FACULTY WELFARE

Introduction
Faculty welfare in an important part of the total school or college programme. Faculty welfare
is programme aims at improving the status of the individual working with in a particular concern.
Institution by providing various facilities and services.
Meaning
Faculty welfare is relating to welfare of staff.
Components of Faculty Welfare
 Promotion
 Increments
 Incentives
 Transfer
 Leave
 Attendance at conference / study courses
 In service education
 Continuing education
 Pension
Promotion
Promotion is a reassignment of individual to a joy of higher rank.
 It is advancement including a change from one job to another that is better in terms of status
and responsibility.
 Sometimes their interest to participation of office is so attached.
Promotion in nursing service administration:
1. Policy
2. Identification of promotion channels
3. Selection and appraisal
4. Training and development
5. Communication
6. centralized record and coordination
Policy:
Among policy issue to nursing administration must decide whether to vacancy from with in hospital
organization or state or to select through employment exchange.
Identification of promotion channel
Promotion channel serves as a guide to the nurse administrative and protect from her legal
matters and help the nurse to work and next position.
Selection and appraisal
Selection of nursing staff for promotion is closely related to their performance appraisal and to
centralize records maintained in their personal life and are kept under the custody of nursing
superintendent.
Training and development
In many institutions it is a practice that is order to get next promotion. The nursing personnel
must under go special training e.g in order to get promotion or ward sister from staff nurses, the staff
nurse must take training of ward administration for three months.

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Communication
If the policy favors promotion for the nurses from within the department, job vacancy, job title,
duties and responsibilities, pay qualification and special training are communicated to the nurses
through hospital bulletin board. It helps the interested nurses to apply for the job. Final decision instill
within selection.
Centralized record and co-ordination
Each nurse posses her over service record file and is kept in nurse administrative office. It
contains all reports of particular nurse. The selection committee goes through the file to study all the
positive and negative reports of the nurses an the basis like
 Educational qualification
 Experiences
 Seniority
 Integrity certificate
 Performance
 Special training
 Satisfactory work and other desire criteria is made selective the nurse for
promotion
Promotion list
The appointing authority marks detailed list of eligible candidates for promotion. This selection
committee according to the criteria developed evaluator the nursing staffs. Some times interview is
held to select such candidates. The selection committee sends the detailed list that is eligible for
promotion and the appointing authority serve order of promotion.
Awards
The award is a respect given to a person from the society or an organization or university to
provide respect to particular person for his excellence work. The awards are given in the agency of
hospital or in nursing profession for achievement in their profession. Awards like tropics or plaques,
certificates or used to recognize many minor achievements through many level of society. Certificate is
often used as an inexpensive positive reinforcement to exchange desired behaviour in many contexts. It
may be monetary or non monitory. It also may be awarded as a necessary certification to validate that
the employee is considered competent in a certain specific networking skill area.
Reward
Rewarding means providing incentives to an recognition of employees, individual and as
member of groups for their performance and acknowledging their contributions to the agency’s
mission. There are many ways to acknowledge good performance from a sincere “thank you” for a
specific job well done to granting the highest level, agency specific honest and establishing formal
cash incentive and recognition award program increments.
After completion of the probationary period evaluating their performance experience and
qualification the increment is given TA, HRA are depending upon the basic pay of the staff.
Incentives
Certificate / gifts/reward/money is give according to the level of performance at the best.
Transfer
A transfer implies a lateral movement of an employee in the hierarchy of position with the
same pay and status.
Objectives of transfer
It is often observed that nurses of to regions resist the institutions initiated transfers. They are
 Nurses are unwilling to move to an unknown place

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  Nurses dislike moving to the transferred place because they are reluctant to leave behind
the family circle.
 Some time their interest to particular or work office is so attached.
Types of transfer
According to the purposes, we can classify into five categories.
Production transfer
These are transfer from one department of the institution to another department of the same
institution such transfers are done to avoid lay off efficient and trained employee by providing these
with alternative position.
Replacement transfer
These are transfers of long service employees to similar jobs in other department where they
replace employee with shorter service.
Veracity transfer
There are transfers (Rotation) of employee from one job to another t make them versatile. It
goes satisfaction to workers and they are able to enrich their knowledge and experience.
Shift transfer
This is done one shift to another on the same type of work nurses are rotated in morning shift,
evening shift and night shift as per ward sisters’ direction.
Remedial transfer
There are made to remedy some situation primarily concerned with the employee on the job.
Leave
1. Casual leave
Every employee of colleges is eligible to avail casual leave up to maximum of 12 days in a
calendar (1 year).
 Normally only one casual leave should be availed in a month
 Continues absence beyond 7 days will be treated as on loss of pay for the actual number
of days of absence.
2. 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
examination/additional/chief superintendent for practical and theory examination connected with
university during the working days.
3. Leave on loss of pay
The board of management will decide whether the leave on loss of pay availed by the
individual staff is on valid reason or individual reason.
4. Maternity leaves
Maternity leave will be granted to all eligible lady staff members subject to following
condition
 Should have completed to one year from the date of joining.
 Such leave can be availed only and during their service in the college
 Maternity leave is limited to 3 month.
5. Vacation
Every teaching staff members who fully serve for 2 semesters in a academic year is eligible to avail 45
days of vacation leave during that academic year.

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Attendance at conference and study courses
The school / college should have started policies regarding the selection and deputation of staff
for further education, including attendance at formal courses, refresher course, work shops and
conferences. In formulation of these policies, the following may be considered.
 The number of year of experience required before deputation for a formal post basic
educational programme.
 Specific kind of experience required before deputation for study of any particular subjects.
Any required period of work after return from study.
 Plan for rotation of staff to attend conferences and the member who may attend at one
tense.
 Rules regarding the bolding periodic compulsory, refresher courses for particular grades of
staff.
In service education
It is an organized educational program which is offered to trained staff during their period of
employment and related to the improvement of their performance.
There are three types of in service training
 Centralized in service training
 Decentralized in service training
 Combined or co-ordinate in service education
In service program for staff members one of two ways, short term program and Long programs.
E.g: of short time programs, service presentation of scientific paper etc.
E.g: of long term courses, basic bachelor degree, post basic B.sc, M.sc Nursing and doctorate
courses.
Continuing education
Staff should be permitted and encouraged to further education b 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.
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
programmed, educational and social. In which the teacher takes active parts and all extra education,
which she receiver at different institute in the form of refresher professional courses.
Formal continuing education is a planned one with specified and exclusive aims, which include
all programs with carrier advancement and salary.
Informal education may be for short duration sudden and incidental, which provides technical
and applied skills.
Faculty improvement techniques
 Encourage and stimulate faculty
 Take positive attitude towards problems of teacher
 Provide nurses facilities for implementation of instruction
 Create a climate, which stimulates, create participation by faculty members.
 Give recognition of abilities
 Assist in developing teaching techniques
 Maintain good relation with faculty members
 Motivate them to maintain good relationship with professional organization.

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Retirement benefits
After retiring people have three main sources of income, social security, personal saving
retirement benefits, people rely on retirement benefits to maintain their standard of living. Retirement
benefits support an employee’s long term financial goal of achieving a planned level of retirement
income.
Pre retirement counseling sessions give employees information about their retirement benefits
so that they can plan their retirement years accordingly.
ERISA
The major law governing the administratory of retirement benefits in the United States in the
Employee Retirement Income Security Act (ERISA) passed in 1974, ERISA protects employees
retirement benefits from mismanagement. The key provision of ERISA covers who is eligible for
retirement benefits.
Defined benefit plan/ pension
A defined plan, also called a pension, is a retirement plan that promises to pay a fixed dollar
amount of retirement income based on a formula that takes into account the averages of the employees
last three to five years earning before retirement. The amount of annual income provided by defined
benefits plans increases with the years of service to the employer.
Under a defined plan, the employees assume all the risk of providing the promised income to
the retiree and are likely to make all of the financial contributions to the plan.
Defined benefit plans for retirement provide the maximum retirement income only after an
employee has spent an entire career of 30 to 35 years of service.
Defined contribution plan
A defined contribution plan is a retirement plan in which the employer promises to contribute a
specific amount of funds into the plan for each participant. For example, a defined contribution plan
may require the employer to contribute 6% of the employees’ salary into the plan each pay period. The
retirement income that the participants receive depends on the success of the plans investments and
therefore can not be known in advance. Employees and employers share both risk and responsibility
for retirement benefit.
Determining benefits
Benefits are things of value other than comprehension the organization provides, to its
workers. The average company spends an amount equal to more than one third of its cash pay roll on
employee benefits.
Benefits can be several forms
 Leave, vocation, holidays
 Life and health insurance for employees and their dependants
 Medical care
 Disability income for injured on the job
 Generous paid leave
 Child care etc.
Summary
So far we have discussed about Introduction, Meaning , components of faculty welfare,
Promotion, Increments ,Incentives, Transfer, Leave, Attendance at conference / study courses, In
service education, Continuing education, Pension.
Conclusion:

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 So, Faculty welfare in an important part of the total school or college programme. Faculty
welfare is programme aims at improving the status of the individual working with in a particular
concern. Institution by providing various facilities and services.

Bibliography:
 Basavavanthappa (2003), “ Nursing Administration” 1 st edition, Japee
publication, New Delhi, Pp: 93-95.
 Chabra, T.N (2003) “ Nursing and practice of management “ 8 th edition,
Dhanpet Raj & Co Pvt Ltd, Delhi. Pp: 92-95.
 Jean Barett ” Ward Management and technique” 7 th edition, Konark
publications, Delhi, Pp: 345-347.
 Man mohan Prasad (2003), “Management concept and practice” 3 rd edition,
Himalaya publication house, Mumbai, Pp: 727- 754.
 Mary Lucita (2002), “Nursing practice and public health administration “ 1 st
edition, B.I. Churchill living stone pvt. Ltd, Delhi, Pp: 81-88.