Of leadership and management: Behind the process of admin appointments

De La Salle University (DLSU), as one of the top universities in the country, should assure the quality of the education its faculty delivers to its students, under the supervision of the most suitable set of officers and administrators.

A relatively young program has been established to look into the role of the administration in effectively leading the University’s faculty members in providing the quality education DLSU should give its students.

But exactly how are members of the University’s administration appointed to their respective positions? The LaSallian offers relevant perspectives on the appointment process for administrative positions.

Appointment criteria, processes

Vice President for Administration Edwin Santiago expresses that there is a set of criteria being followed in appointing admin. “The criteria are both general and specific,” Santiago elaborates. The set of general criteria, mostly behavioral in nature, is applicable to all prospects while the specific ones, usually work-related or technical, generally vary from one position to another.

According to Santiago, the selection of appointees normally begins with a nomination or referral process to determine faculty and staff members eligible and competent for an admin position. Santiago explains that this is done “to ensure a wide base to choose from.” Afterwards, the prospects are asked to participate in an interview screening for a final recommendation. Only after this lengthy process can the admin candidate be approved and appointed into position by the University President and Chancellor.

Once approved, Santiago describes that administrators are generally appointed on a one-two-three year basis. He explains that administrator positions are usually held for one year, two years, and three years in succession. In this system, if a new administrator does not perform well during the first year of appointment, then higher administration can choose not to renew their appointment in that position. On the other hand, if the administrator performs well and up to standard in the position, then they can be reappointed for two more years. This process continues until the administrator reaches three years in the new position.

“This system allows administrators who are not fit for the role to be given other assignments or to go back to teaching, in case [they are faculty members],” Santiago expresses.

Grooming for the future

Santiago explains that both current administrators being groomed for higher positions and would-be administrators “undergo leadership and management modules, conducted internally and externally.”

One such training program targeting admin aspirants was conceptualized by former Br. Andrew Gonzalez College of Education Dean Dr. Roberto Borromeo. Introduced in 2012, the Leadership and Management Development Program (LMDP) consists of seminars and workshops designed to sharpen participants’ skills in effective educational leadership and management, especially in the Lasallian context. The program, which functions under the Office of the Vice Chancellor for Academics (VCA), specifically the Office of the Associate Vice Chancellor for Faculty Resources and Development, is already on its third year.

The LMDP envisions a unified perspective of the University’s administration through instilling in them the Lasallian core values. “One of our main objectives [for the program] is for our administrators to have a common perspective on what it takes to be a Lasallian education leader,” explains Dr. Borromeo, program director of the LMDP.

The formation program spans at least three terms, with at least four sessions held per term. The sessions revolve around four modules encompassing different topics such as instructional leadership, transformative learning and internationalization of education, among others. All the modules are tackled with special emphasis given to leadership development against the backdrop of Lasallian institutions. Dr. Borromeo mentions that resource persons are invited to facilitate the sessions. Meanwhile, Santiago asserts, “Facilitators in the program are experts in the field and are veteran educators of DLSU.”

LMDP Program Coordinator Jaimer Espiritu shares that several administrators such as incumbent Vice Chancellor for Academics Dr. Myrna Austria and Gokongwei College of Engineering Dean Dr. Rosemary Seva are among the participants of the previous batches of the program.

“They are promising future leaders,” Espiritu explains in a mix of English and Filipino, “so they are the ones selected to participate in the program.”

Formation stage

Every year, a new batch of participants is invited to join the program. Invitations are sent to prospective admins, referred by the deans or the heads of different departments. Referrals are thoroughly screened by the Office of the VCA and its associates. Afterwards, a list with no more than 35 accepted participants is released.

However, Dr. Borromeo clarifies that aspirants are not limited to an invitation-only basis in order to be accepted into the program. Professors and other staff members can also apply, but upon the discretion of their respective department or office heads. However, the screening process for applicants will still follow similar procedures as with that of the invited prospects.

According to Dr. Borromeo, aspirants accepted into the program are expected to attend and participate actively in the different modules prepared for them. When participants exceed the allowable number of absences, which is two, they are automatically dropped from the program, Dr. Borromeo explains. However, they may still earn a spot in the succeeding batch of the program.

Dr. Borromeo further explains that the participants of the LMDP are expected to openly engage themselves in resolving issues around the University whether they are in the field of research and development or policy-making, or involved in different projects. “We don’t want the situation where [prospects] undergo training, and it ends there,” reasons Dr. Borromeo. “They have to look for a way in order for them to contribute meaningfully to the ongoing development of the University.”

No assurances

Dr. Borromeo clarifies that completers of the LMDP are not automatically guaranteed a position in academic or administrative management. He notes, “It [is stipulated] in the invitation that there [is no guarantee], but at least [in this way], the University knows that they have a pool of potential administrators.”

Despite this uncertainty, Dr. Borromeo expresses his belief that the LMDP has been beneficial to admin prospects thus far. “My view is that [the program] has been an effective strategy towards building a [group of administrators] imbued with the Lasallian values and philosophy,” he shares. Dr. Borromeo also explains that the program delivers adequate training in educational leadership to aspiring staff members, who are usually only inclined to a specific field.

Santiago agrees that aspirants are able to benefit from the formation program. “The attendees of the program benefit not only from theoretical expertise but also the practical experience [of the facilitators],” Santiago notes.