Index Page No. Naac steering Committee 1



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Industry interaction

  • Linkage with local industry and export houses/garment manufacturing units established to provide exposure to our students and help them develop entrepreneurial activities.

  • Industrial training programmes to provide practical orientation to U.G. and P.G. Students and prepare them for career in I.T. Industry. Linkage is established with Garments manufacturing units/ houses and hands-on training is organised periodically.

  • Industrial visits are organized to provide exposure to manufacturing and marketting processes.


6.2.5 How does the Head of the institution ensure that adequate information (from feedback and personal contacts etc.) is available for the top management and the stakeholders, to review the activities of the institution?

The Head of the institution ensures that adequate information (from feedback and personal contacts etc.) is available for the management in the following ways:

a) By holding periodical meetings to review the overall progress of the institution.

b) Through personal interactions with students at both formal and informal level.

c) Through personal interaction of the Principal with the faculty and nonteaching staff.

d) Through interaction of the Principal with the guardians.

e) Through information available in Student feedback forms.

f) Through reports of Parents meetings organized by various departments.

The management and head of the institution are always in interactive mode with each other. The head of institution gets the feedback from various stakeholders’ teachers, students, parents, industry, alumnae, and the public with regards to the teaching quality, curriculum, extra-curricular activities and infrastructural requirements and communicates it to the members of the managing committee. After thorough discussion and deliberations, the existing facilities and activities of the institution are reviewed and decisions are taken for their implementation.The available resources and modalities are also considered thoroughly.
6.2.6 How does the management encourage and support involvement of the staff in improving the effectiveness and efficiency of the institutional processes?

The management encourages and supports involvement of the staff for improvement of the effectiveness and efficiency of the institutional processes:



  • By having staff representatives in the college‘s Governing Body.

  • By constituting committees with teacher representatives, which play an important role in planning and implementation of activities in different spheres of institutional functioning?

6.2.7 Enumerate the resolutions made by the Management Council in theast year and the status of implementation of such resolutions.

As a routine, a quarterly meeting of the Managing Committee of the college is held every year to discuss all matters academic (curriculum and appointments, financial, Infrastructural facilities) relating to the college. During 2012-13 the meetings of the Managing Committee were held on 22-12-2012 and 23-03-2013 &some of the resolutions adopted are as follows:



Date

Agenda

Decision Taken

22-02-2012

1. Celebration of 110 birth anniversary of founder president late Mataji Smt Radhadeviji Goenka, 71st foundation day of the society and social gathering of the college 2012-2013

2. to give the information of letter from joint director office regarding fixation of the post based on the students strength as on 1-10-2012

3. salary account

4. UGC grant information



Principal inform the members of LMC regarding the celebration of this programs along with the guest invited and the various cultural programs which are to be organized

Honorable joint director Amravati Rigion has carrid out fixation of post of teaching and non teaching staff based on the students strength as on 1-10-2012

Salary account of the college is maintained in the Bank of Maharashtra Umari Branch Akola and it is with the name of Principal of the college.

Principal gave the information regarding the receipt and expenditure of the UGC grant sanctioned during 11 plan period of UGC various heads such as grants for books and equipment tours and travel , construction of building, special grant for NRC, remedial coaching, reading room construction and ladies toilet construction were discussed



23-03-2013

1. SGB Amravati University Letter

2. Expendicture of UGC Grant




The principal placed the letter of Amravati University dated 1-03-2013 on the floor of committee as regard preparation of planned for educational development by the college for the period 2013-2018 and accordingly it was decided for the compliance of the letter

UGC grant sanctioned under the 11th plan has been utilized by the college under the various heads and receipt payment, completion certificates, utilization certificates are submitted to UGC WRO Pune and principal also informed about the expendictures out of the special grant sanctioned for construction of the girls hostel



6.2.8 Does the affiliating university make a provision for according the status of autonomy to an affiliated institution? If ‘yes’ what are the efforts made by the institution in obtaining autonomy?

No

6.2.9 How does the Institution ensure that grievances / complaints are promptly attended to and resolved effectively? Is there a mechanismto analyse the nature of grievances for promoting better stakeholder relationship?

The institute has well-defined grievance redressal mechanism to address and redress the grievances of all the members. Prompt and effective disposal of grievances of various stakeholders is being done by the Grievances Redressal Committee constituted for the overall well-being of staff and students. This committee discusses the matter with Principal to solve the problem.

A Grievance Redressal Cell has been established to address the problems of the students and staff and promote a healthy atmosphere in the college. The overall objective of the cell is:



  • To uphold the dignity of the college by ensuring strife free atmosphere in the college by promoting healthy student-student and student-teacher relationship.

  • To encourage the students to express their grievances freely and frankly.

  • To address the basic problems of boarders regarding mess and other amenities.

  • To promote & maintain a conducive and unprejudiced educational Environment.

To streamline the grievance redressal mechanism and ensure speedy justice, a committee has been constituted by the Principal, who is the chairperson of the committee. The following grievances were solved during last 4 years

  1. Delay in salary.

  2. Implementation of 6th pays commission recommondations.

  3. Clearance of dues and arrears of staff.

  4. Loan disbusrsement from credit society of college.

Suggestion/ Complaint boxes have been installed in the college campus and hostel in which students put in writing their grievances. Prompt and effective disposal of grievances of various stakeholders is being done by the Grievances Redressal Committee under the guidance of the Principal. The cell finds solutions for problems like, harassment-physical or mental, complaints regarding classroom teaching, grievances relating to hostel and administration. The complaints are aggregated under different heads like problems of hostel, mess, classrooms teaching etc., the complaints analyzed and resolved after consultation with the members of the committee. The suggestions/solutions are used for promoting healthy stakeholder relationship.

Redressal of Staff Grievances:

The Principal is accessible to all the members for sharing their grievances and concerns. Faculty members are free to express their complaints and problems privately. The Non-Teaching Staff bring their grievances to the officers of the college. Grievance against a colleague/HoD/Officer expressed by a staff is referred to the Principal for appropriate redressal.


Redressal of Student Grievances

There is a Grievance Cell to look into the grievances of the students. Grievance/suggestion boxes are placed at strategic locations. Student grievancesrelated to academics are dealt with at the department level by the teachers /advisors of Grievance Redressal Committee.



Redressal of Parents‘Grievances

Parent-Teacher Meet serves as a platform for parents to share their grievance swith the teachers. Parents can seek appointment with the teacher concerned and share their concern on one-to-one basis.



6.2.10 During the last four years, had there been any instances of court cases filed by and against the institute? Provide details on the issues and decisions of the courts on these?

No, there is no court case filed by or against the institute.



6.2.11 Does the Institution have a mechanism for analyzing student feedback on institutional performance? If ‘yes’ what was the outcome and response of the institution to such an effort?

The institute has a clearly set and defined mechanism of obtaining the feedback from the students to improve the performance and quality of the institutional provisions. The Academic Audit Committee consisting of the teachers from allthe faculties collects feedback from the students regarding learning process andother aspects of college functioning.The whole process is monitored and carried out by the IQAC in association withAcademic Audit Committee through a Questionnaire (based on NAACrecommendations) prepared for the purpose. The questionnaire assesses aspectsrelated to the curriculum, infrastructural facilities and student support services.The analysed data from the feedback is presented to the Principal and disseminated to the Heads and Coordinators for further action.

In order to seek feedback from prime stake-holders i.e. students and parents, thecollege has formed various bodies that operate at different levels with theirformulated policies. These sagacious suggestions and much-valued opinions arehighly appreciated for the direction they provide to the institution to ensureacademic meritocracy. The PG departments obtain inputs from its students whoare employed in various organizations to improve the overall competency of thestudents for employability.

The information obtained from the feedback, be it the invaluable suggestions orviews agreeable or disagreeable from both stake-holders as well as nonstakeholders are considered by the management, their viability discussed andmeasures taken to make the optimum utilization of its resources.



Measures Adopted in Pursuance of Feedback obtained from students, faculty and non-teaching staff

Curricular Aspects:

  • New Courses introduced: Fashion Designing in B.Sc Home-Science faculty.

  • Initiation of Personality Development Classes for students.

  • Regular engagement of classes as per time table.

  • Spoken English and Communication Skills and remedial coaching classes for students.

  • Provision for Computer Coaching at nominal rates.

  • Flexi-timings for few professional courses.

  • Criteria fixed for admission.

  • Infrastructural Improvement.

  • Inputs from students and faculty considered in preparing the student charter.

6.3 Faculty Empowerment Strategies

6.3.1 What are the efforts made by the institution to enhance theprofessional development of its teaching and non teaching staff?

The supportive management is fully aware of the fact that updating of knowledgebase and skills is not only desirable but also imperative to face the challenges ofthis constantly evolving world.The institution ensures the professionaldevelopment of the staff by.



  • Planning and executing programmes that address professional development, career development, and personal development of faculty members.

  • Organizing new skill development opportunities and also where scope exists for specialization.

  • Encouraging faculty members to enroll for or provide resources for trainingprogrammes and workshops.

  • Appreciating innovations and recognizing and awarding performance.

  • Sponsoring for participation in national and International Conferences, seminars and workshops.

  • Sponsoring for Publication.

  • Supporting membership and active involvement in local, state, national and international-professional associations.

Our faculty members are active life members of various national andinternational Scientific, literary bodies and NGOs.

Development programmes for Non-teaching staff:

The college has implemented various programmes to enable the staff to functionmore effectively. Employees need training in advanced skills related to theirworks. In this regard college provided computer training to the staff. Institution appointed supporting staff to carry out the activities of the college as well as thecomputer training programmes and other service programmes conducted by theuniversity.



6.3.2 What are the strategies adopted by the institution for faculty empowerment through training, retraining and motivating the employees for the roles and responsibility they perform?

The needs of the faculty development are assessed, keeping in view the changestaking place in Higher education and also institutional requirements. The collegehas perceived the need for enabling its faculty to use ICT tools to create richerlearning environment and also improve curriculum delivery. To address this needthe college organizes Computer Literacy Programme for Faculty. The collegeorganizes Computer Literacy Programme for the non-teaching staff also. The head ofthe institution suggests the names of faculty who need to be trained foradministrative positions. Faculty is deputed to attend Capacity BuildingProgrammes for Women Managers in Higher Education and acquire managerialskills. At the institutional level, the College Management motivates facultymembers through prompt appreciation of exceptional merit and talent and byproviding opportunities for self-expression. The College is committed to facultywelfare and it offers a platform for the talented and the aspiring.

The College organizes International and national seminars, workshops, conferences and Faculty Development Programmes for its staff as for the facultyof other institutionsin the state. The college management sanctions duty leave tothe faculty for attending seminars /conferences to keep them updated on therecent advancements iin their respective fields.

6.3.3 Provide details on the performance appraisal system of the staff toevaluate and ensure that information on multiple activities isappropriately captured and considered for better appraisal.

The achievements of faculty members are monitored and maintained throughPerformance appraisal system as per the guidelines from UGC. The appraisalreport of faculty is made by the concerned head of the department on the basis ofthe yearly achievements, discipline, quality etc. and is then submitted to the headof the institute. Student Feedback form on Teachers based on NAACrecommendations also indicates the teacher quality. All the students from eachand every class fills this form to help the institution assess the teacherperformance and take necessary mesures. The identities of students are notrevealed.Secrecy of this exercise is fully maintained. The feedback form has awell-defined set of questions that help the students to evaluate the teacher on thebasis of knowledge base, communication skills and interest generated by theteacher. The participation of the teachers in various college affairs is closely monitored by the Principal.



6.3.4 What is the outcome of the review of the performance appraisalreports by the management and the major decisions taken? How arethey communicated to the appropriate stakeholders?

The performance appraisal report duly filled is assessed by the Principal and management. The Management plays an active role in the performance appraisalof the staff. The management keeps a vigil on the professional behavior andattitude of the members of the teaching as well as the non-teaching faculty.

Annual increments and placement in the grades are all implemented under thesignatures of the managing committee and due recognition and increments aregiven to the teachers who have completed their Ph.D. Likewise, the managementensures expeditious implementation of all the benefits after the appraisal of thefaculty. The management takes effective decisions and the decisions taken areincorporated in the proceedings of the meetings of the managing committee andGoverning Body.

6.3.5. What are the welfare schemes available for teaching and non teachingstaff? What percentage of staff have availed the benefit of such schemes inthe last four years?

Realising that satisfied employee is an asset for the institution and can make thecollege a productive place, the management has put several incentive measures inplace for the teaching as well as Non-Teaching Staff them besides the salarypackage.

The college‘s initiative towards the welfare of its staff and faculty are:


  1. Children of teaching and non-teaching staff having meritorious position in the different examination are facilitated in the staff council meeting.

  2. LTC facility is availed for the teaching and non-teaching staff once in five year this facility is restricted for travelling in the Maharashtra state only.

  3. Four Staff quarters are available for teaching staff.

  • Every year two sets of uniform is given to class IV workers by the college expenses.

  • The provision to avail 6 months leave without salary for faculty members to pursue research activities.

  • Training in the use of computers for Teaching as well as Non-Teaching Staff to motivate them to undertake self- development.

  • Facilitation of faculty participation in programme for professional development organized by the college and other agencies through grant of leave.

  • Faculty and staff encouraged to pursue studies or attend advance administrative/ academic training programmes.

  • Organization of health awareness programmes.

  • Career Advancement benefits for those with higher qualifications such as M.Phil and Ph.D as well as opportunities for those who wish to improve their qualifications as per the rules Government of Maharashtra.

  • There are also government schemes in place to provide loans against PF for those who wish to buy/construct houses/ marriages of children.

  • Salary earners credit cooperative society of the college gives loan of Rs. 4 lakh and emergency loan of Rs. 20000 is also available immediately in case of emergency.


The following social welfare schemes of the Maharashtra Government and the Affiliating University have been implemented:

  • Medical leave are given to the employees during his/her job period.

  • There is a provision of maternity leave for the women staff.

  • Duty leave is given, if applicable.

  • An insurance policy of LIC named Group Insurance is given to the staffmembers whose premium is automatically deducted from their salary.

  • APL is also admissible.

6.3.6 What are the measures taken by the Institution for attracting andretaining eminent faculty?

A lot of measures are taken by the institute for attracting and retaining eminentfaculty. A handsome salary is offered to the faculty according to their experienceand qualification.The management accords fair treatment to both aided and self-financed faculty interms of sharing of administrative responsibilities, and representation incommittees. The academic input given to the entire faculty body makes themappreciative of the academic environment. Periodic revision of pay is done forthe management faculty. Their teaching experience prior to being recruited in thiscollege is considered for increment in their pay. Similarly, Ph.D. holder’s get three additional increments. Irrespective of their years of teaching experience, permission is granted for the faculty to pursue their Ph.D. as part-timeresearchers and they can opt for a six months leave without pay. Service rules areemployee friendly and the management faculty feel comfortable with them.

Key factors that attract Faculty are:


  • Faculty enrichment through upgraded activities like National and State Level Seminars, workshops and conferences on emerging trends and techniques in various fields.

  • Possibility of a stable satisfying career.

  • Transparency in the system.

  • Overall reputation.

  • Quality of teaching and courses.

6.4 Financial Management and Resource Mobilization

6.4.1 What is the institutional mechanism to monitor effective and efficientuse of available financial resources?

The effective and efficient use of available financial resources of the college isensured through a proper system adopted by the college.First of all for any expenditure to be made a proper reqirnment in writing is made by the concerned department with full details of requirement of the apparatus, equipment, maintenance, infrastructure etc. to the Principal. The Princialscrutinizes the application and directs the department/ official concerned to invitequotation of reputed concerns as per rules of purchase of the Management. Ameeting of purchase committee is held on the receipt of the quotation/ tenders.The Principal forwards the tender quotation/tenders recommended by thepurchase committee to the management for final approval. Purchases are finallymade on the approval and sanction of management. All the official formalitiesare completed and done viz. preparation of voucher/ stock entry/ and issue ofcheques to the concerned parties/ suppliers and the record maintained.



6.4.2 What are the institutional mechanisms for internal and externalaudit? When was the last audit done and what are the major auditobjections? Provide the details on compliance.

The College Management has appointed a regular internal auditor who audits allthe income & expenditure of the college. In addition to this the Management hasappointed an approved Chartered Accountant to audit the yearly accounts of thecollege and prepares the annual income & expenditure statement along withBalance Sheet of the college which is duly signed by him Utilization certificates for the various UGC grants are also signed by CA. The Governmentgrants are also being audited by the Audit Department of the Maharashtra Govt. and senior auditor Amaravati region.





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