FACULTY WELFARE

Introduction

Faculty welfare is an important program which aims at improving

the status of the individual working within a particular concern/institution
by providing various facilities and services.

Meaning

Faculty welfare is relating to welfare of staff. It consists of

1) Promotion

2) Increments

3) Incentives

4) Transfer

5) Leave

6) Attendance of conference / study courses

7) Inservice education

8) Continuing education.

1) Promotion

 Promotion is a reassignment of individual to a job of higher

rank.

 It is advancement involving a change from one job to

another that is better in terms of status and responsibility
promotion in nursing service administration.

 When vacancy occurs administration starts thinking

employees who are qualified to fill the posts.

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Elements of promotional programme

i) Policy

ii) Identification of promotion channels.

iii) Selection and appraisal.

iv) Training and development

v) Communication

vi) Centralized record and co ordination.

i) Policy

Among policy issue, the nursing administration must decide

whether to fill vacancy from with in hospital organization or state,
or to select through employment exchange.

ii) Promotion Channels

Promotion channels serves as guide to the nurse administrative and

protects her from legal matters and help the nurse to work hard for
next position.

iii) Selection and Appraisal

Selection of nursing staff for promotion is closely related to their

performance appraisal and to centralize record maintenance. The
evaluation of nurses are maintained in their personal file and is
kept under the custody of nursing superintendent.

iv) Training and Development

In many institutions, it is a practice that inorder to get next

promotion, the nursing personnel must under go special traning.
Ex. In order to become ward supervisor, they undergo training for
some period of months.

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 v) Communication

Service record is maintained for each nurse and it contain alldetail

about that staff and is maintained in the administrative office.

a) Educational qualification.

b) Experience

c) Seniority

d) Integrity certificate

e) Performance appraisal

f) Special training

g) Satisfactory work accord and other desired criteria.

Promotion List

Selection committee according to the criteria developed evaluate

the staff, some times based on interview, candidates are selected.
Selection committee entails the full list who are eligible for promotion
and also serve order of promotion.

2) Increments

Increments will be given travel allowance, house rent allowance

depend upon the basic pay of staff.

3) Incentives

Certificates / gifts / rewards money are given according to the level

of performance at the best.

4) Transfer

Transfer implies a lateral movements of an employee in the

hierarchy of position with the same pay and status.

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Objectives of transfer:

Usually transfer are institution in initiated and it is resisted by

nurse due to certain reasons.

 Nurses are unwilling tomove to an unknown place.

 They suspect that they are victimized by administration.

 They are interested to move to particular hospital / work office.

5) Leave

a Casual leave :

Every employee of colleges is eligible to avail casual leave

upto a maximum of 12 days in a calendar year.

- One casual leave / month.

- Continuous absence beyond for actual member of

days of absence.

b On Duty

Teaching staff members will be allowed a maximum of 10

working days in an academic year as “on duty” for the
purpose of attending board meeting / central valuation /
external examinership / additional / chief superintendent for
practical and theory examination connected with university
during the working days.

c Leave on Loss of Pay

Board of management will decide whether the leave on loss

of pay avoided by the individual staff is on valid reason or
invalid reason.

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 d Vacation

Every teaching staff members who fully served for 2

semester is an academic year is eligible to avail 45 days of
vocation leave during the academic year.

6) ATTENDANCE AT CONFERENCES / STUDY COURSES

Staff members are eligible to get salary on attending any

conferences or courses related to their benefit of the institution.

7) INSERVICE EDUCATION

It is an organized educational programs which is offered to trained

staff during their period of employment and related to the
improvement of their performance.

There are 3 types of inservice training.

- Centralized inservice training.

- De-centralized inservice eduation.

- Combined or co-ordinated inservice education.

In service programme for staffmembers are of two ways

short term program and long time programs.

Ex. of long term courses, basic bachelor degree, post basic

B.Sc., M.Sc., Nursing and Doctorate courses.

8) CONTINUING EDUCATION

Staff should be permitted and encouraged to further their education

by taking part in refresher courses, workshop, seminars etc by taking up
formal post basic courses availability of scholarship should be made to
them and such guidance are given.

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 Scope of continuing education for nursing teachers is very broad
and comprehensive. It refers to education a teacher receives after she has
entered into the teaching profession. It includes all the programmes,
educational and social in education which she receives at different
institutions in form of refresher professional courses.

Voluntary continuing education are of two types formal education

and informal education, and it will be provided either by the employing
agency or sponsoring agency.,

Formal continuing education is a planned one with specified and

exclusive aims which include all programes with career advancement and
salary.

Informal education may be for short duration sudden or incidental

which provide technical and applied skills.

FACULTY IMPROVEMENT TECHNIQUES

1) Encourage and stimulate faculty.

2) Take positive attitude towards problems of teacher.

3) Provide resource is facilities for implementation of

instruction.

4) Create a climate which stimulates create participation by

faculty members.

5) Give recognition to abilities.

6) Give opportunity to plan, experiment is explore.

7) Assist in developing teaching techniques

8) Maintain good relation with faculty members.

9) Motivate them to maintain good relationship with

professional organization.

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LEAVE FACILITIES

Leave facilities incorporate existing annual leave, casual leave,

compensatory holidays, sick leave maternity leave, study leave, leave on
loss of pay, official leave and sabbatical leave.

General rules of Taking Leave

1) Leave shall be granted in accordance with the leave rules of

institution.

2) Leave cannot be claimbed by any employee as right.

3) The administrative office concerned shall be the competent

authority to sanctioned the leave, it is depends up on the
necessities.

4) Ordinarily no employee shall absent himself or herself from work

unless leave is sanctioned. Employees remaining absent
unauthorizedly shall be subjected to disciplinary action.

5) Normally, leave application shall be made in prescribed forms.

6) All leave application forwarded to the administrative officer

concented for sanctioning shall contain the recommendation of the
head of the department.

7) The administrative officer concerned shall arrange to intimated the

unavailed leave to the credit of the employees of each department.

LEAVE DETAILS

1) Annual Leave

The quantum of annual leave shall be on the following scale.

i) Council appointees – 35 days.

ii) Non – council appointees – 25 days.

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 Annual leave for confirmed employees shall be calculated on
prorate basis on the number of days spent on duty by on employee in the
leave year. For arriving at the number of days spend on duty the days
availed on annual leave, casual leave, sick leave, maternity leave will be
taken in to account. It is not granted in more than three installment in a
leave year.

2) Casual Leave

It may be granted to a employee for a total of 10 days, in each year

subject to the necessities and exigencies of work. It may be prefixed or
suffixed to Sundays or holidays. Casual leave may be availed for half d
day.

Unexpected casual leave upto 2 days may be carried over to the

following year to be used with in the first six months.

3) Compensatory and Institutional Holidays.

If any member of the staff is on any leave other than official leave,
on a declared holiday of the institution, no compensatory leave shall be
given to them.

National and festival holidays falls on a Sunday, compensatory

leave will be given which may be taken with in 6 months.

Leave facilities

Leave facilities incorporate existing annual leave casual leave,

compensatory holidays, sick leave maternity leave, study leave on loss of
pay, official leave and sabbatical leave.

General rules of taking leave

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 1) Leave shall be granted in accordance with the leave rules of
institution.

2) Leave can not be claimbed by any employee as right.

3) The administrative officer concerned shall be the competent

authority to sanctioned the leave, it is depends up on the
necessities.

4) Ordinarily no employee shall absent himself or herself from work

unless leave is sanctioned. Employees remaining absent
unauthoraisdely shall be subjected to disciplinary action.

5) Normally, leave application shall be made in prescribed forms.

6) All leave application forwarded to the administrative office

concerned for sanctioning shall contain the recommendation of the
head of the department.

7) The administrative office concerned shall arrange to intimated the

unavailed leave to the credit of the employees of each department.

4) Sick Leave

Sick leave with full pay for a total of 15 days may be granded in
the leave year. In addition to 15 days sick leave full pay as above, sick
leave with half pay for a further period of 18 days may be granted in a
leave year. But this cannot be converted to 9 days sick leave with full
pay.

Sick leave normally be granded only on production of a sick leave

recommendation ship issued by the medical officer.

5) Maternity Leave

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 Women employees in the institution shall be granted maternity
leave for 12 weeks with full pay. Part of the maternity leave may be
availed just prior delivery.

Salary Details

1) Review of Salary after every 5 years.

To bring them in line with the prevailing economic realities

and cost of living index.

Professional benefits

1) Facilities for further study through correspondence courses.

2) Additional increment on acquiring higher qualification.

3) Research followship for doing research.

4) Travel concession in addition to leave travel concession for

attending professional programmes.

Family welfare measures

1) Educational Scholarship to children of faculty.

2) Provision of craches of women faculty during duty hours.

3) Employment to their family members on death or in capacitation.

Miscellaneous Welfare

1) Creation of housing found for faculty to facilitate for loans.

2) Medical allowances and reimbursement of the entire cost of

treatment and medical expenses.

Retirement Benefits

- pension, gratuity, family pension, provident funds.

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 - Facilities for health and medical care should continue to be
available to faculty and their family members after
retirement.

Principles of labour welfare services

i. The service should satisfy real needs of the worker

ii. The service should be such as can be4 handled by cafeteria

approach.

Due to different in sex, age, marital status, number of children,

type of job and the income level of employees there are large
difference in their choices of particular benefit. Hence, it is
suggested that a package total value of benefits should be
determined and the selection of the benefit should be late to the
choices of each individual employee. This is known as “cafeteria”.

iii) The employer should not assume a benevolent posture.

iv) The cost of the service should be ???????? and its financing
established on a sound basis.

v) There should be periodical assessment or evaluation of the service and

necessary timely improvement on the basis of feed back.

Health Services

i) Preventive and corective

o Pre employment and periodic medical examination

o Removal or reduction of health hazards to the maximum

extent possible.

o Surveillance over certain classes of workers such as women,

young person and person exposed to special risks.

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 o Education of workers for health and hygine

o Monitoring proper lighting, temperature, ventilation, noise

etc.

The curative aspects begins only after a worker has fallen ill or caught
any disease.

Counselling service

An employee very often comes across problems which have

emotional content (ex) nearing retirement, promotion.

Advantages

1) It improves both upward and downward communication.

2) It help employee in finding release of emotional tension.

3) It clarifies employee’s thinking.

4) Develop courage and confidence in the employee.

Safety service

Prevention of accidents is an objective which requires no

explanation.

Components of safety services

1) Appointment of safety officer

2) Support by line management.

3) Elimination of hazards.

Job safety analysis, placement, personal protective equipment, safe

guarding machinery, materials handling, layout design, house keeping.

4) Safety training

5) Safety inspection.

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 6) Investigation of audits.

Faculty Development

1) Induction training

2) Job orientation

3) Inservice education.

4) Continuing education.

1) Induction Training :

Is a brief standardized indoctrination to an agencies philosophy,

purpose policies and regulations given to each worker during her or
his first 2 or 3 days of employment in order to ensure his or her
identification with agencies philosophy, goals and norms.

2) Job Orientation

Is an individualized training programme intended to acquaint a

newly hired employee with job responsibilities, work place, clients
and co-workers.

SUMMARY

So far we have discussed about faculty welfare and various

components of it.

CONCLUSION

These policies will help to improve the status of the staff working
in the institution.

BILIOGRAPHY

1) Mary Lucita, “Nursing Practice and Public Health Administration

Concepts and Trends”, 1st revised edition 2004, New Delhi, Page.
154-159.

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2) Jean Barbett, “Ward Management and Teaching”, 7th reprint,
Kumark Publishers, New Delhi, Page. 345 – 347.

3) P.C. Tripathi, “Personal Management and Industrial Relations”,

2003 Sultan Chand & Sons. PP. 318 – 328.

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