Institutional Productivity of Sta. Teresa College: Basis for Designing Faculty and Staff Development Program

  • Aida A. Casas Ed. D. College of Teacher Education Graduate School-Batangas State University, Rizal Avenue, Batangas City 4200, Philippines College of Teacher Education, Sta. Teresa College, Bauan, Batangas, Philippines
Keywords: productivity, development program, faculty, staff, administration.


Educational institutions’ stakeholders of today value the schools’ indispensable role in creating and transmitting knowledge. They similarly place high regard on the critical role of the education sector in maximizing the opportunity of every individual to achieve his potential. Consequently, schools are challenged to offer quality education, facilities, instructors and environment. In addition, the rapidly changing educational environment requires wise campus leaders to monitor the pulse of their institution. The managers are likewise tasked to discern the school’s strengths and weaknesses in advance as prerequisite to appropriate actions. This study aimed to determine the institutional productivity of Sta. Teresa College (STC) as basis for designing faculty and staff development program. Specifically, the study opted to find how the present status of STC be described in terms of history, philosophy, vision, mission, objective; program offerings and enrolment; administration, faculty and staff; organization and governance; research and extension; instruction and facilities and compensation and benefits. It likewise looked into how the administrators, faculty and staff assess the institutional productivity in relation to number of enrollees and graduates; faculty professional growth; faculty-student ratio; resource utilization; student services; board examination and employability of graduates. Further, this research highlighted the difference on the assessment of the three groups of respondents. Furthermore, the strengths and limitations of the teaching and the non-teaching staff were dealt with as prerequisite to designing a faculty and staff development program.Research design was descriptive with the use of a researcher-constructed questionnaire as main instrument to gather data. Documentary analysis of the gathered school’s documents was accordingly used to enhance results from the questionnaire.This study involved the total population of the institution which is 147 employees. Specifically, seven administrators, 115 faculty and 25 staff served as respondents. The administrators are composed of the College President, the Director of Academics, the Director of Administration and Finance, the High School Principal, the Grade School Assistant Principal, the Head of Business and Management, and the College Registrar. Findings of the study showed that Sta. Teresa College has existed for 72 years. A lot of changes about the school had taken place through the years which include the change in the name of the institution from Colegio de Sta. Teresa de Jesus in 1920 then St. Theresa’s Academy (STA) to Sta. Teresa College (STC). As an educational institution, STC holds on to the philosophy that education is directed towards the formation of the whole human person and the good of the society to which he belongs. The school always has its reference to Christian concept of life centered on Jesus Christ and is governed by three considerations- its being Catholic, Filipino and in the Spirit of Concern, Responsibility and Service. From being run by the Franciscan then Good Shepherd Sisters, the school is now owned by the Archdiocese of Lipa. The administrators, the faculty and the staff assessed that the institutional productivity of STC is high evident in terms of number of enrollees and graduates; faculty professional growth; faculty-student ratio; resource utilization; student services; board examination; and employability of graduates. However, the administrator, the faculty and the staff differ on their assessment on the productivity of STC in relation to student services. The teaching staff got the highest mean while the administrators got the lowest mean.  This study further revealed that the strongest characteristic of the teaching staff is their being able to show respect to Teresian’s teaching while the weakest is that the faculty works on researches and shares the product of his studies. In contrast, the strongest characteristic of the   non-teaching staff is the show of respect while the weakest is on the staff’s punctuality and regularity in attendance. As output of the study , the researcher proposed a faculty and staff development program focused on the weaknesses of the faculty and the staff. The program intends further to complement the existing faculty and staff development program and to translate the said growth of personnel to students’ success as well as to the institutional triumph of STC.From the results of the study, the following are recommended: that the  Proposed Faculty and Staff Development Program be reviewed and actualized by the Administrators to further encourage institutional commitment of teaching and support staff and to enhance the productivity of both the personnel and the institution; that proper  implementation and support to the program be worked on by the administrators, the faculty and the staff, and that the future researchers conduct a similar study along the area of  institutional productivity to further validate the result of this study.


Catherine Q. Castañeda, (2006) Higher Education Quality Imperatives in the Philippine. Retrieved from Education IDRC2_Country Paper_Philippines1.pdf

National Productivity Commission, Power on Productivity, Pasig, Metro Manila

SR Robbins & M. Coulter, Management, Singapore: Pearson Education Inc., 2009.

T. D. Wall, & S. J. Wood, (2005). “Romance of Human Resource Management and Business Performance, and the Case for Big Science. “ Human Relations, 58 (5), 429-462.

Desimone, et al., Human Resource Development. Fort Worth: Harcourt College, 2002

Nenita V. Quiñon, “Faculty Productivity as Influenced by Teaching Commitment and the Relevance and Implementation of the Faculty Development Program.” Unpublished Doctoral Dissertation, West Visayas State University, Iloilo City, 2004.

J. A. Mello. Strategic Human Resource Management. Ohio: South Western College Publishing, 2002.

Glenda O De Lara, “Predictors of Extension Program Effectiveness of the Technological University of the Philippines System.” Unpublished Doctoral Dissertation. Technological University of the Philippines, Manila, 2004.

Adriano A. Arcelo, “CHED Graduate Tracer Study by CHED.” Dissertation, Fund for Assistance for Private Education (FAPE) and Educational Capital Corporation (ECC), Philippines, 2003.

Paciano S. San Andres, “Quality Indicators of State Colleges and Universities and Selected Private Tertiary Schools in CALABARZON.” Unpublished Doctoral Dissertation, Technological University of the Philippines, Manila, 2004.

Glomo, Danabeth T. “Communication Climate: Its Relation to Institutional Productivity.” Unpublished Doctoral Dissertation, University of San Agustin, Bacolod, 2009.