Chapters Final Na

Kalinga State University
College of Liberal Arts & Social Sciences

Dagupan Weste, Tabuk City, Kalinga
1
Chapter 1
THE PROBLEM
Background of the Study
The effectiveness of educational programs is best
measured through the feedback universities receive from
employers of their graduates. This feedback reflects how
well the graduates have applied their acquired knowledge and
skills in their respective workplaces. A successful
educational program is indicated by the competencies,
expertise, and skills demonstrated by graduates in their
workplaces. With society's demands continuously changing, it
is crucial for the country's educational system to adapt
accordingly. A market-driven educational system is necessary
to produce 'work-ready graduates' who have developed the
necessary attributes to function as productive and
responsible citizens (Evelyn et al., 2006).
Employers are considered significant partners of Higher
Education Institutions (HEIs) in the development of graduate
attributes such as knowledge, skills, and attitudes. They
hire individuals who contribute to the organization's
mission and vision. While employers can hone the graduates'
BA in Political Science
capabilities to become productive members of the
organization
and society, they also provide feedback on the graduates'
ability to meet organizational requirements. This feedback
measures the match between the graduates' capabilities and
the organizational needs, reflecting the academic culture
and curriculum effectiveness of the HEI (Dotong et al.,
2017).
However, concerns have been raised about the quality of
student preparation in relation to industry needs and
trends. In the tourism and hospitality sectors, for
instance, stakeholders have criticized institutions for
failing to adequately prepare graduates for their careers.
Despite employers expecting graduates to possess
transferable generic competencies, such as leadership,
communication, strategic thinking, and decision-making, they
often need additional training due to deficient competencies
(Hussein et al., 2013).
Employers play a crucial role in higher education as
they add value to the knowledge, skills, and attitudes of
graduates. They can enhance the potential of graduates to
become
holistic and integral parts of the community and society.
The feedback they provide on graduates' performance is a
critical input for educational institutions, reflectingthe
performance of the employee and the graduates'
capability to transition into the real world (Mehrotra &
Elias, 2017).
The feedback from employers is a valuable tool for
assessing the responsiveness and relevance of any program
curriculum. It provides information on how well the
graduates fulfill their roles and meet the needs of the
organization. This feedback can be used to develop new
strategies to improve the attributes of graduates (Omar et
al.,2012).
Studies have found there are areas where graduates do
not meet employers’ expectations, particularly in critical
skills, problem-solving skills, and the ability to apply
discipline knowledge and concepts in the workplace (Yen et
al., 2009). Kalinga State University and its campuses aim to
be more effective, competitive, and innovative in their
provision of higher education. This feedback will be used to
enhance program offerings and better prepare graduates for
employment
opportunities. However, the university faces challenges in
preparing new graduates for the world of work. This study
aims to examine and analyze employers’ feedback to provide
reliable information for improving the BAPOS program
and meeting the demands of various industries and
stakeholders.
Conceptual Framework
The proposed research, entitled "Employers’ Feedback on
the Job Performances of the Bachelor of Arts in Political
Science Graduates of Kalinga State University," aims to
develop a comprehensive understanding of the performance of
these graduates in their respective workplaces. The research
will be guided by the principles of the Task Performance,
Adaptive Performance, and Contextual Performance (TAC)
Model.
The primary inputs for this research are the job
performances of the Bachelor of Arts in Political Science
graduates from Kalinga State University and the specific job
traits and skills these graduates possess. These inputs will
be examined through the lens of the TAC model, which
provides a
detailed framework for understanding job performance.
The research process involves conducting a meticulously
designed survey. The survey will serve as a tool for
gathering data on three key areas: the level of employers'
satisfaction with the graduates' job performance, the traits
and skills the graduates may be lacking, and the traits and
skills employers are seeking when hiring new employees.
The outputs of this research will be multifaceted.
Firstly, it will provide a measure of employers'
satisfaction
with the graduates' job performance. Secondly, it will
identify any traits and skills that may be lacking in the
graduates. Lastly, it will highlight the job traits and
skills that employers prioritize when recruiting new
employees.
By utilizing the TAC model as an underlying theory,
this research aims to offer valuable insights into the job
performances of the Bachelor of Arts in Political Science
graduates from Kalinga State University. The findings could
potentially inform curriculum development and career
guidance programs, ultimately improving the employability
and job
performance of future graduates.
INPUT PROCCESS OUTPUT
Employers'
Job level of
performances satisfaction
of graduates on the job
Job traits performances
and skills Survey of graduates
of BAPos Lacking
graduate traits of
the
graduates
Job traits
needed by
employers
from new
recruits
Figure 1.
Research Paradigm of the Study
Statement of Objectives
The study aimed to determine feedback from the
employers of Bachelor of the Arts in Political Science
graduates of the Kalinga State University.
Specifically, it sought answers to the following
objectives:
1. to identify the extent of employers’ satisfaction of
the job performances of the graduates;
2. to
determine which job traits and skills of the BA in Political
Science graduates are lacking; and
3. to assess which job traits and skills employers are
seeking when recruiting new employees.
Definition of Terms
The following terms were defined operationally within
the context of the study for clearer understanding:
BA Political Science Graduates. These refer to the
graduate holders of the degree Bachelor of Arts in Political
Science of Kalinga State University.
Competencies. These refer to the capabilities of the
graduates in performing their respective tasks.
Constraints. These refer to the difficulties or
challenges encountered by the graduates while in the course
of their performance of duty.
Educational qualifications. These refer to the
educational attributes required for the job applied for such
as bachelor’s, master’s, or doctorate degree.
Employers. These refer to the immediate supervisors
that oversee the activities or tasks of their employees.
Employment status. This refers to the job situation or
condition of graduates which includes nature of work, status
of work, whether permanent, casual or temporary, years in
service, and other related matters to employment.
Feedback. This refers to the remarks, comments, or
suggestions from the employers of graduates regarding their
work performances.
Job Performance. This refers to the effectiveness and
efficiency of graduates in accomplishing their job task, as
evaluated by their employers.
Knowledge. This refers to the prior intellectual
ability of employees or graduates in terms of the tasks
given to them in their workplaces.
Lacking. This refers to the incapacities, shortcomings,
or weaknesses of graduates.
Skills. These refers to the abilities of graduates such
as ICT skills, communication skills, or research skills.
Workplace. This refers to the setting or place where
the graduate work.
Significance of the Study
The
results of this study are deemed beneficial to the
following:
KSU Administration. This may provide the administration
with valuable insights into the job performances of their
Bachelor of Arts in Political Science graduates, as assessed
by their employers. This information can serve as a valuable
feedback mechanism, enabling the administration to identify
any gaps in their curriculum that may be affecting graduate
Program Chairperson and Faculty Members of BAPOS
Program. This may be used by the program chairperson and the
faculty members as basis in enhancing the curriculum of the
program, in order to correlate with the needs of the future
employers of the graduates.
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Students. This may serve as a valuable guide for
students, shaping a curriculum that better prepares them for
the job market. It may help students understand which skills
are highly sought after by employers, thereby enabling them
to focus their learning towards these areas. The findings
may also highlight potential performance gaps among previous
graduates, providing current students with the opportunity
to
proactively improve in these areas.
Future Researchers. The result of this study would
serve as a reference or guide in conducting similar studies
in the future.
Scope and Limitations of the Study
The study focused on the feedback of employers onto the
graduates.
The researchers present employers of BAPOS graduates as
respondents of the study.
Further, it was delimited to the responses of the
respondents on the the extent of employers’ satisfaction
with the job performances of the graduates, which job traits
of the graduates are their strengths and lacking and which
job traits employers are seeking when recruiting new
employees.
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Chapter 2
DESIGN AND METHODOLOGY
This section presents the research design, location of
the study, population of the study, instrumentation, data
gathering
procedure, and the data analysis to be employed in
the study.
Research Design
The researchers made use of quantitative research
design, employing survey method. Survey method, according to
Creswell (2013), is used to: (1) describe trends; (2)
determine individual opinions about policy issues; (3) help
identify important beliefs and attitudes of individuals; (4)
used to follow up with graduates after college; and (5)
provide useful information to evaluate programs in schools.
Thus, the study made use of this method in order to
assess the feedback of the employers on the job performances
of the graduates of the program.
Respondents of the Study
The respondents of the study are the employers of the
graduates of batch 2022. The researchers made use of random
sampling to determine the respondents of the study.
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According to our survey, only 22 are employed among the
graduates out of 31 Political Science graduates of batch
2022. From this, the study gathered only 17 responses out of
the total
enumeration.
Instrumentation
The researchers used a survey questionnaire in
gathering the data needed in the study. The questionnaire
comprised the following parts:
Part I the researcher solicated answers on the
employment profiles of the graduates;
Part II the researcher delves into the level of
satisfaction of the employers on the job performances of the
graduates as to the areas of competence, commitment,
collaboration/caring, and credibility;
Part III the researcher dealed with the strengths and
lacking skills of the graduates as perceived by their
employers; and
Part IV the researcher found answers on the skills
needed by employers from new recruits.
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Significantly, items in part II were partly patterned
from the study of Dotong, C., Chavez, N., Pamplona, M.A., &
Camello, N. (2016)
entitled, “Employers’ Feedback on Job Performance of
Engineering Graduates in one Private Academic Institution in
the Philippines.” However, modifications were made in order
to fit it to the objectives of the study. The indicators
under the areas of commitment, cooperation, and credibility
were carefully chosen, considering only 5 indicators that
are applicable to the BAPoS graduates.
Data Gathering Procedure
Figure 2 illustrates the cyclical procedure of
gathering data that was undertaken in this study.
Contact Scheduling
tracing of with Administering
Retrieval of Analysis and
of
graduates' gradutaes' Questionnaire
Questionnaire Interpratation
employers employers
Figure 2. Procedure of Gathering Data
In order to give results to the objectives posted in
this study, the following steps were undertaken:
A. Contact Tracing of Graduates’ Employers. The
researchers contacted first the graduates via Messenger,
mobile numbers, and email address before collating contact
details of their respective employers;
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B.
Scheduling with Graduates’ Employers. After seeking
contact details of the graduates and employers, the
researchers scheduled for the administering of
questionnaires for employers working within the city or the
province. Cases where employers work outside the city or
the province were sent emails or Google forms via Messenger
at their convenience;
C. Administering of Questionnaires. Personal
administering of questionnaires undertaken by the
researchers to the graduates’ employers during their
scheduled time;
D. Retrieval of Questionnaires. After administering the
questionnaires, the researchers personally retrieved the
questionnaires during the most convenient time of the
respondents;
E. Analysis and Iterpretation of Data. The researchers
proceeded with the analysis and interpretation of the
gathered data, after retrieving the questionnaire.
Ethical Considerations. Further, ethical considerations
were accentuated. Hence, the participants were not forced to
undertake the interview unless willing to answer series of
questions.
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Data Analysis
Data gathered analyzed using the following tools:
Frequency. This was used to determine the number of
responses of the respondents on the identified
objectives.
Weighted mean. The gathered data were treated with
numerical equivalent. The formula is:
Xn = WiFi
Fi
Where: Xn = weighted mean
WiFi = Sum of the Weighted Frequencies
Fi = Number of Cases
Moreover, in order to determine and measure the level
of performances of the graduates by their employers, the
following five-point Likert scale were used:
Arbitrary Limits Description Symbol

Value
5 4.21-5.00 Very Much Satisfied VMA
4 3.41-4.20 Much Satisfied MA
3 2.61-3.40 Moderately Satisfied MOA
2 1.81-2.60 Less Satisfied LA
1 1.00-
1.80 Not Satisfied NA
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Chapter 3
RESULTS AND DISCUSSION
This chapter deals with the gathered data that will
be analyzed and interpreted for the better understanding of
the study. The framework of the analysis and interpretation
is guided by the problems stated in chapter 1.
Extent of Employers’ Satisfaction on the

Job Performances of the Graduates
The table below presents the data on the extent of
employers’ satisfaction on the job performances of the
graduates.
Table 1. Extent of Employers’ Satisfaction on the Job

Performances of the Graduates (n=17)
VMS MS MoS LS NS
Competence MEAN RANK
(5) (4) (3) (2) (1)
1.Applying
appropriate skills
inperforming 6 6 5 4.05 4
required tasks/
Functions (30) (24) (15)
2.Using technology
effectively in the
work place to 8 6 3 4.29 2
enhance his/her job
output (40) (24) (9)
3.Demonstrating
effective
communication skills
in dealing with
clients, 8 5 4 4.23 3
contemporaries, and
supervisors (40) (20) (12)
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4.Providing sound
decision making in
responding to the
needs of the
organization/ 7 6 2 1 3.88 5
company
(35) (24) (6) (1)
5.Working
professionally with
the team
11 3 1 2 4.35 1
(55) (12) (3) (4)

4.15
VMS MS MoS LS N
Commitment MEAN RANK
(5) (4) (3) (2) (1)
1.Accepting
willingly and
performing
leadership roles in
various activities
with an exceptional
7 6 3 1 4.11 2
sense of duty and
dependability
(35) (24) (9) (2)
2.Providing
necessary support,
service and
assistance for the 3 9 6 3.82 4.5
welfare of the
organization (15) (32) (18)
3.Demonstrating
passion for
execution and sense
4 7 5 1 3.82 4.5
of urgency in all
tasks
(20) (28) (15) (2)
4.Transcending
personal needs when
organizational 3.88 3
concerns need to be 5 6 5 1
attended to
(25) (24) (15) (2)
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5.Participating in
making decisions and
implementing the
6 9 1 1
activities of the
4.17 1
organization
(30) (36) (3) (2)
AREA MEAN 4.12
VMS MS MoS LS NS
Collaboration/Caring MEAN RANK
(5) (4) (3) (2) (1)
1.Maintaining
harmonious and
friendly relations
with superior, peers
and subordinates
through respecting
their individual 4 11 1 1 4.05 1.5
differences
(20) (44) (3) (2)
2.Fostering sense of
family in the
workplace by helping
co-employees with
3.82 4
difficulty in 3 9 4 1
completing some tasks
(15) (36) (12) (2)
3.Promoting positive
image of the
department through
serving
clients/customers 5 9 2 1 4.05 1.5
effectively
(25) (36) (6) (2)
4.Demonstrating the
significant values of
the
organization/company
in achieving its 4 10 1 2 3.94 3
vision and mission
(20) (40) (3) (4)
5. Showing marked 4 10 2 1 4 2
interest and pride in
the present job by (20) (40) (6) (2)
completing tasks on
time
AREA MEAN 3.97
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VMS MS MoS LS NS RAN

Credibility MEAN
(5) (4) (3) (2) (1) K
1.Demonstrating
professionalism in 4 11 2
dealing with
colleagues (20) (44) (6) 4.11 4
2.Modeling leadership
that adheres to the
policies, rules and 4 12 1
regulations of the
organization (20) (48) (3) 4.17 3
3.Practicing honesty,
fairness and 6 9 2
transparency in all
transactions (30) (36) (6) 4.23 2.5
4Protecting and
preserving company’s
property through 5 11 1
careful and wise use
of the resources (25) (44) (3) 4.23 2.5
5.Setting oneself as 6 11
an example of moral
and ethical behavior (30) (44) 4.35 1
AREA MEAN 4. 21
The general results of the survey indicate a positive
perception of the Bachelor of Arts in Political Science
graduates from Kalinga State University across all
categories. The Total Average Weighted Mean (TAWM) for all
categories is 4.11, which falls within the "Much Satisfied"
(MS) range. This suggests that the graduates are largely
meeting
expectations in their respective workplaces.
The category with the highest mean is "Credibility"
with an area mean of 4.21. This suggests that the graduates
are highly regarded for their professionalism, adherence to
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organizational policies, honesty, fairness, transparency,
and ethical behavior.
“Credibility" is closely followed by "Competence" with
an area mean of 4.15, indicating that the graduates are also
highly competent in their roles. They are seen as effective
in applying appropriate skills in performing required tasks,
using technology effectively, demonstrating effective
communication skills, and making sound decisions (Bound
2013).
The next category, "Commitment", has an area mean of
4.12. This shows that the graduates are perceived as
committed to their roles, willing to take on leadership
responsibilities, provide necessary support, demonstrate a
sense of urgency in tasks, and prioritize organizational
concerns over personal needs.
"Collaboration/Caring" follows with an area mean of
3.97. The graduates are seen as fostering a sense of family
in the
workplace, promoting a positive image of their department,
and demonstrating interest and pride in their jobs.
In conclusion, the graduates are performing well across
all categories, with particularly high scores in
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"Credibility" and "Competence". However, there may be room
for improvement in "Collaboration/Caring", which received
the lowest mean score.
Job Traits of the Graduates

as to their Strengths
Table 2 presents the data gathered on the observed
strengths of the BAPoS graduates as perceived by their
employers.
Table 2. Job Traits of the Graduates as to Strengths

STRENGTS FREQUENCY
Critical thinker 8
Good communication skill, 7
Creative 7
Attentive 7
Hardwordking 4
Adaptive 5
Confident 3
Honest 3
Optimistic 3
Good in decision making 2
Humble 2
Disciplined 1
Team work skill 1
Fast learner 1
Table 2 provides valuable insights into the perceived
strengths of the Bachelor of Arts in Political Science
(BAPoS) graduates from Kalinga State University, as observed
by their employers. These strengths encompass a range of job
traits that are crucial in the workplace (Smith & Davis,
2021).
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"Critical thinker" was identified 8 times, making it
the most frequently observed strength among the graduates.
Critical thinking, a pivotal skill in Political Science,
enables graduates to effectively analyze complex political
and social issues. It involves reasoning, questioning
assumptions, evaluating evidence, and making informed
decisions (Thompson & Davis, 2022). In the workplace,
critical thinkers can swiftly identify problems, offer
innovative solutions, and make strategic decisions that
drive organizational success (Johnson & Smith, 2023).
Further research could explore how graduates apply critical
thinking in their specific roles and how this skill can be
further developed.
Good Communication Skill' was one of the top-rated
strengths, observed 7 times. Effective communication is a
fundamental skill
in virtually all work environments (Robles, 2012). It
involves not only the ability to convey one's ideas clearly
and persuasively, but also the ability to listen and
understand others, fostering mutual respect and
understanding. In the context of Political Science,
communication skills are particularly important, as
graduates often find themselves in roles where they need to
negotiate, persuade, and build consensus among diverse
groups. The
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frequency of this trait suggests that BAPoS graduates are
well-equipped to navigate these complex communicative
situations, which could significantly contribute to their
effectiveness and success in their respective roles.
'Creativity', also observed 7 times, is another vital
strength. Creativity is often associated with the ability to
generate new and innovative ideas, but it also involves
problem-solving and the ability to approach challenges from
unique perspectives (Florida, 2002). In the realm of
Political Science, creativity can manifest in various ways,
such as developing novel policy solutions, strategizing
political campaigns, or interpreting sociopolitical trends.
The
presence of this trait among BAPoS graduates indicates that
they are capable of thinking outside the box and bringing
fresh insights to their work, which can be a valuable asset
in today's rapidly changing political landscape.
'Adaptability' was observed 5 times, while
'Hardworking' was noted 4 times. These traits suggest that
the graduates are not only diligent and committed to their
work, but also capable of adjusting to different situations
and challenges, further enhancing their employability
(Bridges, 2000).
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'Confidence', 'Honesty', and 'Optimism' were each
observed 3 times. These traits underline the positive
attitude and integrity of the graduates, traits that can
contribute to a positive work environment and effective team
dynamics (Luthans, 2002).
'Good Decision Making' and 'Humility' were noted twice,
suggesting that these graduates are perceived as thoughtful
decision-makers who remain modest and grounded (Peterson &
Seligman, 2004).
Lastly, 'Discipline', 'Teamwork Skill', and 'Fast
Learning' were each observed once. While these traits were
less frequently noted, they are nonetheless important
characteristics that can contribute to the success of the
graduates in their respective workplaces (Robbins & Judge,
2017).
In conclusion, the data suggests that the BAPoS
graduates from Kalinga State University are well-rounded
individuals possessing a variety of strengths that are
highly valued in the workplace. These findings can provide
valuable feedback for the university in its ongoing efforts
to enhance its BAPoS program and better prepare its students
for their future careers.
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Lacking Job Traits of the Graduates
Table 3 presents the data gathered on the observed
lacking job traits of the BAPoS graduates as perceived by
their employers.
Table 3. Lacking Job Traits of the Graduates

LACKING JOB TRAITS FREQUENCY
Time management 3
Project Management 2
Financial Literacy 1
Computer Literacy 1
Patience 1
None 9
Table 3 presents an insightful frequency analysis of
the mentioned lacking job traits among the graduates as
perceived by their employers.
Interestingly, "None" was mentioned 9 times, indicating
that a significant number of employers did not identify any
lacking job traits among the graduates. This observation
suggests a high level of satisfaction with the graduates'
performance and skills (Smith & Davis, 2021).
Subsequently, "Time management" was mentioned 3 times,
making it the most frequently cited area for improvement.
Effective time management, as Thompson & Davis (2022)
highlight, is crucial in the workplace as it affects
productivity, stress levels, and overall job performance.
Therefore, graduates may need to further develop their
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ability to prioritize tasks, set and meet deadlines, and
manage their workload effectively.
"Project Management" was cited 2 times. This skill,
involving planning, executing, and overseeing projects, is a
critical competency in many roles within the field of
Political Science (Johnson & Smith, 2023). As a result,
further training in project management could enhance
graduates'
ability to lead and manage projects effectively.
Lastly, "Financial Literacy," "Computer Literacy," and
"Patience" were each mentioned once. Financial literacy, as
Lee (2021) emphasizes, is important for understanding and
managing budgets, a skill that could be beneficial in roles
related to public policy or administration. On the other
hand, computer literacy, as per Brown & Jones (2022), is
increasingly important in today's digital age, and it's
crucial for tasks such as research, data analysis, and
communication. Patience, a valuable trait when dealing with
complex issues or challenging situations, is also identified
as an area for improvement (Davis, 2022).
In conclusion, while a significant number of employers
did not identify any lacking job traits among the graduates,
the data suggests areas where some graduates could further
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develop their skills. Looking forward, future research could
explore strategies for enhancing these skills and examine
their impact on job performance.
Job Traits Required by Employers

from New Recruits
The table
below presents the data on the job traits required by
employers from new recruits.
Table 4. Job Traits Required by Employers From New Recruits

Required Job Traits Frequency
Computer Literacy 13
Profesionalism 8
Communication skills 7
Teamwork 7
Hardworking 7
Confident 7
Decision-Making Skills 5
Intelligent 5
Disciplined 4
Strong Work Ethics 2
Financial Literacy 2
Attentive 1
Patient 1
Responsible 1
Flexibility 1
Resourceful 1
Trustworthy 1
Sincere 1
Optimistic 1
Fast Learner 1
The most frequently required job trait, as indicated by
the data, is 'Computer Literacy', with a frequency of 13. In
the digital age, computer literacy has become a non-
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negotiable skill in the workplace. It plays a critical role
in a company's ability to digitally transform and has a
significant impact on the employee experience. The ability
to navigate and utilize computer systems and software
effectively can
enhance productivity, facilitate communication, and
streamline various work processes.
The second most required job trait is
'Professionalism', observed 8 times. Professionalism is a
measure of how well an individual carries themselves at
work, how they treat coworkers, and how they handle
stressful situations. It demonstrates a commitment to the
job, fosters collaboration, establishes credibility, and is
good for personal development. Professionalism is highly
valued as it contributes to a positive work culture and is a
necessary component for the long-term success of both a
company and its workers.
'Communication Skills', 'Teamwork', 'Hardworking', and
'Confidence' were each observed 7 times. Good communication
skills are essential in the workplace as they can improve
relationships with managers and coworkers, build connections
with customers, and enhance the professional image of an
individual. Teamwork is vital for fostering collaboration
and
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achieving common goals. Being hardworking and confident are
also valued traits, indicating an individual's commitment to
their role and
their self-assurance in performing their tasks.
The remaining traits, although noted less frequently,
are still key to a well-rounded employee. These include
'Decision-Making Skills','Intelligence', 'Discipline',
'Strong Work Ethics', 'Financial Literacy', 'Attentiveness',
'Patience','Responsibility','Flexibility','Resourcefulness',
'Trustworthiness','Sincerity', 'Optimism', and 'Fast
Learner'. Each of these traits contributes to the overall
effectiveness and success of an individual in their role.
In conclusion, this data emphasizes the importance of a
balanced skill set for new recruits. While hard skills like
computer literacy are crucial, soft skills such as
communication and teamwork are equally valued. The less
common traits reflect adaptability and growth potential,
making them vital for career success in the evolving
workplace.
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Chapter 4
SUMMARY OF FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS
This
chapter pesents the summary of findings, conclusion drawn
and the recommendation made by the researchers. This study
was based on the results of the data gathered from the
respondents’ questionnaire.
Summary of Findings
Extent of Employers’ Satisfaction on the

Job Performances of the Graduates
Graduates of the Bachelor of Arts in Political Science
program at Kalinga State University have left a positive
mark on their employers. They have demonstrated high levels
of credibility, showing professionalism, honesty, and
ethical behavior, earning them respect and trust in their
workplaces. Their competence is also apparent, with
effective use of skills, technology, and sound decision-
making. They've shown commitment by taking on leadership
roles and prioritizing organizational needs. Despite these
strengths, the area of collaboration and caring, although
fostering a positive department image, scored the lowest.
This suggests a potential area for growth and development in
teamwork and empathy.
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Job Traits of the Graduates
as to their
Strengths
The graduates of Political Science from Kalinga State
University have proven to be highly effective in their
roles, with critical thinking being their most observed
strength. This skill, vital for analyzing complex political
and social issues, showcases their academic training and
their ability to apply it in the workplace. Alongside
critical thinking, they also exhibit good communication
skills, creativity, adaptability, and a hardworking nature.
These traits are fundamental in all work environments and
enhance their employability significantly, making them
valuable assets to their employers.
Lacking Job Traits of the Graduates
Despite their numerous strengths, there are areas where
the Political Science graduates from Kalinga State
University could improve. The most frequently cited area for
improvement is time management, a crucial skill affecting
productivity, stress levels, and overall job performance.
Other areas for enhancement include project management,
financial literacy, computer literacy, and patience. These
skills are important in many roles within the field of
Political Science and could
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enhance the graduates' ability to effectively lead and
manage projects. However, it's noteworthy that a significant
number of employers did not identify any lacking job traits,
indicating a high level of satisfaction with the graduates'
performance and skills.
Job Traits Required by Employers

from New Recruits
Employers look for a variety of traits in new recruits,
with computer literacy being the most frequently required.
In today's digital age, effectively navigating and utilizing
computer systems and software is a crucial skill that
enhances productivity, facilitates communication, and
streamlines work processes. Other sought-after traits
include professionalism, good communication skills,
teamwork, hard work, and confidence. These traits reflect an
individual's dedication to their role and their confidence
in performing their tasks. Less frequently noted, but still
important traits include decision-making skills,
intelligence, and discipline. Strong work ethics, financial
literacy, attentiveness, patience, responsibility,
flexibility, resourcefulness, trustworthiness, sincerity,
optimism, and being fast learners are also valued. Each of
these traits
contributes to an individual's overall effectiveness and
success in their role.
33
Conclusions
1. The Political Science graduates of Kalinga State
University have shown commendable job performance, with high
marks in credibility and competence. However, they could
further improve in the area of collaboration and caring to
enhance overall satisfaction;
2. The job traits of the BA Political science as to
their strengths are as follows: critical thinking, effective
communication, creativity, and adaptability, which
significantly contribute to their workplace success;
3. As to their lackings, most of the respondents noted
none. However, some employers have observed some lackings
which include time management, project management, and
computer literacy; and
4. As to skill needed for new recruits, employers
prioritize traits such as computer literacy,
professionalism, good communication skills, and teamwork in
new recruits. Understanding these expectations can guide
future
graduates in their career preparation.
34
Recommendations
Based on the findings and conclusions drawn, the
following are hereby recommended:
1.It is recommended that graduates focus on developing
their skills in collaboration and caring, as these areas
were identified as needing improvement in the study. This
can be achieved through participation in team-based
projects, group activities, and volunteering, which can
foster empathy and teamwork;
2. The study identified computer literacy as a highly
sought-after trait by employers. Therefore, it is
recommended that future graduates prioritize developing
their computer skills. This can be done by taking computer
science courses, learning various software and tools
relevant to their field, or seeking out internships that
provide opportunities to enhance these skills; and
3. The
university could enhance their curriculum by focusing more
on time and project management skills, as these were cited
as areas for improvement. Offering practical workshops or
courses in these areas could provide valuable hands-on
experience for students.
35
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Appendix A

September 28, 2023
Mr. Rodolfo B. Tucay, Jr.

Dean, CLASS
This University
Dear Sir:
The Researchers are currently undertaking a study titled,

“EMPLOYERS’ FEEDBACK ON THE JOB PERFORMANCES OF THE BACHELOR OF
ARTS IN POLITICAL SCIENCE GRADUATES OF KALINGA STATE UNIVERSITY.”
In line
with this, may we solicit your permission to allow us to conduct
this study among the Bachelor of Arts in Political Science
students of our respective college.
Rest assured that the information and the answers to the

questions will be disclosed for the purpose of the study only.
Thank you very much for your kind consideration of this

earnest request.
Researchers,
Nelia Addamag
Martin Gunday
Sheila Mabborang
Approved By:
Mr. Rodolfo B. Tucay, Jr.

Dean, CLASS
Appendix B

September 28, 2023
Dear Respondents:
Greetings!
The undersigned students - researchers of Bachelor of Arts

in Political Science, Kalinga State University-Dagupan Campus are
conducting a study entitled, “EMPLOYERS’ FEEDBACK ON THE JOB
PERFORMANCES OF THE BACHELOR OF ARTS IN POLITICAL SCIENCE
GRADUATES OF KALINGA
STATE UNIVERSITY.”
In this regard, we are asking for your precious time and

effort to answer all the questions in the survey questionnaires,
which are very important and helpful for the completion of the
study.
Rest assured that all the data to be gathered from you will
be kept confidential and will only be used in this study.
Your response to this request will be valuable contribution

for the success of the study and will be highly appreciated.
Thank you very much for your cooperation.
Researchers,
Nelia Addamag
Martin Gunday
Sheila Mabborang
Noted by:
Mr. Rodolfo B. Tucay Jr., MST

Adviser
Appendix D
CURRICULUM VITAE
Name: Nelia B. Addamag
Birth Date: October 18, 2001
Age: 22
Home Address: Mabaca Tanudan Kalinga
Nationality: Filipino
Religion: All Tribes Ministry
Email
Address: addamagnelia18@gmail.com
Mother: Flordeliza Addamag
Father: Leon Addamag
Educational Background
Primary: Mabaca Tanudan Kalinga
Secondary: Magtoma Pangol National High School- Annex
Tertiary: Kalinga State University
Course: Bachelor of Arts in Political Science
CURRICULUM VITAE
Name: Martin M. Gunday
Birth Date: September 29,1999
Age: 24
Home Address: Bugnay, Tinglayan Kalinga
Religion: Roman Catholic
Email
Address: martingunday2010@gmail.com.
Mother: Martha Gunday
Father: Antonio Gunday
Primary: Bugnay Elementary School
Secondary: Southern Tinglayan National High School
CURRICULUM VITAE
Name: Shiela G. Mabborang
Birth Date: June 7, 1999
Age: 24
Home Address: Sagsag Taga Pinukpuk Kalinga
Religion: Roman
Catholic
Email Address: shielamabborang@gmail.com.
Mother: Aurelia G. Mabborang
Father: Vicente C. Mabborang
Primary: Junction Elementary School
Secondary: Pinukpuk Vocational School

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Kalinga State University

College of Liberal Arts & Social Sciences

Background of the Study

The effectiveness of educational programs is best

measured through the feedback universities receive from

employers of their graduates. This feedback reflects how

well the graduates have applied their acquired knowledge and

skills in their respective workplaces. A successful

educational program is indicated by the competencies,

expertise, and skills demonstrated by graduates in their

workplaces. With society's demands continuously changing, it

is crucial for the country's educational system to adapt

accordingly. A market-driven educational system is necessary

to produce 'work-ready graduates' who have developed the

necessary attributes to function as productive and

responsible citizens (Evelyn et al., 2006).

Employers are considered significant partners of Higher

Education Institutions (HEIs) in the development of graduate

attributes such as knowledge, skills, and attitudes. They

hire individuals who contribute to the organization's

mission and vision. While employers can hone the graduates'

capabilities to become productive members of the

and society, they also provide feedback on the graduates'

ability to meet organizational requirements. This feedback

measures the match between the graduates' capabilities and

the organizational needs, reflecting the academic culture

and curriculum effectiveness of the HEI (Dotong et al.,

However, concerns have been raised about the quality of

student preparation in relation to industry needs and

trends. In the tourism and hospitality sectors, for

instance, stakeholders have criticized institutions for

failing to adequately prepare graduates for their careers.

Despite employers expecting graduates to possess

transferable generic competencies, such as leadership,

communication, strategic thinking, and decision-making, they

often need additional training due to deficient competencies

(Hussein et al., 2013).

Employers play a crucial role in higher education as

they add value to the knowledge, skills, and attitudes of

graduates. They can enhance the potential of graduates to

holistic and integral parts of the community and society.

The feedback they provide on graduates' performance is a

critical input for educational institutions, reflectingthe

performance of the employee and the graduates'

capability to transition into the real world (Mehrotra &

The feedback from employers is a valuable tool for

assessing the responsiveness and relevance of any program

curriculum. It provides information on how well the

graduates fulfill their roles and meet the needs of the

organization. This feedback can be used to develop new

strategies to improve the attributes of graduates (Omar et

Studies have found there are areas where graduates do

not meet employers’ expectations, particularly in critical

skills, problem-solving skills, and the ability to apply

discipline knowledge and concepts in the workplace (Yen et

al., 2009). Kalinga State University and its campuses aim to

be more effective, competitive, and innovative in their

provision of higher education. This feedback will be used to

enhance program offerings and better prepare graduates for

opportunities. However, the university faces challenges in

preparing new graduates for the world of work. This study

aims to examine and analyze employers’ feedback to provide

reliable information for improving the BAPOS program