manual manually edited

Information cum guidelines manual

Chapter 1: Employment Generation and Marketing Mission (EGMM)

1.1 Back drop:

Government of Andhra Pradesh has began a Society for Elimination of Rural Poverty (which will be here after referred to as SERP) in 2000 for making concentrated and focussed efforts to create opportunities and to hand hold the poor and bring them out of poverty in a sustained manner. The Department of Rural development stood as the incubator for the project and still hosts the project. Of the basket of opportunities provided en route to elimination of poverty in rural Andhra Pradesh, Employment Generation and Marketing Mission (EGMM) was set up as a society (initially part of SERP and now a sister organisation of SERP) to provide employment to the rural unemployed youth. Now a five year old, EGMM has emerged as the largest Jobs mission working for the underprivileged youth in India.

To date it has trained 2, 26,909 and placed about 70% of them in entry level corporate jobs. 45% are girls and 37% are SCs/ STs. All the youth are from economically and socially underprivileged sections of the society. EGMM works in a public-private partnership mode with government, companies and the rural communities as its stakeholders. The entire approach is a bottom-up, tailored to help the rural poor from the unorganized to the organized labour market.

1.2Vision:To train and place about one and half lakh youth every year, thereby helping those

many families take their first step out of the vicious circle of poverty.

1.3Mission: Employment/employability enhancement of BPL Rural Youth through placement

linked market-driven trainings.

1.4Objective: ‘One Job for every poor family’ as articulated by the rural community.

1.5Highlights:The brand EGMM has been built by its innovative products developed like the country's first Grassroots level English, Soft Skills & Computers Academy, Textile Training Academy, and Security Academy. EGMM has also customized the trainings linked to new investments like Rural BPOs, SEZ's manufacturing units, etc. For the industry requirements, youth are trained for a minimum time and placed directly. And innovations continued through to the biometric attendance to improve transparency call centre dedicated to address the grievances, youth centre meant to impart lifelong learning and finishing school fine tuning youth to improve chances of greater pay.

The way ahead is thought out in the form of handing over a SIM to each youth passing out of trainings and recharging it for the first 3 months so that youth stay in touch and this helps in post placement tracking.

One Job per poor household


1.6 Impact:

The rural and tribal poor youth hailing from agricultural and daily wage labourer families earning barely Rs.12000 per annum now send home on an average Rs.24000 per annum. This money is used for either educating a younger sibling or to repay a high cost debt freeing them from landlords etc. Thus impact studies showed EGMM work takes families out of poverty in a sustained manner.

Chapter 2: How Employment Generation and Marketing Mission works

2.1Objective: Objective of EGMM is to identify the rural and tribal poor, counsel, screen, train, and

place and take care of post placement support to see that these youth form a potential work force there by helping the house come out of poverty. To do this, EGMM follows a transparent and market driven approach which is divided into:

A. Identification and mobilizationB. TrainingC. PlacementD. Post placement tracking

2.2Manpower:Manpower at EGMM is of two levels:

State team at head quartersDistrict team in the field

The following organ-gram explains the EGMM team:

2.3Process:The process is explained step wise as given under:

Table explaining basic process of EGMM

Step No

Activity Description Responsibility Remarks/ Time lines

1 Registering youth database

Youth are registered SHG wise in the database

JDM in coordination with APM of the respective cluster

Continuous process. Any youth who aspires for a job through EGMM has to undergo this process

2 Batch planning for administrative approval

Batch has to be planned in software JDM in coordination with APM of the respective partner

To be done at the beginning of year for better coordination

3 Batch creation Batch has to be created in software JDM in coordination with APM of the respective partner

To be done at least 21 days before the start date as per the action plan



4 Generating call letters

Call letters have to be generated informing the starting date and centre/ location

JDM in coordination with APM of the respective cluster

To be done between 5-20 days before starting the course

5 Screening camp Screening camp to be conducted for all the eligible and select the most needy among the ones attending the counseling

Trainer for EGMM owned trainings/ Partner for partners trainings

Filtering at this stage will help in creation of dedicated manpower for companies and non serious candidates are left out at this stage

6 Parents meeting

Parents meeting has to be conducted before accepting youth into training

JDM in coordination with APM of the respective partner for own trainings/ Partner for partner trainings

This is a compulsory activity and not based on partners willingness

7 Batch starting Batch to be started as per schedule JDM in coordination with APM of the respective partner

To be done as per the action plan

8 Batch inception Inception to be done on 15th day of the batch start

JDM in coordination with APM of the respective partner

To be closed definitely as per plan

9* Support money/ Uniform/ stationery etc

Bill has to be raised for this JDM in coordination with APM of the EGMM owned trainings

To be included in the inception list.

10* Training assessment/ Placement readiness form

Assessment helps identify companies according to the standard of the students

Trainer and APM responsible for the EGMM owned trainings

11 Parents meeting

Parents meeting has to be conducted before accepting youth into training

JDM in coordination with APM of the respective partner for own trainings/ Partner for partner trainings

This is a compulsory activity and not based on partners willingness

12* Market scan for placements

Market scan helps identify newer avenues with better pay and facilities which help youth financially and also career wise

SMM- placement To be done regularly in order to keep updated placements

13* Registering potential employers

Potential employers are made to register through online software and verification is done

SMM- placement in coordination with JDM/ trainer/ placement executive

To be done regularly to maintain a uniform and updated database of potential employers

14* Approving potential employer organization

Verification is done and after performing basic check, they are approved to participate in placements

SMM – placement through field staff and/ or personal check

To be done regularly to maintain a uniform and updated database of potential employers

15* Placing requirement details

Companies directly place the request for recruitment district wise

SMM- placement To be done as soon as possible after companies are registered so that they are served quickly

16 Placements Placements have to be more than minimum wages in any city. Reports have to be sent within 15 days of completion of the batch

Call centre, JDM and SMM in charge of the district

To be done within 3 working days of any batch being placed

17 Placement bill Placement related bill of 50% of total fee to be paid only on minimum target of 70% achievement

JDM and PD To be done within 15 days of completion date of batch failing to which payment can be denied

18 Post placement tracking

Every placed batch has to be verified for retention in first three months. The idea is that anyone who stays in job for initial

Call centre, JDM and SMM in charge of the district

To be done after 3 months of placement date/ completion of batch



3 month phase tends to continue working.

19 Post placement/ retention bill

Post Placement related bill of 50% of total fee to be paid only on minimum target of 70% achievement on numbers trained and NOT NUMBERS PLACED

JDM and PD To be done after 3 months of submission of placement report.

*Note: Steps 9, 10, 12, 13, 14 and 15 are only for EGMM owned trainings

2.4Monitoring and evaluation (M & E) of trainings:

Monitoring and evaluation of trainings is done through a systematic and transparent manner by a team of committed individuals across the ranks of EGMM which is as explained in the organ-gram (page no…)

2.5Systems for M & E:EGMM has in place end to end software which feeds on the data from the field and

generates call letters to the required trainings as per specification and preferences of the youth, maps them to the training centre and records even their training, placement and post placement details (software flow is explained from page no… to page no….).

To enable better and transparent maintenance of attendance, bio metric devices have been installed one at each training centre (details given on page no…). This bio metric attendance is used as a proof to indicate training and also to make payments for both training and food and accommodation services provided by the organisation. On and above this, checks are performed in random through APM/JDM/Quality executives/SMM/CEO during their visits to the training centre before releasing payments (Software flow for making payments is given on page no…).

Chapter 3: Employment linked trainingsEGMM conducts employment linked trainings for the rural and tribal poor. These

trainings are done as per market requirements and are all employment opportunity providing skill enhancement trainings. End measured output from the trainings is a gainful employment. Keeping in view the requirement of industry and also the unused potential of lakhs of youth in the state, the targets for EGMM are large and to meet these targets, EGMM has identified several agencies which provide employment linked skill trainings to the youth in the age group of 19-35. The agencies for the year 2010-11 are:

In order to set standards for quality and improve effectiveness of new initiatives, EGMM has set up its own trainings where syllabus is designed and delivered by a group of committed trainers and managers. The placement and post placement support and verification is done by EGMM on its own for these trainings. These are:

English Work Readiness and Computers course (under special Swarnajayanti Gram Swarojgar Yojana-Special SGSY project)- 90 day durationTextile trainings- 45 day durationSecurity trainings- 15 day duration



3.1English Work Readiness and Computers (EWRC) course:

3.1.1About the project:Keeping in view the standards expected in industry from among the aspirants seeking

entry level manpower jobs, Employment Generation and Marketing Mission (EGMM) has ventured into the field of vocational trainings by setting up its own trainings in place of appointing training partners. The English Work Readiness and Computers is a 90 day course developed with the help of the British Council which equips the youth with a plethora of skills like soft kills for communication, behavioural skills for behavioural attitude and computer skills for handling computers.

The training is completely residential. Youth are provided with a pair of uniform and shoe during the training. After they are placed, youth are paid support money of Rs 2000 in order to take care of their pay for food and accommodation since they are likely to take their first salary about a month after joining.

3.1.2Objective:Objective of the project is to fine tune the skills of the youth who are unemployed and

make them employable at entry level and supervisory level jobs in the span of 3 months across sectors like Retail, Hospitality and Information Technology Enabled Services.

3.1.3Course curriculum:EWRC course curriculum is an appropriate mix of English, Work Readiness and

Computers. Each day, a session of English is administered for 4 hours and activities for 2 hours while they are taught computers for 2 hours. Curriculum in detail is as follows:

1. English: English is taught in order to install confidence in youth at work place. Teaching English includes:

a. English grammar including tenses, parts of speech, expressions etcb. Body parts, names of living beings and non living things etcc. Riddles, songs and other activities which improve the diction and listening

power of youth

2. Work Readiness: Work readiness is taught in order to give the youth the required awareness of the job conditions, regular pleasantries to be exchanged which include:

a. Activities to boost the self confidence by making them solve innovative problems

b. Promoting team management skills by playing part of team in finding solutions like treasure hunt

c. Group discussions to enhance the communicationd. Regular division of committees from among the youth who will take

responsibility of individual activities at centers like hospitality committee, mess committee and disciplinary committee etc

e. To maintain bank account, save money and send money home in order to help their family



f. To cross roads and signals at work places in order to not panic working in metros like Hyderabad, Bangalore and Chennai

3. Computers: computers are taught in order to help the youth handle computers at work place such that the youth can be employed in any place on the shop floor. Imparting computer skills include:

a. Training youth to use computers without mouseb. Training youth in basic trouble shootingc. Training youth in basic software like Microsoft word, Microsoft excel and

Microsoft power point. Basic operations is excel are also added in order to help them perform basic calculations

4. Interviews: Youth are helped with mock interviews which will help them face interviews in a confident manner

3.1.4Methodology followed: Methodology followed is activity based interactive learning which includes chart preparation, role plays, songs and team games which will build an overall learning inclination in the youth and help them focus on further studies at later point in their careers.

3.1.5Eligibility criteria: Eligibility criteria for youth to undergo the course are:

1. They must belong to BPL family2. Their mother or any relative has to be member of an SHG3. They must be above 18 years and preferably below 26 years4. They must have appeared and preferably cleared SSC or equivalent and must have

discontinued studies for financial reasons

3.1.6Process followed: Process followed in conduction of this program includes conduction of a back end process and a front end process.

The back end process includes exploring the opportunities for the youth in market and making Memorandum of Understanding (MoU) with specific organizations offering good salaries for the youth. The companies have to then place their request for requirement from time to time and recruit manpower as per availability.

The front end process includes mobilization of youth, registration into the database, generating call letters for training with start date and centre address, admitting youth to training centers from Day 1 to Day 10, generating inception request and closing the batch, imparting training and placing them with various companies.

Process table with responsibility chart is explained in page no …



3.1.7Initiatives in the past year’s time:Several new initiatives have been undertaken since April 2010 which has improved

the quality of the program by improving the conditions and infrastructure provided at trainee’s level. The initiatives are:

1. Globally accredited skills school at Swamy Ramananda Tirtha Rural Institute, Pochampally, which is expected to become a model vocational training centre for India and the world in short time. It is being equipped with state of the art infrastructure and with several batches of special SGSY project being done at a time.

2. Youth resource centre at Red Cross T Chandra Sekhar Reddy Vocational Training Institute, Hyderabad, which is hosting

a. Finishing school, youth who undergo 45 day training in their districts and come here to get acclimatized to the work in Hyderabad

b. Quality cell, which visits the centres on a regular basis and updates them about the parameters to be followed and intimates the deviations from the said process. In a way, it helps in developing each of the centres into model centres for their respective districts thereby setting standards

c. Call centre, which is useful in addressing the grievances of the youth at work places and also informing youth about various options in trainings, in case the youth are willing to join trainings

d. Facilitation centre, which takes care of youth post placement by providing them with hostels and also takes care of drop outs post placement

e. Knowledge centre, which hosts a wide range of books in order to inculcate lifelong learning as a theme for youth who come to the finishing school

f. Audio visual centre. Which improves the knowledge of youth by watching films of national and developmental importance

3.1.8Recruiters list:For placing the youth trained, EGMM works with about 350 companies among which

the prominent ones are:

K F C West Side retail Life StyleMc Donald’s Med Plus Pharmacy Café Coffee DaySpar Future group Tata DocomoSchneider electric Heritage group Apollo pharmacy

We are in the process of signing MoUs to provide manpower for some of the leading BPOs in the next financial year.

3.1.9Way ahead:The program presently under special Swarnajayanti Gram Swarojgar Yojana project

will be implemented for 10000 unemployed beneficiaries this year and it is likely to be scaled up further as it is being treated as a model for vocational training programs in India. Thus, EGMM is doing an extensive market scan to capture the market for managerial level employment also with the training material being revised and designed to impart more skills



on a regular basis to youth in order to inculcate in them, a habit of self learning which will continue to be with them.

3.1.10Budget for the project:At present the program is capped at Rs 15 crore and is expected to train at least 10000

youth while trying to place a minimum of 75% of the youth. Various expenditure heads under the project and amount allotted are as given in page no….

3.1.11General guidelines for EWRC batches:

1. New batch must be in centre every 45 days i.e. by the time a batch completes 60 days, next batch inception should have been generated.

2. Seethampeta, Srikakulam, Vizianagaram, East Godavari, West Godavari, Nizamabad, Warangal, Khammam, Adilabad, Medak and Kurnool should send all their trainees to Red Cross finishing school at Red Cross T Chandra Shekhar Reddy Vocational Training Institute at Masab Tank, Hyderabad on 45th day of every batch.

3. Proceedings for 1 pair of uniform and shoe, ID cards, batch stationery like student training material, post placement stipend, placement preparation amount, certification amount, exposure visit, medical checkup and certificate amount and one time bus fare for travelling from training centre to place of work and Buss pass (in case of non-residential), should be approved at project Director/ Project Officer level with inception report by 15 days of batch starting date failing to which the alert will be escalated to the undersigned.

4. A zero balance money account should be created for each trainee as soon as his name figures in inception. All the support money should be transferred to the account thus created.

5. Batch assessment sheet should reach the State Mission Manager in charge of the district and also the project by 45th day of the batch such that placements can begin by 60th day failing to which the alert will be escalated to the undersigned. Also mail a copy of the Placement readiness form to [email protected]

6. Placements should be updated by 80th day of the batch failing to which the alert will be escalated to the undersigned.

7. Parents meeting must be conducted first time 2-3 days prior to starting date ideally along with screening and second time prior to sending the batch to Hyderabad or for placement.

3.1.12General guidelines for EWRC trainers:1. Every trainer is expected to screen and select his batch.2. Each training centre will have a training centre coordinator who will be responsible

for overall discipline of the centre in issues such as maintenance of records of attendance of trainees and trainers

3. Every trainer will have a batch which they have to register online and they will be given a log in online which show their performance in dash board.

4. No trainer is expected to place youth locally without sending the placement readiness form to the placement cell.



5. No trainer is expected to take any form of money either in their accounts or in hand, for distribution to youth. All distribution should happen through transfer from JDM to the accounts formed in the name of trainees and the status will be viewed online.

3.1.13Performance appraisal:Performance appraisal process for each trainer takes into account simple measurable

parameters like:

1. Number of youth trained/ mentored- (this is seen as a direct measure of the number of youth mentored)

2. Number of youth placed- (this is seen as a direct measure of numbers trained well)

3. Number of youth working during post placement survey- (this gives the information on the number of youth who will go on to work in future)

4. Utilization of centre capacity to the fullest- (this informs about their coordination as a trainer with the district team)

5. Percentage of youth at inception Vs youth reporting for placement- (this informs the mentoring skills of trainer)

Based on these parameters, performance is recorded and reports will be utilised for rewards like:

Best EWRC training centre (capacity utilization) Best trainer (average of all 5 points put together)

3.1.14Software flow:

Software flow enables smooth functioning of program and eases pressure caused due to delays in file movement which have the potential to reduce the impact of the program by causing delays. Software flow for the program is given in page no...

3.1.15Standard reporting formats:Reporting formats are in sync with the needs of the Government of India since it is the

funding agency of this special project. Standard report formats are given in page no...

3.2Textile trainings

3.2.1About the course:Textile training is imparted to women and girls of age group 19-35 catering

specifically to the needs of the often neglected gender. Generally literates who can just read and write are considered for the course. This course has not been taken up in all the districts. It has been taken up only in couple of centres one each in Jangaon and RCTCSRVTI of Warangal and Rangareddy districts respectively.

In the 45 days that youth spend at the centre, they are taught to stitch a shirt. Shirt is taken as a training course because stitching a shirt involves lot of cumbersome process and covers almost the entire manual used for teaching stitching.



3.2.2Objective:Objective of the project is to fine tune the stitching skills of the youth who are

unemployed and make them employable at entry level and supervisory level jobs in the textile companies.

3.2.3Course curriculum:Textile course Curriculum in detail is as follows:

1. Introduction to machine: First week is spent on introduction to machine and getting hold on basic operations.

2. Paper exercises for teaching designs: Second and half of third week are spent on exercises on paper and getting perfection on machine

3. Fabric exercise on synthetic fabric: For the next 10 days, youth are taught to stitch on synthetic fabric for similar exercises as that of paper designs.

4. Special additions like cuffs, button holes, collars, arms, slits, frills and pockets etc: For the rest of the period, they are trained on special additions like cuffs, button holes, collars, arms, slits, frills and pockets etc before sending them for placements.

3.2.4Eligibility criteria: Eligibility criteria for youth to undergo the course are:

5. They must belong to BPL family6. Their mother or any relative has to be member of an SHG7. They must be above 18 years and preferably below 35 years8. They must be able to read and write.

3.2.5Process followed: Process followed in conduction of this program includes conduction of a back end process and a front end process.

The back end process includes exploring the opportunities for the youth in market and making Memorandum of Understanding (MoU) with specific organizations offering good salaries for the youth. The companies have to then place their request for requirement from time to time and recruit manpower as per availability.

The front end process includes mobilization of youth, registration into the database, generating call letters for training with start date and centre address, admitting youth to training centers from Day 1 to Day 10, generating inception request and closing the batch, imparting training and placing them with various companies.

Process table with responsibility chart is explained in page no…

3.2.6Process:Process is same as that of EWRC as given in page no...

3.2.7Support:EGMM intends to scale up this program to all the districts so that this becomes a

model to the other training partners who are in textile training sector. To encourage the youth



and to support them for their first month, EGMM pays a support money of Rs 2000 in the first month per youth who go to work in the industry.

3.2.8Standard reporting formats:Reporting formats are same as for EWRC given in page no...

3.3Security training:Security training is considered the best training in terms of salary that youth receive

initially. Security training academies are there in every district where youth are trained for 15 days before they are placed in the best of security academies which will further train them and place them with required industries. For this purpose, EGMM has tied up with G4, Securitas and RAXA, three academies which are internationally known for the quality of security they offer to their clients.

Retired police officials are used as trainers in this 15 day module where youth are taught on discipline and basic work ethics to be followed at the work place.

3.3.1Process:Process is same as that is followed for EWRC as given in page no....

3.4Direct placements:‘Industry Understands Best of what it needs’ is the concept behind this new initiative

of EGMM. This model works on the basic assumption that there are a certain set of youth in the market that does not need trainings. Basic grooming will take them to a job. Though this model is new to EGMM as an organisation it has been well piloted and proven to be a success instantly by all the district teams.

Before universalizing the concept EGMM has tested the model in different parts of the state i.e. Chittoor, Vishakapatnam, Karimnagar and Rangaredy. In all districts the response from the public and the results are positive. The aim is to scale up the numbers by the next financial year

3.4.1Objective: To provide employment to the qualified youth equipped with skills preferred by the

industry by bringing both youth and the employer on a common platform.

3.4.2Strategic advantage: Providing employment to an unemployed youth after a short duration induction

program will help the districts to reach out to more youth with less effort.

3.4.3Details of Activities: Activities in implementing the Direct Placements concept are explained in detail in

page no...

3.4.4Process of Implementation: To enable effective implementation of the activities explained above the Districts

have to nominate one APM as the in-charge for Direct Placements. The APM In-charge Direct Placements and JDM are jointly responsible for the progress of Direct Placements in



the district. The districts have to identify a dedicated centre to conduct Induction trainings and the same has to be registered in the software. The process of implementation step wise is as follows:

The direct placement drives should be conducted like walk-ins, one camp for each set of requirements placed by the particular recruiter.

3.4.5Administrative Guidelines: The administrative guidelines for conducting direct placements are as given in page no:

3.4.6Budget Allocation: The expenditures incurred for conducting direct placements in the districts will be met

from the APRPRP funds. The budget available under four different models is presented in page no:

3.4.7Software flow:Software flow for the program is explained on page no...

Chapter 4: Initiatives taken during the current yearDuring the last 10 months, several new initiatives have been taken by EGMM in order

to make EGMM more efficient and youth benefitting. Several Government departments working on similar lines have ben brought together through a seamless coordination to work for a common cause of bringing those families out of poverty. Some of the initiatives are:

4.1Red Cross T Chandra Sekhar Reddy Vocational Training institute (RCTCSRVTI):

Finishing school emerged as a result of a tie up between Red Cross T. Chandra Shekhar Reddy Vocational Training Institute (RCTCSRVTI) at Masab Tank in Hyderabad and Employment Generation and Marketing Mission (EGMM). RCTCSRVTI owns the building and has temporarily given the building to EGMM for conduction of vocational trainings for conducting skill trainings for unemployed rural youth from across districts of Andhra Pradesh.

RCTCSRVTI is an institute with state of the art infrastructure like 6 big classrooms, 2 conference halls, 1 Library, 2 AC computer labs with 50 computers, 50 Juki Machines.

4.1.1Objective:To act as a youth resource centre for promotion of overall growth and lifelong

learning. It aims at provision of not just trainings but additional requirements like a knowledge centre, facilitation centre, placement cell, call centre, finishing school for youth and also houses quality cell.

4.1.2Activities undertaken:English Work readiness and Computers (EWRC) Training program under Special SGSY Project for the period of 45 days (Please refer to page no .... for EWRC).



Textile training program for the period of 45 days to train and place youth in textile sector and garment making industryFacilitation Centre which undertakes a plethora of activities for the youth. (Please refer to page no .... for facilitation centre)Knowledge Centre aims to initiate a concept of cultivating a habit of perennial learning. Under this initiative, an attempt has been made to keep available various reading material under single roof. Call Centre for recording and solving the grievances of youth. Any grievance which reaches the call centre will be solved or escalated across the organisation. Bulk SMS software will be used for all the internal information to the EGMM staff and used for the youth for the interview calls.Quality Cell to bring effectiveness and consistency in the program delivery, it is envisaged to setup a Quality Cell to bring effectiveness and consistency in the program delivery. Quality Cell will continuously improve the program and make EGMM stand as a model vocational training organisation in IndiaPlacement cell for conduction of interviews to youth in order to provide placement opportunities

4.1.3Process of Implementation:Process of implementation department wise is as given under:

English Work readiness and Computers (EWRC): The process for implementation is given in page no....

**NOTE: In case of RCTCSRVTI and SRTRI, JDM is SMM-RCTCSRVTI and SRTRI and Project Director is Executive Director, EGMM and the rest is same for software process flow.

Textile training program: The process for implementing the textile training program is as given below:

Facilitation Centre: The process of implementation of facilitation centre is given in page no........ Call Centre: The process of implementation in the call centre is given in page no... Quality Cell: The process of implementation in the quality cell is given in page no...

4.1.4Way Ahead: Other training programs like BPO, Hospitality and Home care nursing etc are planned

to be initiated in Red Cross. Continuous Learning concept for all the youth through distance learning program Alumni club to develop the alumni network to share their experiences and the other

job opportunities among themselves.



4.1.5Budget allocation:For EWRC program and other initiatives taken under EWRC, the budget amount is borne

from the special Swarnajayanti Gram Swarojgar Yojana (SP SGSY) project. For details refer to page no….

EGMM has agreed to pay Rs. 2.00 Lakh per annum to Indian Red Cross Society towards their staff salaries and apart from this EGMM has to meet the day-to-day expenses like electricity charges, staff salaries, stationery, etc required for the centre.

A login is created for the manager and SMM of the RCTCSRVTI in order to act like a JDM’s login. For all software purposes, RCTCSRVTI is treated a separate district.

4.1.6Performance appraisal:Under Special SGSY Project, EWRC Trainers who are working at Red Cross -

performance appraisal will be based on norms already cited under EWRC at page no.....

4.1.7Software Flow:Software flow for RCTCSRVTI courses is given in page no...

4.1.8Standard reporting format: Standard reporting format for RCTCSRVTI courses is given in page no...

4.2Swamy Ramananda Tirtha Rural Institute (SRTRI):

4.2.1Introduction Established in 1995, Swamy Ramananda Tirtha Rural Institute (SRTRI) at Jalalpur

Village, Pochampally Mandal of Nalgonda District, Andhra Pradesh, aims at visualising the dream of the then Prime Minister of India Sri P.V. Narasimha Rao of “creating an appropriate platform for pro-active rural development initiatives” in Andhra Pradesh..

The philosophy of the Institute rests upon holistic approach where the rural people are provided with unhindered access to skills in latest sustainable technologies using improved tools and equipment for enhanced productivity and quality dimensions. Special emphasis is laid on capacity building and income generating of those who are underprivileged, downtrodden, women, unemployed youth, and other vulnerable sections of the rural community. The prime focus is on smaller technologies, which are sustainable and rural friendly so as to enable the rural poor earn sustainable incomes and lead quality of life, and thus bring in confidence among them to trigger off to a greater heights. Every initiative of the Institute represents a smaller step towards realizing Mahatma Gandhi’s dream of making rural India the focal point of holistic development.

EGMM-SRTRI tie up is a result of the Department of Rural development, Government of Andhra Pradesh thought to make two institutes of likeminded ideas work together to achieve a globally accredited skills school.

4.2.2Objective:SRTRI works with an objective of setting up a globally accredited skills school which

envisages at setting up standards in vocational training for India in particular and world in general.



4.2.3Activities:Plenty of activity and energy is the key factor in the working of SRTRI. Brief

information on these activities is given under:

4.2.4Standards / Accreditation / Certification - Global partnerships: To find suitable partnerships with globally reputed organisations for important market

linked and employment oriented trades for developing standard course content and to get accredited those courses and to certify them.

4.2.5Training of Trainers: Objective is to device a well structured programme for training of the trainers in order

to ensure uniformity and quality in delivery of the training. The ToT will be run not only for the Trainers of EGMM but also for the Trainers of various other placements driven training agencies which are doing the skill development projects of EGMM and other Govt. agencies.

4.2.6Preparation of training modules which are accepted by the industry: To prepare training modules customized to industry requirements.

4.2.7Proof of concept by training and placing limited batches of trainees in sectors certified by the industry:

The skill school will conduct trainings based on the training modules prepared in consultation with the industry in the following sectors.

4.2.8Way ahead:

Keeping in view the increased demand for skilled labour in india in general and Andhra Pradesh in particular, broad areas / sectors EGMM-SRTRI aims to work in future are,

Banking & Finance Energy Agriculture & Allied IT / ITES Pharmaceuticals / Health Infrastructure Manufacturing Education Hospitality

4.2.9Process of Implementation:Youth will be sourced from Nalgonda, Guntur, Prakasam, Nizamabad, Karimnagar,

Mahabubnagar districts, etc with the help of district jobs team from their respective districts. Training and placements will be conducted by the EWRC team at SRTRI. Process followed is same as that of EWRC (page no...).

*Note: For all website purposes of software, SRTRI is treated as a separate district and JDM’s login is handled by manager/SMM-SRTRI and PD login is handled by Executive Director or equal level officer from state office.



4.2.10Budget allocation: For boarding & lodging of the EWRC batches students conducted at SRTRI, EGMM has

to pay Rs. 1500 per month per youth and apart from this EGMM has to pay the electricity bill for the computer lab.

Mobilization and the transportation of the youth from the respective districts to SRTRI campus shall met at the district level by JDM.

And all the other expenses shall meet by State level team (Manager) as per the EWRC norms under Special SGSY Project.

4.2.11Performance appraisal:Under Special SGSY Project, EWRC Trainers who are working at SRTRI - performance

appraisal will be based on proposed guidelines given in page no...

4.2.12Software Flow:Software flow is as explained in page no...

4.2.13Standard reporting format: Standard reporting format is given as in page no...

4.3Skilling Rural India (SRI):SRI (Skilling Rural India) is a new initiative of EGMM being implemented in

collaboration with Dr. Reddy's Foundation Hyderabad. To impart skills and place those skilled youth with in 30 kilometer radius of the training centre is the key function of this program.

4.3.1Objective:The objective of this initiative is to provide In - Situ employment to the rural poor

youth after a short term training program.

4.3.2Activities in detail: The details of activities are as given under:

The local employment opportunities are identified through a proper market scan conduct at the district level. Youth meeting, the educational qualifications preferred by the companies, will be shortlisted after a rigorous screening.

Shortlisted candidates will be trained for a period of 10 to 15 days in basic work readiness and soft skills before they are placed.

The program envisages identification of jobs with employers, mobilization and screening, training on life-skill, work readiness for the 375 youth initially in 25 villages of a selected mandal in each location.

4.3.3Process of Implementation: The process of implementation for SRI program is:

Youth will be sourced from the respective districts of Andhra Pradesh with the help of district jobs team. Training and placements will be conducted by DRF Team.



The program envisages identification of jobs with employers, mobilization and screening, training on life-skill, work readiness for the 375 youth initially in 25 villages of a selected mandal in each location.

Generating 1125 livelihoods in 3 districts initially (375 livelihoods from 25 villages in each district) with a quarter wise target of 125 livelihoods in each district.

i. Kadapa - Prodduturii. Adilabad - Mancherialiii. Khammam - Sattupally

The project will be implemented in 5 stages

a) Market Scan of local industry/Opportunitiesb) Mobilization and screening the Youthc) Training & Counselling d) On Job Training / Placement e) Handholding

4.3.4Way Ahead:SRI training program is to slate to be implemented in other districts like Krishna,

Visakhapatnam, Chittoor, Ananthapur districts, etc.

4.3.5Budget allocation:EGMM will pay Rs. 2100 per youth as a training cost to DRF and apart from this

EGMM has to distribute the stipend amount as given under: Rs. 2000 for candidates who go for Technical Training Rs. 1500 for candidates who go for On Job trainings Rs. 500 for candidates who go for Direct Placements

The amount is planned to be paid directly through their bank accounts.

4.3.6Software Flow:Software flow is as explained in page no...

4.4Counselling –cum - Call Centre @ 040-23311100To improve the beneficiaries retention in training and on the job by providing

information and counselling at all stages of the program a Counselling-cum-call centre is being setup by EGMM at its EGMM-Red Cross Training centre, Hyderabad. It will be Operational on all days of the week. The Centre issues regular e-mail / SMS alerts to all SMMs / JDMs / APMs / Counsellors for monitoring and solving grievances.

4.4.1Objective: To act as a single window counter for all grievances of youth, from where the issue is

escalated to the required level for efficient and effective solution to the problem/ issue reported.

4.4.2Process of Implementation: The Call centre is built and maintained by EGMM with software support from centre

for Good Governance, Government of Andhra Pradesh. Currently the centre is equipped with



a server, a dedicated PRI line, IVR and Bulk SMS facilities. The existing technology supports a 30 seated facility but at present there are only two seats. It has a facility for call recording, call diversion and providing information to the callers in the form of an SMS.

The call centre run in two shifts in shifts. The shift timings are

First Shift – 7:00 am to 2: 00pm Second shift – 2:00 pm to 9:00pm.

Process in detail and responsibility chart:

Step No

Activity Description Responsibility Remarks

1 Information about call centre

Trainers/ APMs and JDMs inform about call centre to the youth

Trainer in EGMM own trainings and APM in charge for partner trainings

This is a continuous process for every batch at the beginning

2 Registering a grievance

Youth call up on 04023311100 to register their grievance

Representative of call centre

Grievance can be addressed on the spot or passed on to next level depending on availability of information

3 Solving the grievance received

Representative has a set of data. Using this, they try to solve the question raised.

Representative If the grievance is not addressed, it is passed on to either trainer of that batch/ APM of the area/ JDM of the district in a step by step manner

4 Closing the grievance

Any grievance addressed satisfactorily is deemed closed.

Person receiving the alert (Trainer/ APM/ JDM/ SMM)

One has to login to the call centre and close the grievance

4.4.3Budget Allocation: The details of cost incurred for establishment and expenditure required for keep the system running are presented in page no:

4.4.4Performance evaluation of call centre: Performance of call centre is evaluated based on the following parameters:

Percentage of calls answered to the total number of calls received. Percentage of missed calls to the total number of calls received Percentage of Grievances redressed to the number of complaints registered

4.4.5Performance appraisal for Executives: Performance of executives is appraised based on the following parameters:

Quality of information provided to the youth – assessing the calls recorded. Average call duration



Percentage of calls answered to the total calls received by the call centre.

4.5Biometric attendance:To efficiently and transparently manage the menace of attendance and to formalize

the way attendance is recorded in trainings conducted by EGMM either through EGMM own centres / through partners, EGMM has envisaged to introduce a system that will enable the JDMs, SMMs and CEO to monitor attendance remotely on a daily basis. After studying the advantages in making the Bio-metric attendance part of the System it was made mandatory to install a bio-metric device in all training centers and the training programs should begin only once the bio-metric attendance facility is available in the center. The attendance captured will be updated in the EGMM-MIS on a daily basis.

4.5.1Objective:To capture the attendance of youth at training centers is the main objective. It is done

on a real time basis.

1. To monitor the attendance and status of training programs online.2. Bio-metric attendance liked payments towards lodging and boarding charges.3. To eliminate dummy trainees

4.5.2Process of Implementation: EGMM has procured biometric devices for all EWRC centers, textile trainings centers run

by EGMM and all NAC training centers. The features of the devices procured by EGMM are presented below:

Devices function based on GPRS technology – connects to remote server through GPRS. So, no computer system or internet connection required at the training centre. To get the GPRS connectivity any of the mobile SIM cards with GPRS activated on it can be used. With the SIM card inserted the device works like a normal mobile phone, connects to the server once there is mobile signal.

Long battery back-up- 3 to4 days Can register 3000 users and store 1 lakh impressions Works on a push mode – pushes the data registered to the remote server once a mobile

signal is available and connection established. Very compact and can be carried in a hand bag.

With these features the device can be used in any remote location which is devoid of electricity, internet and mobile connectivity.

4.5.3Biometric device registration: To put to use a bio-metric device it has to be registered online against the centre where it is installed. For EGMM managed training centres JDM is responsible for device registration where as for partner centres the centre in-charge is responsible.

4.5.4Youth Registration for Bio-metric Attendance:

Once the youth is mapped in the software following the normal batch mapping process a unique nine digit code will be generated against the candidate’s name.

This is the code for Bio-metric registration. The trainer has to register the thumb



impression of the youth against the Bio-Metric ID which is keyed in the device. The attendance of the youth should be captured from the day of their admission. Bio-metric attendance will be the basis for all future transactions and proceedings.

4.5.5Budget allocation / financial requirement: The cost of the device is Rs. 21,750. This is the initial investment and has a recurring

cost of Rs. 200 per month towards the GPRS services. The districts can procure devices for EGMM own centres and for NAC training centres dedicated for EGMM trainings. Financial provision for procuring the devices and the monthly expenditure will be allocated to the districts.

4.5.6Software Flow: Software flow for installing biometric devices is given on page no...

4.5.7Directions for Device Installation and Trouble Shooting:

Prior to procurement of Bio-metric device the districts have to have a GPRS enabled post paid mobile SIM card.

After the device is procured it has to be the registered against the training centres where the device is being installed.

Once the SIM card is inserted in the device, the details of the SIM card service providers will be displayed on the device screen. If there is no instantaneous display of details restart the device.

Device equipped with a GPRS enabled SIM card will show the following icons on the screen.

S.No Icons Meaning Action to be taken

1 G with a box and I GPRS active and Device pushing the data NA

2 G with a box but no I GPRS active and device not pushing data Contact the device service provider

3 Only G GPRS is active. Might not have enough balance in the SIM card.

Pay the bill and contact the SIM card provider.

4.6Women Development & Child Welfare DepartmentWomen Development and Child Welfare Department works in coordination with

EGMM to provide placement linked trainings to rural women mobilized by them.

4.6.1Objective:To empower the women from among the rural unemployed youth by creating

awareness and providing job opportunities through EGMM Trainings

4.6.2Mechanism of work:All the activities of mobilization happen through the network of Integrated Child

Development Scheme (ICDS) field staff.

4.6.3Role clarity:The following are the roles & responsibilities of ICDS and EGMM.



ICDS EGMM

1. Identification of rural women in need of job.2. Counseling & Enrollment of eligible youth.3. Provide soft copy of profile of the youth to

JDM at district level.4. Coordinate with JDM for organizing

placement interviews.

1. Identification of Recruiters based on youth profiles.

2. Screening of youth during placement camp.3. Provide employment & Trainings to the

youth selected during screenings.4. Conducting Induction for selected youth.

4.6.4Process of implementation:Process of implementation for the program through Women development and Child

Welfare Department is as follows:

Step No



Youth are registered by Anganwadi field staff

APM direct placements. Formats 1 and 2 for the purpose

Continuous process. Any youth who aspires for a job through EGMM has to undergo this process

2 Updating of software database

Database collected and consolidated by CDPO ICDS has to be entered into the software

JDM in coordination with respective APM in charge of direct placements

To be done at least 15 days before the placement camp

3 Note*Note*- Rest of the process is as followed in direct placements’ which is given on page

no….

4.6.5Performance AppraisalAfter completion of the jobs programme, the JDM-EGMM has to enrol the youth data

base in the software. JDM has to send the progress report to the State Office EGMM and to the Project Director, ICDS.

The Progress report should be in the prescribed format given in page no...

4.6.6Reporting FormatsReport formats are as given in page no....

4.7 Andhra Pradesh State Aids Control Society (APSACS)Tying up with APSACS is another initiative taken by EGMM in order to cater to the

specific needs of the largely neglected but potential manpower.

4.7.1ObjectiveTo create sustainable wage employment and income generation opportunities among

members of households of those affected by immune-depressed health conditions through nurturing the skills of target group.

It aims at providing handholding support to assist them to pursue the right employment opportunities in order to secure wage employment.



At present the project is implemented in 11districts of Andhra Pradesh namely: Adilabad, Medak, Mahbubnagar, Kurnool, Ananthapur, Cuddapah, Chittor, Guntur, East Godavari, West Godavari and Vizianagaram. Based on the results, it can be extended to all districts of the state.

4.7.2ActivitiesMobilization for the project is managed by Cooperative for Assistance and Relief Everywhere (CARE) since it has a strong foot hold in the area of work.

4.7.3Roles and Responsibilities of APSACS, CARE-INDIA & EGMM:APSACS, CARE INDIA AND EGMM are working on a tripartite model where responsibilities are as given below:

APSACS CARE-INDIA EGMM

Programme designing and planning as per requirements of the vulnerable households.

Mobilization of households through district / mandal level outreach functionaries of DAPCU / DoHFW.

Coordination with district level departments for programme monitoring.

MOU with EGMM for implementation of wage employment programs for HIV / AIDS infected and affected households.

Identification of potential opportunities in district, based on district specific employment opportunities.

Provide training details to the candidates

Link the interested, educated unemployed to the placement agencies

Mobilize the youth to training programs and for directly placing them

Provide opportunity/ guidance to the candidates for selection of right activity

Provide support services for identification and mobilization of participants

Pro-policy and special allocations for identification of educated unemployed youth in wage employment programs

Financial / Administrative assistance for Orientation, Placement and counseling of participants.

Identification of companies based on youth profile and selection of participants.

Provide employment & Trainings to the youth selected during screenings

Conducting Induction for selected youth

Note: Status of HIV/AIDS as agreed up on during the process shall not be disclosed publicly.

4.7.4Process implementation:Process implementation for working with APSACS and CARE INDIA is as follows:

Step No



Youth are registered by APSACS APM direct placements. Continuous process. Any youth who aspires for a job through EGMM has to undergo this process

2 Updating of software database

Database collected and consolidated by CARE India has to be entered into the software

JDM in coordination with respective APM in charge of direct placements

To be done at least 15 days before the placement camp

3 Note*



Note*- Rest of the process is as followed in direct placements’ which is given on page

no….

4.7.5Performance Appraisal:After completion of the jobs programme, the JDM-EGMM has to enroll the youth

data base in the software. JDM has to send the progress report to the State Office EGMM and to the Project Director, ICDS.

The Progress report should be as per format given in page no.....

4.7.6Reporting FormatsReport formats are as given in page no....

4.8News Letter (E-GAMYAM)Newsletter aims to provide information about the various activities/training programs

being conducted by EGMM. It is essential to motivate the youth and create awareness among them about the activities that are being sponsored by EGMM. By providing necessary information about the training programs, one can mobilize the youth to take part in various training programs conducted by EGMM.

The newsletter will be circulated among training partners, officials and also among various training centres in order to keep them updated with information about all the activities of EGMM. First edition of e-newsletter of EGMM was launched by Sri. V. Vasantha Kumar, the then Minister for Rural Development, Government of Andhra Pradesh. The newsletter will be published on a quarterly basis.

EGMM, Hyderabad has prepared e-newsletter (Name e-gamyam) for which services of Captain (Retd) K. Raghu Raman, Director, and WIDE REACH for design and print the e-newsletter.

4.8.1Budget:As per the discussion with Capt (Retd) K. Raghu Raman, Director, WIDE REACH

has agreed to design and print the e-newsletter. Budgetory allocation for news letter is made from the amount sanctioned under special Swarnajayanti Gram Swarojgar Yojana (SP SGSY).

4.9Working with Integrated Tribal development Agencies (ITDA):

4.9.1Over view:The understanding with Andhra Pradesh Tribal Welfare Department resulted in

increase in the area of work with respect to tribal areas of Andhra Pradesh. EGMM now works to train and place youth in private sector as entry level manpower while the accommodation and food facilities including security. EGMM pays for the food and accommodation in the form of user charges there by creating a win-win situation for both the organisations and best possible employment for the skill sets possessed by the tribal youth.



4.9.2Objective:To enhance the employment/employability skills of rural and tribal poor by providing

placement linked employment trainings. Under the agreement, ITDA will provide for the food and accommodation of the youth while training is imparted by agencies appointed by EGMM.

4.9.3Activities:EGMM offers a plethora of activities to the tribal youth in the following segments:

Trainings & Placements Direct Placements Providing training for Government Jobs

4.9.4Description of activities and process of implementation:4.9.4.1Activity description:

Placement linked trainings in EGMM with ITDAs happen as regular trainings with little change in the software process (In place of software process for regular training, refer to page no….. and replace JDM by APM ITDA and Project Director by Project Officer, ITDA. )

4.10 FACILITATION CENTRE

4.10.1 IntroductionFacilitation Centre is one of the new initiatives of EGMM. Most of the youth trained

by EGMM are placed in the metros like Hyderabad, Chennai and Bangalore as good

employment opportunities with better pay are available only in metros. From EGMM’s

observation, the youth find it difficult to get adjusted to the city environment. Thus, there was

a felt need for a helping hand to guide them during their initial days of stay in the metro. In

cities like Hyderabad and Bangalore finding affordable accommodation in the vicinity of the

work place is the major challenge faced by the youth and in the process, several youth come

back unable to adjust in the available accommodation due to issues like distance from the

work place and commutation problems to name a few.

In view of the above challenges, EGMM has taken up this step to support the youth

post placement by tying with facilitation centre during their stay in Hyderabad and

Bangalore.

4.10.2ObjectiveThe aim for provision of a secure safe & affordable Hostel Accommodation, Career

Counselling and Post placement support for youth trained and placed by the EGMM in the

cites of Hyderabad and Bangalore.

4.10.3 Budget allocationThrough tender process EGMM entrusted these services to the third party to organize

facilitation centre. Expenditure incurred for Facilitation Centre in facilitating youth will be



met by EGMM as per the MOUs/Work order. All the services offered by facilitation centre

are free of service charge for EGMM youth.

4.10.4 Implementation ProcessThe services of the facilitation centre are as follows:

1. Provide list of Hostels and paying guest accommodation for youth to choose from.

2. Negotiating with the hostels about the tariff as per the youth requirements.

3. Counseling about life skills like

Stay in Hyderabad,

Road traffic rules,

Discipline maintenance in the hostel,

Food habits,

City bus routes

Opportunities in Hyderabad and

Challenges at work place

4. Facilitating to open the “ZERO” amount balance bank accounts to the youth.

5. Counseling the youth for higher education – continuous learning

6. Facilitate in tying up accident and medical insurance facilities to the placed youth at

affordable prices.

7. Providing the job change – Better opportunities for the experienced youth who are

looking for change.

8. Motivating through counseling to reduce the attrition.

9. Conducting audit, monitoring and inspecting the quality of food, accommodation,

safety and other facilities provided by the hostels to the youth.

4.10.4 Roles and responsibilities of EGMM/training partners for availing the Facilitation Centre services

a) Trained youth accompanied by Jobs District Manager/ Assistant Project Manager or

training partner will arrive at cities for securing placements.

b) Before their arrival the Jobs District Manager / Assistant Project Manager or training

partner shall coordinate with Facilitation centre for the purpose of finding suitable

Hostels for the youth. The JDM/ APM or training partner should provide the youth

details including the place of work to the facilitation centre at least one week prior to

their arrival.



c) The Facilitation Centre shall furnish a report to the State Office, EGMM on their

activities, which shall be updated in the online software provided by EGMM.

4.10.5 Future PlanAt present EGMM is pilot-implementing these support services in Hyderabad and

Bangalore. EGMM is plans to extend the similar services in Chennai, Visakhapatnam, Vijayawada and Tirupati based on the performance evaluation and lessons from the present metros.

4.10.6 Performance appraisal Feed Back Form

4.11 Way ahead:EGMM is making attempts to take up special project with State Home for women

where orphan girls and women are given accommodation till they complete their studies. EGMM is now trying to add a dimension of job to these girls and women so that they are saved from several societal consequences and can stand on their own.

Chapter 5: Recruitments/Promotions in the past year’s time:

5.1 Recruitment process:For any organisation to be effective, their employees have to perform. In EGMM, we

believe in self driven, motivated and performance oriented professionalism under a leader who believes that one has to work selfishly for adding each day to your CV. It will automatically propel organisation in a growth path.

In the past year’s time several changes have taken place in the organisation structure of EGMM. New recruitments were done and promotions have been given to the deserving individuals.

5.2 Objective:Objective underlying the recruitment has been to improve the speed of work at

EGMM. EGMM has been a short staffed organisation since its establishment. Thus all the recruitment aimed at bringing improvement in the work efficiency.

5.3 Details of recruitments:Keeping in view the increased targets and the need for handholding districts for better

implementation of projects, the following changes have been made to the profile of three of the managerial staff. The work efficiency of these managers has been found good and suitable for the considered profile. The details are as given under:

S No Name of the employee Profile prior to 01.06.10 New profile1 Veludandi Prashanth Documentation Manager State Mission Manager2 Kishore Kumar Paidimarri Young professional State Mission Manager3 Subhash Kiran kasarapu Young Professional State Mission Manager



State Mission Managers were recruited in the 4 vacancies which existed. The recruitments were done through a rigorous interview process at Alimineti Madhava Reddy Andhra Pradesh Academy for Rural Development (AMR-APARD) and are as given under:

S No Name of the employee1 G Ram Reddy2 Ch Naveen3 D Laxmi4 K Srinivas

The special SGSY project offered a big challenge for the short staffed EGMM and thus special recruitment drive was undertaken with the help of Alimineti Madhava Reddy Andhra Pradesh Academy for Rural Development (AMR-APARD). The recruitments included are as given below:

S No Post Recruited through

Numbers proposed

Numbers absorbed

Numbers retained

Vacant Remarks

1 State Project Manager

Internal 1 1 1 0 Mr Kishore, SMM has been appointed SPM Special projects thus enabling one more vacancy at head office

2 Regional Mission Manager

AMR APARD

3 1 0 3 People were not found suitable for the post and the recruited one was removed within the probation period due to lack of result oriented approach

3 Executive (Quality, Placement cells and call centre

AMR APARD and internal

13 8 5 8 People were not found suitable for the post and of the recruited, 3 left due to personal reasons

4 English trainers

AMR APARD and internal

75 69 64 11 Of the 500 and above interviewed, only 69 finally joined and of these, 5 left due to personal reasons

5 Wardens and security guards

District level PD DRDA

25 + 25 25 + 25 25 + 25 0 These were absorbed mostly from the existing staff and are retained



5.4 Process of recruitment:Process followed for recruitment involved asking Alimineti Madhava Reddy Andhra

Pradesh Academy for Rural Development (AMR-APARD) which has followed a process of paper notification followed by short listing from among the received applications and conducting interviews for the shortlisted candidates.

The admitted manpower has been given three month probation in order to help EGMM and also help themselves identify with the work culture and mission mode work of EGMM. At the end of 3 months, one can chose to quit if he does not identify himself with EGMM. On the other hand, performance review was done and some of the recruited were issued removal notice by EGMM.

5.5 Expenditure incurred by EGMM in the process:For the above said process of recruitment, AMR APARD charged a recruitment fee of

Rs 16 lakhs which included recruitment advertisement, recruitment process facilitation, honorarium for the interview panel etc.

I. Software flow manual of all the processes: Software flow for all the processes is made as user friendly as possible keeping in

view the internet speed and connectivity problems that rural Andhra Pradesh still faces. For smooth understanding of software flow, screen shots with explanation are given below:

II. Format corner for standard reports:Work done and unreported in EGMM is equal to work not done. Thus EGMM has

developed a structure of standard reporting through simple and web based formats which will be used for understanding the performance of the organization as a whole. The formats with related explanation are given under:

III. Annexure corner:

IV. Abbreviation house:

V. Key words:


manual manually edited

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