1. PRESENTATION ON IMPLEMENTATION OF NATIONAL TRAINING POLICY 2012 [CIRCULATED BY DOP&T] 1

2. OBJECTIVES OF NTP 2012 To Develop a professional, impartial and efficient civil service responsive to the needs of citizens To ensure that the civil servants have the requisite knowledge, skills and attitude to effectively perform their functions of the job/post 2

3. To Classify distinct types of posts and to indicate the competencies for each such post Competencies should include core and specialized skills To link the competencies for the current or future jobs To address the gap between the existing and required competencies through a comprehensive training plan Career progression and placement should match the competencies required for specified posts 3

4. TARGET Training to civil servants should be at entry level and at appropriate intervals during service Training to be made available for all civil servants at all levels Opportunities to be made available through a mix of conventional courses, distance and e-learning Priority to be given to front-line staff, including training on soft skills, to improve customer orientation as well as quality of service delivery to the citizens 4

5. G U I D E L I N E S FOR MINISTRIES Appoint Training Manager at Jt.Secy./Director level preferably handling administrative matters as the Nodal Officer for the Deptt. Creating a Training Cell with HR and Capacity Building professionals to assist the Training Manager Setting aside 2.5% of Salary Budget for training Developing Cadre Training Plans and Annual Training Plans Developing domain/sector specific Trainers Developing Training Institutions into “Centres of Excellence” 5

6. Using services of Training Institutions for developing cadre training plans, outsourcing training and/or providing advisory or consultancy to the Ministry Implementing ATP through institutions under it or through outside institutions Incorporating a separate section in the Ministry’s Annual Report on training & capacity building activities undertaken during the year 6

7. Developing a Training Management Information System to facilitate training and development activities of the Deptt. Commissioning Surveys/studies to measure the clients’/customers’ satisfaction level on the services Reviewing the implementation of Annual Training Plan, Cadre Training Plan and the functioning of Training Institutions under the Deptt. 7

8. FUNCTIONS OF TRAINING MANAGER To co-ordinate and collaborate with the Training Division of DOPT; To carry out competency mapping of all employees; To prepare and implement Annual Training Calendar of the Deptt.; To prepare and implement Cadre Training Plans in respect of the cadres under control of the Deptt.; To develop a suitable programme/scheme for development of domain/sector specific trainers; To develop plan to mould training institutions under the Department into ‘Centres of Excellence’; 8

9. To prepare and implement programme/scheme of foreign training of the employees working under the Department; To ensure proper utilization of the training budget of the Department. Undertaking benchmarking/evaluation study of training institutions under the Department; Commission surveys/studies to measure clients’/customers’ satisfaction level; To ensure compliance of NTP and the guidelines and ensure reporting 9

10. ROLE OF GOVT. TRAINING INSTITUTIONS Should have the requisite staff, infrastructure & finances to perform their functions Should become models of excellence in the quality of training through self-assessment & bench-marking Providing technical assistance and advice in preparation of ATP and in outsourcing training Playing key role in assisting the Deptt. For shifting to competency based-framework for training 10

11. Assimilating technologies to enable learning anywhere, anytime by the clients Supplementing current programmes with distance and e-learning courses Conducting field studies and research for becoming repositories of knowledge Providing advisory and/or consultancy services Networking with other institutions to share learning resources, experience and expertise 11

12. Facilitating development of domain specific trainers and providing stability of tenure and opportunities for faculty development All trainers to undergo programmes for ‘Training of Trainers’ Maintaining database of trained manpower for future reference Giving special focus on behavioural/attitudinal training 12

13. FUNDING Adequate funding to be provided by each Ministry/Deptt. to meet the training requirement At least 2.5% of the salary budget of the Deptt. Should be set aside for training purposes 13