Page 21 - AQAR Report

sessions, interaction, offering placement and internships, organizing
industrial visits, resource persons in workshops, career guidance, feedback on
curricula and teaching learning experience)

CRITERION VI – GOVERNANCE, LEADERSHIP AND MANAGEMENT
6.1 – Institutional Vision and Leadership

6.1.1 – Mention two practices of decentralization and participative management during the last year (maximum 500
words)

CHARUSAT has adopted the philosophy of inclusive growth by involving all the
employees in decision making process like recruitment, finance and purchases,
admissions, infrastructural development, budgeting, curricula development,
transaction and assessment. Active consideration of the feedback from all the
stakeholders is ensured to strengthen across these dimensions. 1. Functional
autonomy at the level of curricula development, transaction and assessment
Principals of each constituent institute have been given autonomy in matters
academic enrichment. Autonomy in curricula design, pedagogy, and continuous
assessment is extended to all faculty members. Faculty members are given
complete autonomy to decide the components of continuous evaluation. Curriculum
development and pedagogy are upgraded based on the comprehensive analysis of
feedback from faculty members, students, alumni, parents, academic peers, in-
house faculty members and industrial experts, while aligning with the
guidelines of regulatory bodies. These includes syllabus revisions, inclusion
of courses widening the technical/scientific knowhow, enhancement of courses
focusing on skill development and employability, promoting the courses and
activities imparting environmental consciousness as well as national and inter-
personal values. 2. Self-development of the employees. Empowering the employees
to gain individual-centric professional development is a prime practice
followed. The faculty members have the autonomy to decide their respective key
performance areas (KPA) within the given performance domain. Every employee
decides his/her own key performance areas and is appraised vis-à-vis that
through self-appraisals. Faculty members also have an autonomy to define their
research pursuits and chart out their research endeavors accordingly. The
faculty members are encouraged to upgrade their knowledge in their chosen
domain on a regular basis and are supported financially (Rs. 20,000/- per
head/year) towards the same. Faculty are also empowered enhance their skills
through acquiring training in industries/industrial sectors of their choice.

6.1.2 – Does the institution have a Management Information System (MIS)?
Yes

6.2 – Strategy Development and Deployment
6.2.1 – Quality improvement strategies adopted by the institution for each of the following (with in 100 words each):
Strategy Type Details

Admission of Students Transparent mechanisms are adopted
through university level admission
committees, including inviting
online/offline applications through
wide publicity, merit lists and
counseling procedures. The University
follows the norms of fees, admission
and eligibility as stipulated by
Government of Gujarat and other
statutory bodies. Scholarships for
deserving students are also arranged
through philanthropy. Initiatives are