terms of reference · overview of himachal pradesh kaushal vikas nigam (hpkvn) the twelfth...

Terms of Reference Terms of Reference for Selection of

Training Service Provider (TSP) for

Recognition of Prior Learning in

Agriculture, Handicrafts, Tourism and

Hospitality, Green Jobs

June, 2019

Table of Contents

1. Background ........................................................................................................................... 2

1.1. Introduction to Himachal Pradesh Skill Development Project (HPSDP) ................................................ 2

1.1.1. Project Organization Structure ......................................................................................................... 2

1.2. Overview of Himachal Pradesh Kaushal Vikas Nigam (HPKVN) ............................................................ 3

1.2.1. Objectives of HPKVN in Skills Training ........................................................................................... 4

2. Recognition of Prior Learning (RPL) .................................................................................... 5

2.1. Type of RPL projects ................................................................................................................................... 5

2.2. Definition of TSP ........................................................................................................................................ 5

2.3. RPL Process Flow ....................................................................................................................................... 6

3. RPL in Himachal Pradesh under HPKVN ............................................................................. 7

3.1. Sector and Job Roles ................................................................................................................................... 7

3.2. RPL Locations ............................................................................................................................................. 7

3.3. Design Concept ........................................................................................................................................... 7

3.4. Summary of the proposed activity and TSP role ...................................................................................... 8

4. Programme Design ............................................................................................................. 10

4.1. Trainer ....................................................................................................................................................... 10

4.2. Trainee Selection ...................................................................................................................................... 10

4.3. Training Delivery: TSPs ........................................................................................................................... 10

4.4. Practical ..................................................................................................................................................... 11

4.5. Assessment and Evaluation ...................................................................................................................... 11

4.6. Refresher Course ....................................................................................................................................... 11

4.7. Batch Size ................................................................................................................................................... 11

4.8. Staff details ................................................................................................................................................ 11

5. Monitoring and Reporting ...................................................................................................13

5.1. Reporting Requirements and Time Schedule for Deliverables ............................................................... 13

5.2. Co-ordination ............................................................................................................................................. 13

6. Financial Payouts ................................................................................................................ 14

6.1. Managing Fund Flow under the Scheme .................................................................................................. 14

6.2. Performance based payment for training programmes .......................................................................... 14

6.3. Project Costing and Payout ....................................................................................................................... 14

6.4. Wage Reimbursement ............................................................................................................................... 15

7. TSP Evaluation and Selection Criteria: ................................................................................ 17

8. Reporting ............................................................................................................................ 19

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1. Background

1.1. Introduction to Himachal Pradesh Skill Development Project (HPSDP)

The Himachal Pradesh Skill Development Project (HPSDP) is an Asian Development Bank (ADB) supported program, for assistance to reinforce Himachal Pradesh’s efforts at modernizing and reforming its technical and vocational education and training (TVET) institutions, and scaling up training capacity. The project reflects the priorities of the Asian Development Bank (ADB) country partnership strategy for India, 2018–2020, which aims to support India’s efforts in facilitating inclusive growth. Skills development is a major priority of the Government of India, and a key instrument for empowering people.1 It is aligned with ADB’s Midterm Review of Strategy 2020, which emphasized the need for ADB to focus on post-basic education and TVET to promote human capital development.2 The experience gained from ADB’s two ongoing loans in the education sector in India has been reflected in the design of the project.3

The project is envisaged to achieve the following outputs:

Output 1: TVET in Himachal Pradesh improved and aligned to national standards

Output 2: Market-aligned skills ecosystem created

Output 3: Access to quality training institutes improved

Output 4: TVET institutional structure improved

1.1.1. Project Organization Structure

GOHP, acting through DoTE, is the executing agency. HPKVN, DOHE, are the two implementing agencies for the HPSDP for these Trainings. Qualified private sector training service providers (TSPs) which are procured by HPKVN through a process of open competition in line with ADB’s policies and processes undertake all the training programs. The procurement and management of all the TSPs (for handling different types of trainings and development programs) is managed by HPKVN.

Since the HPSDP aims to establish a unified State Skill Development Mission in Himachal Pradesh as emphasized by the National Policy for Skill Development and Entrepreneurship, 2015, and reduce duplication, the executing agency and implementing agencies coordinate with the following supporting departments:

Department of Economics and Statistics (DOES), which supports HPKVN in undertaking additional aspiration and skills-gap surveys, and in evaluating the outcomes of the project by guiding the monitoring and evaluation (M&E) firm engaged under the loan;

Department of Industries (DOI), which helps HPKVN and other departments in identifying apprenticeship and employment opportunities with local small and medium enterprises, and industries of Himachal Pradesh;

Department of Labor and Employment (DOLE), which supports HPKVN by undertaking awareness building and counseling activities in the upgraded MCCs;

1 ADB. Forthcoming. Country Partnership Strategy: India, 2018–2022—Accelerating Inclusive Economic Transformation. Manila.

2This project will contribute to the achievement of Sustainable Development Goals 4 (Quality Education: “ensure inclusive and equitable

quality education and promote lifelong learning opportunities for all”); 5 (Gender Equality: “achieve gender equality and empower women and girls”); and 8 (Decent Work and Economic Growth: “promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all”). ADB. 2014. Midterm Review of Strategy 2020: Meeting the Challenges of a Transforming Asia and Pacific. Manila. 3ADB. 2013. Report and Recommendation of the President to the Board of Directors: Proposed Loan and Administration of Technical Assistance Grant to India for Supporting Human Capital Development in Meghalaya. Manila; and ADB. 2014. Report and Recommendation of the President to the Board of Directors: Proposed Results-Based Loan and Administration of Technical Assistance Grant to India for Supporting Kerala’s Additional Skill Acquisition Program in Post-Basic Education. Manila.

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Department of Rural Development (DORD), which supports HPKVN in planning and executing the livelihood development activities being undertaken in the RLCs for the benefit of needy rural youth and workers;

Department of Urban Development (DOUD), which supports HPKVN in planning and executing the livelihood development activities being undertaken in the CLCs for the benefit of needy urban youth and workers; and

Department of Social Justice and Empowerment, which supports HPKVN in undertaking training programs for people with disabilities.

Two high-level committees have also been established to guide the HPSDP:

Project Steering Committee (PSC): It comprises the chief secretary of GOHP; additional chief secretary (ACS) of the Department of Planning and Finance; the ACS/principal secretaries/ secretaries of DOTE, DOHE, DOLE, DORD, DOUD, and DOI; adviser, DOP, and the managing director of HPKVN. The PSC will meet every quarter, or as required, to carry out the functions listed in Table 1.

Project Monitoring and Implementation Committee (PMIC): It is headed by the managing director of HPKVN, and comprises of the general managers of HPKVN, the directors of the DOHE, DOTE, and the chief engineer, PWD. The PMIC meets every quarter, or as required, to carry out its functions. Directors of the support departments (i.e. DOES, DOI, DOLE, DOUD, and DORD) are also called for some meetings to ensure seamless coordination across their respective activities.

1.2. Overview of Himachal Pradesh Kaushal Vikas Nigam (HPKVN)

The Twelfth Five-Year Plan of Himachal Pradesh, 2012−2017 emphasized the need for “faster, inclusive, and sustainable development”.4 As part of this goal, GOHP aimed to enhance livelihood and employment opportunities for the state’s youth. It established the Himachal Pradesh Kaushal Vikas Nigam (HPKVN) as a specialized skills development company under the Department of Planning (DOP) in September 2015, to consolidate the state’s fragmented TVET programs, align all TVET programs with India’s National Skills Qualification Framework (NSQF), and facilitate private sector participation in design and delivery of TVET.5 This approach is aligned with India’s National Policy on Skill Development and Entrepreneurship (2015), which encourages states to develop umbrella skills development missions with “the overarching power to pool resources for harmonizing the skilling efforts across line departments, private agencies, and voluntary organizations, and reducing duplication”.6

In June 2016, GOHP approved the Himachal Pradesh Skills Development Policy (Him Kaushal), 2016 to guide the reform and scaling-up of skills development efforts in the state.7 The project aims to build HPKVN’s institutional capacity to operationalize this policy and deliver the challenging mandate of the state’s skills development mission effectively. All ongoing TVET programs are being rationalized and integrated to reduce duplication. The project adds value by supporting GOHP in providing NSQF-aligned vocational training and livelihood development opportunities to around 65,000 needy youth over 2018−2023, expanding Himachal Pradesh’s annual TVET training capacity by 13,000, and extending the reach of quality training facilities and counseling services to underserved parts of the state. This will help the youth of Himachal Pradesh to learn relevant TVET skills and gain the confidence required to make the transition from the primary sector to the secondary and tertiary sectors, where job prospects are better and remuneration levels are higher.

4 Government of Himachal Pradesh, Department of Planning. 2012. Twelfth Five−Year Plan of Himachal Pradesh, 2012−2017. Shimla. 5 The NSQF, notified by the Government of India on 27 December 2013, is a competency-based framework that organizes all qualifications according to levels of knowledge, skills, and aptitude. These levels, graded from 1 to 10, are defined in terms of learning outcomes which the learner must possess regardless of whether they are obtained through formal, non-formal, or informal learning. NSQF is an integrated education and competency-based framework providing for multiple pathways, horizontal as well as vertical, within and across TVET and general education. 6 Government of India. 2015. National Policy on Skill Development and Entrepreneurship. New Delhi. http://msde.gov.in/National-Policy-2015.html. 7 Department of Planning, Government of Himachal Pradesh. 2016. Himachal Pradesh Skills Development Policy. Shimla. http://hpkvn.nic.in/download/HP%20Skill%20Development%20Policy.pdf.

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As noted earlier, the GOHP established the HPKVN as a not-for-profit, government-owned company under the DOP, GOHP, in September 2015, to play the leading role for implementing the mandate of the Himachal Pradesh Skills Development Policy (Him Kaushal), 2016. HPKVN’s Board of Directors (BOD) is headed by the Chief Minister of Himachal Pradesh, which highlights the state’s strong commitment towards skill development. There are 15 directors in the board including the ministers of DOTE, DOLE, and DORD, the chief secretary to the GOHP, the ACS/ principal secretary/ secretary of the participating departments including DOP, DOTE, DOLE, DOE, DORD, adviser, Planning, GOHP, managing director of HPKVN, and up to three independent directors including representatives of industry bodies.

The Executive Committee of HPKVN is chaired by the ACS of the Department of Technical Education, and includes the ACS/ principal secretary/ secretary of DOI, DOTE, DOP, and the managing director of HPKVN. It takes decisions pertaining to staffing for HPKVN, purchases and procurement beyond the dollar equivalent for ₹1 million, and other internal issues required for smooth functioning.

To ensure the smooth implementation of HPSDP, a Project Management Unit (PMU) has already been established at HPKVN. It comprises the managing director of HPKVN as project director, PMU (ex-officio), two general managers, and other officers for overseeing key functions such as finance and administration, coordination with other implementing agencies and support departments, managing accounts, audit, procurement, engagement and supervision of TSPs, assessment agencies, and consulting firms, managing the bills of all vendors, project reporting through the management information system (MIS), mobilization of trainees, industry engagement, internships and placements. In addition to being responsible for running their own short-term vocational training programs and forging strong links with industry partners, the PMU also coordinates with the other implementing agencies to ensure proper sequencing and execution of their respect activities.

Project implementation units (PIUs) have been established at each of the implementing agencies namely, DOHE, DOTE, and PWD to undertake project activities. The PIUs include the directors of the implementing agencies nominated in the PMIC, and other officers to handle finance, accounts, procurement, and other functions required for smooth implementation.

The PMU and PIUs keep the District Commissioners of each of the 12 districts of Himachal Pradesh informed about the project activities. They take into account any guidance and feedback provided by the District Commissioners regarding the design and implementation of the project activities.

Three consulting firms are engaged under the loan to assist the PMIC, PMU, and the PIUs. These include the project management consulting (PMC) firm, a monitoring and evaluation (M&E) firm, and a civil works quality assurance firm.

1.2.1. Objectives of HPKVN in Skills Training

The main objectives of HPKVN in skills training are briefed below:

1. To prepare a prioritized road map for skill development, training and employment for the period 2016-22 for trainees passing out from higher secondary schools, school drop-outs, un-skilled workers, unemployed youth, informal sector workers, women, differently abled and other disadvantaged or marginalized groups.

2. To make skill training and quality vocational training an aspirational choice in the outlook of the youth and with employers when linked with increased productivity.

3. To establish an IT and modern technology based information system for aggregation of skill based information and efforts which will be accessible to all stakeholders

4. To operationalize a well-defined quality assurance framework for the skill ecosystem of the State 5. To encourage self-employment and entrepreneurship skills and opportunities for the youth of the State 6. To make Himachali Youth more employable as per the market needs and trend. 7. To create a single access platform for job seekers and provide guidance in self- employment opportunities 8. To create tie-ups with different skill development and placement agencies in public and private sectors. 9. To collaborate with different ministries in Union Government, appropriate organizations, designated

Skill Development Missions of other States, Sector Skill Councils, establish appropriate national/ international linkages etc. with the objective of optimizing resources for rapid and sustained skill development among the people of State.

10. The skill training programmes under HPSDP shall be implemented in a phased manner from 2017 till 2022, to train 65,000 plus unemployed youth in HP state.

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2. Recognition of Prior Learning (RPL)

The objectives of RPL are primarily three-fold: (i) to align the competencies of the pre-existing workforce of the country to the standardized National Skills Qualification Framework (NSQF), (ii) to enhance the employability and/or entrepreneurial opportunities of an individual and (iii) to provide opportunities for reducing inequalities based on privileging certain forms of knowledge over others.

For Himachal Pradesh, RPL will help in aligning the competencies of the un- organized and organized workers of the State with the standardized NSQF framework, providing much needed recognition, as well as enhancing the career/employability opportunities available such workers.

i. The recognizable certification process of RPL will improve the visibility of the less aspirational/popular job roles amongst the youth of the state, as it will provide a sense of pride and social recognition.

ii. To an extent possible, the RPL would focus on all job roles in the selected sectors where a batch of at least 30 can be mobilized and certified.

iii. To identify the skill of an individual and appreciate the same under RPL in HP State

This will help in sustaining the HP, and therefore India’s growth story and reap the benefits of demographic dividend.

2.1. Type of RPL projects

S. No.

Project Type Target Beneficiary RPL Process

1 RPL Camps

RPL in a location where workers of a particular sector are consolidated (such as Industrial and/ or Traditional Clusters)

1. Mobilization 2.Pre-Screening and Counselling 3. Orientation 4. Final Assessment 5.Certification and Payout (Steps 2-5 to take place at a temporary RPL Camp set up by TSP within the cluster)

2 Employer’s Premises

RPL on-site at an employer’s premises

1. Mobilization 2. Pre-Screening & Counselling 3. Orientation 4. Final Assessment 5. Certification and Payout (Steps 1-5 to take place within employer’s premises)

3 RPL Centres RPL at designated centres for geographically scattered workers who need to be mobilized

1.Mobilization 2.Pre-Screening and Counselling 3. Orientation 4. Final Assessment 5. Certification and Payout (Steps 2-5 to take place at a designated RPL Centre within the mobilizing zone)

2.2. Definition of TSP

Training Service Provider (TSP) is a professional and non-consulting firm with knowledge and experience in the specialized area of skill based training. TSP will impart training program to trainees of different needs such as

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employability, employment, recognition of prior learning, knowledge enhancement etc. The areas these firms focus on also include assessing the industry needs and engagement, sector and job role demands, internship for trainees during training, courseware alignment training materials as per the NSQF8, training of trainers, mobilization of trainees, placements and post placement assistance, supporting environment and necessary leadership that enables training programmes to accelerate the achievement of business results.

2.3. RPL Process Flow

TSP mobilizing the candidates from the target beneficiary group

Identification of existing skill and learning amongst the workers

Orientation courses in accordance with the skilling needs of the workers

Concerned SSC to allot assessment agencies for final assessment

TSP may engage an external agency such as Association, NGO or any associated department or identifying and mobilizing candidates. The mobilizing agency would act as a participating stakeholder.

Screening through viva and assessment & certification through practical test.

Training modules are designed to cover important occupational competencies along with soft skills ( 40 hrs - 16 Hrs orientation course and RPL assessment and 24 hrs of refresher course)

Assessment comprises both viva and practical assessment.

TSP may use advertising in print, local radio and social media to mobilize the candidates

Trainings must be aligned to the mandates of NSQF levels 2, 3, 4 or above if required at the stage of RFP

Training to be provided usually in a batch of 30, preferably at the site of the job or decided by HPKVN/ Participating stakeholder

TSP to upload the results on MIS/SDMS portal within three working days of the assessment

8The National Skills Qualifications Framework (NSQF) is a competency-based framework that organizes all Qualifications according to a series of levels of knowledge, skills and aptitude.

Mobilization Pre Assessment Skill Gap Training (Orientation and

soft skill training)

Final Assessment and Certifcation

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3. RPL in Himachal Pradesh under HPKVN

3.1. Sector and Job Roles

This RPL programme will target 3500 employed workers in HP state for upgrading their skills in following sectors:

Agriculture (including job roles related to Horticulture and related activities)

Handicrafts

Tourism and Hospitality

Green Jobs The above list of sectors is indicative and will be finalized based on the discussion with HPKVN. The period of engagement of TSP is 18 months.

Sector wise total number of trainees

S.No. Sector* Participating Department

Potential Job roles in Each sector and their Level

Trainees number

1 Agriculture

TBD 1. Job Role -1 2. Job Role -2 3. Job Role -3

3500

2 Handicrafts TBD 1. Job Role -1 2. Job Role -2 3. Job Role -3

3 Tourism and Hospitality

TBD 1. Job Role -1 2. Job Role -2 3. Job Role -3

4. Green Jobs TBD (indicative- Municipal Corporation)

1. Job Role -1 2. Job Role -2 3. Job Role -3

*Sectors and job roles given above are tentative and will be finalized after discussion with HPKVN

3.2. RPL Locations

At the RFP stage, the TSP shall provide locations for the RPL camps based on the districts identified by HPKVN. The TSP has to ensure that they are able to mobilize adequate number of target beneficiaries for the RPL trainings

3.3. Design Concept

i. At the time of submitting the RPL proposal, the TSP shall identify the job roles and target beneficiary group for the training along with the strategy to mobilize the same. The TSP shall be asked to provide a justification to the HPKVN on selection of job role, location and target group. Further, the final job roles shall be finalized in consultation with HPKVN at the time of contract negotiation with the TSP.

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ii. The TSP would finalize a venue (RPL Camps, Employer’s Premises, RPL Centers defined in PMKVY Guidelines9) for the RPL wherever it is most feasible, in consultation with participating stakeholder , and maximum trainee turnout will be ensured by the participating stakeholder and TSP. There shall be different venues for each of the sectors and camps.

iii. Training Service Provider shall float a pre-assessment test for the mobilized candidates, which should be compliant to NSQF norms defined by respective Sector Skill Councils.

iv. Candidates would be registered on the HPKVN MIS Portal and will then enter into orientation programme and refresher course followed by assessment and certification by SSC.

v. Candidates who pass the SSC RPL certification would receive the certification

3.4. Summary of the proposed activity and TSP role

Activity TSP Roles and Responsibilities

HPKVN’s Role Participating Stakeholder Role

Courseware Alignment to Curriculum and QPs

Ensure Courseware as per NSDC guidelines - Courseware check sheet is filled and all columns have been checked as done. The documents are -

Quality Assurance by Training Partners

Template for Syllabus/ Curriculum

Guidelines for Facilitator’s Guide

Guidelines for Trainer’s Guide

Guidelines for Participant Manuals

Training Delivery Plan

The same can be downloaded from (http://www.nsdcindia.org/standards-and-quality-assurance) under Quality Guidelines for Training Content head.

Approval of the courseware at the time of awarding the project

Selection and Training of Trainers

Ensure Timely Selection of Trainers

Ensure they are SSC Certified

TSP to provide the list of SSC certified trainers in the particular job role

HPKVN will program manage Assessment of the Trainers programs. These would be held at Shimla.

Mobilization of Trainees

Procure the List of the Mobilized Trainees for RPL Training

TSP can engage external agencies for mobilization if deemed necessary

HPKVN to monitor all mode of mobilization methods by the TSPs.

Respective participating stakeholder would assist the TSP in mobilizing the trainees and would ensure providing the List of Candidates to the TSP mentioning the Candidate’s name, age, contact details,

9 PMKVY Guidelines - http://www.pmkvyofficial.org/App_Documents/News/PMKVY%20Guidelines%20(2016-2020).pdf – Page number 19

http://www.nsdcindia.org/standards-and-quality-assurancehttp://www.nsdcindia.org/standards-and-quality-assurancehttp://www.pmkvyofficial.org/App_Documents/News/PMKVY%20Guidelines%20(2016-2020).pdf

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Qualification, RPL Program for the trade required, preferred RPL training Location, Aadhar card details and Bank Account number

Training of Batches

Learning of trainees(Both technical and of soft skills)

Support weaker trainees with extra training.

TSP is to evaluate the existing skill sets and experience of the candidates based on the pre-screening format set by respective SSCs for each job role.

TSP shall arrange the necessary training infrastructure and required laboratory/equipment at the RPL location, as per the requirements defined by respective SSC(s) for the identified job roles.

TSP shall ensure that the overall training infrastructure especially the training aids for the proposed job role are as per the industry benchmark.

Regular checks and feedback to TSPs

Participating stakeholder to assist the TSP by ensuring maximum attendance of the trainees

Assessments

TSP Staff and Trainers well acquainted with Assessment Process

Conduct mock tests for trainees

Re training to those trainees who fail assessments in consultation with HPKVN- recommendation for short term training

SSCs will conduct the assessments with the assistance of TSP

Recommend the Assessment agency from the panel suggested by SSC and TSP.

Oversee every assessment being conducted – to ensure free and fair assessments

Financials

TSP to furnish necessary reports and documents in the prescribed formats in support to the payouts. E.g.- Project progress reports, MIS reports, Pictures of the RPL camps/trainings in the locations, Media coverage reports

Payout by HPKVN will be on the basis of Trainee successful certification to the respective TSP, SSC for assessments as per their eligibility10.

10 Eligibility clarified in the document - http://pmkvyofficial.org/App_Documents/News/Approved-Alterations-to-RPL-Guidelines-19092016.pdf

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4. Programme Design

i. TSP should design Courseware for the programme offered, keeping in mind the trainee segment in HP. It should meet requirements of National Occupation Standards (NOS) and Qualification Packs (QPs) so that the Course is aligned to NSQF.

ii. They should obtain Recommendation Letter to effect that the Courseware is aligned to Qualification Pack from Sector Skill Council concerned and submit the same to HPKVN along with RFP.

iii. Assessment would be conducted as national standards prescribed by respective SSC through their empaneled agency.

iv. The TSPs shall be expected to detail the design and develop the RPL Program’s Training content and materials.

v. The TSP should develop Participant Handbook relevant to the programme proposed and it should be provided in both print and digital format to all trainees enrolled for the programme (Bilingual Language). One copy of the Handbook should be submitted to HPKVN Head Office.

vi. They should develop Trainer Handbook for the programme proposed and same should be provided in printed format to all Trainers. One copy of the Handbook should be submitted to HPKVN office.

vii. Both above documents should conform to the Format given by NSDC (Please see ‘ Quality Guidelines for Training Content’ –http://www.nsdcindia.org/standards-and-quality-assurance )

4.1. Trainer

i. The TSP shall be responsible for providing all necessary skilled trainers/manpower, office space, furniture and equipment, computers and peripherals, communication equipment, electricity, water, licensed software, worker, 3rd party and other insurances, vehicles, stationery, and licenses for intellectual property etc. for performing the services throughout the period of the Contract and to the satisfaction of the HPKVN.

ii. TSP shall ensure the required certified trainers for both domain skills and soft skills trainers are deployed for the programme execution.

iii. Only Trainers having a minimum of one year experience in the relevant industry and certified by SSC should be deployed for the Proposed RPL programme.

iv. TSPs should submit resumes along with educational and professional credentials of trainers to HPKVN and get approval before field deployment.

v. Trainers should have proficiency in both English and Hindi. vi. Trainers not meeting the quality standards of HPKVN shall be replaced by the TSP

vii. TSP should ensure that the trainers replaced or substituted, if any, are assessed by HPKVN team, before they are deployed in the field with prior approval from HPKVN

4.2. Trainee Selection

i. The respective participating stakeholder would assist TSP in selection of trainees and providing information on the RPL program, however the TSP will also need to reach out to trainees through various other channels such as local associations and industry federations to generate required awareness for the programme.

ii. TSP to share the trainee mobilization strategy for the RPL programmes according to the locations with HPKVN at the time of proposals submission

iii. TSP would conduct Orientation session about RPL Program and its benefits, content to be taught, career progressions etc. in the RPL Program,

iv. TSP may conduct pre-assessment test for trainee selection for a Job Role, and all trainees should be counseled.

4.3. Training Delivery: TSPs

i. Should develop the course and curriculum in the lines of PMKVY RPL guidelines and the same should be adopted while imparting training. The approach should be reflected in all documents developed for the programme.

ii. Should have Session wise Training Delivery Plan as per Quality Framework and adhere to the plan.

http://www.nsdcindia.org/standards-and-quality-assurance

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iii. The training activities should provide more scope for teamwork, individual practice on the skill and interaction of the participants.

iv. Should draw up training calendar for the chosen programme in consultation with HPKVN and adhere to the plan.

v. Should ensure each trainee is getting individual attention. vi. Should deliver training as per the approved quality frame work

vii. Should provide all the materials required for training delivery to the Trainers and Trainees. viii. Should ensure attendance of trainees through quality delivery of the programme as per approved

schedule Trainee Selection

4.4. Practical

i. Should set up practical labs as per QP & curriculum standards in the training location (TSP can negotiate with Participating department/stakeholder to sponsor an existing lab/ provide space and equipment, and TSP sets up the lab or they can take the equipment’s on Rent for the project period)

ii. Practical training should be conducted as per the quality framework of the programme as defined under PMKVY RPL guidelines

4.5. Assessment, Evaluation and Certification

i. Final Assessment at end of training would be conducted by concerned SSC in presence of a representative of HPKVN.

ii. Assessment agencies needs to adhere the National Standards prescribed by SSC and PMKVY. iii. Successfully assessed candidates shall be provided Certificate and Mark sheet by the respective SSC. iv. The TSP shall be responsible for payment of the assessment fee.

4.6. Refresher Course

In addition to standard 2 days RPL, the trainees shall also undergo 3 days of soft skills course covering employability skills, digital literacy and information on financial inclusion schemes and their benefits. This additional course will not be the part of assessment. The additional cost incurred will be paid over and above the RPL payout in accordance to the category of the corresponding job role as per the common cost norms.

4.7. Batch Size

The batch size of the programme may vary from 20 to 35 trainees (ideal batch size of 30). TSP would need to conduct training for the chosen programme at the identified locations across the State of HP as provided in the proposal.

4.8. Staff details

Sr. No. Position Title No. of Position Qualification Man-months

1 State Level Coordinator

1 Graduate with more than 5 years of experience of managing and delivering large skill development/ employability / social sector projects / Government Projects/ Cluster Development Projects/CSR Projects in India.

18 Months

2 Mobilizer As per requirement

(the number of mobilizers will be dependent on the number of camp locations)

Graduate degree in Social Sector/

Psychology with more than 5 years of

experience of counselling and

mobilizing students for Connect in

large Skill Development/

Employability / Social Sector /

educational institution Projects/ Government Projects/ Cluster

Development Projects / CSR Projects

18 months for each center

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Sr. No. Position Title No. of Position Qualification Man-months

in India.

3 Domain Skills Trainer

As per requirement

The trainer shall be certified by the

respective SSC and have minimum

experience of one year in conducting

RPL training under skill development

programmes

As per requirement

4 Soft Skill Trainer As per requirement

The trainer shall be certified by the

respective SSC and have minimum

experience of one year in conducting

RPL training under skill development

programmes

As per requirement

More positions will be elaborated during RFP stage.

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5. Monitoring and Reporting

5.1. Reporting Requirements and Time Schedule for Deliverables

i. TSP shall prepare a Progress Report within one month of commencement of the RPL Program which will include a report on activities during the Training Sessions & staff schedule The Progress Report shall include an agreed schedule of working papers that will be prepared during the course of the TSP and designed to ensure that all key Project issues are raised, discussed and agreed at an early date.

ii. An MIS is being introduced by HPKVN, and TSPs and Assessment Agencies would be trained to fill and use the MIS for uploading the batchwise details in the prescribed format.

iii. At the end of the programme, the course completion report should be submitted in soft copy and printed copy within 15 days to HPKVN for the purpose of information exchange.

iv. This report should comprise the salient features of the training activity under this programme, suggestions /recommendations from the participants, compilation, an analytical note of the evaluation sheet submitted by the participants and overall summary report on completion of entire programme. In addition, the reports should also include photographs of the mobilization activities and training at the RPL camps

The contents of each report will be discussed and agreed with the HPKVN in advance. The time schedule for the key deliverables is given in Table 5. The TSP will submit six hard copies and one electronic copy of each report. Final reports will also be submitted on a CD ROM/USB Drive.

No. Deliverable Submission (month)

1. Monthly Progress Reports Monthly

2. Batch Completion Report 15 days after completion of each batch

3. Mid Terms Progress Report 30 days after completion of half duration of the project.

4. Project Completion Report 15 days after completion of all batches

Notes:

i. Monthly Progress Report within 5 days of commencement of each calendar month.

ii. Mid Terms Progress Report: as agreed with HPKVN- Report format and quality of analysis will be

important.

5.2. Co-ordination

i. TSP should deploy coordinator at State level to implement the entire training assignment ii. State Coordinator needs to liaise with HPKVN Official as well as the Government Department officials

iii. State Coordinator should represent the TSP for all project related activities iv. State coordinator should submit training reports to HPKVN as per requirement v. State Coordinator should attend the monthly review meeting of the programme at HPKVN headquarter.

vi. Shall establish a schedule of coordination and progress meetings, to be approved by the HPKVN, to ensure that all stakeholders are kept informed of the status and activities of the Project. Shall submit monthly Progress Reports in an agreed format and shall fully support the HPKVN in reporting to the Government of Himachal Pradesh and the ADB.

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6. Financial Payouts

6.1. Managing Fund Flow under the Scheme

i. HPKVN shall release funds to the Training Service Providers in adherence with the prescribed

processes in Standard Operating Procedures (SOP) which shall be modified by HPKVN from time to

time.

ii. The fund release to the Training Service Providers would be in accordance to the procedures laid down

in the Common Norms for Skill Development Schemes notified by the Government of India from time

to time. Need based deviations for Himachal Pradesh would be reflected in the Standard Operating

Procedures (SOP) to be released by HPKVN.

iii. Under the Scheme, funding would be available to Training Service Providers selected through an impartial and transparent selection criteria to impart skill development trainings.

iv. Third Party Certification & Assessment costs shall be payable to the respective SSC in line with the Common Norms notified by the Government of India.

6.2. Performance based payment for training programmes

i. The training programme uses the ‘The Common Norms for Skill Development Schemes’ implemented by Ministry of Skill and Entrepreneurship Development (MSDE), Government of India.

a. http://msde.gov.in/assets/images/Notification/common%20norms.pdf

b. With revised updates on – http://msde.gov.in/assets/images/Notification/28.02.2017%20Common%20Norms%20Amendment%20Notification.pdf

ii. The payment11 will be released to the agency as per the number of successful Trainees certified.

6.3. Project Costing and Payout

TSPs shall be funded for the implementation of RPL projects as per the following slabs. Details of variable costs (supported by cost calculations and justifications) shall be submitted by the TSP within the cost heads and ceilings specified in the Project Proposal.

Below are the cost heads for calculation of per candidate cost:

SN Expense Head Pay Out per Candidate (in Rs)

1 Pay out to TSP including cost for Mobilization, Branding, Participant Kits and Orientation.

187012

2 Assessment Fees* As per SSC based on NSQF level and Job Role Category

3 Pay out for 24 hour Refresher Course for Soft Skills

As per the common cost norm for the corresponding Job role category.

11All payments shall be made on submission of pre-receipt along with the bills raised by the agency in quadruplicate for respective stages.

i. Payment will be subject to performance audit by the HPKVN official or any other officials/companies/agencies designated by HPKVN for the purpose.

ii. For TSP: The service taxes at applicable rates at appropriate time shall be levied by the TSP and the same will be paid by the HPKVN. HPKVN shall deduct TDS at applicable rates at appropriate time.

12 As per ‘Compendium of Guidelines and amendments for Recognition of Prior Learning under Pradhan Mantri Kaushal Vikas Yojana (PMKVY) (2016-2020)’. Including additional 10% increment for Special States as per the Common Cost Norms.

http://msde.gov.in/assets/images/Notification/common%20norms.pdfhttp://msde.gov.in/assets/images/Notification/28.02.2017%20Common%20Norms%20Amendment%20Notification.pdfhttp://msde.gov.in/assets/images/Notification/28.02.2017%20Common%20Norms%20Amendment%20Notification.pdf

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4 Wage Compensation to Candidates Payment to the candidates as per the Minimum Wage Rate for the RPL duration.

Assessment Fees to SSC

Upon validation and approval of final assessment results, SSCs shall be paid the following assessment fees:

NSQF level Common Norms Category

Category 1 Category 2 Category 3

8, 9, 10 Senior Level/ Specialized, Executive level

1125 937.5 750

5, 6, 7 Mid – Level/ Administrative Employment

975 825 SSC 675

3, 4 Entry level/ Operational Employment

900 750 600

1, 2 Pre – employment (For schools) / Non – Organizational

525 450 375

Refresher Course Cost:

The cost per candidate for 24 hrs will be as per the corresponding Job Role category of Common Cost Norms.

The TSP will also be reimburse the candidates for wage compensation for undergoing refresher course of 24 hrs.

Payment Tranches

Payments will be directly transferred to the TSP’s bank account by HPKVN on PMKVY-RPL guidelines on completion of the following milestones-

Tranche % of total cost per candidate

Output parameters

I 80% On successful certification of candidate. II 20% On successful submission of evidence based proofs of certification

distribution ceremony (Batch-wise photos of candidates with certificates and video of certification distribution ceremony)

6.4. Wage Compensation

In order to ensure maximum participation from the target group, there would be provision of reimbursement of wage against the wage loss incurred during the trainings. The compensation to the trainees is to ensure reduced dropouts occurring specially of the daily wage earners due to training. This will be over and above the fixed payout to the trainees and will be transferred directly to the accounts of the beneficiaries through e-banking channel by the TSP and the same will be reimbursed by HPKVN upon submission of valid proof by TSP and verification by HPKVN.

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Wage reimbursement amount:

The wage compensation will be as per the notification from Labour and Employment department13. It will be equivalent to the average minimum wage for semi-skilled worker and will be payable to all the categories of workers in all the 19 scheduled employments.

In case the job role under consideration is not listed in the 19 scheduled employment, the nearest similar job role and its minimum wage for unskilled/semi-skilled worker shall be considered

The wage compensation will be for the entire duration of the course including the RPL and refresher course.

13 https://himachal.nic.in/showfile.php?lang=1&dpt_id=14&level=2&lid=18223&sublinkid=17758

https://himachal.nic.in/showfile.php?lang=1&dpt_id=14&level=2&lid=18223&sublinkid=17758

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7. TSP Evaluation and Selection Criteria:

# Evaluation Criteria Max.

Marks

1 Technical Experience of Bidder (furnish certification or work order or contract document

or information available in public domain from the client)

50

Marks

1.1 Experience of completed/ongoing Projects as Training Service Provider with trainee strength >= 1000

each as a Lead Training Service Provider as part of a contract in the last 5 years (Only those projects will be

evaluated which has completed at least one year of implementation from the date of signing of the

contract)-

• Less than 1 Project – 0 Marks

• 1 Projects – 4 Marks


• 3 Projects or more – 18 Marks

If any single project submitted for this criterion has value >1500 numbers, then 1 additional mark for each

such project (Maximum 2 Marks).

TSP to provide documentary proofs.

20

1.2 Experience of working on RPL projects (completed) with Government

department/associations/industry/federations in imparting skill development program / upgradation of

skills / capacity building (Only those projects will be counted for evaluation which has >400 trainees).

• Less than 1 Project – 0 Marks



• 3 Projects or more – 10 Marks TSP to provide documentary proofs.

10

1.3 Experience of Imparting training in the area of Skill Development in Similar Sector

• Agriculture - 1 Marks for each 200 students trained maximum to 5 Marks • Handicrafts- 1 Marks for each 200 students trained maximum to 5 Marks • Tourism and Hospitality - 1 Marks for each 200 students trained maximum to 5 Marks • Green Jobs - 1 Marks for each 200 students trained maximum to 5 Marks


20

2 Geographical Experience of Bidder (Ongoing or Completed Project during last 5 years - Client

certificate/MIS/SDMS report or information available in public domain from the Client)

20

Marks

2.1 Trained in Himachal Pradesh or Similar Geographical Area (J&K, Uttarakhand, North Eastern States)

• 100 to 200 Students – 8 Marks • 200- 300 Students – 10 Marks • 300- 400 Students – 15 Marks • >400 Students – 20 Marks


20

3

Quality of Proposal (Evaluation Mechanism will be based on the Ratings for sub-section 3.1-3.5) Excellent – 100% Very Good – 85% Above average -70% Average - 55% Below average – 40%

20

Marks

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# Evaluation Criteria Max.

Marks

Non-complying – 0%

3.1 Quality Control Mechanism proposed for implementation of the program 5

3.2 Overall quality of EOI submission

5

3.3 Approach and Methodology for achieving the training targets within timeframe (2 marks for each section)

Awareness generation - 2 marks

Counselling – 2 marks

Training – 3 marks

Programme monitoring – 3 marks

10

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8. Reporting

Schedule of Deliveries

The following reports must be delivered as per the timeline mentioned below:

# Deliverable Submission

1 Progress Report Monthly

3 Mid Term Progress Report 30 days after completion of half duration of program

4 Program Completion Report 15 days after completion of all batches

Notes: (i) Monthly Progress Report within 10 days of commencement of each calendar month. (ii) Quarterly Progress Report: as agreed with HPKVN- Report format and quality of analysis is important.

The contents of each report will be discussed and agreed with HPKVN in advance. The TSP will submit six hard copies and one electronic copy of each report. Final report will also be submitted in a CD-ROM.

All reports, bid documents etc. shall be submitted to the following address:

The Managing Director,

Himachal Pradesh Kaushal Vikas Nigam (HPKVN),

Block no. 24, 2nd Floor, STPI Building, SDA Complex,

Kasumpti, Shimla – 171009