Dr Snehal. S. Donde MEM Seat no. 40004

1. “UGC Regulations, 2010 of Minimum Qualifications and Measures for Maintenance of Standards in Higher Education”- A practitioner’s perspective” Dr Snehal. S. Donde MEM Seat no. 40004

2. Content • Introduction to impact of globalization on UGC regulations • Research analysis of Sixth pay revision and UGC regulations, 2010 • Sixth pay regulation implications • Latest reforms in Sixth pay regulation • PBAS documentation • Implications of UGC regulation, 2010

3. 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

4. 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.

5. 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.

6. BACKGROUND • The Indian education system has given a new image to India both internally and also at a global level. • UGC has mandate to promote excellence to meet changes, challenges, competencies and full fledged teacher resource development through regulations and pay revisions. • 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. • UGC regulations, 2010 and pay revisions recommendations felt to be hampering teaching learning and dignity and honor of Teacher.

7. 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- reviewing 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 regulations, 2010 proved to be of substance.

8. 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.

9. 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 -180 teachers from 20 colleges in and around Mumbai were randomly selected. • Tool administered: A four point rating scale including 50 items. Informal interview schedule. • Technique of analysis: Percentage analysis and inferential techniques. • Test applied: ‘t’ test • Hypotheses was tested

10. 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: • 70% and above: High perception • 60%- 69% : Moderately high perception • 51%- 59% : Moderate perception • 60% -100% : Positively perceived • Below 50% : Low /Negatively perceived

19. Fig 1: Perception of degree college teachers towards UGC's sixth Pay commission regulations. Pay scale, Recruitment conditions, API, CAS and Code of professional ethics

20. Ps- Pay Scale, -III RQ- Recruitment and Qualification,- IV API-Academic Performance Indicator, -V CAS-Career Advancement Scheme, -II CPE- Code of Professional Ethics-I

21. Major findings of the study • Gender-wise (overall) the perception was similar and highly negative towards API. • 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

22. Cont--- Informal interview report low perception level reasons: 1.Teachers feel that too much emohasis or weightage to research and conferences hampering teaching ;learning. 2. Deciding to intorduce API to solve the problem of competitions faced by globalization, by adding an element of impermanence to the appointments, is not a solution. 3.Term bound appointment to Principals will not solve problem of governance and administration. 4. Complicated the problem manifold due to Professor position in colleges. 5. Gravely affected teaching-learning process

23. Implications as observed • A study of such a nature would throw light on the following aspects: • Whether UGC's Sixth Pay Commissions recommendation enables to create a better environment for both teaching and research. • Whether accurately assessing teacher's developmental state can direct planning and drive teaching. For instance, recognizing teachers perception about UGC's sixth Pay recommendations may promote ideas to eliminate teaching and learning barriers. • This study would also allow to investigate about the concern among the teacher and research community, whether UGC regulations might have unintended consequences for teaching and other fields. • The study will be used to plan and incorporate teachers information. • Inquiry into the reasons and factors contributing to the lack of interest of competent individuals in the teaching profession must be conducted and adequate policies should be formulated to address the situation. • Such kind of research promises better understanding of our system and importance of UGC regulations which are formulated on the basis of imperatives identified to systematically and strategically equip teachers with skills to achieve professionalism.

24. 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.

25. 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.

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

27. I II III III III IV IV V 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.

28. 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.

29. 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)

30. 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.

31. : 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)

32. 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.

33. 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

34. Promotion under CAS Assistant Professor- Stage I Pay Band : 15600 – 39100 . AGP Rs. 6000/- With PhD Professional Master’s Degree (after 4 yrs service) Without M.Phil. Professional Master’s Degree (after 6 yrs service) With M.Phil. Professional Master’s Degree (after 5 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 Designated as Associate Professor

35. 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

36. 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.

37. 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

38. 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)

39. 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

40. 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

41. 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.

42. Academic Performance Indicator Scores for recruitment and CAS promotionsCATEGORY:I Teaching, learning and evaluation related activitiesMarks based on self assessment and finalized by screening/selection committee after interview of a teacher

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

44. Category:III Research and Academic contribution

45. 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

46. 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

47. 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.

48. Fifth pay Refused to do 5hr work Behavior outburst-assessment by student Strong Opposition to NET/SET/PhD Least interest in research and publications Poor documentation and record maintenance Ignorance towards many college and other activities Sixth Pay Least resistance Almost no behavior problems No opposition Enrolment in PhD high and participation in research projects Better awareness Participation and involvement better in conferences and college activities Attitude factor:

49. 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!

50. Q & A ?????