1. Human Resource Development for the Central Pollution Control Board National Comprehensive Training Needs Assessment CPCB-InWEnt-GTZ/ASEM Concept for the Environmental Training Unit CPCB ifanos concept&planung P. Bank / F. Bemmerlein-Lux

2. Conceptual Mandate At the national conference of Ministers of Environment and Forests in 2001 in Coimbatore it is documented under the headline “Functioning of Pollution Control Boards and Effective Implementation of Environmental Laws”: “Training of personnel, for which programme shall be drawn up by the CPCB”

3. National Assessment The TNA and the development of a HRD strategy at this point is at the National level. It will therefore lead to a National Human Resource Development Programme for the Pollution Control Boards and related Institutions and Organisations.

4. Why TNA What has to be done? ……… a list of training measures (courses, exposures, Hands on training etc.) But how to construct such a list? What kind of capacity building is needed for whom? – And when? How to measure the effects and impacts of the implementation of training courses? What courses and for whom are most important? How to allocate scarce resources wisely? How to acquire new resources for capacity building?...

5. Procedure: Development of the HRD Training Programme Training Needs Assessment Target Group Identification Identification Training Institutes Design of Structure Definition of Strategy Operational Plan Training Types and Content For whom? What & why Who? How? When? Training Impact Evaluation

6. Derive Training Needs Deficits Existing structures capacities and competence Target Groups with their specific requirements Target groups deficits: Awareness Knowledge Skills Institutional deficits: Regulations Structure Competence Derived TN Requirements for effective plan preparation & implementation

7. Example Reporting Requirements standardised fact oriented regular defined reporting lines etc. Existing not standardised narrative sporadic reporting lines inaccurate etc. Training Need A skills training module for reporting is outlined It has to be adapted to different target groups according to their function, responsibilities and tasks. Capacity Building The institution is supported to establish effective reporting lines Example: Reporting: Derive Training Needs

8. Procedure Target Groups Example Reporting TG I: 1st Level Officer, etc.: Has to know: report writing, design guidelines for reporting, define reporting lines, manage reporting lines, summarize reports, check quality of reports etc. TG II: 2nd Level Officer, etc.: Has to know: understand guidelines, write reports, deliver reports,.... The strengthening of reporting skills creates a common understanding and contributes to the institutional integration on different levels and actors.

9. From Training needs to training courses Training types Training Modules The planned training courses will have to be characterised according to a standardised format. It should contain all the necessary information (TOR) to start the design of such a training course. Target Groups with their specific requirements Deficits in Awareness, skills and knowledge Institutional Deficits HRDP Programme (different types of Training measures)

10. Human Resource Development and Capacity Building are Processes

11. The Relations of the Training Management - ETU Training Management Training Course Providers (NTIs), Trainers Management Administration Key persons Target Groups Target Institutions Beneficiaries

12. The Training Cycle Evaluation Implement ation Deriving Objectives Assessing the Needs requirements The Training Management has to organise the training process in close cooperation with all the stakeholders

13. Improving Work Effective- ness Organisational Environment Competencies Job Requirements WORK EFFECTIVENESS

14. The 5 WARES – influence a TNA HARDware ORGwareFINware SOFTware ECOware competence and skills of staff competence and skills of managers – leadership internal social relations Decision structure Mandates and job descriptions Professional networks Administrative efficiency Rules and regulations ….. Financial possibilities and resources Allocation Budgeting flexibility Working Environment Equipment

15. Evaluation and Feedback Evaluation Communication Feedback Input Process Output 1 Output 2 Output 4 Output 3 Results Training objectives Design Delivery Training’s impact on participants reactions Training’s impact on knowledge, skills and attitudes Training’s impact on job performance Training’s impact on organisational performance Performance discrepancies Competency improvement needs Training’s impact on quality of service

16. Suggestions for ETU Extend the TNA and HRD to all fields of CPCB/SPCB activities Initiate and support a Network of Training Managers / Responsible in SPCB Organise and lead the ET net (training providers) Design and compile a “training management handbook” for the HRDP Process Implement Adapt, amend and update the HRD strategy according to urgent emerging needs Initiate awareness campaigns and support SPCB to implement them Responsibility for the proper documentation and reporting in the system Organise internal workshops and coordination meetings Look for additional funds and financing …..

17. The Training fields Identified Training Fields 1.Environmental Policy, Law, Education and Economics 2.Environmental Planning and Management 3.Environmental Information 4.Environmental Monitoring and Assessment 5.Environmental Laboratory Analysis 6.Pollution Control (Waste Management, Clean Technologies) 7.Hazardous Substances /Solid Waste/Bio- Medical Waste Management 8.Inter-personnel Skills

18. The TNA STEP model

20. Thank you

21. Our Tasks 1.assist the ETU 2.help to improve ETU capacities 3.present and offer advanced methods for planning and designing Training in environmental activities

22. Capacities within the environmental administration, within other Authorities, within the industries as well as others involved in environmental protection and pollution control have been build up... Training Objectives … so that they are capable to effectively to incorporate environmental considerations into their programmes, plans and projects.

23. Conceptual Mandate At the national conference of Ministers of Environment and Forests in 2001 in Coimbatore it is documented under the headline “Functioning of Pollution Control Boards and Effective Implementation of Environmental Laws”: “Training of personnel, for which programme shall be drawn up by the CPCB”