the management.
Diploma and Certificate Courses. For special training program such as external diploma and certificate courses, an employee will be required to enter into a training agreement, which may stipulate a minimum term of employment with the Institution.
Tuition Fee Discount for Graduate Studies. LCC employees may avail tuition fee discount for graduate studies program of the institution. HRD yearly informs the community of the existing tuition fee discount privilege and policy if the faculty or staff opts to study at the institution.
Study Leave for Thesis Dissertation and Comprehensive Exam. Two (2) days study time leave with pay is granted to employees for part-time studies two (2) days before comprehensive examination both in oral and written and thesis defense.
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B. PROFESSIONAL
Lipa City Colleges provides assistance and support to employees to increase the effectiveness of their performance in their present roles and functions as well as to encourage employees to obtain skills, knowledge, and abilities, which may improve their opportunities for career advancement within the institution. This program stems from the view that professional development and continuous learning is necessary to maintain the quality of the faculty and non-teaching staff and their continued readiness and ability to contribute effectively to the mission and goals of the school.
Professional development is a responsibility of the employee; however, the employee and his superior should jointly discuss the employee's professional development goals. To participate in a professional development program, the employee will make a development interest known to the superior. Based on the discussions of professional development goals, they will initiate the request to participate in a relevant program(s). The HRD, through the Training Officer, and Academic Affairs, when appropriate, shall review the employee's proposal. This has to be discussed with the VP for Admin and Corporate Affairs to determine the feasibility of the request, and if support and assistance can be provided to the employee development in their budgetary planning, and assure that performance appraisals of employees include educational and development objectives, when appropriate.
The supervisor and department head are encouraged to maintain an environment, which facilitates employee professional development, and to consider future staffing requirements and the professional development needs of employees who may be able to fill these future positions. The Human Resources Department assesses campus wide development needs and, based on availability of resources, organized appropriate development programs.
Lipa City Colleges also realizes that the promotion of quality research strengthens employees' contribution to the generation of knowledge; and enables the institution to be effective in serving the community. Series of appropriate seminars and interventions are provided to introduce research to colleagues. The seminars are scheduled throughout the academic year
This section presents programs, practices implementation strategies and resources for professional development:
Support for Institutional Research Activities. Efforts to enrich research capabilities have been the priority of the college. Research and Development, has set the framework for our research program and from there LCC has been continuously developing its research culture. New incentive scheme for teaching and non-teaching employee researchers has been placed to encourage more involvement in research activities that can benefit the institution and the community.
Support for Participation in Local Conferences and Convention. To upgrade the knowledge and skills of employee members in their area of discipline, LCC provide opportunities for employee members to network with other academicians and industry practitioners.
Sharing of Learning and Training Materials.. Attendees in the training are required to cascade and share the newly acquired knowledge/learning to co-employees and/or students upon return (not later than 1 month or as scheduled) from any institution-sponsored training. This can be done through departmental re-echoing programs, learning sessions, coffee talks and institution wide programs.
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C. SOCIO-CULTURAL
LCC employee socio-cultural development involves acquiring an understanding of the responsibilities and privileges of being members of LCC family and communities (local, national and global), and an ability to relate to others and to work with others for the common good. As faculty, staff and leaders, they must display a sense of belongingness and an increasing willingness to participate. They develop the knowledge, skills, understanding, qualities and attitudes they need to make an active contribution to the development of their teams, departments, the institution and the communities outside.
Socio-cultural development also includes understanding of cultural traditions (of the school and of the Filipinos) and an ability to appreciate and respond to a variety of aesthetic experiences. They acquire a respect for our own culture as LCCian and that of others, an interest in others' ways of doing things and curiosity about differences. Part of which is the institution's dedication to develop social consciousness through community extension projects. Through the faculty and staff involvement, LCC has always made it a point to reach out to the small communities within the region and even outside. They develop the knowledge, skills, understanding, qualities and attitudes they need to understand, appreciate and contribute to culture building.
Socio-cultural development is also grounded on the core values of the Institution – leadership, competence and commitment. As a value-driven institution, employees are expected to understand and act based on what is morally and ethically upright. They should know the difference between right and wrong, the ethical code of their profession, express a concern for others and the will to do what is right (integrity). They develop the knowledge, skills, qualities and attitudes they need in order to make responsible moral decisions and act on them.
This section presents programs, practices implementation strategies and resources for professional development:
NEO: New Employee On-Board. LCC provides a program for early employee engagement. Learning the vision, mission and core values of the institution is a requirement to align the actions of the individual to the goals of the institution. The Orientation Program is designed to support new faculty members in becoming accustomed institutional culture in particular and to life at LCC.
Collaboration, socialization and employee engagement activities. Cross-departmental collaboration and integration are vital to sustainability employee engagement. LCC offers resources, opportunities and capacity to get its people involved by forming committees for the schools activities and programs.
Coffee Talks.. As the 'heart and soul' of the institution, listening to and involving the faculty and staff, can bring new and important perspectives critical to the institution's success. In the event of significant operational changes, employees will expect timely consultation to minimize the adverse impacts on them and the student they serve.
Recognition of Excellence.. LCC also recognizes exemplary performance of its members who consistently excel in their positions and demonstrate integrity and a strong commitment to the mission and values of the college. Recipients exceed the expectations of their functions, and have made important and significant contributions in their area furthering the vision and mission of the college.
Corporate Social Responsibility through Community Projects.. Community involvement is one of the three functions of a college. That is why, LCC continuously raise the level of awareness and involvement of students and the whole LCC community, including the teachers, staff and administration in socio-civic activities such as tree-planting, anti-smoking and anti-pollution drives, and donation drives for calamity victims in different parts of the country through our Community Extension Programs.
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D. PHYSICAL (WELLNESS PROGRAM)
Healthy, engaged teachers and staff are essential supports for student learning. Employee wellness program contribute to an overall healthy school environment and climate, affecting all members of the school community—students, faculty and other staff, and families—as well as all other aspects of the health of the wider school community. Health promotion and wellness programs for staff encourage all adults in the school to pursue healthy lifestyles. A healthy lifestyle includes physical, social, emotional and mental health.
LCC Wellness Program is defined as opportunities for school members to improve their health status through activities such as health assessments, health education and health related fitness activities. These opportunities encourage school staff to pursue a healthy lifestyle that contributes to improved health status, improved morale, and a greater personal commitment to the school's overall coordinated health program. This personal commitment often transfers into greater commitment to the health of students and creates positive role modeling.
Moreover, better overall health for the adults in school improves morale. Districts with formal staff wellness programs experience savings in health care costs; higher daily attendance by staff; increased staff loyalty, job satisfaction, morale and retention; and improved general health and well-being. Site-based staff wellness programs are health promoting and preventive efforts that work. Workplaces that feature programs and activities that promote workers' health are more attractive to prospective employees, present a positive community image, and experience increased productivity.
This section presents programs, practices implementation strategies and resources for employee wellness.
Promotion of Wellness and Healthy Lifestyle. The HRD together with other service groups, Health Services, Culture and Sports, and Guidance and Counseling disseminates information, build awareness, provide health education, and support health-promoting activities that focus on skill development and lifestyle behavior change for teaching and non-teaching members.
Access to sports facilities.. LCC allows the employees to use the school facilities and venue such as the gymnasium and swimming pool (Learn to Swim Program for Employees) after school or on a particular schedule. This is to engage employees to exercise and play individual and team sports such as volleyball, basketball, swimming and badminton.
Safe social and working environments.. Social and physical environments are safe and environment friendly, supported by institution expectations of healthy behaviors and implementation of policies that promote health and safety and reduce the risk of disease and hazard.
Culture Integration.. Wellness program is integrated into school's culture and structure. This is supported by learning sessions, coffee talks and small group discussions such as personality development and effective stress management techniques facilitated by the HR and Guidance and Counseling departments to ensure a positive well-being. Working beyond scheduled hours is also discouraged to help employees balance work and family life.
Linkage with health and medical benefits.. Employee wellness is also linked to related programs such as health assistance benefit and enrollment to Health Maintenance Organization (HMO).
Fit to work. The school offers worksite screening programs linked to medical care to ensure follow up and appropriate treatment, as necessary.
Evaluation and improvement. LCC conducts ongoing evaluation to inform the improvement of the staff wellness program's effectiveness and efficiency.
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E. SPIRITUAL
Employees' spiritual development involves the growth of their sense of self, their unique potential, their understanding of their strengths and weaknesses, and their will to achieve. As their curiosity about themselves and their place in the world increases, they try to answer for themselves some of life's fundamental questions. They develop the knowledge, skills, understanding, qualities and attitudes they need to foster their own inner lives and non-material well-being.
This section presents programs, practices implementation strategies and resources for spiritual development.
The House of Prayer. The chapel, a simple venue, to observe moments of silence and oneness with the creator is built to enrich the spiritual well-being of employees.
Celebration of Faith.. As part of the Filipino culture, our strong belief on our Creator is embedded on our values system. Catholic teachings are incorporated in the major activities and regular programs of school through the Eucharistic celebration. Nevertheless, LCC recognizes diversity in religious beliefs and practices. Declared days of prayer and faith for other religion like Muslims and Inglesia ni Cristo are also observed.
Black Rosary.. Though LCC is a non-sectarian school, Lipenos as truly Marian devotees observe the month of October as the Rosary month.
Regaining strength through retreat and church visit.. The community recognizes the need to enrich one soul to regain strength loss because of the daily challenges. Pausing to pray, attend recollection and retreat is being supported by the college.
EVALUATION
One of the common reasons for evaluating learning and development programs is to determine the effectiveness of training programs for future improvement in analysis, development, design and implementation. Evaluation help us learn from experience of past training programs. This also helps determine if the program is suited for the participants' needs.
