Development of Faculty Evaluation System

A CAPSTONE PROJECT PROPOSAL

Presented to the faculty of
Information Technology Department of
Southern Philippines College, Cagayan
de Oro City

In Partial Fulfillment
In the Requirement for the Degree of
Batchelor of Science in Information Technology

By:
Aboc, Jan Collin T.
Arab, Margundy
Baja, Noel
Maones, Giner

Carolina L. Saraos
Adviser

July 2024

Table of Content

i
 Page
Title Page………………………………………………………………………………………………………………........…i
Table of Content………………………………………………………………………………………………………..…. ii
List of Figures…………………………………………………………………………………………………………………iii
Chapter 1: The Problem and its Scope……………………………………………………………………….…..1
1.1 Introduction……………………………………………………………………………………………………...1
1.2 Statement of the problem………………………………………………………………………………...2
1.3 Objectives of the Study………………………………………………………………………………...…..3
1.4 Significance of the Study……………………………………………………………………………….…..4
1.5 Scope and Limitation………………………………………………………………………………………...4
1.6 Definition of terms………………………………………………………………………………………..…..4
Chapter 2: Review of Related Literature and Studies………………………………………………….....6
2.1 Foreign Related Studies……………………………………………………………………………….…….6
2.2 Local Related Studies…………………………………………………………………………………………8
2.3 Relation of the previous Research to current work………………………………………….12
Chapter 3: Research Methodology…………………………………………………………………………….…13
3.1 Requirements and Gathering Phase……………………………………………………………..….13
3.2 Design Phase…………………………………………………………………………………………………...14
3.3 Development Phase………………………………………………………………………………………...14
3.4 Testing Phase………………………………………………………………………………………………… .15
3.5 Evaluation Phase………………………………………………………………………………………….….15
3.6 Deployment
Phase……………………………………………………………………………………….....15
References……………………………………………………………………………………………………………………16
Appendix A..…………………………………………………………………………………………………………………18
Appendix B……………………………………………………………………………………………………………....….19
Appendix C……………………………………………………………………………………………………………………20
Manual Process Flow……………………………………………………………………………………………………21
Context Level Diagram……………………………………………………………………………………………….…21
LIST OF FIGUR

ii
Figure No Page 1.1 Conceptual framework......................................2
3.1 Modified Waterfall Model of SDLC............................................................................13
3.7 The Three-Tier Architecture......................................................................................14

iii
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CHAPTER 1
The Problem and Its Scope

1.1 Introduction
Faculty evaluation will serve as a means for students to freely give comments
and complaints about faculty members. It will also provide a process to rate faculty base
on faculty performance. Faculty evaluation is helpful for faculty credentials and serves as
a basis for promotion. Thomas H. (1996). Performance evaluation is one way to assess
the employees during work time. For school institutions, faculty performance evaluation
is normally done to assess or measure the effectiveness of faculty members or teachers.
(Rodelio O. Dela Fuente 2022).
Southern de Oro Philippines College (SPC) is located on Julio Pacana Street,
Licuan, Cagayan de Oro City. The school has an estimated 2,240 college students, nearly
150 faculty members, and 5 departments. The HR department of SPC will face problems
in conducting faculty evaluations. The HR department will encounter difficulties with the
manual process of evaluation, which will include several challenges: Firstly, evaluating a
high number of students will require printing evaluation sheets, which will consume
paper and necessitate budgeting for this expense. Secondly, distributing evaluation
questionnaires will involve visiting every classroom to hand out the papers and then
waiting until the students complete the evaluation, which will be both time-consuming
and inconvenient for the HR staff. Another issue with the manual process will be the
computation of faculty ratings and the manual filtering of redundant comments, which
will be both time-consuming and prone to human error. Additionally, the manual process
of distributing evaluation results will be cumbersome, as HR staff will have to hand-carry
the results and locate the Dean, who will sometimes not be available at the location. To
address these problems, the HR department at Southern de Oro Philippines College
(SPC) will need a faculty evaluation system. The Faculty Evaluation System will automate
the manual processes involved in faculty evaluation, including the computation of faculty
ratings, filtering redundant comments, distributing evaluation questionnaires, and
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delivering evaluation results. Development of a Faculty Evaluation system will be
beneficial to the HR department as the system will help to automate manual process of
faculty evaluation. The faculty evaluation system will also beneficial for the students as
the system will provide a direct and efficient way for the raters to complete evaluations.
Additionally, faculty members will have the advantage of accessing the evaluation results

directly through the system.

1.2 Statement of the Problem

The manual process of faculty evaluation requires a lot of paper due to the high
number of students. The more students there are to evaluate faculty, the more paper
will be used for printing evaluation sheets, which costly and time-consuming.
In the process of evaluation, the HR staff will need to visit nearly 40 rooms
across the Senior High and College buildings to distribute the evaluation sheets to the
students and wait until the students finish evaluating the faculty. However, all subjects
taught by the faculty will need to be evaluated, which will create a significant amount of
time and hassle for the HR staff. Additionally, the evaluation will occur during class hours
and may cause interruptions to the students’ classes.
In filtering comments and calculating faculty ratings, the HR staff will be
manually filtering redundant comments and calculate the ratings given by nearly 2,240
students using Excel. This process will be time-consuming and prone to human error.
The HR staff needs to deliver the faculty evaluation results to each
department’s Dean. However, the faculty will be waiting for almost 4 weeks or more for
the final results of evaluation.

Conceptual Frame Work

The Input-Process-Output (IPO) model is used to demonstrate the interaction of
variables and this also serve as a guide for the researcher in developing a Faculty

Evaluation System (See Figure 1.2)

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INPUT Process OUTPUT

• List of Student
• Number of Student
• Students • Student Information
Details Profile • Department
• Department • Manage Information
Details Department • Subject Information
• Subject Details • Manage • Faculty Information
• Faculty Details Subject • List of Faculty
• Evaluation • Manage • Evaluation Results
form Faculty • Number of
Details Students
• Student • Manage • conducted
Evaluation Evaluation evaluation
Details • Notification starts
and end of
evaluation
Figure 1.2 Input-Process-Output Diagram of a Systematic Evaluation of Faculty
Performance for SPC

1.3 Objective of the Study General Objective

The proposed system aims to develop and implement the Systematic Evaluation of
Faculty Performance for SPC Faculty. The proposed system will help SPC HR management
reduce the hassle associated with the manual evaluation process. The proposed system
will help automate manual evaluation and computation of faculty ratings as well as
manual process of creating evaluation sheets.

Specific Objective
⚫ To gather the data and conduct an interview using guide questionnaire for the
development of the Faculty Evaluation System for SPC.
⚫ To analyze the acquired information and to pinpoint the different diagrams that is
needed for the development of the system.
⚫ To design and develop a web-based faculty performance system for HR Department
in SPC.
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⚫ To test the system using the guide functionality questionnaire to identify the overall
user requirements.
⚫ To evaluate the system using the System Usability Scale as a tool for evaluating and
measuring the system functionality.
⚫ To create a deployment plan for the development of A Systematic Evaluation of
Faculty Performance for SPC.

1.4 Significant of the Study

The Development of a Systematic Evaluation of Faculty Performance for
Southern de Oro Philippines College (SPC) will be beneficial for the Human Resource
Department and will be helpful to the following:
The faculty - Through the proposed system, faculty members can directly view the
results and comments as the system displays the results after the evaluation.
The HR - HR will no longer need to compute the ratings of faculty manually. The
proposed system will automatically compute ratings for the faculty.
The student - The proposed system will provide a convenient time for students to
evaluate faculty during free time, ensuring no interruption to classes.
The admin – through the proposed system the admin will directly make Department and
subject for the evaluation and creating student account.
The guidance – will directly set evaluation questionnaire and evaluation date, the
guidance will no longer be visiting room to room for the evaluation day.

1.5 Scope and Limitations

The proposed system will be capable of filtering redundant comments, computing faculty
ratings, creating evaluation forms, providing notifications about the evaluation schedule,
and setting up evaluations. The proposed system will have limitations in handling
comments, as only adjectives will be filtered by the system, and it will support only
Tagalog and English languages. Before the raters input comments there will be a pop-up
notification message, saying that only Tagalog and English will be valid input in
comments.
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1.6. Definition of Terms
Raters – refer to students who will evaluate the faculty performance by providing
comments and ratings.
HR – The abbreviation of Human Resource, the user of the system also known as the
evaluator.
SPC- Stands for Southern de Oro Philippines College.
Evaluation Area - department faculty that will be evaluate in the set day.
Students Details - Personal information about the students such as; Full name, Students
account, Contact number etc.
Department Details - the specific information about a department within an
organization. This information include; the name of the department, staff or faculty
belong to the department, and location.
Subject Details - information about the subject such as the name of the subject, name of
faculty who own the subject and etc.
Faculty Details - Personal information about the faculty such as; Full name, Students
account, Contact number etc.
Evaluation form Details - evaluation form on the system, it composed of different
Questions for the faculty in which where the student use the form to provide ratings and
comments to the faculty.
Student Evaluation Details - information about the evaluation such as the date of the
evaluation, comments of the students, ratings of faculty given by the students, and the
faculty evaluated by the students.
XAMPP - a free and open-source software package that includes Apache,
MySQL/MariaDB, PHP, and Perl, allowing developers to easily set up a local web server
environment for web development and testing on Windows, macOS, or Linux.
EVA - An Evaluation Virtual Assistant is a software tool that assesses, analyzes, and
provides feedback on work or tasks.
Chapter 2 Review of Related Literature and Studies

2.1 Foreign Related Studies

According to Song, Ng Kar, and Juliana Wahid (2022). “Web-Based Master
 6
Student Project Evaluation and Management System”. The current practice of Project in
Computing evaluation is through manual procedure which the submission of proposal
and article to the evaluators were through email. There is no system to help the
coordinator, evaluators, and supervisors in managing the evaluation process of the
Project in Computing. This study aims to develop a web-based project evaluation and
management system named “Evaluation Virtual Assistant” (EVA) to facilitate all users
involved in the Project in Computing evaluation process. The prototypes of the proposed
system will be developed using XAMPP. Typically, there are four evaluation phases in the
Project in Computing, which are proposal, article, presentation, and final report. There
were two evaluators that will evaluate both the proposal and article. Another two
evaluators will evaluate the presentation, while the supervisor will evaluate the final
report. In the proposal and article evaluation, the evaluators should also provide
recommendations. Students need to update the proposal and article based on the
recommendations. After the evaluators and supervisor completed the evaluation phase
related to them, the coordinator can view the total marks obtained by students and
proceed to finalize the mark. This web-based project evaluation and management
system could speed up the evaluation process while improving efficiency and accuracy of
the marking task.
According to Michael M. Orozco (2021): “Web-based Evaluation System”. The
main goal of this study is to develop a web-based Evaluation System which can allow
panelists and advisers to evaluate the graduating students and their Thesis/Capstone
Projects through an innovative way of grading. Accessible through any forms of
technology that has an internet connection.
According to Saptono, Herwin, and Firmansyah (2021). “Web-based evaluation -
for teacher professional program: Design and development studies”. The study designs
and develops evaluations that are integrated with information technology to adjust the
pandemic situation. This is based on the lack of accessible information related to the
effectiveness of program implementation. In addition, the current evaluation
instruments need to be further supported. The product developed is a website-based
program evaluation. This product is expected to help users to evaluate programs without
having to conduct face-to-face meetings which currently violate health protocols if there
 7
are large crowds of people. In addition, this website-based evaluation product is
expected to provide effective and efficient solutions for evaluators in carrying out their
duties immediately. Although the development of this product was initially based on the
existence of a pandemic situation, this web-based evaluation has also been considered
to be adapted to all situations. This means that this product will still be applicable even
though the pandemic situation has ended. Adjustments in each evaluation component
are expected to remain relevant to various situations. Effectiveness and practicality are
also important considerations in developing this product. Based on this, the aim and
focus of this is to design and develop web-based evaluations for teacher professional
programs.
According to Kumar, Alok, and Renu Jainb (2020): “Faculty Evaluation System
(FES)”. An automatic system to analyze the textual feedback of faculty members teaching
in any institute is proposed. The proposed system extracts all the important aspects from
the feedback and then sentiment score of each aspect for each faculty is calculated using
machine learning algorithms. The proposed system is flexible and versatile than the
existing feedback evaluation system of teachers where students evaluate the teachers on
predefined aspects decided by experienced and senior faculty and administrators. The
system, Faculty Evaluation System (FES) identifies strengths and weaknesses of teachers
on all those aspects which are important to students. This information may also be used
by higher authorities of the institute to form appropriate teams of faculty members for
different academic and administrative activities of the institute.
According to Amjad, Mahfida, and Nusrat Jahan Linda (2020), “A Web Based
Automated Tool for Course Teacher Evaluation System (TTE)”. Student’s feedback is
considered as the most effective and reliable method for teacher’s evaluation. Evaluating
teacher’s performance is essential to improve learning system as it is related to student’s
learning. As a result, teacher’s performance should be assured through the proper use of
teacher evaluation technique. This technique refers to the formal process for any
educational institution to review and rate teachers’ performance and effectiveness in the
classroom. The responses from these evaluations are used to provide feedback to
teachers and guide their professional development. In Stamford University Bangladesh it
uses an evaluation system which is manual or hard copy based. For doing the evaluation
 8
the students are asked to fill up a form of 10 questions. After the survey all the forms are
collected and the data analysis is done by manually using Microsoft Excel which is very
lengthy and time-consuming matter. And from this concern the idea of a web based
automated system is generated to make this evaluation system easier and faster
compared to the manual system web based automated tool for Course Teacher
Evaluation System (TTE) it is possible to analysis the data00automatically after taking the
survey along with an auto generated graph showing the minimum and maximum values
for corresponding questions. From this graph it is easily understandable to a particular
teacher where he or she should focus or give more emphasize to improve him/her.

2.1 Local Related Studies

According to Benosa, Brenda, and Joseph Jessie Oñate (2023). "Design and
Development of Faculty Performance Evaluation System (FPES) v2.0". One of the
essential ingredients in establishing trust in academic institutions among its stakeholders
is the quality of its learning providers. Hence, it is imperative to continually adapt
innovations to improve educators' evaluation process and deliver a reliable result for
data-driven decision-making. The study focused on enhancing the existing faculty
performance evaluation system (FPES) for the Camarines Sur Polytechnic Colleges (CSPC)
following the RUP’s Iterative Model as its system development methodology (SDM). A
total of 75 respondents were identified using specific sampling techniques according to
the respondent type. The participants’ responses from the unstructured interview and
survey were the basis of the upgrade, uncovering the current status of the FPES version
1.0 (FPES v1.0) and its level of acceptability according to the ISO 9126 Software Quality
Metrics.
According to Cinizan, Jonathan F., and Helen Evelyn U. Valdez (2023). “Enhance
Faculty Performance Evaluation System with Data Analytic”. This study aimed to
integrate the innovative approach of data analytic into an online faculty evaluation
system for Ilocos Sur Polytechnic State College-Main. Descriptive and developmental
methods were used as the study involved survey and software development. The
researchers employed the Agile framework methods during the development of the
system. A total of 218 participants was selected through sampling techniques. The
 9
participants’ responses from the unstructured interview were the bases of the upgrade,
uncovering the current status of the existing faculty performance evaluation system. A
comparative analysis was conducted to assess the usability of the current Faculty
Performance Evaluation System (FPES) and the upgraded FPES. The results revealed a
significant improvement in the overall usability rating of the upgraded FPES, achieving a
"very high" level, as compared to the "moderate" rating of the existing FPES. The result
implies that the enhanced EFPES manifested a positive impact in the College’s
performance evaluation process, thus it is a favorable alternative to the existing system.
Nonetheless, carrying out the recommendations, particularly enhancing the system’s
functionalities on the integration of higher form of data analytic will provide a more
inclusive and insightful analysis of faculty performance.
According to Kasan, Fatima D., and Elmer C. Buenavides (2022) “Developmental
of Web-mobile based Teachers’ Performance Evaluation System (W-M BTPES)”. This
study was designed to develop a (W-B BTPES), a system that intended to accommodate
administrators, peers, students, and self through online platforms in evaluating teachers’
performance. The system was created using C# and MySQL that can be accessed through
a website. It undertook several tests to ensure that all its functionality, usability, and
accuracy are working and free from errors. The participants of the study were students,
faculty, and administrators who rated the performance of the system through the survey-
questionnaire. Based on the findings, the system had met its objectives of processing
and providing result for teacher’s performance. The development of Web Mobile-Based
Teachers’ Performance Evaluation System based on the teacher’s performance
evaluation yielded a faster, more convenient, and a secure way of evaluating the
performance of faculty members. The Agile Methodology was applied in the
development of the system. The researcher used this method to reduce the overall risk
associated with software development. In agile method, the software is developed
incrementally. Activities under this model include plan, design, build, test, review and
launch. In this method, the researcher can work iteratively; thus, helping the researcher
managed the work more efficiently and effectively within the time and budget
constraints.
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According to Analyn R. Mendoza (2021)."Online Faculty Monitoring and
Evaluation System ". Obtaining faculty feedback from students in schools or colleges is an
important component of any academic institution. Typically, faculty evaluation systems
have been questionnaire based, with each student receiving a predesigned
questionnaire form. The form may have multiple questions, and students are responsible
for assessing each question for each teacher using a predetermined grading system. The
primary issue is the manual evaluation procedure, which might result in results being
delayed. With these insights, the researcher wishes to improve the process of the
evaluating teachers in selected private schools in Biñan City, Laguna (Philippines),
preferably TRIMEX Colleges, in order to contribute to a more efficient faculty monitoring
and evaluation records in the school environment. The proponent uses the following
software base in windows 7 Operating System. Mysql has used as the storage for all of
the data, browser such as Chrome, Mozilla, Opera and Internet Explorer including Safari
browser are a tool to use and to see the output of the program and for the Web Server
the Apache. PHP web scripting language is more appropriate in developing the website
back-end part. The researcher follows the System Development Life Cycles which has six
(6) phases that play dynamic roles which define the task to be completed at each step in
the software development process. In the proponent project, the proponents used the
Software Development Life Cycle or SDLC. Software Development Life Cycle (SDLC) is a
process used by the software industry to design, develop and test high-quality software.
In this study, the researchers opted to develop the proposed system with the following
features. This System will collect and more accurate data analysis of faculty evaluation in
lesser time. The system has provided easy to access to the faculty and students during
evaluation.
According to Ramos, M.B., Maria Diorella A. Paguio, and Consuelo G. Cruz
(2020). “Development And Implementation of A LAN-Based Faculty Performance
Appraisal System”. Faculty performance appraisal plays a vital role in motivating faculty
members to enhance their teaching skills and strengthen their commitment to quality
education. Traditionally, colleges and universities administer the evaluation process using
printed evaluation forms. Scores are manually summed-up per area of assessment and
encoded in spreadsheets, thus evaluation results are not promptly obtained. This
 11
research project intends to expedite the process of faculty evaluation by providing a
LAN-based faculty performance appraisal system that allows students, peers, and
superiors to fill up Qualitative Contribution Evaluation (QCE) forms in network-connected
workstations. All records of student and faculty evaluators are imported from the
university enrolment master list to ensure that only registered students and active
faculty members can log into the system. The deans or superiors needs to configure the
evaluation date and assign courses to faculty members to ensure that they will be
evaluated by the right set of students. Once the QCE forms are filled – up and submitted,
evaluation results are generated. College deans and department heads can view the
scores and the comments. Detailed and summary reports in printable or downloadable
file formats are also provided. The Agile development method was used to allow the
researchers to deliver output incrementally incorporating user requirements and
feedback in each iteration. The system was created using PHP and MySQL and can be
accessed through an internet browser. Several test cases have been undertaken to
ensure the reliability and correctness of results. Considering the testing results and
feedback from IT specialists, iterative debugging and refinement have been performed to
improve the quality of the system. The performance of the system was evaluated by 100
respondents using the ISO 25010 Evaluation Criteria and obtained an "Excellent" rating
with the overall mean of 4.76. Eighty-two percent (82%) of the evaluators were in favor
of utilizing the developed system. This proved that the respondents recognized the need
for a faster evaluation method and that the LAN-based Faculty Performance Appraisal
System can be a replacement to the manual
evaluation system.

2.3 Relation of the previous Research to current work

Developing a Faculty Evaluation System for Human Resource (HR) in SPC would
help the HR department eliminate manual tasks that negatively impact the process of
faculty evaluation, such as printing evaluation sheets distribution of evaluation sheets to
the students, manual filtering of redundant comments and manual calculating of faculty
ratings as well as the manual distribution of faculty results. The system would provide
benefits to the HR department and help to reduce hassle in conducting faculty
 12
evaluation. Based on the gathered related studies, the researchers have researched
some similarities and differences as compared to the system. The system is similar to the
study of Analyn R. Mendoza (2021)."Online Faculty Monitoring and Evaluation System ".
Because the system allows HR to set evaluation trough web. Reduces hassle in manual
preparation of evaluation sheets, human mistake in calculating faculty ratings and
filtering comments, and speeding up the process of evaluation and distribution of faculty
ratings. However, there are differences between the previous studies by Ramos, M.B.,
Maria Diorella Paguio, and Consuelo Cruz (2020). “Development And Implementation of
A LAN-Based Faculty Performance Appraisal System”. The main objectives of this study
are to develop a LAN-Based Faculty Performance Appraisal system template as the main
tool that can be used in conducting faculty evaluation.
While the system aims to develop a web-based faculty evaluation.
Chapter 3 Research Methodology

In this chapter, the researcher conducts a step-by-step procedure to utilize the

development process of Faculty Evaluation. To make sure that all of the requirements are
met, the researcher will be using the Modified waterfalls model approach. This Waterfall
paradigm enables the researcher to return to a previous phase for verification and or
validation. These phases include Requirements Gathering and Analysis Phase, Design
Phase, Development Phase, Testing Phase, Evaluation Phase, and Deployment
Phase. (See Figure 3.1)
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Figure 3.1 Modified Waterfall Model of SDLC

3.1 Research Gathering and Analysis Phase

In this phase, the researcher will prepare a letter of intent to interview the HR
(Human Resources) of Southern de Oro Philippines College to gather all the information
needed for the development of the system. The researcher will also prepare a
questionnaire to serve as a guide for the development of the system. The gathered data
and information during the interviews will then be analyzed by the researcher to addre-
ss the necessary requirements for the development of the system.

3.2 Design Phase

In the design phase, the researcher conceptualized the design needed for the
development of the system as well as its features and system functionality. The system
design will be developed according to the client's desired needs and requirements on
how it work. In this phase, the researcher will use different diagrams that serve as a basis
for the development of the system. First, the Context Level Diagram is used to explain
the functionality of the system as well as its external elements like data and reports.

3.3 Development Phase

Development Phase In this phase, the researcher will use a Three-Tier
Architecture that will help the researcher to identify the different applications needed
for the development of the system. In the presentation layer, the researcher used HTML,
CSS AND bootstrap framework to implement the system's graphic and the user’s
responsive interface design. PHP and Laravel will be used for the application layer to
ensure accurate and proper data output. While the Database layer, the researcher will
use the MySQL to process, manipulate and store multiple data. This will also serve as the
most important aspect of the structure in developing the system.
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Presentation Laye r

Application layer

Database layer

Figure 3.7 The Three-Tier Architecture

3.4 Testing Phase
In this phase, the researcher will plan to conduct several testing to ensure that
the system meets the client’s needs. The researcher will draft and set a functionality test
questionnaire that will serves as a guide during the testing phase of the system
functionality. This will also help the researcher to identify and evaluate if the system
meets the overall user requirements. The researcher will conduct testing at SPC
especially on HR department. The participants will be the user of the system the HR staff
and the admin, random students and faculty, and the guidance.

3.5 Evaluation Phase

After the functionality testing phases, the researcher will use a System Usability Scale to
serve as a guide for the researcher to evaluate and measure if the system functionality,
overall performance, system consistency, effectiveness, and user interaction meets the
client's need. The researcher will provide standard System Usability Scale (SUS) survey
questionnaire to the participants namely the admin, HR, students, the guidance and the
faculty who will be the perspective user for the propose system. This will also help the
researcher in determining the users' satisfaction with the entire system's features and
functions. With the evaluation results, the researcher can identify if the system needs
improvement or is ready for deployment.
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3.6 Deployment Phase
After all the testing and evaluation, the system is now ready for deployment.
The researcher will plan to deploy the system to the HR department of Southern de Oro
Philippines College. During this phase, the proponent will ask the HR staff and System
Administrator to participate in user orientation sessions to demonstrate how the
system's functionality works. This orientation will help the main users operate the
system and become familiar with its features and functions. Additionally, the researcher
will provide manual guide on how to operate the system.

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 16
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https://doi.org/10.18844/wjet.v13i4.6253.

Retrieved on July 2024

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Appendix A: Letter of Intent
Southern Philippines College
Julio pacana Street, Licuan Cagayan de Oro City

COLLEGE OF COMPUTER STUDIES

INFORMATION TECHNOLOGY DEPARTMENT

June 2024 To the HR Department

Southern de oro Philippines College

Sir/Madam,
We are the fourth year BS Information Technology students of Southern Philippines
College. In partial fulfillment of the degree of Bachelor of Science in Information Technology, we
are required to conduct a system study in any organizations or companies and consequently
develop a computerized information system that arguments the efficiency and productivity relative
to the organization’s operation

In view thereof, we humbly ask approval from your good office to allow us to conduct a
study particularly on implementing Faculty Performance Evaluation System We are working as
a group, the group members are as follows:

• Giner G. Maones
• Jan Collin T. Aboc
• Murgundy T. Arab
•
Baja, Noel
Furthermore, we would like to ask for your support and cooperation on the following procedures
that will involve:

● Conduct of Interviews
● Administering of Questionnaires.
● Request of sample reports and other related documents.

Rest assured that the data gathered will solely be used in the study and will be held confidential.
We are looking for your continuous support for the success of our study. Thank you very much.
Respectfully yours,

BAJA, NOEL
Technical Writer
Contact#: 09531875822
Email: [email protected]

Approved by:

Widalyn Carumba-Oclaman
COCS-BSIT Program Head
Email Add: [email protected]
Contact #: 09177725614
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Appendix B: Questionnaire
Southern Philippines College
Julio pacana Street, Licuan Cagayan de Oro
City
COLLEGE OF COMPUTER STUDIES
INFORMATION TECHNOLOGY DEPARTMENT

The researcher of the proposed Systematic Evaluation of Faculty Performance

for SPC would like to conduct an interview with the HR department to be able to gain
detailed information that will give insight into common problems encountered in
conducting faculty evaluation.

Name; ___________________________ Date Interviewed: ________________

Questions:
1. How important faculty evaluation to the student and the faculty?
2. What are the processes in conducting faculty evaluation?
3. Have you encountered problem during faculty evaluation? If yes give us an idea what
the problem is. If no, why?
4. Is there a specific schedule in conducting an evaluation to the student? If yes, what is
the standard days/month? If no, why?
5. Is there a standard calculation in calculating the faculty evaluation result? If yes,
could you give us an idea how? If no, why?
6. Do you have rating categories on the faculty evaluation result? If yes, what are
these? if no why?
7. Is there a possibility that a faculty can view the name of the students who gives them
feedback? If yes, how? If no, why?
8. Could a faculty know the number of students who give them evaluation? If yes, why?
If no, why not?
9. In a faculty evaluation, is the student required to give feedback? If yes, how will filter
the redundant comments on evaluation? If no, why not?
10. How do you distribute the evaluation results to the faculty?

Appendix C: Answered Questions

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Figure 1.1 Manual Process Flow

Figure 3.2 Context Level Diagram

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Figure 3.3 Proposed Process Flow for Admin

Figure 3.4 Propose Process Flow for HR

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Figure 3.7 Proposed process Flow for Guidance

Figure 3.5 Proposed Process Flow for Student

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Figure 3.6 Proposed Process Flow for Faculty

Admin Hi-fi
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HR Hi-fi

Guidance Hi-fi
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Student Hi-fi

Faculty Hi-fi