Pathetic ecosystem for faculty - Faculty UPES Employee Review

Lack of Academic Representation: None of the higher authorities come from an academic background, so they do not understand the real challenges that faculty face in the regular teaching-learning process. Unresponsive Leadership: extremely adamant and unwilling to listen to faculty perceptions or acknowledge ongoing infrastructure-related challenges. Insufficient Leave Support: Faculty do not receive adequate support even for personal leaves, such as leave for their own marriage. If there is any urgency at faculty end, first reschedule the class then take leave, otherwise class not taken report will be generated and will be reported to HR. Rescheduleing quota is very limited, have to use the same for funded project task or FDP or on duty tour. Restrictive Class Rescheduling: There are very limited options for class rescheduling. Faculty are forced to use these limited rescheduling slots even for official assignments/tasks that occur during class hours. Quotas Restrict Leave: If a faculty member does not have available rescheduling quota, they are unable to take leave—regardless of the reason. Administrative Burden: Faculty spend excessive time running around for even small administrative tasks due to multiple management hurdles. Unrealistic Expectations: Management expects very high levels of research output from faculty who are already burdened with 16–18 teaching hours per week. Lack of Respect for Faculty: Faculty are not treated as educated intellectuals; instead, they are treated like workers or labourers by the management. Loss of Emotional Attachment: Earlier, faculty were emotionally invested in the organization, but those days are gone, and now there is little extra effort from faculty. Toxic Work Ecosystem: The ecosystem encourages competition among faculty rather than collaboration, so no one works as a team; everyone operates in isolated silos. Token Leadership Roles: Management offers titles such as Associate Dean, Cluster Head, and Program Leader to encourage mid-level leadership without monetary benefits, but these roles come with increased workload and no real decision-making authority. Centralized Decision Making: All decisions have to be approved by the , top management who remain the most inflexible authorities in the organization.