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PRESENTATION ON

IMPLEMENTATION OF NATIONAL TRAINING POLICY

2012[CIRCULATED BY DOP&T]

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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

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• 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

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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

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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”

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• 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

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• 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.

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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’;

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• 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

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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

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• 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

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• 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

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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