1. TRAINING IMPACT ANALYSIS

2. Challenges faced in the field  Steep learning curve  Since the charge of Revenue Sector demands technical knowledge of the relevant Acts and Rules.  Pendency of work from predecessors  The charge that had been allotted to me was held additionally by other DAGs for a significant amount of time (since July 2013), resulting in good amount of pendency of work, which was difficult.  Lack of peer group/mentor/feedback mechanism in the field  This is not a systemic challenge and is highly situation based.  Corruption in the field parties  High inertia to change / improve efficiency  Absence of knowledge relating to administration  Posting / transfers within office.  Financial powers of a DAG of a functional wing.

3. Equipment of training imparted by NAAA The training imparted the following skills that helped resolve the challenges:  Knowledge of process of audit  Where to begin solving a problem?  Foundation of domain knowledge  Management of resource

4. Bridging the gap  Every officer trainee should be given a leadership responsibility during training, either academic or non-academic.  Closely work with HP office to gain more practical experience. Officer Trainees can be made to understudy DAGs in HP office / Directors in academy on a rotation basis (for a quarter).  Officer Trainees can be made to take up a Performance Audit / Thematic Audit (plan, conduct and report).

5. Areas of training requiring more focus  Administration  Budget and Expenditure – BEMS  Posting and Transfer  Office maintenance  Interaction with functional wings

6. How can training be improved?  Exposure to application of knowledge by use of case studies  An example would be to provide an understanding of application of Certified financial statements of a company in various audits.  Exposure to drafting of reports – Writing skill

7. What are the areas you may require further training or guidance?  Administration

8. THANK YOU