HR Manager and College Dean

Southern Mindanao Cooperative Colleges

College of Computer and Information Technology (CITE)

Zamboanga City

May 16, 2006 to June 15, 2008

Core Responsibility as HR Manager:

Under the general direction of the Vice President for Academic Affairs, the HR Manager is accountable for the following:

Identifying and analyzing developments and trends in organizational climate/culture issues and recommending and implementing innovative approaches and practices appropriate to the College environment;
Researching, recommending and delivering appropriate professional development and training programs and activities in accordance with adult educational principles, identified needs, College strategic goals, HR Plan goals, collective agreements and College policies and procedures;
Ensuring the development and delivery of appropriate skills training, as well as management, professional and leadership development programs for the College;
Providing advice to subject matter experts regarding content of professional development programs, customization for the College environment and method of delivery;
Chairing and/or being a member of and/or providing advice to College-wide professional development committees;
Providing leadership in the development, promotion and implementation of programs and activities to ensure effective professional development plans and recognition/rewards initiatives for current employees;
Ensuring College employees are trained in the College’s performance planning and review process;
Leading and supervising assigned staff, including recruitment and selection, training, performance planning, evaluating and disciplining where appropriate;
Overseeing planning and coordination of the Presidents recognition events, such as the Retirement Dinner and Recognition Receptions;
Administering collective agreements and College policies, including representing the College in the grievance/arbitration procedure for assigned grievances;
Exercising signing authority on behalf of the Department for budget and expenditures as assigned;
Acting on behalf of the VPAA in his absence as requested; and
Performing other related duties as required.

Core Responsibility as College Dean:

The purpose of this post is twofold -- first being the liaison with the College and secondly, with other members of the College Alliances:

>> to provide welfare support and guidance to members of the College;

>> to be responsible for the general welfare and discipline of students in the College;

>> to act as a mentor to the College instructors; and to help foster community atmosphere in the residences.

Conditions of Service:

This job was explicitly for a maximum period of two years subject to an annual review of performance by a sub-committee of the Board chaired by the President. Being the Dean is normally required to be resident in the College during term-time in order to carry out my duties; the Dean is requested to be available during term time that includes the practice of the External Relations as member of Region Quality Assessment Team of the Commission on Higher Education; to provide cover for colleagues when required.

Duties and Responsibilities:

The Dean is responsible for the general welfare and discipline of College members. The Dean is supported by College Instructors in the exercise of these duties.
The Dean must live in the house provided and be available to give us assistance and advice when any serious problems arise, and to call on other members of the Collee Alliance or University Officers for assistance as seems appropriate.
The Dean must report any serious incidents to the President as soon as possible.
It is the responsibility of the Dean to act as the next level of referral for disciplinary matters in the context of the general regulations for student conduct in the residence when requested by any of the instructors and to ensure that the President in informed or any intervention or action taken, where appropriate. In the absence of the President, the Dean will have the authority to authorize fines and other punitive measures within guidelines set out y the President.
The Dean may be called upon by the Board to serve on appropriate sub-committees from time to time.
The Dean is required to respond promptly to the College Administrator, the College Facilities Manager and College reception on matters relating to the smooth running of the residences.
The Dean is required to respond promptly to the College Administrator’s e-mail requests to investigate incidents which are reported at the College reception and to inform the College President of any matters requiring urgent attention.
It is the responsibility of the Dean to register his/her absence from the College with the College President in order that appropriate cover by other members of the College Alliances can be organized.
The Dean will provide cover for the President when it is required.
The Dean is required to assist in the succession planning, recruitment selection, and training of College Instructors and to act as a mentor for the College Instructors.

Important Duties and Responsibilities as stipulated in CMO#25 Series of 2001: General functions and/or responsibilities of the IT Dean, Department Chair, Director, Coordinator should be as follows, thus:

To assist in the formulation of institutional policies, curriculum development and offerings;
To exercise educational leadership among the concerned faculty members by:

initiating and instituting a faculty and staff development program;
preparing and assigning the teaching load of the Faculty Members and directing them to advise students in their program of studies; and
ranking and recommending the appointment, promotion, retirement, termination, and instituting disciplinary actions on Faculty Members and non-teaching personnel of the institutions vis-à-vis IT subjects o the Higher Education Institutions’ policies and procedures.

To coordinate with the office concerned with student services;
To encourage research and extension activities among Faculty and students;
To institute methodologies of instruction and adopt proper textbooks;
To oversee the formation, implementation, and evaluation of plans and programs for development and the supervision/coordination of activities
and services for the advancement of goals and objectives; and
To help enforce the concerned Higher Education Institution’s rules and the laws affecting education, and the procedures, policies, rules and regulations promulgated under authority of or as adopted by the Commission and/or the Higher Education Institution

Let me share you this story:

My time as HR Manager and College Dean at the College of Computer and Information Technology, Southern Mindanao Cooperative Colleges, wasn't just about ticking boxes on a checklist; it was a whirlwind of challenges, triumphs, and unforgettable moments. One particularly vivid memory involves navigating a significant faculty shortage in our rapidly expanding Cybersecurity program. Demand for cybersecurity professionals was exploding, and we were struggling to find qualified instructors to meet the student influx.

The initial reaction was panic. We had a waiting list of eager students, a state-of-the-art lab, and a curriculum ready to go – but no teachers. Simply posting job ads wasn't generating sufficient applications. This wasn't just an HR problem; it threatened the reputation and future of the entire college.

My problem-solving approach began with a deep dive into the root cause. We weren't just competing with other colleges; we were competing with lucrative private sector jobs offering significantly higher salaries. So, I shifted our recruitment strategy. Instead of solely relying on traditional job boards, I reached out to industry professionals directly, attending cybersecurity conferences and networking events. I presented the college not just as a place to work, but as a chance to make a real impact on the next generation of cybersecurity experts, offering competitive benefits and opportunities for professional development.

I also implemented a creative mentorship program, pairing experienced faculty with recent graduates interested in teaching. This allowed us to train and retain talent, addressing the shortage in the long term. It wasn't easy; it required late nights, countless phone calls, and a lot of persuasive communication. But the result was incredibly rewarding. We filled all the vacant positions, launched the Cybersecurity program successfully, and even had a waiting list for future semesters.

This experience taught me the power of proactive, strategic thinking and the importance of building strong relationships within the industry. It also reinforced my belief in the value of mentorship and the potential for creative solutions to overcome seemingly insurmountable obstacles. It wasn't just about filling positions; it was about building a vibrant, thriving program that would empower students and contribute to the growth of the cybersecurity field. This story, I believe, showcases not just my HR and administrative skills, but also my resilience, creativity, and dedication to the success of both the college and its students.